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?
PhD, Management, INSEAD, France
MSc, Management, INSEAD, France
BA, Economics (Honours), Stanford University, USA
Negotiations, Leadership, Fundamental OB
Bronfman Building, [Map]
1001 rue Sherbrooke Ouest
Roxana Barbulescu is Assistant Professor of Organizational Behavior at McGill University. She graduated with distinction and honors from Stanford University, where she studied economics, and she received her MSc and PhD in Management from INSEAD. Her research investigates the experience and determinants of job mobility. In recent work, published in Organization Science and Academy of Management Review, she has examined the role of social networks in job searches, the mechanisms of application segregation in the market for managerial workers, and the identity change processes that accompany people’s major work role transitions. Prof. Barbulescu has taught leadership and organizational behavior in the undergraduate and doctoral programs at McGill University, and negotiations in the MBA program at the Wharton School, University of Pennsylvania. Prior to entering academia, she worked in the investment banking and technology sectors in New York. A native of Romania, she is married and has two young sons, twins Marc and Stefan.
Careers, Identity, Social Networks
Papers in Peer-Reviewed Journals
Barbulescu, R. Social networks across the job search process: Identifying opportunities, generating interviews, and getting offers. Conditionally accepted for publication at Organization Science.
Bidwell, M., S. Won, R. Barbulescu and E. Mollick. I used to work at Goldman Sachs! How firms benefit from organizational status in the market for human capital. Conditionally accepted at Strategic Management Journal.
Barbulescu, R. and M. Bidwell. 2013. Do women choose different jobs from men? Mechanisms of application segregation in the market for managerial workers. Organization Science, 24(3): 737-756.
Ibarra, H. and R. Barbulescu. 2010. Identity as narrative: Prevalence, effectiveness and consequences of narrative identity work in macro work role transitions. Academy of Management Review, 35(1): 135-154.
Books and Edited Volumes
Chapters in Books
Barbulescu, R. and J. Weeks. 2007. Why do managers talk about identity? In Lerpold, L., D. Ravasi, J. Van Rekom, and G. Soenen (eds.), Organizational Identity in Practice, Routledge: 35-49.
2012: Finalist, Best Conference Paper Award, SMS conference, Prague, Czech Republic,
2008: Best Student Paper Award, Careers Division, Annual Meeting of the Academy of Management, Anaheim, CA
2005: Best Reviewer Award, Careers Division, Annual Meeting of the Academy of Management, Honolulu, HI
1999: Graduated with Honors and Distinction from Stanford University
1998: Inducted in Phi Beta Kappa as a junior at Stanford University
Awarded by SSHRC for “Understanding the Development and Implications of Entrepreneurial Firm Identity across Three Countries” (with H.Vough, D. Oliver, and A. Vadera)
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.