PERSONALquarterly 01 / 24 32 SCHWERPUNKT_DIVERSITY MANAGEMENT SUMMARY Research question: Companies are often interested in recruiting women. What and how should they communicate in job advertisements to attract them? Methodology: In five studies, we investigated influences of gender distribution, images, language, and recruiters on the application intentions of women and men. Practical implications: Companies can influence the extent to which jobs are attractive to women by communicating inclusive signals in job postings. Detailed recommendations for action are presented. LITERATURVERZEICHNIS Apfelbaum, E. P./Suh, E. Y. (2023): Transparency about lagging diversity numbers signals genuine progress. Journal of Experimental Psychology: General, online first. Avery, D. R./McKay, P. F. (2006): Target Practice: An organizational impression management approach to attracting minority and female job applicants. Personnel Psychology, 59, 157-187. Bian, L./Leslie, S.-J./Murphy, M. C./Cimpian, A. (2018): Messages about brilliance undermine women‘s interest in educational and professional opportunities. Journal of Experimental Social Psychology, 76, 404-420. Bosak, J./Sczesny, S. (2008): Am I the right candidate? Self-ascribed fit of women and men to a leadership position. Sex Roles, 58, 682-688. Caleo, S./Heilman, M. E. (2019): What could go wrong? Some unintended consequences of gender bias interventions. Archives of Scientific Psychology, 7, 71-80. Casper, W. J./Buffardi, L. C. (2004): Work-life benefits and job pursuit intentions: The role of anticipated organizational support. Journal of Vocational Behavior, 65, 391-410. Diekman, A. B./Steinberg, M./Brown, E. R./Belanger, A. L./Clark, E. K. (2017): A goal congruity model of role entry, engagement, and exit: Understanding communal goal processes in STEM gender gaps. Personality and Social Psychology Review, 21, 142-175. Dutz, R./Hubner, S./Peus, C. (2022): When agency “fits” regardless of gender: Perceptions of applicant fit when job and organization signal male stereotypes. Personnel Psychology, 75, 441-483. Engel, Y./Lewis, T./Cardon, M. S./Hentschel, T. (2023): Signaling diversity debt: Startup gender composition and the gender gap in joiners’ interest. Academy of Management Journal, 66, 1469-1500.. Fatfouta, R./Sczesny, S. (2023): Unconscious Bias in Job Titles: Implicit Associations Between Four Different Linguistic Forms with Women and Men. Sex Roles, online first. Gatewood, R. D./Gowan, M. A./Lautenschlager, G. J. (1993): Corporate Image, Recruitment Image And Initial Job Choice Decisions. Academy of Management Journal, 36, 414-427. Gaucher, D./Friesen, J./Kay, A. C. (2011): Evidence that gendered wording in job advertisements exists and sustains gender inequality. Journal of Personality and Social Psychology, 101, 109-128. Gündemir, S./Martin, A. E./Homan, A. C. (2019): Understanding diversity ideologies from the target‘s perspective: A review and future directions. Frontiers in Psychology, 10. Heilman, M. E. (1983): Sex bias in work settings: The Lack of Fit model. Research in Organizational Behavior, 5, 269-298. Hentschel, T. (2020): Frauen und Männer: Wie Stereotype unser Denken und Handel beeinflussen. In S. Pfob/J. Triskiel/B. Dageroth, Wertschätzung: Ein Praxisbuch (pp. 101-108). Vahlen. Hentschel, T./Braun, S./Peus, C. (2017): Warum wird sie nicht Fuhrungskraft? Geschlecht und Karriereentwicklung. In S. Kauffeld/D. Spurk (Eds.), Handbuch Laufbahnmanagement und Karriereplanung (pp. 1-31). Springer. DR. TANJA HENTSCHEL Assistant Professor of Organizational Behavior an der University of Amsterdam, Amsterdam Business School E-Mail: t.hentschel@uva.nl http://www.uva.nl/en/profile/t.hentschel/ Hentschel, T./Braun, S./Peus, C./Frey, D. (2021): Sounds like a fit! Wording in recruitment advertisements and recruiter gender affect women’s pursuit of career development programs via anticipated belongingness. Human Resource Management, 60, 581-602. Hentschel, T./Heilman, M. E./Peus, C. (2019): The multiple dimensions of gender stereotypes – A current look at men’s and women’s characterizations of others and themselves. Frontiers in Psychology, 10. Hentschel, T./Horvath, L. K. (2015): Passende Talente ansprechen – Rekrutierung und Gestaltung von Stellenanzeigen. In C. Peus/S.Braun/T. Hentschel/D. Frey (Eds.), Personalauswahl in der Wissenschaft - Evidenzbasierte Methoden und Impulse für die Praxis (pp. 65 - 82). Springer. Hentschel, T./Horvath, L. K./Peus, C./Sczesny, S. (2018): Kick-starting female careers - Attracting women to entrepreneurship programs. Journal of Personnel Psychology, 17, 193-203. Hoobler, J. M./Masterson, C. R./Nkomo, S. M./Michel, E. J. (2018): The Business Case for Women Leaders: Meta-Analysis, Research Critique, and Path Forward. Journal of Management, 44, 2473-2499. Horvath, L. K./Merkel, E. F./Maass, A./Sczesny, S. (2016): Does gender-fair language pay off? The social perception of professions from a cross-linguistic perspective. Frontiers in Psychology, 6, 1-12. Knipfer, K./Shaughnessy, B. A./Hentschel, T./Schmid, E. (2017): Unlocking women‘s leadership potential: A curricular example for developing female leaders in academia. Journal of Management Education, 41, 272-302. Obioma, I. F./Hentschel, T./Hernandez Bark, A. S. (2022): Gender stereotypes and self-characterizations in Germany and Nigeria: A cross-cultural comparison. Journal of Applied Social Psychology, 52, 764-780. Peus, C./Braun, S./Hentschel, T./Frey, D. (2015): Personalauswahl in der Wissenschaft – Evidenzbasierte Methoden und Impulse für die Praxis. Springer. Rynes, S. L./Bretz, R. D./Gerhart, B. (1991): The importance of recruitment in job choice: A different way of looking. Personnel Psychology, 44, 487-521. Stahlberg, D./Braun, F./Irmen, L./Sczesny, S./ Fiedler, K. (2007): Representation of the sexes in language. In K. Fiedler (Ed.), Social communication (pp. 163-187). Psychology Press Ltd. Wille, L./Derous, E. (2018): When job ads turn you down: How requirements in job ads may stop instead of attract highly qualified women. Sex Roles, 79, 464-475. Windscheid, L./Bowes-Sperry, L./Kidder, D. L./Cheung, H. K./Morner, M./ Lievens, F. (2016): Actions speak louder than words: Outsiders’ perceptions of diversity mixed messages. Journal of Applied Psychology, 101, 1329-1341. Woolley, A. W./Chabris, C. F./Pentland, A./Hashmi, N./Malone, T. W. (2010): Evidence for a collective intelligence factor in the performance of human groups. Science, 330, 686-688.
RkJQdWJsaXNoZXIy Mjc4MQ==