Bitte verwenden Sie diesen Link, um diese Publikation zu zitieren, oder auf sie als Internetquelle zu verweisen: https://hdl.handle.net/10419/207436 
Autor:innen: 
Erscheinungsjahr: 
2019
Schriftenreihe/Nr.: 
IZA Discussion Papers No. 12611
Verlag: 
Institute of Labor Economics (IZA), Bonn
Zusammenfassung: 
I hire 2,700 workers for a transcription job, randomly assigning the gender of their (fictitious) manager and provision of performance feedback. While praise from a manager has no effect, criticism negatively impacts workers' job satisfaction and perception of the task's importance. When female managers, rather than male, deliver this feedback, the negative effects double in magnitude. Having a critical female manager does not affect effort provision but it does lower workers' interest in working for the firm in the future. These findings hold for both female and male workers. I show that results are consistent with gendered expectations of feedback among workers. By contrast, I find no evidence for the role of either attention discrimination or implicit gender bias.
Schlagwörter: 
gender discrimination
gig economy
female leadership
JEL: 
J50
J70
Dokumentart: 
Working Paper

Datei(en):
Datei
Größe
1.77 MB





Publikationen in EconStor sind urheberrechtlich geschützt.