B Rubineau
Biographic Data
| ID | 35128 |
|---|---|
| NAME | B Rubineau |
| GIVEN NAMES | B |
| FAMILY NAME | Rubineau |
| SIGNATURE | RUBINEAU B |
| AFFILIATIONS | McGill University |
| ORCID | 0000-0002-6042-9437 |
| VERIFIED | Yes |
| TOTAL WORKS | 10 |
| TOTAL CITATIONS | 271 |
| AUTHOR COUNT | 10 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 2010 |
| LATEST PUBLICATION YEAR | 2024 |
| H-INDEX | 4 |
Pathways of Peer Influence on Major Choice
Peers influence students' academic decisions and outcomes. For example, several studies with strong claims to causality demonstrate that peers affect the choice of and persistence in majors. One remaining issue, however, has stymied efforts to translate this evidence into actionable interventions: the literature has not grappled adequately with the fact that in natural settings, students typically select most of their peers. The bulk of causal ev…
Market Transition and Network-Based Job Matching in China: The Referrer Perspective
To better understand how network-based job matching responds to market development, the authors investigate network matching in China. They examine this question from the perspective of referrers, those who share information about job opportunities with potential job candidates. Using unique data from a population survey and leveraging interprovincial differences in market development, the authors show that market development has a negative assoc…
Low status rejection: How status hierarchies influence negative tie formation
Network Recruitment and the Glass Ceiling: Evidence from Two Firms
Does network recruitment contribute to the glass ceiling? We use administrative data from two companies to answer the question. In the presence of gender homophily, recruitment through employee referrals can disadvantage women when an old boys' network is in place. We calculate the segregating effects of network recruitment across multiple job levels in the two firms. If network recruitment is a factor, the segregating impact should disadvantage …
“I am Not a Feminist, but. . .”: Hegemony of a Meritocratic Ideology and the Limits of Critique Among Women in Engineering
Engineering is often described as an enduring bastion of masculine culture where women experience marginality. Using diaries from undergraduate engineering students at four universities, the authors explore women’s interpretations of their status within the profession. The authors’ findings show that women recognize their marginality, providing clear and strong criticisms of their experiences. But these criticisms remain isolated and muted; they …
Persistence Is Cultural: Professional Socialization and the Reproduction of Sex Segregation
Why does sex segregation in professional occupations persist? Arguing that the cultures and practices of professional socialization serve to perpetuate this segregation, the authors examine the case of engineering. Using interview and diary entry data following students from college entry to graduation, the authors show how socialization leads women to develop less confidence that they will 'fit' into the culture of engineering. The authors ident…
How Do Labor Market Networks Work?
The informal seeking and sharing of job opportunity information via contacts are the dominant mechanisms for both the supply and demand sides of the labor market. Despite many decades of scholarly scrutiny, we have established little certainty about the mechanisms through which labor market networks operate. Much of this uncertainty results from single‐perspective investigations of a fundamentally triadic process. Network‐mediated job search is n…
Professional Role Confidence and Gendered Persistence in Engineering
Social psychological research on gendered persistence in science, technology, engineering, and mathematics (STEM) professions is dominated by two explanations: women leave because they perceive their family plans to be at odds with demands of STEM careers, and women leave due to low self-assessment of their skills in STEM's intellectual tasks, net of their performance. This study uses original panel data to examine behavioral and intentional pers…
Tipping Points: Referral Homophily and Job Segregation
The Coevolution of Networks and Political Attitudes
How do attitudes and social affiliations coevolve? A long stream of research has focused on the relationship between attitudes and social affiliations. However, in most of this research the causal relationship between views and affiliations is difficult to discern definitively: Do people influence each other's views so that they converge over time or do they primarily affiliate (by choice or happenstance) with those of similar views? Here we use …
Professional Role Confidence and Gendered Persistence in Engineering
Social psychological research on gendered persistence in science, technology, engineering, and mathematics (STEM) professions is dominated by two explanations: women leave because they perceive their family plans to be at odds with demands of STEM careers, and women leave due to low self-assessment of their skills in STEM's intellectual tasks, net of their performance. This study uses original panel data to examine behavioral and intentional pers…
The Coevolution of Networks and Political Attitudes
How do attitudes and social affiliations coevolve? A long stream of research has focused on the relationship between attitudes and social affiliations. However, in most of this research the causal relationship between views and affiliations is difficult to discern definitively: Do people influence each other's views so that they converge over time or do they primarily affiliate (by choice or happenstance) with those of similar views? Here we use …
Persistence Is Cultural: Professional Socialization and the Reproduction of Sex Segregation
Why does sex segregation in professional occupations persist? Arguing that the cultures and practices of professional socialization serve to perpetuate this segregation, the authors examine the case of engineering. Using interview and diary entry data following students from college entry to graduation, the authors show how socialization leads women to develop less confidence that they will 'fit' into the culture of engineering. The authors ident…
