Elizabeth Gorman
Biographic Data
| ID | 249441 |
|---|---|
| NAME | Elizabeth Gorman |
| GIVEN NAMES | Elizabeth |
| FAMILY NAME | Gorman |
| SIGNATURE | GORMAN E |
| AFFILIATIONS | University of Virginia |
| ORCID | 0000-0002-7416-3748 |
| VERIFIED | Yes |
| TOTAL WORKS | 18 |
| TOTAL CITATIONS | 452 |
| AUTHOR COUNT | 18 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 1999 |
| LATEST PUBLICATION YEAR | 2025 |
| H-INDEX | 10 |
Lexico-semantic stability in the anatomical domain in the Mayan language family
This paper deals with lexico-semantic stability, specifically in the anatomical domain. The main goal is to develop a method for measuring semantic polysemy and shift, in order to address: (1) the validity of standardized vocabulary lists (e.g., Swadesh 1950 , 1952 , 1955 ; Holman et al. 2008 ; Haspelmath & Tadmor 2009a , 2009b ) for investigating cross-linguistic stability; and (2) the difference between basic and stable vocabulary ( Ratliff 200…
Frank Dobbin and Alexandra Kalev. Getting to Diversity
How organizational characteristics shape gender difference and inequality at work
Why should students and scholars who are interested in gender difference and inequality study organizations? In recent years, as research on organizations has migrated to business schools and become less connected to other subfields of the discipline, the value of organizational sociology has become less evident to many. Yet characteristics of organizations contribute in important ways to producing different experiences and outcomes for women and…
High Tech and High Touch
Professional Self‐regulation in North America
Professional and expert work holds the potential for misconduct that can harm clients or the public. According to the traditional model of professional self‐regulation, developed during the “golden age” of the professions in the mid‐20th century, societies grant professional communities freedom from external regulation in return for their commitment to regulate their members' conduct. Professions were said to cultivate distinctive ethical norms, …
Developmental Practices, Organizational Culture, and Minority Representation in Organizational Leadership
Explanations of minority underrepresentation among organizational managers have focused primarily on either employee deficits in human and social capital or employer discrimination. To date, research has paid little attention to the role of developmental practices and related cultural values within organizations. Using data on large U.S. law firms, the authors investigate the role of formal developmental practices and cultural values in the repre…
Golden Age,' Quiescence, and Revival
Both professional work and the sociological study of professional work experienced a 'golden age' in the mid-20th century. When dramatic changes began to shake the professions in the 1970s and 1980s, however, old approaches no longer fit, and the research area became quiescent. Yet interest in professional work simply 'went underground,' surfacing under other names in a variety of sociological and interdisciplinary fields. In the process, researc…
Gender and Discretionary Work Effort
Do men and women differ in the extent to which they work beyond the level required by their jobs? Does this gender difference vary across national contexts? The authors answer these questions using survey data from the United States and Britain. Multivariate ordered logistic regression models reveal no gender difference in self-reported discretionary effort in the United States, but greater discretionary effort among women in Britain, net of indi…
Hierarchical Rank and Women's Organizational Mobility
This article revives the debate over whether women's upward mobility prospects decline as they climb organizational hierarchies. Although this proposition is a core element of the "glass ceiling" metaphor, it has failed to gain strong support in previous research. The article establishes a firm theoretical foundation for expecting an increasing female disadvantage, with an eye toward defining the scope conditions and extending the model to upper-…
Women in the Legal Profession
In recent years, the legal profession has undergone significant change, with rapidly rising numbers of women among its membership. Scholars of legal history, sociology, economics, organizational behavior, and law have examined various dimensions of the feminization of the legal profession. This review traces the parameters of integration and inequality in the careers of women and men in the contemporary legal profession. We document and assess th…
The Work and Family Handbook
We (Have to) Try Harder
Across three decades in both Britain and the United States, surveys indicate that women must work harder than men do. Using data from the 1997 Skills Survey of the Employed British Workforce (U.K.) and the 1997 National Study of the Changing Workforce (U.S.), the authors investigate two possible explanations for this gap in reports of required effort: gender differences in job characteristics and family responsibilities. In multivariate ordered l…
Work Uncertainty and the Promotion of Professional Women
Work uncertainty may affect gender disparities in professional's upward mobility in organizational hierarchies. Professional work involves three forms of uncertainty — problem variability, strategic indeterminacy and dependence on autonomous actors — that weaken the association between performance and ability, leading organizational decision-makers to weigh gender more heavily in promotion decisions. Strategic indeterminacy also increases the nee…
