Congruence Between Leadership Gender and Organizational Claims Affects the Gender Composition of the Applicant Pool: Field Experimental Evidence
通过实地实验发现，领导性别与组织主张（社会性vs商业性）的一致性会影响求职者的兴趣，尤其是女性求职者更偏好既一致又传递公平信号的雇主，从而改变求职群体的性别构成。
The extent to which men and women sort into different jobs and organizations—namely, gender differences in supply-side labor market processes—is a key determinant of workplace gender composition. This study draws on theories of congruence to uncover a unique organization-level driver of gender differences in job seekers’ behavior. We first argue and show that congruence between leadership gender and organizational claims is a key mechanism that drives job seekers’ interest. Specifically, many organizational claims are gender-typed, such that social claims activate the female stereotype, whereas business claims activate the male stereotype. Thus, whereas female-led organizations making social claims are gender-congruent, male-led firms making the same claims are gender-incongruent. Beyond demonstrating a general preference among job seekers for congruence, we also find that female job seekers are most interested in working for organizations that are simultaneously congruent and provide credible signals that they are fair and equitable employers. The congruence of leadership gender and organizational claims thus affects the gender composition of applicant pools for otherwise identical jobs.