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Working for Female Managers: Gender Hierarchy in the Workplace

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Listed:
  • Illong Kwon

    ()

  • Eva Meyersson Milgrom

    () (Senior Research Scholar, Stanford University)

Abstract

We study workers’ reactions to changes in the gender composition of top management during a merger or acquisition, finding that an increase in the number of female top managers within their occupation makes male workers more likely to quit, and female workers less likely to quit. These effects vary across occupations, depending on the female share, and male workers’ aversion to female managers is strongest when the female share nears 50 percent. The effects also vary over time and with age, becoming smaller in more recent years and among younger males, but increasing with education level. We find little evidence that these preferences are driven by pecuniary effects.

Suggested Citation

  • Illong Kwon & Eva Meyersson Milgrom, 2010. "Working for Female Managers: Gender Hierarchy in the Workplace," Discussion Papers 09-006, Stanford Institute for Economic Policy Research.
  • Handle: RePEc:sip:dpaper:09-006
    as

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    References listed on IDEAS

    as
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    More about this item

    Keywords

    gender equality; business; female management;

    JEL classification:

    • J16 - Labor and Demographic Economics - - Demographic Economics - - - Economics of Gender; Non-labor Discrimination

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