Do Competitive Workplaces Deter Female Workers? A Large-Scale Natural Field Experiment on Job Entry Decisions

By Jeffrey A. Flory, Andreas Leibbrandt, John A. List. 2015

384 citations recorded by the source corpus.

Subfields: Economics and Econometrics, Safety Research, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/5597a896e95f4069c674bcae552965eccc224572

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Citations in the corpus

Factorial Designs, Model Selection, and (Incorrect) Inference in Randomized Experiments (2019, background): “17 Do Competitive Workplaces Deter Female Workers? A LargeScale Natural Field Experiment on Job Entry Decisions Flory et al. (2014) analyze two experiments.”
Leaning Out: How Negative Recruitment Experiences Shape Women’s Decisions to Compete for Executive Roles (2017, background): “…choices of college majors before even starting their careers (Correll, 2001; Buser, Niederle, and Oosterbeek, 2012), and only a handful of studies examine women’s actual job application choices (Barbulescu and Bidwell, 2013; Flory, Leibbrandt, and List, 2015; Fernandez-Mateo and Fernandez, 2016).”
Why women don’t run: Experimental evidence on gender differences in political competition aversion (2015, background): “Gender differences in competitiveness have been well documented in laboratory settings (Croson and Gneezy, 2009; Niederle and Vesterlund, 2007; Niederle and Vesterlund, 2011; Flory et al., 2014) and have been linked to gender differences in education and labor market outcomes (Buser et al.”
Do Women Give Up Competing More Easily? Evidence from the Lab and the Dutch Math Olympiad (2016, background): “If the gap is mainly due to wrong beliefs, and if winning and losing affect choices exclusively through a feedback effect, gender differences should shrink in response to experience as long as people rationally update their beliefs.”
Valuing Alternative Work Arrangements (2017, methodology): “5In terms of methodology, our approach is similar to Flory et al. (2015) and Hedegaard and Tyran (2014). Both of these studies use data collected in the application phase to learn about the preferences of job seekers. Flory et al. (2015) randomize job applicants into different compensation packages ”
Misperceptions About Others (2021, background): “For example, Flory et al. (2015) observe job seekers’ application decisions in response to different gender beliefs; and Ferraro & Price (2013) examine residents’ water use habits when receiving technical advice and a message that appeals to prosocial preferences in the…”
The Gender Wage Gap: Extent, Trends, and Explanations (2017, background): “Flory, Leibbrandt, and List (2015) randomly assigned job-seekers into viewing online job advertisements with different compensation schemes.”
Gender Differences in Job Search: Trading off COMMUTE AGAINST WAGE* (2020, methodology): “To overcome these difficulties, recent research makes use of choice experiments to directly estimate the workers’ willingness to pay for particular job attributes (Flory et al., 2014; Mas and Pallais, 2017; Wiswall and Zafar, 2017; Maestas et al., 2018).”
'Acting Wife': Marriage Market Incentives and Labor Market Investments (2017, background): “…et al. (2015), Coffman (2013, 2014), Dohmen et al. (2011), Eckel and Grossman (2008), Fernández and Fogli (2009), Fernández et al. (2004), and Niederle and Veterlund (2007) on gender norms and identity and Flory et al. (2014), and Leibbrandt and List (2014) on the propensity to negotiate.”