Gender Stereotypes, Same-Gender Preferences, and Organizational Variation in the Hiring of Women
Laboratory studies have shown that stereotypes and in-group favoritism influence people's perceptions and evaluations of others, but empirical research has not yet linked these processes to gender disparities in real workplace outcomes. This study proposes that the gender stereotypicality of selection criteria and decision makers' same-gender preferences operate to intensify gender inequality in hiring. These arguments are tested with data on lar…
Social Networks, Job Changes, and Recruitment
Marriage and Money
Research has shown that marital status affects wages and work behaviors that influence wages, but little attention has been paid to the impact of marital status on attitudes toward pay and finances. This study develops theoretical propositions concerning the effect of marital status on pay valence and financial satisfaction and tests them with data from the General Social Survey. Consistent with these propositions, married men and women view pay …
"Moving Away from "Up or Out
Large law firms are increasingly moving away from the "up or out" organizational model by employing lawyers on a permanent basis under a variety of titles, a trend with important consequences for the structure of lawyers' career opportunities. Some firms, however, have moved farther in this direction than others. Using data from a nationwide sample of law firm establishments, this study investigates factors that lead firms to implement permanent …
Bringing Home the Bacon
Three dominant perspectives on the allocation of household responsibilities suggest that married couples are likely to assign more income-earning responsibility to the husband.... Married men are likely to be more attentive to opportunities to increase their earnings and to risks that could reduce their earnings. Using data from the [U.S.] National Longitudinal Survey of Youth this study focuses on mens job-shift processes. Findings indicate that…
Gender Stereotypes, Same-Gender Preferences, and Organizational Variation in the Hiring of Women
Laboratory studies have shown that stereotypes and in-group favoritism influence people's perceptions and evaluations of others, but empirical research has not yet linked these processes to gender disparities in real workplace outcomes. This study proposes that the gender stereotypicality of selection criteria and decision makers' same-gender preferences operate to intensify gender inequality in hiring. These arguments are tested with data on lar…
Hierarchical Rank and Women's Organizational Mobility
This article revives the debate over whether women's upward mobility prospects decline as they climb organizational hierarchies. Although this proposition is a core element of the "glass ceiling" metaphor, it has failed to gain strong support in previous research. The article establishes a firm theoretical foundation for expecting an increasing female disadvantage, with an eye toward defining the scope conditions and extending the model to upper-…
Golden Age,' Quiescence, and Revival
Both professional work and the sociological study of professional work experienced a 'golden age' in the mid-20th century. When dramatic changes began to shake the professions in the 1970s and 1980s, however, old approaches no longer fit, and the research area became quiescent. Yet interest in professional work simply 'went underground,' surfacing under other names in a variety of sociological and interdisciplinary fields. In the process, researc…
Work Uncertainty and the Promotion of Professional Women
Work uncertainty may affect gender disparities in professional's upward mobility in organizational hierarchies. Professional work involves three forms of uncertainty — problem variability, strategic indeterminacy and dependence on autonomous actors — that weaken the association between performance and ability, leading organizational decision-makers to weigh gender more heavily in promotion decisions. Strategic indeterminacy also increases the nee…
Women in the Legal Profession
In recent years, the legal profession has undergone significant change, with rapidly rising numbers of women among its membership. Scholars of legal history, sociology, economics, organizational behavior, and law have examined various dimensions of the feminization of the legal profession. This review traces the parameters of integration and inequality in the careers of women and men in the contemporary legal profession. We document and assess th…
We (Have to) Try Harder
Across three decades in both Britain and the United States, surveys indicate that women must work harder than men do. Using data from the 1997 Skills Survey of the Employed British Workforce (U.K.) and the 1997 National Study of the Changing Workforce (U.S.), the authors investigate two possible explanations for this gap in reports of required effort: gender differences in job characteristics and family responsibilities. In multivariate ordered l…
Marriage and Money
