Neugart, Michael ; Zaharieva, Anna (2024)
Social networks, promotions, and the glass‐ceiling effect.
In: Journal of Economics & Management Strategy
doi: 10.1111/jems.12603
Article, Bibliographie
This is the latest version of this item.
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.
| Item Type: | Article |
|---|---|
| Erschienen: | 2024 |
| Creators: | Neugart, Michael ; Zaharieva, Anna |
| Type of entry: | Bibliographie |
| Title: | Social networks, promotions, and the glass‐ceiling effect |
| Language: | English |
| Date: | 12 July 2024 |
| Place of Publication: | Boston, Mass. |
| Publisher: | Wiley |
| Journal or Publication Title: | Journal of Economics & Management Strategy |
| DOI: | 10.1111/jems.12603 |
| Corresponding Links: | |
| 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. |
| Additional Information: | EarlyView article |
| Classification DDC: | 300 Social sciences > 330 Economics 300 Social sciences > 360 Social problems , social services, insurance |
| Divisions: | 01 Department of Law and Economics 01 Department of Law and Economics > Volkswirtschaftliche Fachgebiete 01 Department of Law and Economics > Volkswirtschaftliche Fachgebiete > Fachgebiet Finanzwissenschaft und Wirtschaftspolitik |
| Date Deposited: | 20 Aug 2024 07:36 |
| Last Modified: | 20 Aug 2024 07:36 |
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| Suche nach Titel in: | TUfind oder in Google |
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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) [Currently Displayed]
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