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Papers by Christina Keinert-Kisin

Research paper thumbnail of Impact of Organizational Context on Gendered Recruiting Decisions among Science Engineering and Technology Professionals: An Experiment

Recent Notes on Labor Science and Organization, 2015

The purpose of this study is to systematically examine varied organizational contexts in which ge... more The purpose of this study is to systematically examine varied organizational contexts in which gender bias is expected to thrive. Discrimination against women is hypothesized to manifest itself implicitly in the assessment of suitability and potential of job seeking candidates. Data were obtained through an experiment among 296 full professors, senior scientists and students at a Science, Engineering and Technology (SET) University. Women's opportunities to be ranked for a job interview are contrasted with men's using Bradley Terry log-linear models for partial rankings and justifications for the respective ranking decisions are analyzed using content analysis. The findings show that women are ascribed significantly less relevant characteristics and skills in SET than men and are significantly less often ranked for job interviews by even experienced decision makers. Furthermore, homophilous pressures to select “socially compatible” candidates fortify discriminatory selection...

Research paper thumbnail of To Boldly Go Where No Woman Has Gone Before: Understanding Resistance to Change in Gender Segregated Organizations

iff.ac.at

... and professions, traditional homogeneity creates a feeling of group cohesion and harmony amon... more ... and professions, traditional homogeneity creates a feeling of group cohesion and harmony amongst “like-minded” (Van der Walt et al., 2006). “Deviant” minority mem-... der stereotypes. ... There always have to be a few idiots (laughing), right?“ [Stefanie Linger, p.19, 617-621] ...

Research paper thumbnail of To Boldly Go Where No Woman Has Gone Before1: Understanding Resistance to Change in Gender Segregated Organizations- A Case Study at Vienna University of Technology

starship Enterprise. Captain Kirk narrates at the beginning of every episode “Space: the final fr... more starship Enterprise. Captain Kirk narrates at the beginning of every episode “Space: the final frontier. These are the voyages of the starship Enterprise. Its five-year mission: to explore strange new worlds, to seek out new life and new civilizations, to boldly go where no man has gone before. " Later, in the 6th episode the mission statement is changed to “Where no one has gone before”

Research paper thumbnail of Economic, legal and ethical implications of organizational gender discrimination

Ein Fortbestehen von Diskriminierung – hier definiert als Bevorzugung relativ schlechter qualifiz... more Ein Fortbestehen von Diskriminierung – hier definiert als Bevorzugung relativ schlechter qualifizierter Kandidaten bzw. Kandidatinnen aufgrund sozialer Eigenschaften – scheint den wirtschaftlichen Interessen profitorientierter Organisationen zuwiderzulaufen; daher ist prima facie zweifelhaft, wie eine solche Praxis unter Wettbewerbsbedingungen fortbestehen konnen soll. Diskriminierung aufgrund des Geschlechts wurde in okonomischer Forschung der Vergangenheit als letztlich rationale Entscheidung behandelt: Verfugen Entscheidungstrager oder Entscheidungstragerinnen uber die Information, Frauen als soziale Gruppe wurden weniger in ihr Humankapital investieren und eher aufgrund von Familienverpflichtungen aus dem Erwerbsleben ausscheiden, so handeln diese wohl rational, sich fur individuelle Manner eher als fur individuelle Frauen zu entscheiden – soweit eine bestehende okonomische Erklarung der Kluft des Erreichens von hohen und hochsten Entscheidungspositionen zwischen Mannern und Fra...

Research paper thumbnail of What ’ s in a name ? A personnel selection experiment on gender bias in applicant assessment

Organizational practices have been suggested to have an impact on employees’ unequal career outco... more Organizational practices have been suggested to have an impact on employees’ unequal career outcomes. Women’s career outcomes may be at a particular risk in highly male-dominated fields due to stereotypes and perceived “fit”. Decision-maker bias in the assessment of applicant’s suitability is studied at a university of technology in a personnel selection experiment. Treatments compare results under visibility of gender with a gender-blind control condition, and add (varied) information on homophilous ties within the team and on equal opportunity law. Results show women’s odds to be ranked for an interview decrease through visibility of gender alone. Women and men face gender-stereotypical ascriptions of personal and technical qualities once gender is revealed, putting women at a potential disadvantage for an advertised stereotypically masculine position. Homophily further lessens women’s chances; mere reference to the law cannot alter biased outcomes. Findings suggest gender stereot...

