Social networks, promotions, and the glass‐ceiling effect

IF 1.2 4区 管理学 Q3 ECONOMICS Journal of Economics & Management Strategy Pub Date : 2024-07-12 DOI:10.1111/jems.12603
Michael Neugart, Anna Zaharieva
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Abstract

Empirical studies show that women have lower chances of reaching top management positions, known as the glass‐ceiling effect. To study women's careers, we develop a search and matching model where job ladders consist of three hierarchical levels and workers can progress in the career by means of internal promotions or by transitioning to another firm. Both, formal applications and referral hiring via endogenous social networks can be used for moving between firms. We show that when female workers are minority in the labor market and social link formation is gender‐biased (homophilous), there are too few female contacts in the social networks of their male colleagues. This disadvantage implies that female workers are referred less often and, thereby, become underrepresented in top‐level management positions of firms relative to their fraction in the market. Our main theoretical results are consistent with the empirical evidence based on the German Socio‐Economic Panel.
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社交网络、促销和玻璃天花板效应
经验研究表明,女性担任高层管理职位的机会较少,这就是所谓的 "玻璃天花板效应"。为了研究女性的职业生涯,我们建立了一个搜索和匹配模型,在这个模型中,工作阶梯由三个等级组成,员工可以通过内部晋升或转岗到另一家公司来实现职业发展。正式申请和通过内生社会网络的推荐招聘都可用于企业间的流动。我们的研究表明,当女工在劳动力市场中属于少数群体,且社会联系的形成具有性别偏见(嗜同性)时,其男同事的社会网络中的女性联系人就会过少。这种劣势意味着女性员工被推荐的频率较低,因此,相对于她们在市场中的比例而言,她们在企业高层管理职位上的代表性不足。我们的主要理论结果与基于德国社会经济面板的经验证据是一致的。
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来源期刊
CiteScore
3.20
自引率
5.30%
发文量
43
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