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Gender diversity in the management field: Does it matter for research outcomes?

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Gender diversity in the management field : Does it matter for research outcomes? / Wullum Nielsen, Mathias; Börjeson, Love.

I: Research Policy, Bind 48, Nr. 7, 09.2019, s. 1617-1632.

Publikation: Bidrag til tidsskrift/Konferencebidrag i tidsskrift /Bidrag til avisTidsskriftartikelForskningpeer review

Harvard

Wullum Nielsen, M & Börjeson, L 2019, 'Gender diversity in the management field: Does it matter for research outcomes?', Research Policy, bind 48, nr. 7, s. 1617-1632. https://doi.org/10.1016/j.respol.2019.03.006

APA

CBE

MLA

Wullum Nielsen, Mathias og Love Börjeson. "Gender diversity in the management field: Does it matter for research outcomes?". Research Policy. 2019, 48(7). 1617-1632. https://doi.org/10.1016/j.respol.2019.03.006

Vancouver

Author

Wullum Nielsen, Mathias ; Börjeson, Love. / Gender diversity in the management field : Does it matter for research outcomes?. I: Research Policy. 2019 ; Bind 48, Nr. 7. s. 1617-1632.

Bibtex

@article{67dea610d4c643438af67bd8935ee7e8,
title = "Gender diversity in the management field: Does it matter for research outcomes?",
abstract = "This study examines the relationship between gender diversity and research outcomes. Existing research on the topic primarily focuses on how team gender diversity influences scholarly productivity in terms of citations and publication rates. Far less attention has been devoted to the question of how the intellectual contents of research disciplines change as they become more gender diverse. Drawing on a global sample of more than 25,000 management papers, we use natural language processing techniques, correspondence analysis and regression models to illuminate impact-, content- and status-related dimensions of gender diversity in management research. In regression models adjusting for geographical setting, institutional prestige and collaboration patterns, we find no discernable effects of team gender diversity on per-paper scientific impact. In contrast, our analyses converge to yield a broadly consistent pattern of gender-related variations in research focus: women are well-represented in social- and human-centered areas of management, while men comprise the vast majority in areas addressing more technical and operational aspects. Our findings corroborate recent sociological research suggesting that cultural norms and expectations are channeling women and men towards different areas of work and study. We argue that the broadened repertoire of perspectives, values and questions resulting from gender diversity may render management research more responsive to the full gamut of societal needs and expectations.",
keywords = "Bibliometrics, Citations, Gender diversity, Management research, Research outcomes, Research questions, Topic modeling",
author = "{Wullum Nielsen}, Mathias and Love B{\"o}rjeson",
year = "2019",
month = sep,
doi = "10.1016/j.respol.2019.03.006",
language = "English",
volume = "48",
pages = "1617--1632",
journal = "Research Policy",
issn = "0048-7333",
publisher = "Elsevier BV",
number = "7",

}

RIS

TY - JOUR

T1 - Gender diversity in the management field

T2 - Does it matter for research outcomes?

AU - Wullum Nielsen, Mathias

AU - Börjeson, Love

PY - 2019/9

Y1 - 2019/9

N2 - This study examines the relationship between gender diversity and research outcomes. Existing research on the topic primarily focuses on how team gender diversity influences scholarly productivity in terms of citations and publication rates. Far less attention has been devoted to the question of how the intellectual contents of research disciplines change as they become more gender diverse. Drawing on a global sample of more than 25,000 management papers, we use natural language processing techniques, correspondence analysis and regression models to illuminate impact-, content- and status-related dimensions of gender diversity in management research. In regression models adjusting for geographical setting, institutional prestige and collaboration patterns, we find no discernable effects of team gender diversity on per-paper scientific impact. In contrast, our analyses converge to yield a broadly consistent pattern of gender-related variations in research focus: women are well-represented in social- and human-centered areas of management, while men comprise the vast majority in areas addressing more technical and operational aspects. Our findings corroborate recent sociological research suggesting that cultural norms and expectations are channeling women and men towards different areas of work and study. We argue that the broadened repertoire of perspectives, values and questions resulting from gender diversity may render management research more responsive to the full gamut of societal needs and expectations.

AB - This study examines the relationship between gender diversity and research outcomes. Existing research on the topic primarily focuses on how team gender diversity influences scholarly productivity in terms of citations and publication rates. Far less attention has been devoted to the question of how the intellectual contents of research disciplines change as they become more gender diverse. Drawing on a global sample of more than 25,000 management papers, we use natural language processing techniques, correspondence analysis and regression models to illuminate impact-, content- and status-related dimensions of gender diversity in management research. In regression models adjusting for geographical setting, institutional prestige and collaboration patterns, we find no discernable effects of team gender diversity on per-paper scientific impact. In contrast, our analyses converge to yield a broadly consistent pattern of gender-related variations in research focus: women are well-represented in social- and human-centered areas of management, while men comprise the vast majority in areas addressing more technical and operational aspects. Our findings corroborate recent sociological research suggesting that cultural norms and expectations are channeling women and men towards different areas of work and study. We argue that the broadened repertoire of perspectives, values and questions resulting from gender diversity may render management research more responsive to the full gamut of societal needs and expectations.

KW - Bibliometrics

KW - Citations

KW - Gender diversity

KW - Management research

KW - Research outcomes

KW - Research questions

KW - Topic modeling

UR - http://www.scopus.com/inward/record.url?scp=85064327247&partnerID=8YFLogxK

U2 - 10.1016/j.respol.2019.03.006

DO - 10.1016/j.respol.2019.03.006

M3 - Journal article

AN - SCOPUS:85064327247

VL - 48

SP - 1617

EP - 1632

JO - Research Policy

JF - Research Policy

SN - 0048-7333

IS - 7

ER -