Selecting Talent: Gender Differences in Success in Competitive Selection Processes

2021 ◽  
pp. 0320-10767R1
Author(s):  
Lídia Farré ◽  
Francesc Ortega
2010 ◽  
Vol 201 ◽  
pp. 58-78 ◽  
Author(s):  
John P. Burns ◽  
Wang Xiaoqi

AbstractChina's civil service reforms sought to improve the performance of civil servants by introducing more competitive selection processes, incentives to reward performance, and tightened monitoring and supervision. The impact of the reforms was undermined by clashes with other policies being implemented at the time and by a failure to address elements of organization culture that have rewarded various forms of illegal behaviour, such as corruption. Empirical material for our study is drawn from government data and the experience of civil service reform in three Chinese urban areas (Beijing's Haidian district, Changchun and Ningbo) since the 1990s.


2020 ◽  
pp. 000312242097180
Author(s):  
Santiago Campero

Women tend to be segregated into different subspecialties than men within male-dominated occupations, but the mechanisms contributing to such intra-occupational gender segregation remain obscure. In this study, I use data from an online recruiting platform and a survey to examine the hiring mechanisms leading to gender segregation within software engineering and development. I find that women are much more prevalent among workers hired in software quality assurance than in other software subspecialties. Importantly, jobs in software quality assurance are lower-paying and perceived as lower status than jobs in other software subspecialties. In examining the origins of this pattern, I find that it stems largely from women being more likely than men to apply for jobs in software quality assurance. Further, such gender differences in job applications are attenuated among candidates with stronger educational credentials, consistent with the idea that relevant accomplishments help mitigate gender differences in self-assessments of competence and belonging in these fields. Demand-side selection processes further contribute to gender segregation, as employers penalize candidates with quality assurance backgrounds, a subspecialty where women are overrepresented, when they apply for jobs in other, higher-status software subspecialties.


2021 ◽  
pp. 016502542110203
Author(s):  
Irwin W. Silverman

Bjorklund and Kipp (1996) hypothesized that due to selection processes operative during human evolution, females have an inborn advantage over males in the ability to suppress inappropriate responses on tasks in the behavioral and social domains. To test this hypothesis, a meta-analysis was conducted on gender differences on simple delay tasks in which the participant is required to wait for a “go” signal before making an approach response to an enticing stimulus. The meta-analysis was performed on 113 effect sizes derived from 102 studies of 21,378 children who ranged in age from 1 year to 9 years and who lived in at least 15 countries. As hypothesized, girls exceeded boys in delay ability, with the gender differences being small in magnitude (Hedges’ g = .25–.26). The female advantage in delay ability held for both U.S. and non-U.S. samples of children. Further analyses found that girls outperformed boys on each of four simple delay tasks. Although the magnitude of the gender difference on the individual simple delay tasks did not differ as a function of age, the age ranges covered were narrow. Discussion focuses on two issues: (a) whether gender differences in delay ability can be explained by a factor other than inhibitory control and (b) whether parental socialization processes can explain the gender differences in delay ability. The evidence reviewed does not provide substantial support for either of these possibilities.


2006 ◽  
Vol 5 (1) ◽  
pp. 30-31
Author(s):  
C ZUGCK ◽  
A FLUEGEL ◽  
L FRANKENSTEIN ◽  
M NELLES ◽  
M HAASS ◽  
...  

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