Andreas Leibbrandt
Dados Biográficos
| ID | 978168 |
|---|---|
| NOME | Andreas Leibbrandt |
| PRENOMES | Andreas |
| SOBRENOME | Leibbrandt |
| ASSINATURA | LEIBBRANDT A |
| AFILIAÇÕES | Monash University |
| ORCID | 0000-0003-2126-3232 |
| VERIFICADO | Sim |
| TOTAL DE OBRAS | 7 |
| TOTAL DE CITAÇÕES | 25 |
| TOTAL COMO AUTOR | 7 |
| TOTAL COMO EDITOR | 0 |
| PRIMEIRO ANO DE PUBLICAÇÃO | 2011 |
| ANO MAIS RECENTE DE PUBLICAÇÃO | 2025 |
| ÍNDICE H | 2 |
Ethnic minorities and the leadership glass cliff
Using a resume study, we investigate hiring discrimination for leadership positions against job applicants with Chinese and Indian names before and during the COVID‐19 pandemic. We submitted more than 8000 job applications to job advertisements in Australia. We find hiring discrimination against applicants with Chinese and Indian names for non‐leadership positions before and during the pandemic. However, hiring discrimination has not increased du…
Is there a glass ceiling for ethnic minorities to enter leadership positions? Evidence from a field experiment with over 12,000 job applications
We conducted a field experiment to analyze if there is a glass ceiling for ethnic minorities entering leadership positions in organizations. We submitted over 12,000 job applications, to over 4,000 job advertisements, to investigate hiring discrimination against six ethnic groups for leadership positions. Drawing on implicit leadership theory, we argue that ethnic discrimination is particularly pronounced in the recruitment of leadership position…
A large‐scale field experiment on occupational gender segregation and hiring discrimination
We analyze the relationship between occupational gender composition and gender discrimination in recruitment and investigate whether there is hiring discrimination against men in female‐dominated occupations. We do this with a large‐scale field experiment where we submitted more than 12,000 job applications for 12 occupations in Australia, varying the gender of the applicants. Men received around 50% more callbacks than women in male‐dominated oc…
Indirect Reciprocity and Prosocial Behaviour
Some of the greatest human achievements are difficult to imagine without prosociality. This article employs a natural field experiment to investigate indirect reciprocity in natural social interactions. We find strong evidence of indirect reciprocity in one‐shot interactions among drivers. Subjects for whom other drivers stopped were more than twice as likely to extend a similar act to a third party. This result is robust to a number of factors i…
Ode to the Sea
Journal Article Ode to the Sea: Workplace Organizations and Norms of Cooperation Get access Uri Gneezy, Uri Gneezy University of California San Diego and University of Amsterdam Search for other works by this author on: Oxford Academic Google Scholar Andreas Leibbrandt, Andreas Leibbrandt Monash University Search for other works by this author on: Oxford Academic Google Scholar John A. List John A. List University of Chicago and Monash University…
Do Competitive Workplaces Deter Female Workers? A Large-Scale Natural Field Experiment on Job Entry Decisions
An important line of research using laboratory experiments has provided a new potential reason for gender imbalances in labour markets: men are more competitively inclined than women. Whether, and to what extent, gender differences in attitudes toward competition lead to differences in naturally occurring labour markets remains an open question. To examine this, we run a natural field experiment on job-entry decisions where we randomize almost 90…
The Dark Side of Altruistic Third-Party Punishment
This article experimentally studies punishment from unaffected third parties in ten different games. The authors show that third-party punishment exhibits several features that are arguably undesirable. First, third parties punish strongly a decider if she chooses a socially efficient or a Pareto efficient allocation and becomes the richest party as a result. Interestingly, this form of punishment is especially pronounced in women and more left-w…
Ode to the Sea
Journal Article Ode to the Sea: Workplace Organizations and Norms of Cooperation Get access Uri Gneezy, Uri Gneezy University of California San Diego and University of Amsterdam Search for other works by this author on: Oxford Academic Google Scholar Andreas Leibbrandt, Andreas Leibbrandt Monash University Search for other works by this author on: Oxford Academic Google Scholar John A. List John A. List University of Chicago and Monash University…
Indirect Reciprocity and Prosocial Behaviour
