Isabel Fernandez-Mateo's research while affiliated with University of Pennsylvania and other places

... Social capital may inhere in structural features of one's social network (Burt 1992;Coleman 1988) and the presence of specific types of network ties-such as strong ties (Bian 1997;Lin 2001), weak ties (Granovetter 1973), and kin ties (Kana'iaupuni et al. 2005). Much of this research has emphasized the advantages of social capital, in the form of network structure and tie characteristics, for job seeking through informal channels (Fernandez and Fernandez-Mateo 2006;Granovetter 1974;Lin and Dumin 1986;Portes 1998; but see Mouw 2003). ...

... However, we caution against interpreting these results as suggesting that firms should prefer all-male over mixed-gender teams when the invention is characterized by average (or lower) levels of integrality. In fact, such underperformance is likely less indicative of any innate male-female differences in ability (Hoisl and Mariani 2017) than of the organization's failure to fully leverage the female team members' expertise (Fernandez-Mateo and Kaplan 2018;Joshi 2014). Hence, our results should be viewed as advocating for gender equality in organizations: we show that, despite facing more organizational challenges, mixed-gender teams can still outperform all-male teams when the focal invention is integral. ...

... The use of a staffing agency changes the employment relationship from dyadic, between a worker and an organization, to triangular or triadic (see Figure 2). These triangular relationships have three parties: the organization, the agency, and a gig worker (Bidwell & Fernandez-Mateo, 2008). Specifically, the initial contracting will likely occur between two firms -the hiring party and the agency. ...

... However, several scholars have recognized that common HRM practice tends to ignore an employee's class of origin (e.g. Bidwell et al., 2013;Cobb, 2016;Dundon and Rafferty, 2018;Grothe-Hammer and Kohl, 2020;Jonsen et al., 2011), even when considering diversity management practices (Jonsen et al., 2021;Ricc o and Guerci, 2014). For example, a recent analysis of DiversityInc's 2019 list of 50 companies shows that "not a single company statement referred to social class" (Ingram and Oh, 2022, p. 6). ...

... Unfortunately, many organizations use industrial era leadership models with associated male agentic behaviors which do not provide the requisite skills needed to lead in the digital era (Brands & Fernandez-Mateo, 2017;Ibarra et al., 2013;Rhee & Sigler, 2014). Ayman and Korabik (2010) found that this masculine image of a leader is detrimental to women's ascent into leadership positions. ...

... Despite its economic relevance, there is a paucity of Cava literature among economists, especially as compared to other sparkling wines such as Champagne (see, among others, Kunc et al., 2019;Haight and Wenzel, 2018;Rokka, 2017;Ody-Brasier and Fernandez-Mateo, 2017;Velikova et al., 2016;Charters et al., 2013) or Prosecco (Galleto et al., 2021;Trestini et al., 2018;Dal Bianco et al., 2018;Onofri et al., 2015;Thiene et al., 2013;Scarpa et al., 2009). ...

... Self-selection means that not everyone in the population of researchers who is eligible to apply for funding does so. In the case of women, mechanisms identified in the literature include: "shying away from competition" (Niederle and Vesterlund 2007), being more responsive to negative feedback (Kugler et al. 2017), being more shaped by "previous rejection experiences" (Brands and Fernandez-Mateo 2017;Ginther, Kahn and Schaffer 2016), and being more affected by "unprofessional reviews" (Silbiger and Stubler 2019 also for URM). However, Ley and Hamilton (2008) data suggest that a large fraction of female biomedical scientists choose to leave US NIH-funded career pipeline at the transition to independence from late postdoctoral to faculty position or early faculty years. ...

... This effect has been significant in white-collar gender segregation because the implication is that an underrepresentation of women stems from having fewer women with enough experience along each step of the managerial career path. (Fernandez-Mateo and Fernandez 2016). Bluecollar careers are generally less hierarchical than managerial careers, so it would be logical to assume that the pipeline effect is less relevant for women in blue-collar industries. ...

... Given the nature of the hiring process described above, completing searches quickly means finding a candidate that is easy to sell to the client: it is ultimately the client that makes the hiring decision (it is unusual for final round candidates to reject offers (Fernandez-Mateo & Coh, 2015)), and it is only when a hiring decision is made that the search firm is paid. We propose that search firms will try to find such easier-to-sell matches by disproportionately presenting candidates from within the same function and industry as the role being filled. ...

... Even though both countries have relatively low youth unemployment rates of 7-9%, school graduates face increasingly risky labour markets. In addition to increases in (youth) unemployment (Weber 2001;Genda 2003;Sacchi and Salvisberg 2011;Bolli et al. 2015), jobs deviating from the traditional 'male breadwinner model' (Meier 2014) of continuous, full-time employment have become an integral part of both economies (Inui 2009;Ecoplan 2010;OECD2010, 2014Yu 2012;Toivonen and Imoto 2012, 4). ...