A network’s gender composition and communication pattern predict women’s leadership success

Published on Feb 5, 2019in Proceedings of the National Academy of Sciences of the United States of America9.58
· DOI :10.1073/pnas.1721438116
Yang Yang14
Estimated H-index: 14
(NU: Northwestern University),
Nitesh V. Chawla42
Estimated H-index: 42
(ND: University of Notre Dame),
Brian Uzzi34
Estimated H-index: 34
(NU: Northwestern University)
Many leaders today do not rise through the ranks but are recruited directly out of graduate programs into leadership positions. We use a quasi-experiment and instrumental-variable regression to understand the link between students’ graduate school social networks and placement into leadership positions of varying levels of authority. Our data measure students’ personal characteristics and academic performance, as well as their social network information drawn from 4.5 million email correspondences among hundreds of students who were placed directly into leadership positions. After controlling for students’ personal characteristics, work experience, and academic performance, we find that students’ social networks strongly predict placement into leadership positions. For males, the higher a male student’s centrality in the school-wide network, the higher his leadership-job placement will be. Men with network centrality in the top quartile have an expected job placement level that is 1.5 times greater than men in the bottom quartile of centrality. While centrality also predicts women’s placement, high-placing women students have one thing more: an inner circle of predominantly female contacts who are connected to many nonoverlapping third-party contacts. Women with a network centrality in the top quartile and a female-dominated inner circle have an expected job placement level that is 2.5 times greater than women with low centrality and a male-dominated inner circle. Women who have networks that resemble those of high-placing men are low-placing, despite having leadership qualifications comparable to high-placing women.
Figures & Tables
  • References (48)
  • Citations (3)
Apr 11, 2016 in WWW (The Web Conference)
#1Daniel M. Romero (UM: University of Michigan)H-Index: 15
#2Brian Uzzi (NU: Northwestern University)H-Index: 34
Last.Jon Klienberg (Cornell University)H-Index: 91
view all 3 authors...
#1Neil M Davies (UoB: University of Bristol)H-Index: 20
#2George Davey-SmithH-Index: 177
Last.Richard M. Martin (UoB: University of Bristol)H-Index: 100
view all 4 authors...
Cited By3
#1Omid Askarisichani (UCSB: University of California, Santa Barbara)
#2Jacqueline Ng Lane (Harvard University)
Last.Brian Uzzi (NU: Northwestern University)H-Index: 34
view all 6 authors...
#1Meghan B. Spyres (SC: University of Southern California)H-Index: 5
#2Elizabeth C. Moore (SC: University of Southern California)H-Index: 1
Last.Ayrn D. O’Connor (UA: University of Arizona)H-Index: 3
view all 4 authors...
#1Teresa K. Woodruff (NU: Northwestern University)H-Index: 71
#2Diego F.M. Oliveira (NU: Northwestern University)H-Index: 2
Last.Yifang Ma (NU: Northwestern University)H-Index: 2
view all 0 authors...
#1David Hsiehchen (UTSW: University of Texas Southwestern Medical Center)H-Index: 3
#2Antony Hsieh (UPenn: University of Pennsylvania)
Last.Magdalena Espinoza (UA: University of Arizona)
view all 3 authors...
View next paperDo Women Value the Domains of Leadership Differently Than Men