Mothers and Fathers in the Workplace: How Gender and Parental Status Influence Judgments of Job‐Related Competence
By Kathleen Fuegen, M. Biernat, Elizabeth L. Haines, K. Deaux. 2004
313 citations recorded by the source corpus.
View Paper: https://www.semanticscholar.org/paper/868d3a0bba6247c819a019b800f13aee065c5e9d
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Citations in the corpus
- Are motherhood penalties and fatherhood bonuses warranted? Comparing pro-work behaviors and conditions of mothers, fathers, and non-parents (2011, background): “Fuegen et al. (2004) also found that undergraduate students held mothers to stricter performance standards than fathers.”
- Normative Discrimination and the Motherhood Penalty (2010, methodology): “The design extends recent work examining hiring discrimination against mothers (Correll, Benard, and Paik 2007; Cuddy, Fiske, and Glick 2004; Fuegen et al. 2004).”
- Gender Differences in Work-Family Guilt in Parents of Young Children (2017, background): “without children, working mothers are held to higher standards for hiring, and they are less likely to be promoted (Fuegen et al. 2004).”
- The Relationship between Innovative Work Behavior on Work Role Performance: An Empirical Study (2014, background): “However, research in this area is still mixed and more research is required in the future (Fuegen et al., 2004).”
- The effect of bias on the advancement of working mothers: Disentangling legitimate concerns from inaccurate stereotypes as predictors of advancement in academe (2008, background): “…worker’ (e.g. being available for work), whereas the requirements of being a ‘good mother’ (e.g. being available for children) are incongruent with those of being a ‘good worker’ (Fuegen et al., 2004; Kobrynowicz & Biernat, 1997), mothers will be perceived as less interested in career success.”
- Do Employers Prefer Fathers? Evidence from a Field Experiment Testing the Gender by Parenthood Interaction Effect on Callbacks to Job Applications (2017, background): “Holding formal merits constant, Fuegen et al. (2004) found undergraduate student raters to be less willing to hire and promote a mother than a non-mother, but that parental status made no difference in relation to the hiring and promotion of men.”
- From Opt Out to Blocked Out: The Challenges for Labor Market Re-entry after Family-Related Employment Lapses (2018, background): “In other words, evaluators may be concerned that applicants will leave work again in the future, or that they will be less present on a daily basis—because of competing family demands—and thus will be less reliable (Fuegen et al. 2004; Rivera and Tilcsik 2016).”