scholarly journals Evidence that investors penalize female founders for lack of industry fit

2020 ◽  
Vol 6 (48) ◽  
pp. eabd7664
Author(s):  
Dana Kanze ◽  
Mark A. Conley ◽  
Tyler G. Okimoto ◽  
Damon J. Phillips ◽  
Jennifer Merluzzi
Keyword(s):  
Experimental Study ◽  
Observational Study ◽  
Gender Bias ◽  
Perceived Fit ◽  
Lack Of Fit ◽  
Investor Sophistication ◽  
Male Dominated ◽  
Venture Funding

Are female founding CEOs penalized when raising funds for their ventures based on industry served? Across an observational study conducted on ventures seeking funding (N = 392) and an experimental study conducted on investors allocating venture funding (N = 130), we find evidence for a “lack of fit” effect: Female-led ventures catering to male-dominated industries receive significantly less funding at significantly lower valuations than female-led ventures catering to female-dominated industries. In contrast, male-led ventures attain similar funding and valuation outcomes regardless of the gender dominance of the industries to which they cater. We confirm that this is because investors perceive lower degrees of fit between founding CEO and venture for female-led ventures catering to male- as opposed to female-dominated industries (with no perceived fit differences for male-led ventures across industries). Degree of investor sophistication emerges as a potential attenuating factor, appearing to help reduce gender bias from perceived lack of fit.

Perceived workplace gender-bias and psychological impact

2019 ◽  
Vol 43 (3/4) ◽  
pp. 339-353 ◽  
Author(s):  
Siham Lekchiri ◽  
Cindy Crowder ◽  
Anna Schnerre ◽  
Barbara A.W. Eversole
Keyword(s):  
Gender Bias ◽  
Critical Incident ◽  
Psychological Impact ◽  
Working Women ◽  
Content Type ◽  
Treatment Bias ◽  
Male Dominated ◽  
The Impact ◽  
Organizational Mechanisms ◽  
Practical Implications

Purpose The purpose of this paper is to explore the experiences of working women in a male-dominated country (Morocco) and unveil the unique challenges and everyday gender-bias they face, the psychological impact of the perceived gender-bias and, finally, identify a variety of coping strategies or combatting mechanisms affecting their motivation and retention in the workplace. Design/methodology/approach Empirical evidence was obtained using a qualitative research method. The Critical Incident Technique (CIT) was used to collect incidents recalled by women in the select institution reflecting their perceptions of their managers’ ineffective behaviors towards them and the impact of these behaviors. The critical incidents were inductively coded, and behavioral statements were derived from the coded data. Findings The qualitative data analysis led them to structure the data according to two theme clusters: The perceived gender-bias behaviors (Covert and evident personal and organizational behaviors) and Psychological impacts resulting from the perceived bias. These behavioral practices included abusive behaviors, unfair treatment, bias and lack of recognition. The psychological impact elements involved decreased productivity, depression, anxiety and low self-esteem. Practical implications Understanding these experiences can facilitate the identification of strategies geared towards the retention of women in the workforce, and Moroccan organizations can develop and implement strategies and policies that are geared towards eliminating gender-bias in the workplace and to retaining and motivating women who remain ambitious to work in male-dominated environments and cultures. Originality/value This paper provides evidence that sufficient organizational mechanisms to support women in male-dominated environments are still unavailable, leaving them to find the proper coping mechanisms to persevere and resist.

scholarly journals Reduced cooperative behavior as a cost of high testosterone in a lekking passerine bird

2019 ◽  
Vol 31 (2) ◽  
pp. 401-410 ◽  
Author(s):  
Ben J Vernasco ◽  
Brent M Horton ◽  
Ignacio T Moore ◽  
T Brandt Ryder
Keyword(s):  
Experimental Study ◽  
Observational Study ◽  
Courtship Behavior ◽  
Cooperative Behavior ◽  
Reproductive Traits ◽  
Passerine Bird ◽  
Courtship Display ◽  
Courtship Behaviors ◽  
Pipra Filicauda ◽  
Courtship Displays