Network Recruitment and the Glass Ceiling: Evidence from Two Firms
Does network recruitment contribute to the glass ceiling? We use administrative data from two companies to answer the question. In the presence of gender homophily, recruitment through employee referrals can disadvantage women when an old boys' network is in place. We calculate the segregating effects of network recruitment across multiple job levels in the two firms. If network recruitment is a factor, the segregating impact should disadvantage …
Pathways of Peer Influence on Major Choice
Peers influence students' academic decisions and outcomes. For example, several studies with strong claims to causality demonstrate that peers affect the choice of and persistence in majors. One remaining issue, however, has stymied efforts to translate this evidence into actionable interventions: the literature has not grappled adequately with the fact that in natural settings, students typically select most of their peers. The bulk of causal ev…
Market Transition and Network-Based Job Matching in China: The Referrer Perspective
To better understand how network-based job matching responds to market development, the authors investigate network matching in China. They examine this question from the perspective of referrers, those who share information about job opportunities with potential job candidates. Using unique data from a population survey and leveraging interprovincial differences in market development, the authors show that market development has a negative assoc…
Tipping Points: Referral Homophily and Job Segregation
The Coevolution of Networks and Political Attitudes
How do attitudes and social affiliations coevolve? A long stream of research has focused on the relationship between attitudes and social affiliations. However, in most of this research the causal relationship between views and affiliations is difficult to discern definitively: Do people influence each other's views so that they converge over time or do they primarily affiliate (by choice or happenstance) with those of similar views? Here we use …
Professional Role Confidence and Gendered Persistence in Engineering
Social psychological research on gendered persistence in science, technology, engineering, and mathematics (STEM) professions is dominated by two explanations: women leave because they perceive their family plans to be at odds with demands of STEM careers, and women leave due to low self-assessment of their skills in STEM's intellectual tasks, net of their performance. This study uses original panel data to examine behavioral and intentional pers…
How Do Labor Market Networks Work?
The informal seeking and sharing of job opportunity information via contacts are the dominant mechanisms for both the supply and demand sides of the labor market. Despite many decades of scholarly scrutiny, we have established little certainty about the mechanisms through which labor market networks operate. Much of this uncertainty results from single‐perspective investigations of a fundamentally triadic process. Network‐mediated job search is n…
Persistence Is Cultural: Professional Socialization and the Reproduction of Sex Segregation
Why does sex segregation in professional occupations persist? Arguing that the cultures and practices of professional socialization serve to perpetuate this segregation, the authors examine the case of engineering. Using interview and diary entry data following students from college entry to graduation, the authors show how socialization leads women to develop less confidence that they will 'fit' into the culture of engineering. The authors ident…
“I am Not a Feminist, but. . .”: Hegemony of a Meritocratic Ideology and the Limits of Critique Among Women in Engineering
Engineering is often described as an enduring bastion of masculine culture where women experience marginality. Using diaries from undergraduate engineering students at four universities, the authors explore women’s interpretations of their status within the profession. The authors’ findings show that women recognize their marginality, providing clear and strong criticisms of their experiences. But these criticisms remain isolated and muted; they …
Low status rejection: How status hierarchies influence negative tie formation
Network Recruitment and the Glass Ceiling: Evidence from Two Firms
Does network recruitment contribute to the glass ceiling? We use administrative data from two companies to answer the question. In the presence of gender homophily, recruitment through employee referrals can disadvantage women when an old boys' network is in place. We calculate the segregating effects of network recruitment across multiple job levels in the two firms. If network recruitment is a factor, the segregating impact should disadvantage …
Market Transition and Network-Based Job Matching in China: The Referrer Perspective
To better understand how network-based job matching responds to market development, the authors investigate network matching in China. They examine this question from the perspective of referrers, those who share information about job opportunities with potential job candidates. Using unique data from a population survey and leveraging interprovincial differences in market development, the authors show that market development has a negative assoc…
Pathways of Peer Influence on Major Choice
Peers influence students' academic decisions and outcomes. For example, several studies with strong claims to causality demonstrate that peers affect the choice of and persistence in majors. One remaining issue, however, has stymied efforts to translate this evidence into actionable interventions: the literature has not grappled adequately with the fact that in natural settings, students typically select most of their peers. The bulk of causal ev…
Political science (6 works) · Psychology (6 works) · Social Psychology (6 works) · Social Capital and Networks (5 works) · Economics (4 works) · Gender Diversity and Inequality (4 works) · Sociology (4 works) · Business (3 works) · Career Development and Diversity (3 works) · Computer Science (3 works)