The Nexus between Gender Diversity and Research Performance: The Case of Public Procurement

Abstract. Although the development of research competency is an important goal of higher education in social sciences, instruments to measure this outcome often depend on the students’ self-ratings. To provide empirical evidence for the utility of a newly developed instrument for the objective measurement of social-scientific research competency, two validation studies across two independent samples were conducted. Study 1 ( n = 675) provided evidence for unidimensionality, expected differences in test scores between differently advanced groups of students as well as incremental validities over and above self-perceived research self-efficacy. In Study 2 ( n = 82) it was demonstrated that the competency measured indeed is social-scientific and relations to facets of fluid and crystallized intelligence were analyzed. Overall, the results indicate that the test scores reflected a trainable, social-scientific, knowledge-related construct relevant to research performance. These are promising results for the application of the instrument in the evaluation of research education courses in higher education.

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Fit and Congruency

Journal of Personnel Psychology ◽

10.1027/1866-5888/a000233 ◽

2019 ◽

Vol 18 (3) ◽

pp. 148-156

Author(s):

Mary Hogue ◽

Lee Fox-Cardamone ◽

Deborah Erdos Knapp

Keyword(s):

Role Theory ◽

Social Role ◽

Gender Diversity ◽

Job Fit ◽

Cross Sectional Survey ◽

Cross Sectional ◽

Working Adults ◽

Role Congruity ◽

Self Selection ◽

Selection Of

Abstract. Applicant job pursuit intentions impact the composition of an organization’s applicant pool, thereby influencing selection outcomes. An example is the self-selection of women and men into gender-congruent jobs. Such self-selection contributes to a lack of gender diversity across a variety of occupations. We use person-job fit and the role congruity perspective of social role theory to explore job pursuit intentions. We present research from two cross-sectional survey studies (520 students, 174 working adults) indicating that at different points in their careers women and men choose to pursue gender-congruent jobs. For students, the choice was mediated by value placed on the job’s associated gender-congruent outcomes, but for working adults it was not. We offer suggestions for practitioners and researchers.

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Work Engagement and Research Output Among Female and Male Scientists

Journal of Personnel Psychology ◽

10.1027/1866-5888/a000150 ◽

2016 ◽

Vol 15 (2) ◽

pp. 55-65 ◽

Cited By ~ 4

Author(s):

Lonneke Dubbelt ◽

Sonja Rispens ◽

Evangelia Demerouti

Keyword(s):

Work Engagement ◽

Research Output ◽

Research Performance ◽

Daily Work ◽

Time Control ◽

Science Technology ◽

And Performance ◽

And Mathematics ◽

Number Of Publications ◽

The Relationship

Abstract. Women have a minority position within science, technology, engineering, and mathematics and, consequently, are likely to face more adversities at work. This diary study takes a look at a facilitating factor for women’s research performance within academia: daily work engagement. We examined the moderating effect of gender on the relationship between two behaviors (i.e., daily networking and time control) and daily work engagement, as well as its effect on the relationship between daily work engagement and performance measures (i.e., number of publications). Results suggest that daily networking and time control cultivate men’s work engagement, but daily work engagement is beneficial for the number of publications of women. The findings highlight the importance of work engagement in facilitating the performance of women in minority positions.

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