Evaluating Gender Biases on Actual Job Performance of Real People: A Meta-Analysis1

By Chieh-Chen Bowen, Janet K. Swim, Rick R. Jacobs. 2000

207 citations recorded by the source corpus.

View Paper: https://www.semanticscholar.org/paper/0ed06be2396d2407d4e6922dc98ec9b88ea08bee

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Gender Studies

Citations in the corpus

Personal Initiative and Job Performance Evaluations: Role of Political Skill in Opportunity Recognition and Capitalization (2017, methodology): “As in the previous studies we controlled for age and gender, because these variables are known to influence both the amount of personal initiative shown (Bindl & Parker, 2010) and job performance evaluations (age: Waldman & Avolio, 1986; gender: Bowen et al., 2000).”
Is Transformational Leadership Always Perceived as Effective? Male Subordinates' Devaluation of Female Transformational Leaders1 (2009, background): “However, several meta-analyses have demonstrated that women leaders are more likely to be devalued by their male than by their female subordinates (Bowen et al., 2000; Eagly et al., 1992; Eagly, Karau, Makhijiani, & Mona, 1995).”
A Meta-Analysis of Gender Group Differences for Measures of Job Performance in Field Studies (2012, methodology): “Thus, we did not include studies using self-report measures of job performance (e.g., Jagacinski, 1987), nor did we include student reports of teacher performance (as done by Bowen et al., 2000).”
Work Uncertainty and the Promotion of Professional Women: The Case of Law Firm Partnership (2006, unknown): “As a separate matter, gender bias may also influence performance evaluations, so that men’s performance is evaluated more highly than women’s (Goldberg 1968), although evidence on this point is mixed (see Bowen et al. 2000; Swim et al. 1989).”
Not So Subtle (2016, background): “A complementary meta-analytic study illustrated the existence of formal (i.e., overt) discrimination in field settings by showing that performance ratings were biased against women when men served as raters (Bowen et al., 2000).”
LibRA (2019, unknown): “Our choice and inclusion of these covariates are motivated from prior literature [7, 15, 159].”