Research paper thumbnail of Corporate Social Responsibility as an International Strategy

Contributions to Economics

Research paper thumbnail of Persistence of Discrimination as CSR Failure

CSR, Sustainability, Ethics & Governance, 2016

Research paper thumbnail of Topical Approach: Gender Discrimination as CSR Problem

CSR, Sustainability, Ethics & Governance, 2016

Research paper thumbnail of Lessons to Learn for Organizational Practice

CSR, Sustainability, Ethics & Governance, 2016

Research paper thumbnail of Empirical Study: Discrimination in Personnel Selection?

CSR, Sustainability, Ethics & Governance, 2016

Research paper thumbnail of Persistence of Gender Discrimination in the Workplace

CSR, Sustainability, Ethics & Governance, 2016

Research paper thumbnail of Corporate Social Responsibility: A Theoretical Overview

CSR, Sustainability, Ethics & Governance, 2016

Research paper thumbnail of Corporate Social Responsibility and Discrimination

CSR, Sustainability, Ethics & Governance, 2016

Research paper thumbnail of CSR in Austria: Exemplary Social and Environmental Practice or Compliance-Driven Corporate Responsibility?

CSR, Sustainability, Ethics & Governance, 2015

Research paper thumbnail of Diversity

Encyclopedia of Corporate Social Responsibility, 2013

Research paper thumbnail of EC Nondiscrimination Law

Encyclopedia of Corporate Social Responsibility, 2013

Research paper thumbnail of Human Rights, Non-discrimination

Encyclopedia of Corporate Social Responsibility, 2013

Research paper thumbnail of Breaking Patterns: How Opportunistic Sponsorship and women’s Moral Compass Shape Careers of Female Scientists

GIEE 2011: Gender and Interdisciplinary Education for Engineers, 2012

Research paper thumbnail of New wine in old wineskins

Journal of Government Information, 1996

Research paper thumbnail of EC Nondiscrimination Law

Encyclopedia of Corporate Social Responsibility, 2013

Research paper thumbnail of Impact of Organizational Context on Gendered Recruiting Decisions among Science Engineering and Technology Professionals: An Experiment

Recent Notes on Labor Science and Organization, 2015

The purpose of this study is to systematically examine varied organizational contexts in which ge... more The purpose of this study is to systematically examine varied organizational contexts in which gender bias is expected to thrive. Discrimination against women is hypothesized to manifest itself implicitly in the assessment of suitability and potential of job seeking candidates. Data were obtained through an experiment among 296 full professors, senior scientists and students at a Science, Engineering and Technology (SET) University. Women's opportunities to be ranked for a job interview are contrasted with men's using Bradley Terry log-linear models for partial rankings and justifications for the respective ranking decisions are analyzed using content analysis. The findings show that women are ascribed significantly less relevant characteristics and skills in SET than men and are significantly less often ranked for job interviews by even experienced decision makers. Furthermore, homophilous pressures to select “socially compatible” candidates fortify discriminatory selection...

Research paper thumbnail of To Boldly Go Where No Woman Has Gone Before: Understanding Resistance to Change in Gender Segregated Organizations

iff.ac.at

... and professions, traditional homogeneity creates a feeling of group cohesion and harmony amon... more ... and professions, traditional homogeneity creates a feeling of group cohesion and harmony amongst “like-minded” (Van der Walt et al., 2006). “Deviant” minority mem-... der stereotypes. ... There always have to be a few idiots (laughing), right?“ [Stefanie Linger, p.19, 617-621] ...