Research has shown that marital status affects wages and work behaviors that influence wages, but little attention has been paid to the impact of marital status on attitudes toward pay and finances. This study develops theoretical propositions concerning the effect of marital status on pay valence and financial satisfaction and tests them with data from the General Social Survey. Consistent with these propositions, married men and women view pay …
Gender and Discretionary Work Effort
Do men and women differ in the extent to which they work beyond the level required by their jobs? Does this gender difference vary across national contexts? The authors answer these questions using survey data from the United States and Britain. Multivariate ordered logistic regression models reveal no gender difference in self-reported discretionary effort in the United States, but greater discretionary effort among women in Britain, net of indi…
"Moving Away from "Up or Out
Large law firms are increasingly moving away from the "up or out" organizational model by employing lawyers on a permanent basis under a variety of titles, a trend with important consequences for the structure of lawyers' career opportunities. Some firms, however, have moved farther in this direction than others. Using data from a nationwide sample of law firm establishments, this study investigates factors that lead firms to implement permanent …
Bringing Home the Bacon
Three dominant perspectives on the allocation of household responsibilities suggest that married couples are likely to assign more income-earning responsibility to the husband.... Married men are likely to be more attentive to opportunities to increase their earnings and to risks that could reduce their earnings. Using data from the [U.S.] National Longitudinal Survey of Youth this study focuses on mens job-shift processes. Findings indicate that…
How organizational characteristics shape gender difference and inequality at work
Why should students and scholars who are interested in gender difference and inequality study organizations? In recent years, as research on organizations has migrated to business schools and become less connected to other subfields of the discipline, the value of organizational sociology has become less evident to many. Yet characteristics of organizations contribute in important ways to producing different experiences and outcomes for women and…
Professional Self‐regulation in North America
Professional and expert work holds the potential for misconduct that can harm clients or the public. According to the traditional model of professional self‐regulation, developed during the “golden age” of the professions in the mid‐20th century, societies grant professional communities freedom from external regulation in return for their commitment to regulate their members' conduct. Professions were said to cultivate distinctive ethical norms, …
Developmental Practices, Organizational Culture, and Minority Representation in Organizational Leadership
Explanations of minority underrepresentation among organizational managers have focused primarily on either employee deficits in human and social capital or employer discrimination. To date, research has paid little attention to the role of developmental practices and related cultural values within organizations. Using data on large U.S. law firms, the authors investigate the role of formal developmental practices and cultural values in the repre…
"Moving Away from "Up or Out
Large law firms are increasingly moving away from the "up or out" organizational model by employing lawyers on a permanent basis under a variety of titles, a trend with important consequences for the structure of lawyers' career opportunities. Some firms, however, have moved farther in this direction than others. Using data from a nationwide sample of law firm establishments, this study investigates factors that lead firms to implement permanent …
Bringing Home the Bacon
Three dominant perspectives on the allocation of household responsibilities suggest that married couples are likely to assign more income-earning responsibility to the husband.... Married men are likely to be more attentive to opportunities to increase their earnings and to risks that could reduce their earnings. Using data from the [U.S.] National Longitudinal Survey of Youth this study focuses on mens job-shift processes. Findings indicate that…
Marriage and Money
Research has shown that marital status affects wages and work behaviors that influence wages, but little attention has been paid to the impact of marital status on attitudes toward pay and finances. This study develops theoretical propositions concerning the effect of marital status on pay valence and financial satisfaction and tests them with data from the General Social Survey. Consistent with these propositions, married men and women view pay …
Social Networks, Job Changes, and Recruitment
Gender Stereotypes, Same-Gender Preferences, and Organizational Variation in the Hiring of Women
Laboratory studies have shown that stereotypes and in-group favoritism influence people's perceptions and evaluations of others, but empirical research has not yet linked these processes to gender disparities in real workplace outcomes. This study proposes that the gender stereotypicality of selection criteria and decision makers' same-gender preferences operate to intensify gender inequality in hiring. These arguments are tested with data on lar…
Work Uncertainty and the Promotion of Professional Women
