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This paper examines differences within the jobs for which women and men apply so as to raised perceive gender segregation in managerial jobs. We then develop hypotheses about the function of each of these choice components in mediating gender differences in job applications. We check these hypotheses utilizing the first direct comparison of how equally qualified men and women apply to jobs, based mostly on information on the job searches of MBA college students. We observe that constraints based on gender role socialization may have an effect on three determinants of job purposes: how people consider the rewards offered by different jobs, whether or not they determine with these jobs, and whether they consider that their applications will achieve success. These results level to among the methods in which gender variations can change into entrenched by means of the lengthy-term expectations and assumptions that job candidates carry with them into the application course of. We discover no evidence that girls are less prone to receive job gives in any of the fields studied. We develop and test an integrative theory of why women would possibly apply to totally different jobs than males. Our findings point out that ladies are less probably than males to apply to finance and consulting jobs and are extra seemingly to apply to general administration positions. These variations are partly explained by women’s desire for jobs with better anticipated work-life steadiness, their decrease identification with stereotypically masculine jobs, and their decrease expectations of job supply success in such stereotypically masculine jobs.
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