Gender

Niederle, Muriel

doi:10.3386/w20788

Cited by 25 publications

(29 citation statements)

References 95 publications

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“…Although there exists some evidence that women tend to value ethical behavior more so than men, most of these findings are drawn from surveys (e.g., Grove, Hussey, and Jetter ) or aggregate country‐level data (Dollar, Fisman, and Gatti ; Swamy et al ). (We refer to Niederle , for a recent summary of the existing research on gender differences.) Our findings complement these studies, as actual labor market outcomes exhibit revealed preferences, rather than stated preferences from surveys or aggregated data from country‐level variables.…”

Section: Introductionsupporting

confidence: 90%

Good Girl, Bad Boy? Evidence Consistent with Collusion in Professional Tennis

Jetter¹,

Walker

2017

Southern Economic Journal

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We identify professional tennis matches where one player competes for extraordinarily high payoffs while their opposition does not. Players “on the bubble” of direct qualification to upcoming Grand Slam events face substantially higher stakes than opponents, which presents an opportunity for collusion. Our findings produce evidence that is consistent with the hypothesis of unethical behavior taking place on the men's tour, as bubble players are 5.1 percentage points more likely to beat better ranked opponents than in comparable nonbubble matches. However, no such evidence emerges when analyzing women's tennis. We find additional support for the hypothesis of match‐fixing activities on the men's tour from analyzing the occurrence of tie‐breaks and the fact that our results become stronger once monetary incentives were increased after the 2013 season. Finally, the betting market does not predict this phenomenon, further confirming our suspicion of irregular activities.

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Section: Introductionsupporting

confidence: 90%

Good Girl, Bad Boy? Evidence Consistent with Collusion in Professional Tennis

Jetter¹,

Walker

2017

Southern Economic Journal

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“…These results are obtained despite the fact that there were no performance difference between female and male subjects in the employed tasks. For a review of this literature, refer to Niederle and Vesterlund (2011) and Niederle (2015).…”

Section: Introductionmentioning

confidence: 99%

The Impact of Role Models on Women's Self-Selection in Competitive Environments

2017

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Standard-Nutzungsbedingungen:Die Dokumente auf EconStor dürfen zu eigenen wissenschaftlichen Zwecken und zum Privatgebrauch gespeichert und kopiert werden.Sie dürfen die Dokumente nicht für öffentliche oder kommerzielle Zwecke vervielfältigen, öffentlich ausstellen, öffentlich zugänglich machen, vertreiben oder anderweitig nutzen.Sofern die Verfasser die Dokumente unter Open-Content-Lizenzen (insbesondere CC-Lizenzen) zur Verfügung gestellt haben sollten, gelten abweichend von diesen Nutzungsbedingungen die in der dort genannten Lizenz gewährten Nutzungsrechte. Terms of use: Documents in EconStor may www.econstor.euThe impact of role models on women's self-selection in competitive environments Kristina Meier, Alexandra Niessen-Ruenzi, and Stefan Ruenzi * February 2018 AbstractWe show that female role models increase women's willingness to compete.As in Niederle and Vesterlund (2007), we find that women are less willing to enter a tournament than men, although there are no gender differences in performance. However, the gender gap in tournament entry disappears if subjects are exposed to a competitive female role model. Results are stronger for the best performing women who seem to be particularly encouraged by female role models. Female role models also mitigate gender stereotype threats and lead to higher self-confidence among women. By contrast, we find that competitive male role models seem to intimidate female subjects and increase the gender gap in tournament entry even further. Our results have implications for the socio-political debate on how the fraction of women in top management positions can be increased. JEL-Classification Codes: J16, C9

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“…Niederle (2014) reviews the experimental and field evidence on altruism and cooperation and concludes that the evidence "is more mixed than what one might have expected." Nevertheless, we assess potential gender differences in altruism with two variables: the length of work experience from a nonprofit organization and whether the company the executive works for is government owned.…”

Section: Social Preferencesmentioning

confidence: 99%

Equal Opportunity? Gender Gaps in CEO Appointments and Executive Pay

2016

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This paper uses exceptionally rich data on Swedish corporate executives and their personal characteristics to study gender gaps in CEO appointments and pay. Both gaps are sizeable: 18% for CEO appointments and 27% for pay. At most one-eight of the gaps can be attributed to observable gender differences in executives' and their firms' characteristics. Further tests suggest that unobservable gender differences in characteristics are unlikely to account for the remaining gaps. Instead, our results are consistent with the view that male and female executives sharing equal attributes neither have equal opportunities to reach the top, nor are they equally paid.

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Gender

Cited by 25 publications

References 95 publications

Good Girl, Bad Boy? Evidence Consistent with Collusion in Professional Tennis

Good Girl, Bad Boy? Evidence Consistent with Collusion in Professional Tennis

The Impact of Role Models on Women's Self-Selection in Competitive Environments

Equal Opportunity? Gender Gaps in CEO Appointments and Executive Pay

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