2026-09-22T08:16:29Zhttps://dspace.mit.edu/server/oai/requestoai:dspace.mit.edu:1721.1/862622022-01-13T07:54:52Zcom_1721.1_7582com_1721.1_7581col_1721.1_131023
Roberto M. Fernandez
Campero Molina, Santiago
Sloan School of Management.
Sloan School of Management
2014-04-25T15:47:27Z
2014-04-25T15:47:27Z
2013
http://hdl.handle.net/1721.1/86262
874130784
Thesis: S.M. in Management Research, Massachusetts Institute of Technology, Sloan School of Management, September 2013.
"September 2013." Some pages printed in landscape orientation. Cataloged from PDF version of thesis.
Includes bibliographical references (pages 30-33).
Past studies have shown that supply side sorting processes at the job application interface contribute to both vertical and horizontal gender job segregation. A prominent set of theories focused on the supply side stress the role of biased self-assessments in inducing gendered career choices (Correll 2001, 2004). In essence, females are posited to be less likely to pursue positions in male-dominated fields because they have downwardly biased views of their competence in those fields due to male-favoring cultural associations of competence. I examine the presence of biased self-assessments in the case of labor market job applicants. Female applicants in my sample generally self-assess their career level lower than males with the same level of education and experience. Consistent with Correll (2001, 2004), there are also differences in the extent of this bias with respect to the gender type of the job pursued. Female applicants report significantly lower self-assessments than comparable males when pursuing jobs in male typed departments but not when pursuing jobs in gender neutral departments. Across the organizational hierarchy, the extent of self-assessment bias favoring males increases as you move up levels of the hierarchy. However, I find no gender self-assessment bias among applicants to departments with female competence associations. This suggests the limits of Correll's "cultural beliefs" explanation of biased self-assessments beyond the case of stereotypically male fields.
by Santiago Campero Molina.
S.M. in Management Research
43 pages
eng
Massachusetts Institute of Technology
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http://dspace.mit.edu/handle/1721.1/7582
Sloan School of Management.
Gender differences in self-assessments at the application interface
Thesis
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<Abstract>Past studies have shown that supply side sorting processes at the job application interface contribute to both vertical and horizontal gender job segregation. A prominent set of theories focused on the supply side stress the role of biased self-assessments in inducing gendered career choices (Correll 2001, 2004). In essence, females are posited to be less likely to pursue positions in male-dominated fields because they have downwardly biased views of their competence in those fields due to male-favoring cultural associations of competence. I examine the presence of biased self-assessments in the case of labor market job applicants. Female applicants in my sample generally self-assess their career level lower than males with the same level of education and experience. Consistent with Correll (2001, 2004), there are also differences in the extent of this bias with respect to the gender type of the job pursued. Female applicants report significantly lower self-assessments than comparable males when pursuing jobs in male typed departments but not when pursuing jobs in gender neutral departments. Across the organizational hierarchy, the extent of self-assessment bias favoring males increases as you move up levels of the hierarchy. However, I find no gender self-assessment bias among applicants to departments with female competence associations. This suggests the limits of Correll's "cultural beliefs" explanation of biased self-assessments beyond the case of stereotypically male fields.</Abstract>
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