Department of Political Science

Academic (economic) woman: Incentives, gender and performance at Danish Research Institutions

Research output: Contribution to book/anthology/report/proceedingArticle in proceedingsResearch

Standard

Academic (economic) woman : Incentives, gender and performance at Danish Research Institutions. / Andersen, Lotte Bøgh; Pallesen, Thomas.

Ikke angivet. Department of Political Science, University of Aarhus, 2007. p. 1-17.

Research output: Contribution to book/anthology/report/proceedingArticle in proceedingsResearch

Harvard

Andersen, LB & Pallesen, T 2007, Academic (economic) woman: Incentives, gender and performance at Danish Research Institutions. in Ikke angivet. Department of Political Science, University of Aarhus, pp. 1-17, Workshop on Gender in the Academic Profession, Århus, Denmark, 17/09/2007.

APA

Andersen, L. B., & Pallesen, T. (2007). Academic (economic) woman: Incentives, gender and performance at Danish Research Institutions. In Ikke angivet (pp. 1-17). Department of Political Science, University of Aarhus.

CBE

Andersen LB, Pallesen T. 2007. Academic (economic) woman: Incentives, gender and performance at Danish Research Institutions. In Ikke angivet. Department of Political Science, University of Aarhus. pp. 1-17.

MLA

Vancouver

Andersen LB, Pallesen T. Academic (economic) woman: Incentives, gender and performance at Danish Research Institutions. In Ikke angivet. Department of Political Science, University of Aarhus. 2007. p. 1-17

Author

Bibtex

@inproceedings{16ae3c10700f11dcbee902004c4f4f50,
title = "Academic (economic) woman: Incentives, gender and performance at Danish Research Institutions",
abstract = "The diversity literature expects that an equal mix of men and women improves performance, but existing studies show very weak associations. This paper argues that gender diversity does matter, but that the relationship is more complex than assumed. Based on motivational crowding theory, we argue that men and women respond differently to economic incentives. We analyze how gender, incentives and the perception of these incentives at research institutions affect organizational performance, measured as the number of scientific publications. Using data from 2000-2005, the analysis includes 162 Danish research institutions (17 government research institutions and subunits of 10 universities). The main conclusion is that gender diversity has a modest, but positive impact on organizational output, and that women and men seem to react differently when economic incentives are introduced.",
keywords = "K{\o}n, incitament, motivation, Gender, Incentives, Motivation",
author = "Andersen, {Lotte B{\o}gh} and Thomas Pallesen",
year = "2007",
language = "English",
pages = "1--17",
booktitle = "Ikke angivet",
publisher = "Department of Political Science, University of Aarhus",
note = "null ; Conference date: 17-09-2007 Through 18-09-2007",

}

RIS

TY - GEN

T1 - Academic (economic) woman

AU - Andersen, Lotte Bøgh

AU - Pallesen, Thomas

PY - 2007

Y1 - 2007

N2 - The diversity literature expects that an equal mix of men and women improves performance, but existing studies show very weak associations. This paper argues that gender diversity does matter, but that the relationship is more complex than assumed. Based on motivational crowding theory, we argue that men and women respond differently to economic incentives. We analyze how gender, incentives and the perception of these incentives at research institutions affect organizational performance, measured as the number of scientific publications. Using data from 2000-2005, the analysis includes 162 Danish research institutions (17 government research institutions and subunits of 10 universities). The main conclusion is that gender diversity has a modest, but positive impact on organizational output, and that women and men seem to react differently when economic incentives are introduced.

AB - The diversity literature expects that an equal mix of men and women improves performance, but existing studies show very weak associations. This paper argues that gender diversity does matter, but that the relationship is more complex than assumed. Based on motivational crowding theory, we argue that men and women respond differently to economic incentives. We analyze how gender, incentives and the perception of these incentives at research institutions affect organizational performance, measured as the number of scientific publications. Using data from 2000-2005, the analysis includes 162 Danish research institutions (17 government research institutions and subunits of 10 universities). The main conclusion is that gender diversity has a modest, but positive impact on organizational output, and that women and men seem to react differently when economic incentives are introduced.

KW - Køn

KW - incitament

KW - motivation

KW - Gender

KW - Incentives

KW - Motivation

M3 - Article in proceedings

SP - 1

EP - 17

BT - Ikke angivet

PB - Department of Political Science, University of Aarhus

Y2 - 17 September 2007 through 18 September 2007

ER -