Social and Behavioral Sciences Commons^™

Female Ceos And Investment Efficiency In The Vietnamese Market, Jun Myung Song, Chune Young Chung

Sim Kee Boon Institute for Financial Economics

This paper proposes female CEOs’ overconfidence and risky behavior stem from gender stereotype threats. Using two subsamples from Vietnam—firms in the Northern and Southern regions—we empirically show that female CEOs in the North, where there is less gender stereotyping, tend to overinvest relative to male CEOs. However, in the South, they are indifferent. Additional analysis reinforces the main finding that female CEOs in the North tend to take more risks even when dealing with market volatility and uncertainty (e.g., the COVID-19 pandemic). Such risky behaviors do not deteriorate firm value but, instead, possibly improve firm performance.

On The Trajectory Of Discrimination: A Meta-Analysis And Forecasting Survey Capturing 44 Years Of Field Experiments On Gender And Hiring Decisions, Michael Schaerer, Christilene Du Plessis, My Hoang Nguyen, Robbie C. M. Van Aert, Leo Tiokkin, Daniel Lakens, Elena G. Clemente, Thomas Pfeiffer, Anna Dreber, Magnus Johannesson, Cory J. Clark

Research Collection Lee Kong Chian School Of Business

A preregistered meta-analysis, including 244 effect sizes from 85 field audits and 361,645 individual job applications, tested for gender bias in hiring practices in female-stereotypical and gender-balanced as well as male-stereotypical jobs from 1976 to 2020. A “red team” of independent experts was recruited to increase the rigor and robustness of our meta-analytic approach. A forecasting survey further examined whether laypeople (n = 499 nationally representative adults) and scientists (n = 312) could predict the results. Forecasters correctly anticipated reductions in discrimination against female candidates over time. However, both scientists and laypeople overestimated the continuation of bias against female candidates. …

Female Ceos And Investment Efficiency In The Vietnamese Market, Jun Myung Song, Chune Young Chung

Sim Kee Boon Institute for Financial Economics

This paper proposes female CEOs’ overconfidence and risky behavior stem from gender stereotype threats. With two subsamples in Vietnam—firms in the Northern and Southern regions–we empirically show that female CEOs in the North, where there is less gender stereotype, tend to overinvest relative to male CEOs. However, in the South, they are indifferent. Additional analysis reinforces the main finding that female CEOs from the North tend to take more risks even when dealing with market volatility and uncertainty (e.g., the COVID-19 pandemic). Such risky behaviors of female CEOs in the North do not deteriorate firm value but instead, possibly improve …

Theorizing Gender In Social Network Research: What We Do And What We Can Do Differently, Raina Brands, Gokhan Ertug, Fabio Fonti, Stefano Tasselli

Research Collection Lee Kong Chian School Of Business

We review the ways in which gender is theorized in social network research and propose an alternative approach for future research to consider. To assess “what we do,” we undertake an evaluative review. In that review, we first examine how gender is typically theorized in structural approaches to social network research. Then, in greater detail, we review social network research that affords more diversity into such theorizing. We organize this more detailed review around a framework that is based on the level of analysis at which the implications of gender are invoked (cognitive, behavioral) and the focus of relational mechanisms …

Gender, Bottom-Line Mentality, And Workplace Mistreatment: The Roles Of Gender Norm Violation And Team Gender Composition, Kenneth Tai, Kiyoung Lee, Eugene Kim, Tiffany D. Johnson, Wei Wang, Michelle K. Duffy, Seongsu Kim

Research Collection Lee Kong Chian School Of Business

Although gender has been identified as an important antecedent in workplace mistreatment research, empirical research has shown mixed results. Drawing on role congruity theory, we propose an interactive effect of gender and bottom-line mentality on being the target of mistreatment. Across two field studies, our results showed that whereas women experienced more mistreatment when they had higher levels of bottom-line mentality, men experienced more mistreatment when they had lower levels of bottom-line mentality. In another field study, using round-robin survey data, we found that team gender composition influenced the degree to which the adoption of a bottom-line mentality by female …

Pressure To Be Creative: How Employees Respond To Organizational Creativity Pressure, Hye Jung Eun

Dissertations and Theses Collection (Open Access)

Creativity and innovation are vital for organizational growth and success, driving many organizations to increase pressure for employee creativity. Yet, researchers have neglected investigating how employees respond to creativity pressure at the workplace. This dissertation introduces and develops a new scale for the concept of organizational creativity pressure – the pressure on employees to continually develop novel and useful ideas and solutions. The scale is further validated through extensive assessment of content and construct validity, empirically differentiating the construct from similar others such as performance pressure and support for creativity.

Drawing on the transactional theory of stress (Lazarus & Folkman, …

Do Women Receive Worse Financial Advice?, Utpal Bhattacharya, Amit Kumar, Sujata Visaria, Jing Zhao

Research Collection Lee Kong Chian School Of Business

We arranged for trained undercover men and women to pose as potential clients and visit all 65 local financial advisory firms in Hong Kong. At financial planning firms, but not at securities firms, women were more likely than men to receive advice to buy only individual or only local securities. Women clients who signaled that they were highly confident, highly risk tolerant or had a domestic outlook, were especially likely to receive this suboptimal advice. Our theoretical model explains these patterns as the result of statistical discrimination interacting with advisors’ incentives. Taste-based discrimination is unlikely to explain the results.

