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The Gender Bonus Gap: How Supervisor and Peer Characteristics Shape Subjective Bonus Allocations

https://doi.org/10.2139/ssrn.6324559
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Outgoing claims: the papers this work cites, builds on, or argues with.

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Joan McKay versus John McKay: Do gender stereotypes bias evaluations?
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Role congruity theory of prejudice toward female leaders.
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Think crisis–think female: The glass cliff and contextual variation in the think manager–think male stereotype.
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Influence of firm performance and gender on CEO compensation
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When Harry Fired Sally: The Double Standard in Punishing Misconduct
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Promotions and the Peter Principle*
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Discrimination in Hiring: Evidence from Retail Sales
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What Women and Men Should Be, Shouldn't be, are Allowed to be, and don't Have to Be: The Contents of Prescriptive Gender Stereotypes
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The Role of Tacit Knowledge in Auditor Expertise and Human Capital Development
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Overconfidence and Preferences for Competition
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Non‐base compensation and the gender pay gap
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Double Standards for Competence: Theory and Research
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Do Women Shy Away From Competition? Do Men Compete Too Much?
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Working for the Woman? Female Managers and the Gender Wage Gap
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Female-Led Firms and Gender Wage Policies
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The Times They Are a-Changing … or Are They Not? A Comparison of Gender Stereotypes, 1983–2014
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A Grand Gender Convergence: Its Last Chapter
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“Potential” and the Gender Promotion Gap
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Gender Differences in Pay
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Fixing the Leaky Pipeline: Strategies for Making Economics Work for Women at Every Stage
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The Role of Calibration Committees in Subjective Performance Evaluation Systems
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Promotion Decisions and the Adoption of Explicit Potential Assessment
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Employers' Discriminatory Behavior and the Estimation of Wage Discrimination
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Male-Female Wage Differentials in Urban Labor Markets
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SOME ORGANIZATIONAL CONSEQUENCES OF CEO SUCCESSION.
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The Determinants and Performance Effects of Managers' Performance Evaluation Biases
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How Adopting New Performance Measures Affects Subjective Performance Evaluations: Evidence from EVA Adoption by Chinese State-Owned Enterprises
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Rethinking Measurement of Pay Disparity and Its Relation to Firm Performance
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Subjectivity and the Weighting of Performance Measures: Evidence from a Balanced Scorecard
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Compensation Objectives and Business Unit Pay Strategy
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