Passion Penalizes Women and Advantages (Unexceptional) Men in High-Potential Designations

The authors thank the editor and four anonymous reviewers for their insightful comments and suggestions for improving this paper. The authors are deeply grateful for helpful conversations with and comments on drafts of this manuscript from Corinne Bendersky, Stéphane Côté, Allie Feldberg, Ashley Martin, and Lakshmi Ramarajan. The authors also thank the seminar participants at the Tuck Management Research Symposium and the Tuck Organizational Behavior group; the Management of Organizations group at the Haas School of Business at the University of California, Berkeley; the Management and Organizations Area at the Fuqua School of Business at Duke University; the Organizations and Management Area at the Paul Merage School of Business at the University of California, Irvine; and attendees at the Academy of Management Conference and the International Association for Conflict Management in 2022 for helpful feedback on this research. Juliane Schittek was instrumental in collecting and first analyzing the data for Study 1. The authors acknowledge the Centre for Responsible Leadership at Imperial College Business School for supporting this research.