Abstract Many studies have identified the reproductive benefits of cooperative behaviors, yet few have identified the mechanisms that underlie these behaviors. Mechanistic studies can inform our understanding of why some individuals are more or less cooperative, as well as identify the physiological constraints imposed upon the evolution of reproductive traits. Male wire-tailed manakins (Pipra filicauda) exhibit cooperative courtship behaviors and more cooperative territory holders have been shown to exhibit higher reproductive success. To begin to understand the proximate basis of cooperative display behaviors, we conducted both an observational study and an experimental study. Because coordinated courtship displays underlie this form of cooperation, our study also examined both the hormonal and social drivers of individual variation in courtship behavior more broadly (e.g., courtship display rates). Our observational study revealed that males with higher testosterone levels performed fewer cooperative display bouts. In addition, our experimental study demonstrated that the proportion of a male’s courtship displays that were cooperative decreased after being administered a testosterone-filled hormone implant. We found no relationship between an individual’s courtship display effort (i.e., display rate and time spent performing courtship displays) and circulating testosterone in either study. However, more cooperative males spent a greater proportion of time performing courtship displays than did less cooperative males, suggesting that testosterone may indirectly mediate courtship display behaviors by influencing a territory holder’s cooperative behavior. Overall, both our observational and experimental results suggest that reduced cooperative behavior is a cost of maintaining high levels of testosterone for territory-holding males.

scholarly journals Bystander reactions to workplace incivility: The role of gender and discrimination claims

2021 ◽  
Vol 17 (1) ◽  
pp. 134-144
Author(s):  
Samantha Sinclair
Keyword(s):  
Experimental Study ◽  
Gender Difference ◽  
Gender Bias ◽  
Gender Discrimination ◽  
Perceived Discrimination ◽  
Workplace Incivility ◽  
Men And Women ◽  
Support At Work

Will men and women receive the same support at work when they claim to have been discriminated against? This paper reports a scenario-based experimental study (N = 240, 50.4% women, M age = 25.65) that investigated bystanders’ reactions to an incident where a co-worker is treated in a condescending manner by another co-worker. The results showed that women reacted more strongly to the incivility incident and were more willing to support and defend the co-worker. As expected, the gender difference in helping intentions was especially prominent when the co-worker attributed the incident to gender discrimination, compared to a control condition with an attribution unrelated to gender. Further, when the incident was attributed to discrimination, the female co-worker evoked somewhat stronger helping intentions than the male co-worker, suggesting the presence of gender bias. The results are discussed in relation to the prototype perspective of perceived discrimination.

Gender Bias and Venture Funding: Discussing Bias in the Entrepreneurship Classroom

2019 ◽  
Vol 3 (2) ◽  
pp. 154-181 ◽  
Author(s):  
Timothy L. Michaelis ◽  
Jeffrey M. Pollack ◽  
Paul Mulvey ◽  
Beth M. Ritter ◽  
Jon C. Carr
Keyword(s):  
Decision Making ◽  
Gender Bias ◽  
Control Group ◽  
Experimental Conditions ◽  
Executive Summary ◽  
Entrepreneurial Opportunities ◽  
Race Ethnicity ◽  
Venture Funding ◽  
As If

We report on the findings from an in-class experiment that represents a learning innovation which can enable classroom-based conversations about bias in the domain of entrepreneurship. More specifically, the present learning innovation explores gender bias in venture funding with regard to entrepreneurship. In an introduction to entrepreneurship class, we randomly assigned students to one of the three experimental conditions—students evaluated an executive summary for a venture either written by a woman, or a man, or one in which the gender was neutral (i.e., the control group). Students acted as if they were considering an investment and reported whether, for example, the executive summary was well written as well as how much equity they would want in the venture as a potential investor. Overall, these results provide evidence consistent with the inference that the students sampled in this study did not use gender as a decision-making heuristic when evaluating entrepreneurial opportunities. We discuss the results of our experiment and describe (a) how to replicate this activity, (b) how to discuss this in the classroom, and (c) how to adapt this activity to explore other types of bias (e.g., race, ethnicity, weight-based, etc.).

scholarly journals An Exploration on Pilots’ and Student Pilots’ Perspectives towards the Gender Bias in Thai Aviation Industry