Some of the greatest human achievements are difficult to imagine without prosociality. This article employs a natural field experiment to investigate indirect reciprocity in natural social interactions. We find strong evidence of indirect reciprocity in one‐shot interactions among drivers. Subjects for whom other drivers stopped were more than twice as likely to extend a similar act to a third party. This result is robust to a number of factors i…
The Dark Side of Altruistic Third-Party Punishment
This article experimentally studies punishment from unaffected third parties in ten different games. The authors show that third-party punishment exhibits several features that are arguably undesirable. First, third parties punish strongly a decider if she chooses a socially efficient or a Pareto efficient allocation and becomes the richest party as a result. Interestingly, this form of punishment is especially pronounced in women and more left-w…
The Dark Side of Altruistic Third-Party Punishment
This article experimentally studies punishment from unaffected third parties in ten different games. The authors show that third-party punishment exhibits several features that are arguably undesirable. First, third parties punish strongly a decider if she chooses a socially efficient or a Pareto efficient allocation and becomes the richest party as a result. Interestingly, this form of punishment is especially pronounced in women and more left-w…
Do Competitive Workplaces Deter Female Workers? A Large-Scale Natural Field Experiment on Job Entry Decisions
An important line of research using laboratory experiments has provided a new potential reason for gender imbalances in labour markets: men are more competitively inclined than women. Whether, and to what extent, gender differences in attitudes toward competition lead to differences in naturally occurring labour markets remains an open question. To examine this, we run a natural field experiment on job-entry decisions where we randomize almost 90…
Ode to the Sea
Journal Article Ode to the Sea: Workplace Organizations and Norms of Cooperation Get access Uri Gneezy, Uri Gneezy University of California San Diego and University of Amsterdam Search for other works by this author on: Oxford Academic Google Scholar Andreas Leibbrandt, Andreas Leibbrandt Monash University Search for other works by this author on: Oxford Academic Google Scholar John A. List John A. List University of Chicago and Monash University…
Indirect Reciprocity and Prosocial Behaviour
Some of the greatest human achievements are difficult to imagine without prosociality. This article employs a natural field experiment to investigate indirect reciprocity in natural social interactions. We find strong evidence of indirect reciprocity in one‐shot interactions among drivers. Subjects for whom other drivers stopped were more than twice as likely to extend a similar act to a third party. This result is robust to a number of factors i…
Is there a glass ceiling for ethnic minorities to enter leadership positions? Evidence from a field experiment with over 12,000 job applications
We conducted a field experiment to analyze if there is a glass ceiling for ethnic minorities entering leadership positions in organizations. We submitted over 12,000 job applications, to over 4,000 job advertisements, to investigate hiring discrimination against six ethnic groups for leadership positions. Drawing on implicit leadership theory, we argue that ethnic discrimination is particularly pronounced in the recruitment of leadership position…
A large‐scale field experiment on occupational gender segregation and hiring discrimination
We analyze the relationship between occupational gender composition and gender discrimination in recruitment and investigate whether there is hiring discrimination against men in female‐dominated occupations. We do this with a large‐scale field experiment where we submitted more than 12,000 job applications for 12 occupations in Australia, varying the gender of the applicants. Men received around 50% more callbacks than women in male‐dominated oc…
Ethnic minorities and the leadership glass cliff
Using a resume study, we investigate hiring discrimination for leadership positions against job applicants with Chinese and Indian names before and during the COVID‐19 pandemic. We submitted more than 8000 job applications to job advertisements in Australia. We find hiring discrimination against applicants with Chinese and Indian names for non‐leadership positions before and during the pandemic. However, hiring discrimination has not increased du…
Psychology (5 obras) · Social Psychology (5 obras) · Economics (4 obras) · Experimental Behavioral Economics Studies (4 obras) · Names, Identity, and Discrimination Research (4 obras) · Computer Science (3 obras) · Culture, Economy, and Development Studies (3 obras) · Geography (3 obras) · Political science (3 obras) · Demographic economics (2 obras)