Work uncertainty may affect gender disparities in professional's upward mobility in organizational hierarchies. Professional work involves three forms of uncertainty — problem variability, strategic indeterminacy and dependence on autonomous actors — that weaken the association between performance and ability, leading organizational decision-makers to weigh gender more heavily in promotion decisions. Strategic indeterminacy also increases the nee…
The Work and Family Handbook
We (Have to) Try Harder
Across three decades in both Britain and the United States, surveys indicate that women must work harder than men do. Using data from the 1997 Skills Survey of the Employed British Workforce (U.K.) and the 1997 National Study of the Changing Workforce (U.S.), the authors investigate two possible explanations for this gap in reports of required effort: gender differences in job characteristics and family responsibilities. In multivariate ordered l…
Women in the Legal Profession
In recent years, the legal profession has undergone significant change, with rapidly rising numbers of women among its membership. Scholars of legal history, sociology, economics, organizational behavior, and law have examined various dimensions of the feminization of the legal profession. This review traces the parameters of integration and inequality in the careers of women and men in the contemporary legal profession. We document and assess th…
Hierarchical Rank and Women's Organizational Mobility
This article revives the debate over whether women's upward mobility prospects decline as they climb organizational hierarchies. Although this proposition is a core element of the "glass ceiling" metaphor, it has failed to gain strong support in previous research. The article establishes a firm theoretical foundation for expecting an increasing female disadvantage, with an eye toward defining the scope conditions and extending the model to upper-…
Gender and Discretionary Work Effort
Do men and women differ in the extent to which they work beyond the level required by their jobs? Does this gender difference vary across national contexts? The authors answer these questions using survey data from the United States and Britain. Multivariate ordered logistic regression models reveal no gender difference in self-reported discretionary effort in the United States, but greater discretionary effort among women in Britain, net of indi…
Golden Age,' Quiescence, and Revival
Both professional work and the sociological study of professional work experienced a 'golden age' in the mid-20th century. When dramatic changes began to shake the professions in the 1970s and 1980s, however, old approaches no longer fit, and the research area became quiescent. Yet interest in professional work simply 'went underground,' surfacing under other names in a variety of sociological and interdisciplinary fields. In the process, researc…
Developmental Practices, Organizational Culture, and Minority Representation in Organizational Leadership
Explanations of minority underrepresentation among organizational managers have focused primarily on either employee deficits in human and social capital or employer discrimination. To date, research has paid little attention to the role of developmental practices and related cultural values within organizations. Using data on large U.S. law firms, the authors investigate the role of formal developmental practices and cultural values in the repre…
Professional Self‐regulation in North America
Professional and expert work holds the potential for misconduct that can harm clients or the public. According to the traditional model of professional self‐regulation, developed during the “golden age” of the professions in the mid‐20th century, societies grant professional communities freedom from external regulation in return for their commitment to regulate their members' conduct. Professions were said to cultivate distinctive ethical norms, …
How organizational characteristics shape gender difference and inequality at work
Why should students and scholars who are interested in gender difference and inequality study organizations? In recent years, as research on organizations has migrated to business schools and become less connected to other subfields of the discipline, the value of organizational sociology has become less evident to many. Yet characteristics of organizations contribute in important ways to producing different experiences and outcomes for women and…
High Tech and High Touch
Frank Dobbin and Alexandra Kalev. Getting to Diversity
Lexico-semantic stability in the anatomical domain in the Mayan language family
This paper deals with lexico-semantic stability, specifically in the anatomical domain. The main goal is to develop a method for measuring semantic polysemy and shift, in order to address: (1) the validity of standardized vocabulary lists (e.g., Swadesh 1950 , 1952 , 1955 ; Holman et al. 2008 ; Haspelmath & Tadmor 2009a , 2009b ) for investigating cross-linguistic stability; and (2) the difference between basic and stable vocabulary ( Ratliff 200…
Sociology (14 works) · Economics (11 works) · Political science (11 works) · Law (9 works) · Demographic economics (7 works) · Gender Diversity and Inequality (7 works) · Psychology (6 works) · Work-Family Balance Challenges (6 works) · Business (4 works) · Engineering (4 works)