Research paper thumbnail of To Boldly Go Where No Woman Has Gone Before1: Understanding Resistance to Change in Gender Segregated Organizations- A Case Study at Vienna University of Technology

starship Enterprise. Captain Kirk narrates at the beginning of every episode “Space: the final fr... more starship Enterprise. Captain Kirk narrates at the beginning of every episode “Space: the final frontier. These are the voyages of the starship Enterprise. Its five-year mission: to explore strange new worlds, to seek out new life and new civilizations, to boldly go where no man has gone before. " Later, in the 6th episode the mission statement is changed to “Where no one has gone before”

Research paper thumbnail of Economic, legal and ethical implications of organizational gender discrimination

Ein Fortbestehen von Diskriminierung – hier definiert als Bevorzugung relativ schlechter qualifiz... more Ein Fortbestehen von Diskriminierung – hier definiert als Bevorzugung relativ schlechter qualifizierter Kandidaten bzw. Kandidatinnen aufgrund sozialer Eigenschaften – scheint den wirtschaftlichen Interessen profitorientierter Organisationen zuwiderzulaufen; daher ist prima facie zweifelhaft, wie eine solche Praxis unter Wettbewerbsbedingungen fortbestehen konnen soll. Diskriminierung aufgrund des Geschlechts wurde in okonomischer Forschung der Vergangenheit als letztlich rationale Entscheidung behandelt: Verfugen Entscheidungstrager oder Entscheidungstragerinnen uber die Information, Frauen als soziale Gruppe wurden weniger in ihr Humankapital investieren und eher aufgrund von Familienverpflichtungen aus dem Erwerbsleben ausscheiden, so handeln diese wohl rational, sich fur individuelle Manner eher als fur individuelle Frauen zu entscheiden – soweit eine bestehende okonomische Erklarung der Kluft des Erreichens von hohen und hochsten Entscheidungspositionen zwischen Mannern und Fra...

Research paper thumbnail of What ’ s in a name ? A personnel selection experiment on gender bias in applicant assessment

Organizational practices have been suggested to have an impact on employees’ unequal career outco... more Organizational practices have been suggested to have an impact on employees’ unequal career outcomes. Women’s career outcomes may be at a particular risk in highly male-dominated fields due to stereotypes and perceived “fit”. Decision-maker bias in the assessment of applicant’s suitability is studied at a university of technology in a personnel selection experiment. Treatments compare results under visibility of gender with a gender-blind control condition, and add (varied) information on homophilous ties within the team and on equal opportunity law. Results show women’s odds to be ranked for an interview decrease through visibility of gender alone. Women and men face gender-stereotypical ascriptions of personal and technical qualities once gender is revealed, putting women at a potential disadvantage for an advertised stereotypically masculine position. Homophily further lessens women’s chances; mere reference to the law cannot alter biased outcomes. Findings suggest gender stereot...

Research paper thumbnail of Corporate Social Responsibility as an International Strategy

Contributions to Economics

Research paper thumbnail of Persistence of Discrimination as CSR Failure

CSR, Sustainability, Ethics & Governance, 2016

Research paper thumbnail of Topical Approach: Gender Discrimination as CSR Problem

CSR, Sustainability, Ethics & Governance, 2016

Research paper thumbnail of Lessons to Learn for Organizational Practice

CSR, Sustainability, Ethics & Governance, 2016

Research paper thumbnail of Empirical Study: Discrimination in Personnel Selection?

CSR, Sustainability, Ethics & Governance, 2016

Research paper thumbnail of Persistence of Gender Discrimination in the Workplace

CSR, Sustainability, Ethics & Governance, 2016

Research paper thumbnail of Corporate Social Responsibility: A Theoretical Overview

CSR, Sustainability, Ethics & Governance, 2016

Research paper thumbnail of Corporate Social Responsibility and Discrimination

CSR, Sustainability, Ethics & Governance, 2016

Research paper thumbnail of CSR in Austria: Exemplary Social and Environmental Practice or Compliance-Driven Corporate Responsibility?

CSR, Sustainability, Ethics & Governance, 2015

Research paper thumbnail of Diversity

Encyclopedia of Corporate Social Responsibility, 2013

Research paper thumbnail of EC Nondiscrimination Law

Encyclopedia of Corporate Social Responsibility, 2013

Research paper thumbnail of Human Rights, Non-discrimination

Encyclopedia of Corporate Social Responsibility, 2013

Research paper thumbnail of Breaking Patterns: How Opportunistic Sponsorship and women’s Moral Compass Shape Careers of Female Scientists

GIEE 2011: Gender and Interdisciplinary Education for Engineers, 2012

Research paper thumbnail of New wine in old wineskins

Journal of Government Information, 1996

Research paper thumbnail of EC Nondiscrimination Law

Encyclopedia of Corporate Social Responsibility, 2013