I used to work at Goldman Sachs! How firms benefit from organizational status in the market for human capital
Authors: Bidwell, Matthew J.; Won, Shinjae; Barbulescu, Roxana; Mollick, Ethan
Publication: Strategic Management Journal
Professor Roxana Barbulescu's article is featured in Business Magazin, one of the leading business magazines in Romania.
Read full article (in Romanian): Business Magazin, February 3, 2014
"Do Women Choose Different Jobs from Men? Mechanisms of Application Segregation in the Market for Managerial Workers," Organization Science
Authors: Barbulescu, Roxana; Bidwell, Matthew
Publication: Organization Science, May-June 2013
Whether you are a shelf stocker at Walmart, a second-year associate at a consulting company, or an equity analyst at an investment bank, you may feel that you are not adequately compensated for the work you do; in other words, you are underpaid. But underpaid relative to what? How do employers determine compensation levels, and what consequences can these decisions have for an organization?
Women are underrepresented in high-paying jobs because they don’t apply for them, according to new research.
Workplace discrimination at the point of hiring is a factor but many women choose not to apply for higher-paying positions because of ‘preconceived notions’ of job roles.
Researchers have previously demonstrated that approximately half of the pay gap between men and women (women earn about 20% less) is due to women having a tendency to work in different occupations and industries than men, a phenomenon called “gender segregation.” But what causes this gender segregation?
There will always be women who are not aware of the opportunities available to them. This may be attributed to several factors - they are not actively looking for a new position or, due to their circumstances, they are not receiving relevant information and therefore may be overlooked […] Another reason why women appear to be put off can be attributed to a lack of confidence.