Do Job Applicants Consider Founder Race and Gender? Evidence from a Field Experiment

Published Online:https://doi.org/10.1287/mnsc.2021.00481

References

  • Abraham M, Burbano V (2022) Congruence between leadership gender and organizational claims affects the gender composition of the applicant pool: Field experimental evidence. Organ. Sci. 33(1):393–413. LinkGoogle Scholar
  • Barbulescu R, Bidwell M (2013) Do women choose different jobs from men? Mechanisms of application segregation in the market for managerial workers. Organ. Sci. 24(3):737–756.LinkGoogle Scholar
  • Bermiss YS, McDonald R (2018) Ideological misfit? Political affiliation and employee departure in the private-equity industry. Acad. Management J. 61(6):2182–2209.CrossrefGoogle Scholar
  • Bidwell M, Briscoe F (2010) The dynamics of interorganizational careers. Organ. Sci. 21(215):1034–1053. LinkGoogle Scholar
  • Bode C, Singh J, Rogan M (2015) Corporate social initiatives and employee retention. Organ. Sci. 26(6):1702–1720.LinkGoogle Scholar
  • Brenner S, Solal I, Wernicke G (2023) ‘Not my CEO’: Employee reactions to the threat of female leadership. Proceedings 2023(1).Google Scholar
  • Burbano VC (2016) Social responsibility messages and worker wage requirements: Field experimental evidence from online labor marketplaces. Organ. Sci. 27(4):1010–1028.LinkGoogle Scholar
  • Campero S (2021) Hiring and intra-occupational gender segregation in software engineering. Amer. Sociol. Rev. 86(1):60–92.CrossrefGoogle Scholar
  • Campero S, Fernandez RM (2019) Gender composition of labor queues and gender disparities in hiring. Soc. Forces 97(4):1487–1516.CrossrefGoogle Scholar
  • Campero S, Kacperczyk A (2020) Asymmetric gender homophily in the startup labor market. Adv. Strategic Management 41:329–359. Google Scholar
  • Cappelli P, Hamori M (2014) Understanding executive job Search. Organ. Sci. 25(5):1511–1529. LinkGoogle Scholar
  • Carnahan S, Greenwood BN (2018) Managers’ political beliefs and gender inequality among subordinates: Does his ideology matter more than hers? Admin. Sci. Quart. 63(2):287–322.CrossrefGoogle Scholar
  • Carnahan S, Kryscynski D, Olson D (2017) When does corporate social responsibility reduce employee turnover? Evidence from attorneys before and after 9/11. Acad. Management J. 60(5):1932–1962.CrossrefGoogle Scholar
  • Castilla E (2008) Gender, race, and meritocracy in organizational careers. Amer. J. Sociol. 113(6):1479–1526.CrossrefGoogle Scholar
  • Chatterji AK, Seamans RC (2012) Entrepreneurial finance, credit cards, and race. J. Financial Econom. 106(1):182–195.CrossrefGoogle Scholar
  • Coffman LC, Featherstone CR, Kessler JB (2017) Can social information affect what job you choose and keep? Amer. Econom. J.: Appl. Econom. 9(1):96–117. CrossrefGoogle Scholar
  • Fauchart E, Gruber M (2011) Darwinians, communitarians, and missionaries: The role of founder identity in entrepreneurship. Acad. Management J. 54(5):935–957.CrossrefGoogle Scholar
  • Fernandez RM, Campero S (2017) Gender sorting and the glass ceiling in high-tech firms. ILR Rev. 70(1):73–104.CrossrefGoogle Scholar
  • Fernandez-Mateo I, Fernandez RM (2016) Bending the pipeline? Executive search and gender inequality in hiring for top management jobs. Management Sci. 62(12):363–3655.Google Scholar
  • Flory J, Leibbrandt A, List J (2015) Do competitive workplaces deter female workers? A large-scale natural field experiment on job entry decisions. Rev. Econom. Stud. 82(1):122–155.CrossrefGoogle Scholar
  • Freeman J, Carroll G, Hannan MT (1983) The liability of newness: Age dependence in organizational death rates. Amer. Soc. Rev. 48(5):692–710. CrossrefGoogle Scholar
  • Gaucher D, Friesen J, Kay AC (2011) Evidence that gendered wording in job advertisements exists and sustains gender inequality. J. Personality Soc. Psych. 101(1):109–128.CrossrefGoogle Scholar
  • Gorman EH (2005) Gender stereotypes, same-gender preferences, and organizational variation in the hiring of women: Evidence from law firms. Amer. Sociol. Rev. 70(4):702–728.CrossrefGoogle Scholar
  • Hedblom D, Hickman BR, List JA (2019) Toward an understanding of corporate social responsibility: Theory and field experimental evidence. NBER Working Paper 26222, National Bureau of Economic Research, Cambridge, MA.Google Scholar
  • Heilman ME, Martell RF, Simon MC (1988) The vagaries of sex bias: Conditions regulating the undervaluation, equivaluation, and overvaluation of female job applicants. Organ. Behav. Human Decision Processes 41(1):98–110.CrossrefGoogle Scholar
  • Ibarra H (1995) Race, opportunity, and diversity of social circles in managerial networks. Acad. Management J. 38(3):673–703. CrossrefGoogle Scholar
  • Kang SK, DeCelles KA, Tilcsik A, Jun S (2016) Whitened résumés: Race and self-presentation in the labor market. Admin. Sci. Quart. 61(3):469–502.CrossrefGoogle Scholar
