The Glass Door: The Gender Composition of Newly-Hired Workers Across Hierarchical Job Levels

This paper examines the gender composition of the flow of new hirees along the organizational hierarchy of jobs. We find that women have a reduced chance to be hired at higher hierarchical levels. We refer to this phenomenon as the "glass door". The glass door consists of an absolute and a relative effect. First, there is a reduced probability of women being recruited for jobs at higher hierarchical levels. Second, a larger fraction of jobs below the focal level of hiring within the firm reduces the relative inflow of female hirees. The latter component leads women moving to firms in which the job has a lower relative position in the hierarchical structure. We explain the glass door phenomenon by a theoretical model of the firm's decision to hire a woman. The model is based on two key assumptions. First, women have a higher probability of leaving due to their higher valuation of non-market activities. Second, a voluntary quit leads to a larger decrease in the production of lower level co-workers when the worker who leaves has a position in the upper tier of the hierarchy. The glass door implies that the value of women's outside option in the labor market is lower. It may provide an additional explanation of why a glass ceiling can be sustainable as an equilibrium phenomenon.hiring; hierarchies; glass door; gender; outside option

The Glass Door: The Gender Composition of Newly-Hired Workers Across Hierarchical Job Levels

This paper examines the gender composition of the flow of new hirees along the organizational hierarchy of jobs. We find that women have a reduced chance to be hired at higher hierarchical levels. We refer to this phenomenon as the "glass door". The glass door consists of an absolute and a relative effect. First, there is a reduced probability of women being recruited for jobs at higher hierarchical levels. Second, a larger fraction of jobs below the focal level of hiring within the firm reduces the relative inflow of female hirees. The latter component leads women moving to firms in which the job has a lower relative position in the hierarchical structure. We explain the glass door phenomenon by a theoretical model of the firm’s decision to hire a woman. The model is based on two key assumptions. First, women have a higher probability of leaving due to their higher valuation of non-market activities. Second, a voluntary quit leads to a larger decrease in the production of lower level co-workers when the worker who leaves has a position in the upper tier of the hierarchy. The glass door implies that the value of women's outside option in the labor market is lower. It may provide an additional explanation of why a glass ceiling can be sustainable as an equilibrium phenomenon.hiring, hierarchies, glass door, gender, outside option

Understanding and Preventing Employee Turnover

Child welfare agencies have identified worker turnover as a particularly problematic organizational issue. In children’s mental health agencies, turnover also seems to be an issue for residential care services. Do people voluntarily leave child welfare and children\u27s mental health organizations because of the work itself, because of the workload, or because they find “success” difficult to experience? These are often given as reasons by departing employees, but to develop a comprehensive understanding why turnover takes place in these organizations, this paper looks at the research on turnover in organizations generally and in child welfare and children\u27s mental health organizations specifically. Research on unwanted employee turnover has produced thousands of articles. We begin by exploring the major themes in this literature and then relate these themes to research done in human services organizations, and child welfare and children\u27s mental health organizations specifically. We conclude with a list of research questions to pursue in our study of workers’ experiences in the workplace

Employee referrals: A study of ‘close ties’ and career benefits in China

This study examines the relationship between employee referrals and employees’ job tenure through the lens of social capital theory. It does so by considering the tie strength (closeness of guanxi) between referrers and referred employees in the Chinese context. In particular, we examine the mediating effect of career benefits. We theorize that close guanxi has a significant and positive impact on the job tenure of referred employees, and that career benefits (such as having a managerial role) mediate the close guanxi effect on job tenure. This highlights the critical need to recognize the tie strength as between referrers and referred employees. The support for our hypotheses comes from the use of personnel records of 4,030 employees over 13 years in one large privately-owned manufacturer in China. Our study has theoretical and practical implications for the relational approach to tackle voluntary turnover in the workplace

Employer Size and Transition to Entrepreneurship: Variations According to Organizational Position

Although transition to entrepreneurship is a central subject in entrepreneurial studies, there is little research on its link with previous employer firm size. This study examines this relationship by utilizing a rich data set representing the entire Taiwanese labor market. While we found that smaller firms produce more entrepreneurs for all employees, the transitional probabilities of middle managers are higher in larger firms, indicating a specific firm size effect caused by organizational characteristics associated with position. In larger firms, the wide range of information that middle managers process facilitates entrepreneurial discoveries, and intense competition for senior management positions lowers opportunity costs.Entrepreneurship, Firm Size, Entry, Spin-off, Organizational Position

From commercial marketing to electoral marketing: candidates’ attributes in the perception of Brazilian and American voters

This study investigates attributes that influence the vote in different socioeconomic contexts (Brazil/USA). Our results show an asymmetric effect of candidates’ attributes on voters’ decision. In less developed socioeconomic contexts, voters analyze candidates’ image by satisfying their unconscious will than by making strictly rational choices, which shows a shift of a democratic discourse to an eminently advertising clash. On the other hand, American voters tend to be more judicious regarding the image of their representatives, giving value to elements of the political debate. Such findings can be used to explain election results in both countries under a political marketing perspective.Este estudio investiga la influencia de los atributos en los votos en diferentes contextos socioeconómicos (Brasil / USA). Nuestros resultados muestran un efecto asimétrico de los atributos de los candidatos en los votantes decisión. En contextos socioeconómicos menos desarrollados, los votantes de analizar la imagen de los candidatos por la satisfacción de sus voluntad inconsciente que al tomar decisiones estrictamente racional, que muestra el desplazamiento del discurso democrático a un choque de publicidad eminentemente. Por otro lado, los votantes estadounidenses tendencia a ser más juiciosa En cuanto a la imagen de sus representantes, dando valor a los elementos del debate político. Tales hallazgos pueden ser utilizados para explicar los resultados de las elecciones en ambos países bajo una perspectiva política de marketing