Blind Ambition? The Effects of Social Networks and Institutional Sex Composition on the Job Search Outcomes of Elite Coeducational and Women's College Graduates

By Maura A. Belliveau. 2005

110 citations recorded by the source corpus.

Subfields: Gender Studies, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/ce04428bcbdf83b8dacd8ae91fee4ccb24b44438

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Citations in the corpus

Job Seeking: The Process and Experience of Looking for a Job (2020, background): “…composition (e.g., gender, prestige), and patterns of social connections (e.g., structural holes); these characteristics have been studied in the broader networking literature, but have only scarcely been applied to the examination of job search success (e.g., Belliveau 2005, Van Hoye et al. 2009).”
The individual experience of unemployment. (2012, background): “…white women and blacks (Smith 2000) Some evidence suggests that women who have a greater proportion of men in their networks receive more offers (Belliveau 2005), and that men and women who find jobs through male contacts receive higher wages than those who find jobs through female contacts…”
Why and When Does the Gender Gap Reverse? Diversity Goals and the Pay Premium for High Potential Women (2017, background): “Managers also grant women fewer of the resources that lead to high-paying jobs compared to men, including less access to challenging assignments, critical feedback, and powerful sponsors (Belliveau, 2005; Ibarra et al., 2010; King et al., 2012).”
How Can Women Escape the Compensation Negotiation Dilemma? Relational Accounts Are One Answer (2013, background): “Research indicates that, because men typically earn more than women, men tend to have higher compensation expectations (Hogue, DuBois, & Fox-Cardamone, 2010; Jost, 1997; Major, McFarlin, & Gagnon, 1984; Stevens, Bavetta, & Gist, 1993) and employers anticipate that they will need to pay men more (Bel”