Up To No Good Gender Social Impact Work And Employee Promotions

Jun 4, 2021 We varied employee gender and employee participation in social impact work across four fictitious employee profiles. Because this experimental study holds employee-side factors other than gender constant, it is not subject to biases from unobservable heterogeneity among employees.

Jun 4, 2021 Taken together, the results of the two studies suggest that the negative effect of participation on promotion is conditional upon participant and evaluator gender, underscoring the role of gender in evaluation of social impact work.

Jun 4, 2021 Up to No Good? Gender, Social Impact Work, and Employee Promotions. June 2021. Administrative Science Quarterly 67 (1):000183922110206. DOI: 10.1177/00018392211020660....

promotion. Furthermore, because the male gender role stereotype is less congruent with social. impact work, we expect that the promotion penalty will be greater for men than for women. Our. analysis is based on panel data for 1,768 employees from 2008 to 2013 from archival records.

Jun 4, 2021 Up to No Good? Gender, Social Impact Work, and Employee Promotions. Christian Bode, Michelle Rogan, Jasjit Singh. Published in Administrative Science 4 June 2021. Business, Sociology. Firms increasingly offer employees the opportunity to participate in firm-sponsored social impact initiatives expected to benefit the firm and employees.

Nov 1, 2021 Gender, Social Impact Work, and Employee Promotions | The ASQ Blog. Behind the scenes of the Administrative Science Quarterly: A blog organized by students, for students. Bode, Rogan & Singh (2021). Up to No Good? Gender, Social Impact Work, and Employee Promotions.

Because social impact work is more congruent with female than male gender role stereotypes, promotion rates will be lower for participating men, and male evaluators will be less likely than female evaluators to recommend promotion for male participants.

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Because social impact work is more congruent with female than male gender role stereotypes, promotion rates will be lower for participating men, and male evaluators will be less likely...

Administrative science quarterly : ASQ.. - Thousand Oaks, Calif. : Sage Publ., ISSN 1930-3815, ZDB-ID 2064582-X. - Vol. 67.2022, 1, p. 82-130

Because social impact work is more congruent with female than male gender role stereotypes, promotion rates will be lower for participating men, and male evaluators will be less likely than female evaluators to recommend promotion for male participants.

Taken together, the results of the two studies suggest that the negative effect of participation on promotion is conditional upon participant and evaluator gender, underscoring the role of gender in evaluation of social impact work.

Feb 7, 2022 This article draws on findings from Up to No Good? Gender, Social Impact Work, and Employee Promotions by Christiane Bode (Imperial College Business School), Michelle Rogan (Imperial College Business School) and Jasjit Singh (INSEAD).

Bode, C., Rogan, M., & Singh, J. (2021). Up to No Good? Gender, Social Impact Work, and Employee Promotions. Administrative Science Quarterly, 000183922110206. doi:10.1177/00018392211020660.

Aug 1, 2019 Because social impact work is more congruent with female than male gender role stereotypes, promotion rates will be lower for participating men, and male evaluators will be less likely than female ...

Up to No Good? Gender, Social Impact Work, and Employee Promotions - Christiane Bode, Michelle Rogan, Jasjit Singh, 2022. journals.sagepub.com. 15. Catie Spivey. Discovery...

Because social impact work is more congruent with female than male gender role stereotypes, promotion rates will be lower for participating men, and male evaluators will be less likely than female evaluators to recommend promotion for male participants.

Mar 2, 2018 This work investigates whether social impact framing that emphasizes a ventures socialenvironmental welfare benefits, which research has shown to elicit stereotypically feminine attributions of warmth, diminishes these penalties and finds evidence of lessened gender penalties for female-led ventures that are presented using a social ...

Taken together, the results of the two studies suggest that the negative effect of participation on promotion is conditional upon participant and evaluator gender, underscoring the role of gender in evaluation of social impact work.

Mar 2, 2016 Additionally, although men are penalized for part-time employment histories, women face no penalty for part-time work. The survey experiment reveals that employers perceptions of workers competence and commitment mediate these effects.

employee gender and employee participation in social impact work across four fictitious employee profiles. Because this experimental study holds employee-side factors other than gender constant, it is not subject to biases from unob-servable heterogeneity among employees. This study also effectively

Jun 1, 2019 Up to No Good? Gender, Social Impact Work, and Employee Promotions. Christian Bode Michelle Rogan Jasjit Singh