Ming D Leung
Biographic Data
| ID | 1317309 |
|---|---|
| NAME | Ming D Leung |
| GIVEN NAMES | Ming D |
| FAMILY NAME | Leung |
| SIGNATURE | LEUNG M D |
| AFFILIATIONS | University of California, Riverside |
| ORCID | 0000-0002-1905-7387 |
| VERIFIED | Yes |
| TOTAL WORKS | 4 |
| TOTAL CITATIONS | 46 |
| WORKS AS AUTHOR | 4 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 2014 |
| LATEST PUBLICATION YEAR | 2025 |
| H-INDEX | 2 |
Applying While Black
It is well known that hiring practices that treat job seekers differently by race contribute to racial disparities in employment. Yet, practices that treat job seekers equivalently may also contribute to racial disparities if there are pre-existing racial differences among the applicants. We focus on employers’ prominent practice of using job seekers’ work histories to make inferences about their suitability for jobs. Scholars and practitioners a…
Approaching or avoiding? Gender asymmetry in reactions to prior job search outcomes by gig workers in female- versus male-typed job domains
Despite recent increases in females entering male-typed job domains, women are more likely to exit these jobs than men, leading to a “leaky-pipeline” phenomenon and contributing to continued occupational gender segregation. Extant work has demonstrated that women are less likely to reapply to employers who previously rejected them for jobs in male-typed job domains. However, these studies leave unexamined whether women will reapply to other emplo…
Taking a Pass
The authors propose and test a novel theory of how decisions not to hire reproduce gender segregation through what they term proportional prejudice. They hypothesize that employers are less likely to hire anyone from an applicant pool that contains a large proportion of gender-atypical applicants—that is, those whose gender does not match the occupation stereotype—as this leads employers to form negative impressions of all pool applicants, regard…
Dilettante or Renaissance Person? How the Order of Job Experiences Affects Hiring in an External Labor Market
Social actors who move across categories are typically disadvantaged relative to their more focused peers. Yet candidates who compile experiences across disparate areas can either be appreciated as renaissance individuals or penalized as dilettantes. Extant literature has focused on the comparison between single versus multiple category members and on skill assessment, hindering its applicability. To discriminate between more versus less successf…
Dilettante or Renaissance Person? How the Order of Job Experiences Affects Hiring in an External Labor Market
Social actors who move across categories are typically disadvantaged relative to their more focused peers. Yet candidates who compile experiences across disparate areas can either be appreciated as renaissance individuals or penalized as dilettantes. Extant literature has focused on the comparison between single versus multiple category members and on skill assessment, hindering its applicability. To discriminate between more versus less successf…
Taking a Pass
The authors propose and test a novel theory of how decisions not to hire reproduce gender segregation through what they term proportional prejudice. They hypothesize that employers are less likely to hire anyone from an applicant pool that contains a large proportion of gender-atypical applicants—that is, those whose gender does not match the occupation stereotype—as this leads employers to form negative impressions of all pool applicants, regard…
Dilettante or Renaissance Person? How the Order of Job Experiences Affects Hiring in an External Labor Market
Social actors who move across categories are typically disadvantaged relative to their more focused peers. Yet candidates who compile experiences across disparate areas can either be appreciated as renaissance individuals or penalized as dilettantes. Extant literature has focused on the comparison between single versus multiple category members and on skill assessment, hindering its applicability. To discriminate between more versus less successf…
Taking a Pass
The authors propose and test a novel theory of how decisions not to hire reproduce gender segregation through what they term proportional prejudice. They hypothesize that employers are less likely to hire anyone from an applicant pool that contains a large proportion of gender-atypical applicants—that is, those whose gender does not match the occupation stereotype—as this leads employers to form negative impressions of all pool applicants, regard…
Applying While Black
It is well known that hiring practices that treat job seekers differently by race contribute to racial disparities in employment. Yet, practices that treat job seekers equivalently may also contribute to racial disparities if there are pre-existing racial differences among the applicants. We focus on employers’ prominent practice of using job seekers’ work histories to make inferences about their suitability for jobs. Scholars and practitioners a…
Approaching or avoiding? Gender asymmetry in reactions to prior job search outcomes by gig workers in female- versus male-typed job domains
Despite recent increases in females entering male-typed job domains, women are more likely to exit these jobs than men, leading to a “leaky-pipeline” phenomenon and contributing to continued occupational gender segregation. Extant work has demonstrated that women are less likely to reapply to employers who previously rejected them for jobs in male-typed job domains. However, these studies leave unexamined whether women will reapply to other emplo…
Economics (4 works) · Labor market dynamics and wage inequality (4 works) · Psychology (4 works) · Law (3 works) · Names, Identity, and Discrimination Research (3 works) · Political science (3 works) · Demographic economics (2 works) · Disadvantaged (2 works) · Gender Diversity and Inequality (2 works) · Labour economics (2 works)