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The Hidden Cost of Flexibility: A Factorial Survey Experiment on Job Promotion

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dc.contributor.authorFernández Lozano, Irina
dc.contributor.authorGonzález, Mª José
dc.contributor.authorJurado Guerrero, Teresa
dc.contributor.authorMartínez Pastor, Juan Ignacio
dc.date.accessioned2024-09-05T14:50:55Z
dc.date.available2024-09-05T14:50:55Z
dc.date.issued2020-04
dc.descriptionThe registered version of this article, first published in European Sociological Review (2020) 36-2, p. 265–283, is available online at the publisher's website: Oxford University Press; https://doi.org/10.1093/esr/jcz059
dc.descriptionLa versión registrada de este artículo, publicado por primera vez en European Sociological Review (2020) 36-2, p. 265–283, está disponible en línea en el sitio web del editor: Oxford University Press; https://doi.org/10.1093/esr/jcz059
dc.description.abstractThis article analyses the role of gender, parenthood, and work flexibility measures and the mediating role of stereotypes on the likelihood of achieving an internal promotion in Spain. We hypothesize that employers favour fathers over mothers and disfavour flexible workers (flexibility stigma) because they are perceived, respectively, as less competent and less committed. We also hypothesize that employers reflect their gender values in the selection process. These hypotheses are tested using data from a survey experiment in which 71 supervisors from private companies evaluate 426 short vignettes describing six different candidates for promotion into positions that require decision-making and team supervision skills. Several candidate characteristics are experimentally manipulated, while others such as skills and experience in the company are kept constant to minimize the risk of statistical discrimination. Contrary to our expectations, fathers are not preferred in promotion, as they are not perceived as being more competent than mothers. However, we find that flexibility leads to lower promotion scores, partly due to its association with a lack of commitment. Although the statutory right to reduce working hours for care reasons seems a major social achievement, this experiment shows that mothers may be indirectly penalized, as they are the main users of this policy.en
dc.description.versionversión publicada
dc.identifier.citationIrina Fernandez-Lozano, M José González, Teresa Jurado-Guerrero, Juan-Ignacio Martínez-Pastor, The Hidden Cost of Flexibility: A Factorial Survey Experiment on Job Promotion, European Sociological Review, Volume 36, Issue 2, April 2020, Pages 265–283, https://doi.org/10.1093/esr/jcz059
dc.identifier.doihttps://doi.org/10.1093/esr/jcz059
dc.identifier.issn1468-2672
dc.identifier.urihttps://hdl.handle.net/20.500.14468/23625
dc.journal.issue2
dc.journal.titleEuropean Sociological Review
dc.journal.volume36
dc.language.isoen
dc.page.final283
dc.page.initial265
dc.publisherOxford University Press
dc.relation.centerFacultades y escuelas::Facultad de Ciencias Políticas y Sociología
dc.relation.departmentSociología II (Estructura Social)
dc.rightsinfo:eu-repo/semantics/openAccess
dc.rights.urihttps://creativecommons.org/licenses/by-nc/4.0/deed.es
dc.subject63 Sociología
dc.titleThe Hidden Cost of Flexibility: A Factorial Survey Experiment on Job Promotionen
dc.typeartículoes
dc.typejournal articleen
dspace.entity.typePublication
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relation.isAuthorOfPublication.latestForDiscovery767eb768-30fc-4d4e-a042-abb4bbbc7d9c
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