Proceedings ◽  
2020 ◽  
Vol 39 (1) ◽  
pp. 24
Author(s):  
Thatchatham ◽  
Peetawan
Keyword(s):  
Gender Bias ◽  
Gender Stereotypes ◽  
Female Student ◽  
Structured Interview ◽  
Global Scale ◽  
Aviation Industry ◽  
Positive Trend ◽  
Student Pilots ◽  
Women Pilots ◽  
Male Dominated

Since the aviation industry is acknowledged as the male-dominated filed, the existence of female pilots in the cockpit has long been controversial over decades. However, it is revealed by many aviation organizations that the number of women pilots has been growing constantly recently. Several studies have been conducted to explore female pilots’ perspective towards the existing gender bias in the aviation field in the global scale. Meanwhile in Thailand, there is the scarcity of studies on the similar topic, especially perspectives towards the factors and motivations driving female pilot to enter the aviation industry in Thailand. This study purposes to investigate the perspectives of female student pilots, a female pilot and a male pilot towards the negative gender stereotypes in the pilot profession in Thai context. A mixed-method questionnaire was conducted to collect data by having two main approaches: a Likert-scale and close-ended questionnaire and the semi-structured interview from eight participants including six female student pilots (FSP), one female professional pilot (FP) and one male professional pilot (MP). The results yielded from all female participants revealed that gender prejudice still exists in the industry, which resulted in female pilots having to prove themselves and their skills set to be accepted in both the training duration and working period. However, all participants all opine that the aviation industry has recently seen the lesser degree of sexual bias towards female pilots and the positive trend of more female pilots stepping into this male-dominated field.

User Evaluation of E-Government Systems

2011 ◽  
pp. 63-84
Author(s):  
Nan Zhang ◽  
Xunhua Guo ◽  
Guoqing Chen ◽  
Patrick Y.K. Chau
Keyword(s):  
Chinese Culture ◽  
Evaluation Model ◽  
Ease Of Use ◽  
Perceived Usefulness ◽  
User Evaluation ◽  
Perceived Fit ◽  
Perceived Ease Of Use ◽  
Eastern Culture ◽  
Lack Of Fit ◽  
Far Eastern

Based on Information Technology adoption theories and considering Chinese cultural characteristics, this chapter proposes a user centric IT/IS evaluation model composed of three determinants, namely perceived usefulness, perceived ease of use, and perceived fit, for investigating the e-government systems application and management in China. By empirically validating the model with survey data, it is demonstrated the perceived fit has significant impacts on the end users’ evaluation towards e-government systems, due to the special element of Hexie in the Chinese culture. The results also indicate that the reasons for failures in e-government systems application in China largely lie in the lack of fit, which may root in the long power distance characteristic of the Far Eastern culture.

Partisans use emotions as social pressure: Feeling anger and gratitude at exiters and recruits in political groups

2021 ◽  
pp. 135406882110187
Author(s):  
Andrew W Delton ◽  
John V Kane ◽  
Michael Bang Petersen ◽  
Theresa E Robertson ◽  
Leda Cosmides
Keyword(s):  
Experimental Study ◽  
Collective Action ◽  
Observational Study ◽  
Representative Sample ◽  
Social Pressure ◽  
Political Group ◽  
Naturally Occurring ◽  
Social Affiliations ◽  
Political Groups ◽  
Do So

Political collective action requires assembling and motivating supporters. Many theories view emotions as functional tools for managing relationships, including within groups. We study what leads citizens to use the emotions anger and gratitude as social pressure. Specifically, we test what determines the use of these emotions to prevent potential exiters from leaving a political group and to encourage potential recruits to join. Because parties are enduring social affiliations (compared to transient or issue-focused groups), we predicted that partisans would express stronger emotions. We tested this proposition in two separate studies—one an observational study featuring a representative sample of US adults and one an experimental study conducted in Denmark. As predicted, people with a partisan mindset, whether naturally occurring or experimentally manipulated, felt more anger and gratitude at potential exiters and recruits. Citizens strive to fortify and expand their ingroups and sometimes use emotions as social pressure to do so.

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