Women’s Careers at the Start of the 21st Century: Patterns and Paradoxes

By D. A. O'Neil, Margaret M. Hopkins, Diana Bilimoria. 2008

372 citations recorded by the source corpus.

Subfields: Gender Studies, Organizational Behavior and Human Resource Management, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/8d38cdc2f1cffb202f477a5a46eedb8e51b3896a

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Citations in the corpus

Organizational Support, Individual Attributes, and the Practice of Career Self-Management Behavior (2010, background): “It has been suggested that women network to get social Sturges et al. 129 support within their organization (Ibarra, 1993; O’Neil et al., 2008; Singh, Vinnicombe, & Kumra, 2006), whereas men network to obtain career benefits such as professional advice, access to useful contacts, and…”
The Gender Pay Gap: Challenging the Rationalizations. Perceived Equity, Discrimination, and the Limits of Human Capital Models (2012, background): “A focus on cultural and psychological variables leads to the understanding that social capital, or standing in social networks, is important, along with personal attitudes, in translating individuals’ human capital into successful labor market outcomes (O’Neil et al. 2008).”
A maze of metaphors around glass ceilings (2012, background): “Moreover, low level starting placements restrict women's advancement more than men's (O'Neil et al., 2008).”
Contemporary career orientations and career self-management: A review and integration (2021, background): “O’Neil et al. (2008) Journal of Business Ethics 151 Qualitative Reviews the field of women's career development.”
Gender Differences in Leadership Role Occupancy: The Mediating Role of Power Motivation (2014, background): “From an equity and fairness perspective, these statistics are disturbing because they indicate that women, despite some progress over the past decades, are still disadvantaged in the largely male-defined domain of leadership (Eagly et al. 1994; O’Neil et al. 2007).”