Gender And Beauty In The Financial Analyst Profession: Evidence From The United States And China, Congcong Li, An-Ping Lin, Hai Lu, Kevin Veenstra

Research Collection School Of Accountancy

We examine how gender and beauty affect the likelihood of being voted as an All-Star in the financial analyst profession in both the United States and China. We find that female analysts are more likely to be voted as All-Star analysts in the United States, but good-looking female U.S. analysts are less likely to be voted as All-Stars. The conclusion is the opposite for Chinese analysts. We find that female analysts in China are less likely to be voted as All-Stars, but the likelihood increases with their facial attractiveness. These findings implicate a beauty penalty for female analysts in the …

Across The Great Divides: Gender Dynamics Influence How Intercultural Conflict Helps Or Hurts Creative Collaboration, Roy Y. J. Chua, Mengzi Jin

Research Collection Lee Kong Chian School Of Business

Collaborating across cultures can potentially increase creativity due to access to diverse ideas and perspectives, but this benefit is not always realized. One reason is that the conflict that arises in intercultural creative collaboration is a double-edged sword and how it is managed matters. In this research, we examine how the gender of collaborating dyads influences the link between intercultural conflict (task and relationship) and creative collaboration effectiveness. Through two studies (a laboratory study and a field survey), we found that intercultural task conflict has a negative effect on creative collaboration in men dyads but a positive effect on creative …

Women In Innovation: Challenges And Opportunities, Mengzi Jin

Dissertations and Theses Collection (Open Access)

Innovation and creativity are the engines of social and economic progress. What roles do women play in innovation? Emerging evidence reveals that fewer women than men enter and succeed in innovation-related fields. Tackling gender inequality at work has always been one of the grand societal challenges, however little is known about gender issues specific to innovation achievements. This dissertation attempts to explain gender gaps in the innovation and creativity context. Innovation typically involves generating multiple novel and useful ideas, selecting the most promising one for implementation, and persistently championing the idea through implementation. I theorize and unpack the gender effect …

Gender, Emotional Displays And Negotiation Outcomes, Horacio Arruda Falcao Filho

Dissertations and Theses Collection (Open Access)

This paper examined whether positive and negative emotional displays influenced negotiation outcomes (value creation and claiming) differentially for female and male negotiators. Also considered was how negotiation dyad gender composition might affect value creation and claiming. I examined recordings from a negotiation exercise (N = 194). Results revealed that when females expressed negative emotions significantly reduced value claiming on the part of those female negotiators. However, the effects of expressing positive emotions on negotiation outcomes did not vary by negotiator gender. The findings suggest that female negotiators do not need to be positive but only need not be negative to …

Gender And Connections Among Wall Street Analysts, Lily Hua Fang, Sterling Huang

Research Collection School Of Accountancy

We examine how alumni ties with corporate boards differentially affect male and female analysts’ job performance and career outcomes. Connection improves men’s job performance — forecasting accuracy and recommendation impact — significantly more than women’s. Controlling for performance, connection further contributes to men’s, but not women’s, likelihood of being voted by institutional investors as “star” analysts, a marker of career success. These asymmetric effects are stronger in more opaque firms and among younger analysts, but is absent from a placebo test. Our evidence indicates that men reap higher benefits from social networks than women in both job performance and subjective …

Self-Esteem And Women’S Performance In Mixed-Gender Negotiations, Serena Changhong Lu, Elizabeth Layne Paddock, Jochen Reb

Research Collection Lee Kong Chian School Of Business

Past research shows gender stereotype threat effect negatively affects women's economic negotiation outcomes, but little is known about moderators of this effect. The present research investigated self-esteem (SE) level and social contingent self-esteem (SCSE) as potential buffers to the gender stereotype threat effect. Based on the contingencies of self-worth model (Crocker & Wolfe, 2001), we hypothesized that SE level interacts with SCSE to determine women's outcomes at the bargaining table such that high SE women with low SCSE do not confirm gender stereotypes and achieve higher performance in mixed-gender negotiations. Drawing on the integrated process model of stereotype threat effects …

Infrastructure Provision, Gender And Poverty In Indian Slums, Prithi Parikh, Kun Fu, Himanshu Parikh, Allan Mcrobie, Gerard George

Research Collection Lee Kong Chian School Of Business

We examine the relationship between infrastructure provision and poverty alleviation by analyzing 500 interviews conducted in serviced and non-serviced slums in India. Using a mixed-method approach of qualitative analysis and regression modeling, we find that infrastructure was associated with a 66% increase in education among females. Service provision increased literacy by 62%, enhanced income by 36%, and reduced health costs by 26%. Evidence suggests that a gender-sensitive consideration of infrastructure is necessary and that a ‘one-size-fits-all’ approach will not suffice. We provide evidence that infrastructure investment is critical for well-being of slum dwellers and women in particular.