Neugart, Michael ; Zaharieva, Anna (2024)
Social networks, promotions, and the glass‐ceiling effect.
In: Journal of Economics & Management Strategy
doi: 10.1111/jems.12603
Artikel, Bibliographie
Dies ist die neueste Version dieses Eintrags.
Kurzbeschreibung (Abstract)
Empirical studies show that women have lower chances of reaching top management positions, known as the glass‐ceiling effect. To study women's careers, we develop a search and matching model where job ladders consist of three hierarchical levels and workers can progress in the career by means of internal promotions or by transitioning to another firm. Both, formal applications and referral hiring via endogenous social networks can be used for moving between firms. We show that when female workers are minority in the labor market and social link formation is gender‐biased (homophilous), there are too few female contacts in the social networks of their male colleagues. This disadvantage implies that female workers are referred less often and, thereby, become underrepresented in top‐level management positions of firms relative to their fraction in the market. Our main theoretical results are consistent with the empirical evidence based on the German Socio‐Economic Panel.
| Typ des Eintrags: | Artikel |
|---|---|
| Erschienen: | 2024 |
| Autor(en): | Neugart, Michael ; Zaharieva, Anna |
| Art des Eintrags: | Bibliographie |
| Titel: | Social networks, promotions, and the glass‐ceiling effect |
| Sprache: | Englisch |
| Publikationsjahr: | 12 Juli 2024 |
| Ort: | Boston, Mass. |
| Verlag: | Wiley |
| Titel der Zeitschrift, Zeitung oder Schriftenreihe: | Journal of Economics & Management Strategy |
| DOI: | 10.1111/jems.12603 |
| Zugehörige Links: | |
| Kurzbeschreibung (Abstract): | Empirical studies show that women have lower chances of reaching top management positions, known as the glass‐ceiling effect. To study women's careers, we develop a search and matching model where job ladders consist of three hierarchical levels and workers can progress in the career by means of internal promotions or by transitioning to another firm. Both, formal applications and referral hiring via endogenous social networks can be used for moving between firms. We show that when female workers are minority in the labor market and social link formation is gender‐biased (homophilous), there are too few female contacts in the social networks of their male colleagues. This disadvantage implies that female workers are referred less often and, thereby, become underrepresented in top‐level management positions of firms relative to their fraction in the market. Our main theoretical results are consistent with the empirical evidence based on the German Socio‐Economic Panel. |
| Zusätzliche Informationen: | EarlyView article |
| Sachgruppe der Dewey Dezimalklassifikatin (DDC): | 300 Sozialwissenschaften > 330 Wirtschaft 300 Sozialwissenschaften > 360 Soziale Probleme, Sozialdienste, Versicherungen |
| Fachbereich(e)/-gebiet(e): | 01 Fachbereich Rechts- und Wirtschaftswissenschaften 01 Fachbereich Rechts- und Wirtschaftswissenschaften > Volkswirtschaftliche Fachgebiete 01 Fachbereich Rechts- und Wirtschaftswissenschaften > Volkswirtschaftliche Fachgebiete > Fachgebiet Finanzwissenschaft und Wirtschaftspolitik |
| Hinterlegungsdatum: | 20 Aug 2024 07:36 |
| Letzte Änderung: | 20 Aug 2024 07:36 |
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| Suche nach Titel in: | TUfind oder in Google |
Verfügbare Versionen dieses Eintrags
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Social networks, promotions, and the glass‐ceiling effect. (deposited 19 Aug 2024 09:43)
- Social networks, promotions, and the glass‐ceiling effect. (deposited 20 Aug 2024 07:36) [Gegenwärtig angezeigt]
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