Who Takes the Floor and Why

By Victoria L. Brescoll. 2011

285 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/a997afd94dfb41ae8e2cddeffb09570dd5042b78

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In Gender Studies

In Organizational Behavior and Human Resource Management

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Citations in the corpus

Nonverbal Behavior and Communication in the Workplace (2016, background): “Gender influences both what constitutes nonverbal displays of power for each sex (e.g., Aguinis & Henle, 2001; Aguinis, Simonsen, & Pierce, 1998) and the extent to which having power will influence one’s nonverbal behavior (e.g., Brescoll, 2011; Mast, 2002; Semnani-Azad & Adair, 2011).”
The Bright Side of Being Prosocial at Work, and the Dark Side, Too: A Review and Agenda for Research on Other-Oriented Motives, Behavior, and Impact in Organizations (2016, background): “Research also shows that men are more likely to exercise voice when they have power but women do not out of fear of backlash—even on the Senate floor (Brescoll, 2012).”
Same data, different conclusions: Radical dispersion in empirical results when independent analysts operationalize and test the same hypothesis (2021, background): “Both of the research ideas selected for crowdsourced testing were previously explored in the managerial and psychological literatures on gender, status, and group dynamics (Brescoll, 2011; Inzlicht & Ben-Zeev, 2000; Schmid Mast, 2001, 2002; Spencer, Logel, & Davies, 2016).”
Race matters for women leaders: Intersectional effects on agentic deficiencies and penalties (2016, methodology): “Further, using both an archival study and experimental studies, Brescoll (2011) found that powerful men spoke at greater length as compared to less powerful men, but powerful women were no more voluble than less powerful women.”
Bias in Bios: A Case Study of Semantic Representation Bias in a High-Stakes Setting (2019, background): “n, finding that women are more modest than men in expressing accomplishments and are less likely to use free-form fields. Researchers have also studied differences in volubility between men and women [11], showing that women’s fear of being highly voluble is justified by the fact that both men and w”
Leading with their hearts? How gender stereotypes of emotion lead to biased evaluations of female leaders (2016, unknown): “…and that they are acutely aware of the possibility that backlash effects for other types of gender stereotype violations may occur (Amanatullah & Morris, 2010; Brescoll, 2011; Moss-Racusin & Rudman, 2010), women may end up behaving in such a way as to reinforce certain gender–emotion stereotypes.”
Biosocial Construction of Sex Differences and Similarities in Behavior (2012, unknown): “Consistent with these findings, women, compared with men, are penalized for initiating negotiations for a higher salary (Bowles, Babcock, & Lai, 2007) and talking a lot in public settings (Brescoll, 2012).”
Gender Differences in Altruism: Expectations, Actual Behaviour and Accuracy of Beliefs (2016, unknown): “…it becomes even more important when it comes to gender differences, since one of the dominant explanations for gender differences in decision-making relies on the assumption that the behaviour of men and women is governed by stereotypes regarding their social roles (Eagly (1987); Brescoll (2011)).”
A bed of thorns: Female leaders and the self-reinforcing cycle of illegitimacy (2016, background): “Women who have assumed leadership roles are liked less than their male counterparts (Heilman & Okimoto, 2007; Parks-Stamm, Heilman, & Hearns, 2008) and face social and economic penalties (Rudman, 1998) when they exercise or express their authority (Brescoll, 2011; Sinclair & Kunda, 2000).”