Abstract Previous research shows that female managers narrow the gender wage gap (GWG) among workers but does not disentangle two general underlying mechanisms. First, might use their organizational power to change practices and make organizations more gender-equal. Second, benefit from interacting with a manager, e.g. through homophily mentoring. To these mechanisms, I distinguish between at f...

Recent research has found drastic differences across gender in how performance and preferences are affected by competition. In light of these, this study addresses how gender affects the use of competitive compensation. When given information about worker ability, male managers, but not female managers, are reluctant to choose the tournament for a female worker. The data also show that even tho...

This paper empirically examines commercialization of university faculty inventions through startup firms from 1994 through 2008. Using data from the Association of University Technology Managers and the 2010 NRC doctoral rankings, our research reveals several findings. We find that university entrepreneurship is more common in bad economic times and that engineering department quality and biolo...

PURPOSE OF THE STUDY: This master's thesis examines among the hedge funds managed by a sole manager, whether differences in perfomance and risk between ones managed by female (female funds) and ones managed by male managers (male funds) exists. For simplicity, in this study such differences are refered as the ”gender effects” of hedge fund managers. I also explore whether the gender effect on p...

Much research has examined gender and age effects on compensation, concluding that a wage gap exists favoring men and negative stereotypes against older workers persist. Although the effect of an employee's gender or age has been widely studied, little work has examined the impact of the demographic characteristics of a focal employee's immediate referent groups (e.g., subordinates, peers, or s...

With growing competitiveness in the global marketplace, more corporations are conducting leadership training for managers and executives. Over one-third of the educational budget in Fortune 500 companies is spent on employees at the middle and upper levels[1], yet programme effectiveness has generally not been measured[2]. Often evaluations are flawed by their anecdotal nature and a focus on a ...