Motherhood as a Status Characteristic

By Cecilia L. Ridgeway, Shelley J. Correll. 2004

432 citations recorded by the source corpus.

Subfields: Gender Studies, Public Administration, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/7627876a19dd1b0a4ab0294802a954860a63e29f

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Citations in the corpus

Managing flexible work arrangements in US organizations: formalized discretion or ‘a right to ask’ (2006, background): “There are good theoretical and empirical reasons to believe that supervisors’ assessments of workers’ performance are affected by the workers’ race, sex and family status (Cejka and Eagly, 1999; Ridgeway and Smith-Lovin, 1999; Reskin, 2000; Ridgeway and Correll 2004; Correll and Benard, 2005).”
To Disclose or Not to Disclose? Status Distance and Self-Disclosure in Diverse Environments (2009, background): “…in sick to take care of a sick child), it will have status and competence implications, because she will be seen as a primary caretaker whose motherhood might influence her work performance and commitment negatively (e.g., Crittenden, 2001; Cuddy, Fiske, & Glick, 2004; Ridgeway & Correll, 2004).”
“Family-Friendly” Jobs and Motherhood Pay Penalties: The Impact of Flexible Work Arrangements Across the Educational Spectrum (2019, background): “Such demands are easier to meet while still fulfilling care obligations when some work may be accomplished at flexible times or at home when children are co-present (Ridgeway & Correll, 2004).”
Are motherhood penalties and fatherhood bonuses warranted? Comparing pro-work behaviors and conditions of mothers, fathers, and non-parents (2011, background): “The ‘‘ideal’’ mother, according to cultural expectations, spends most of her time and emotional energy caring for children even if she has a professional career (Hays, 1996; Ridgeway and Correll, 2004).”
Scaling Down Inequality: Rating Scales, Gender Bias, and the Architecture of Evaluation (2019, background): “They are critical drivers of the more negative teaching evaluations received by women faculty as well as gender inequalities in workplaces more broadly (Ridgeway 2011; Ridgeway and Correll 2004).”
Getting a Job: Is There a Motherhood Penalty?1 (2007, background): “Mothers were allowed significantly fewer times of being late to work, and they needed a significantly higher score on the management exam than nonmothers before being considered hirable.”
Family and career path characteristics as predictors of women’s objective and subjective career success: Integrating traditional and protean career explanations (2008, background): “Experimental, survey and qualitative studies provide evidence that employed mothers are judged as less competent and committed than women who are not mothers and men (Correll, Benard, & Paik, 2007; Epstein et al., 1999; Ridgeway & Correll, 2004).”
Endorsing Equity and Applauding Stay-at-Home Moms: How Male Voices on Work-Life Reveal Aversive Sexism and Flickers of Transformation (2010, background): “As such, women, and especially mothers, are deemed less organizationally competent and committed (Ridgeway & Correll, 2004).”
Spillover and Crossover Effects of Work-Family Conflict among Married and Cohabiting Couples (2018, background): “Moreover, scholars have critiqued the workplace for being resistant to shifting away from the male breadwinner model, thereby disadvantaging mothers (Ridgeway and Correll 2004; Williams 2001) and increasing levels of work-family conflict for fathers (Aumann, Galinsky, and Matos 2011).”