  • Kuppuswamy V, Younkin P (2020) Testing the theory of consumer discrimination as an explanation for the lack of minority hiring in Hollywood films. Management Sci. 66(3):1227–1247.LinkGoogle Scholar
  • Kurtulus FA, Tomaskovic-Devey D (2012) Do female top managers help women to advance? A panel study using EEO-1 records. Ann. Amer. Acad. Polit. Soc. Sci. 639(1):173–197.CrossrefGoogle Scholar
  • Lee M, Huang L (2018) Gender bias, social impact framing, and evaluation of entrepreneurial ventures. Organ. Sci. 29(1):1–16.LinkGoogle Scholar
  • Leibbrandt A, List JA (2015) Do women avoid salary negotiations? Evidence from a large-scale natural field experiment. Management Sci. 61(9):2016–2024. LinkGoogle Scholar
  • Leung MD (2018) Learning to hire? Hiring as a dynamic experiential learning process in an online market for contract labor. Management Sci. 64(12):5651–5668.LinkGoogle Scholar
  • Leung MD, Koppman S (2018) Taking a pass: How proportional prejudice and decisions not to hire reproduce gender segregation. Amer. J. Sociol. 124(3):762–813.CrossrefGoogle Scholar
  • McPherson M, Smith-Lovin L, Cook JM (2001) Birds of a feather: Homophily in social networks. Annual Rev. Sociol. 27(1):415–444.CrossrefGoogle Scholar
  • Navis C, Glynn MA (2011) Legitimate distinctiveness and the entrepreneurial identity: Influence on investor judgments of new venture plausibility. Acad. Management Rev. 36(3):479–499.CrossrefGoogle Scholar
  • O’Reilly C, Chatman J, Caldwell DF (1991) People and organizational culture: A profile comparison approach to assessing person-organization fit. Acad. Management J. 34(3):487–516.CrossrefGoogle Scholar
  • Ouimet P, Zarutskie R (2014) Who works for startups? The relation between firm age, employee age, and growth. J. Financial Econom. 112(3):386–407. CrossrefGoogle Scholar
  • Pager D, Pedulla DS (2015) Race, self-selection, and the job search process. Amer. J. Sociol. 120(4):1005–1054.CrossrefGoogle Scholar
  • Pager D, Shepherd H (2008) The sociology of discrimination: Racial discrimination in employment, housing, credit, and consumer markets. Annual Rev. Sociol. 34:181–209.CrossrefGoogle Scholar
  • Pedulla DS (2016) Penalized or protected? Gender and the consequences of nonstandard and mismatched employment histories. Amer. Sociol. Rev. 81(2):262–289.CrossrefGoogle Scholar
  • Rattan A, Steele J, Ambady N (2019) Identical applicant but different outcomes: The impact of gender versus race salience in hiring. Group Processes Intergroup Relations 22(1):80–97.CrossrefGoogle Scholar
  • Rivera LA, Tilcsik A (2016) Class advantage, commitment penalty: The gendered effect of social class signals in an elite labor market. Amer. Sociol. Rev. 81(6):1097–1131.CrossrefGoogle Scholar
  • Roach M, Sauermann H (2015) Founder or joiner? The role of preferences and context in shaping different entrepreneurial interests. Management Sci. 61(9):2160–2184.LinkGoogle Scholar
  • Ruef M, Aldrich HE, Carter NM (2003) The structure of founding teams: Homophily, strong ties, and isolation among U.S. entrepreneurs. Amer. Sociol. Rev. 68(2):195–222. CrossrefGoogle Scholar
  • Sørensen JB, Sharkey AJ (2014) Entrepreneurship as a mobility process. Amer. Sociol. Rev. 79(2):328–349.CrossrefGoogle Scholar
  • Sorenson O, Dahl MS, Canales R, Burton DM (2021) Do startup employees earn more in the long run? Organ. Sci. 32(3):587–604. LinkGoogle Scholar
  • Thébaud S (2015a) Business as plan B: Institutional foundations of gender inequality in entrepreneurship across 24 industrialized countries. Admin. Sci. Quart. 60(4):671–711.CrossrefGoogle Scholar
  • Thébaud S (2015b) Status beliefs and the spirit of capitalism: Accounting for gender biases in entrepreneurship and innovation. Soc. Forces 94(1):61–86.CrossrefGoogle Scholar
  • Tilcsik A (2011) Pride and prejudice: Employment discrimination against openly gay men in the United States. Amer. J. Sociol. 117(2):586–626.CrossrefGoogle Scholar
  • Turban DB, Greening DW (1997) Corporate social performance and organizational attractiveness to prospective employees. Acad. Management J. 40(3):658–672.CrossrefGoogle Scholar
  • Wasserman N (2012) The Founder’s Dilemma (Princeton University Press, Princeton, NJ).CrossrefGoogle Scholar
  • Younkin P, Kuppuswamy V (2018) The colorblind crowd? Founder race and performance in crowdfunding. Management Sci. 64(7):3269–3287.LinkGoogle Scholar
  • Younkin P, Kuppuswamy V (2019) Discounted: The effect of founder race on the price of new products. J. Bus. Venturing 34(2):389–412.CrossrefGoogle Scholar
  • Zuzul T, Tripsas M (2020) Start-up inertia versus flexibility: The role of founder identity in a nascent industry. Admin. Sci. Quart. 65(2):395–433.CrossrefGoogle Scholar
INFORMS site uses cookies to store information on your computer. Some are essential to make our site work; Others help us improve the user experience. By using this site, you consent to the placement of these cookies. Please read our Privacy Statement to learn more.