Gender and the Workplace: New Research Finds Women Are More Likely to Pursue Meaningful Work
Columbia Business School Study Finds Difference between Men and Women’s Attitudes Toward Their Jobs
Columbia Business School Study Finds Difference between Men and Women’s Attitudes Toward Their Jobs
The Theodora Rutherford Inclusion Award celebrates CBS students who are committed to diverse experiences and inclusive leadership.
Six Studies Address Key Topics Crucial for Enhancing Outcomes for Women in Business
In-group bias can be detrimental for communities and economic development. We study the causal effect of financial constraints on in-group bias in prosocial behaviors – cooperation, norm enforcement, and sharing – among low-income rice farmers in rural Thailand, who cultivate and harvest rice once a year. We use a between-subjects design – randomly assigning participants to experiments either before harvest (more financially constrained) or after harvest. Farmers interacted with a partner either from their own village (in-group) or from another village (out-group).
This paper shows that providing undocumented immigrants with an immigration pardon, or amnesty, increases their economic activity in the form of higher entrepreneurship. Using administrative census data linked to the complete formal business registry, we study a 2018 policy shift in Colombia that made nearly half a million Venezuelan undocumented migrants eligible for a pardon. Our identification uses quasi-random variation in the amount of time available to get the pardon, introducing a novel regression discontinuity approach to study this policy.
Diversity initiatives are designed to help workers from disadvantaged backgrounds achieve equitable opportunities and outcomes in organizations. However, these programs are often ineffective. To better understand less-than-desired outcomes and the shifting diversity landscape, we synthesize literature on how corporate affirmative action programs became diversity initiatives and current literature on their effectiveness. We focus specifically on work dealing with mechanisms that make diversity initiatives effective as well as their unintended consequences.
David M. Schizer served as a dean of the Law School from 2004 to 2014 and is one of the nation’s leading tax scholars. His research also focuses on nonprofits, energy law, and corporate governance.
Wei Cai joined Columbia University in 2020. Her research interests revolve around management accounting, organizational culture, and diversity and inclusion. Her research broadly investigates how to measure and manage key organizational capital. For example, she examines how corporate leaders and managers can deliberately design and shape organizational culture, and improve organizational outcomes through innovative management control systems. She uses multiple research methods including statistical analyses of archival data sources, field experiments, and surveys.
Ashli Carter is a Lecturer in the Management Division at Columbia Business School. Currently, she teaches topics in leadership, negotiations, and cultivating a growth mindset in the MBA and Executive Education programs, as well as for CBS administrators and staff. Prior to joining CBS faculty, she taught MBA and undergraduate courses in leadership and professional ethics at NYU Stern where she was an Assistant Professor/Faculty Fellow of Management and Organizations.
Adam Galinsky is the Vice Dean for Diversity, Equity and Inclusion and Paul Calello Professor of Leadership and Ethics at the Columbia Business School.
Professor Galinsky has published more than 300 scientific articles, chapters, and teaching cases in the fields of management and social psychology. His research and teaching focus on leadership, negotiations, diversity, decision-making, and ethics.
Michael Ewens is the David L. and Elsie M. Dodd Professor of Finance and co-director of the Private Equity Program. He is also a Research Associate at the National Bureau of Economic Research (NBER), Associate Editor of the Journal of Financial Economics, Associate Editor at the Review of Financial Studies, Assoicate Editor at Management Science, Associate Editor at the Journal of Corporate Finance, and co-editor of the Journal of Economics & Management Strategy. He received a Ph.D.
Reprinted in Fred Lane, (ed.), <em>Current Issues in Public Administration</em> (New York: St. Martin's Press, 1978), pp. 288- 301.
This paper is presented within the context of two streams of research which can be identified in the current literature of empirical accounting research. Both of these research areas deal with changes in accounting methods. The first deals with the motivation for changes in accounting methods, and the second area, attempts are made to discover the consequences of accounting changes in terms of the reaction of capital markets to the output of the accounting process.
This paper deals primarily with forecast disclosure rules, a topic that has attracted the attention of both the Securities and Exchange Commission and the accounting profession. We consider two fundamental and related aspects of such a rule: 1) the extent to which the type of information to be disclosed conveys information pertinent to valuing firms; and 2) the extent to which a rule requiring public forecast disclosure is consistent with Pareto optimal allocations of resources.
In recent years productivity bargaining has been heralded as a promising means of increasing productivity in government, particularly at state and local levels. However, analysis of the literature and practice of productivity bargaining indicates that certain inherent conceptual and implementational problems have not been adequately recognized by academics and practitioners. The central problem concerns the failure to recognize that productivity gains may be counterproductive if accompanied by excessive unit cost increases.
In his fundamental works and Douglas Vickers integrates the production, investment and financing decisions of the firm into a useful and illuminating model. He deals with uncertainty using risk-adjusted capitalization and interest rates, assumes constant business risk and treats financial risk as a function of leverage. This paper extends Vickers' analysis by allowing business risk to depend on production and investment decisions.
Can collective bargaining and the merit system co-exist in public employment? Many writers in the field think that concepts of merit must give way to seniority in government service, as it has in the private sector. The authors believe that view is incorrect. Indeed, by pressing for equity, and an end to patronage, unions may even be contributing to the strengthening of the merit system.
The article explores the increasing popularity and importance of interest arbitration with regard to resolving collective bargaining disputes in public sector labor relations in the U.S. In avoiding or terminating strikes that threaten basic public interest, the use of arbitration may pose the only practical means of dealing with the situation. Furthermore, third-party figures brought to negotiating disputes harbors a fairness concept that is often viewed an important ingredient of labor stability.
The purpose of this paper is to study consumer information processing within the context of attitude formation and change. Examination of the cognitive rules used by consumers in manipulating information presented in a persuasive communication seems quite relevant to understanding the impact of such communications. Persuasive communications can be viewed as presenting data to the consumer, who then manipulates and combines those data in the process of forming or changing an attitude.
During the past several years, one of the more intensively studied areas in marketing and consumer research has been multi-attribute models of attitude [36]. The basic proposition of these models is that consumers form attitudes toward products on the basis of product attributes, a formulation which has considerable implications for marketing strategies.