Interorganizational Determinants of Promotion: Client Leadership and the Attainment of Women Attorneys

By Christine M. Beckman, Damon J. Phillips. 2005

167 citations recorded by the source corpus.

Subfields: Economics and Econometrics, Gender Studies, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/7b096c5f33bf185bacf634188cbe876b1ea54e9f

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Citations in the corpus

Social Discrimination in the Corporate Elite (2013, background): “, less favorable treatment of outgroup members who occupy lower-level positions in the social hierarchy), and to a lesser extent on ‘‘lateral’’ discrimination (Baron, Davis-Blake, and Bielby, 1986; Cohen, Broschak, and Haveman, 1998; Hogg and Terry, 2000; Beckman and Phillips, 2005); little theoreti”
Corporations and economic inequality around the world: The paradox of hierarchy☆ (2010, background): “If women systematically earn less than men and experience careers that stall out well below the top rungs of the hierarchy, organizations are the primary mechanisms that make it happen (e.g. Beckman & Phillips, 2005).”
Women-Led Firms and the Gender Gap in Top Executive Jobs (2005, unknown): “The literature suggests that women-leaders are instrumental in promoting women within the organization (Cohen, Broschak, Haveman 1998, Beckman and Phillips 2005, Athey, Avery, and Zemsky 2000).”
Gender-role Incongruity and Audience-based Gender Bias: An Examination of Networking among Entrepreneurs (2020, background): “…market research in economics and sociology has suggested that employers may favor men in hiring and promotion because they believe that their customers, whom they strive to satisfy, prefer men (Becker, 1971; Neumark, Bank, and Nort, 1996; Beckman and Phillips, 2005; Fernandez-Mateo and King, 2011).”
Pursuing Quality: How Search Costs and Uncertainty Magnify Gender-based Double Standards in a Multistage Evaluation Process (2017, background): “We tested the extent to which double standards lead to a female disadvantage in evaluations in the male-typed investment management industry (National Council for Research on Women, 2009; Alden, 2013), in which gender seems to be particularly salient (e.g., Beckman and Phillips, 2005; Turco, 2010).”
Managers’ Political Beliefs and Gender Inequality among Subordinates: Does His Ideology Matter More Than Hers? (2018, unknown): “Across the promotion and hiring analyses, we controlled for firm performance (profit per equity partner) and client-driven (e.g., Beckman and Phillips, 2005) motivation to donate to liberal politicians and support gender equality (% female leadership among client personnel ).”
The Paradox of Meritocracy in Organizations (2010, background): “…and maintaining inequality in the workplace (e.g., in the tradition of Baron and Bielby, 1980; Baron, 1984; Ferguson, 1984; Bielby and Baron, 1986; Beckman and Phillips, 2005; Phillips, 2005), our research makes a number of important theoretical contributions to our understanding of broader…”
Working for the Woman? Female Managers and the Gender Wage Gap (2007, background): “In the legal profession, law firms whose corporate clients have many women in leadership positions show a greater increase in female partners (Beckman and Phillips 2005), and female decision makers tend to fill more vacancies with women (Gorman 2005).”