Sex proportion and performance evaluation among high-ranking military officers

By A. Pazy, I. Oron. 2001

89 citations recorded by the source corpus.

Subfields: Gender Studies, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/99b86231d3e8f7c5a832ca7b8f2da84fcf36f469

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Citations in the corpus

The Essential Impact of Context on Organizational Behavior (2006, background): “The critical proportion for the emergence of the token effect is about 20 percent or fewer women (Pazy & Oron, 2001; Sackett et al., 1991), a clear illustration of Gladwell’s (2002) tipping point.”
Combatting gender discrimination: A lack of fit framework (2018, background): “Consistent with lack of fit ideas, there is a wealth of research showing that gender discrimination occurs more frequently in jobs that are seen as male gender-typed (Koch et al., 2015; Lyness & Heilman, 2006; Pazy & Oron, 2001).”
When fit is fundamental: performance evaluations and promotions of upper-level female and male managers. (2006, background): “Pazy and Oron (2001) examined relationships between gender composition of work groups and performance ratings of Israeli military officers in noncombat positions, and found that women’s performance ratings varied but men’s did not, depending on the proportion of women in the work unit.”
Gender stereotypes and workplace bias (2012, background): “Similarly, Pazy and Oron (2001) examined the performance ratings of a sample of high-ranking military officers and found that women were rated as less competent than men in maledominated units but not in units where men were less prevalent, and presumably the work less male in gender-type.”
Leadership and gender advantage (2002, background): “Main effect studies have generally ignored contextual dimensions (e.g., the association of sex proportion on performance evaluations, cf. Kanter, 1977; Pazy & Oron, 2001) and often ignored temporal dynamics (e.g., the sequencing of specific leader behaviors, cf. Casimer, 2001).”