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      The Role of Gender in Scholarly Authorship

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      PLoS ONE
      Public Library of Science (PLoS)

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          Abstract

          Gender disparities appear to be decreasing in academia according to a number of metrics, such as grant funding, hiring, acceptance at scholarly journals, and productivity, and it might be tempting to think that gender inequity will soon be a problem of the past. However, a large-scale analysis based on over eight million papers across the natural sciences, social sciences, and humanities reveals a number of understated and persistent ways in which gender inequities remain. For instance, even where raw publication counts seem to be equal between genders, close inspection reveals that, in certain fields, men predominate in the prestigious first and last author positions. Moreover, women are significantly underrepresented as authors of single-authored papers. Academics should be aware of the subtle ways that gender disparities can occur in scholarly authorship.

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          Most cited references16

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          Getting a Job: Is There a Motherhood Penalty?

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            NETWORKS OF SCIENTIFIC PAPERS.

            D. Price (1965)
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              Self-promotion as a risk factor for women: the costs and benefits of counterstereotypical impression management.

              Three experiments tested and extended recent theory regarding motivational influences on impression formation (S. T. Fiske & S. L. Neuberg, 1990; J. L. Hilton & J. M. Darley, 1991) in the context of an impression management dilemma that women face: Self-promotion may be instrumental for managing a competent impression, yet women who self-promote may suffer social reprisals for violating gender prescriptions to be modest. Experiment 1 investigated the influence of perceivers' goals on processes that inhibit stereotypical thinking, and reactions to counterstereotypical behavior. Experiments 2-3 extended these findings by including male targets. For female targets, self-promotion led to higher competence ratings but incurred social attraction and hireability costs unless perceivers were outcome-dependent males. For male targets, self-effacement decreased competence and hireability ratings, though its effects on social attraction were inconsistent.
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                Author and article information

                Journal
                PLoS ONE
                PLoS ONE
                Public Library of Science (PLoS)
                1932-6203
                July 22 2013
                July 22 2013
                : 8
                : 7
                : e66212
                Article
                10.1371/journal.pone.0066212
                cc018763-764d-49ac-aa22-dd36bfd2e68b
                © 2013

                http://creativecommons.org/licenses/by/4.0/

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