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Hierarchical Rank and Women's Organizational Mobility: Glass Ceilings in Corporate Law Firms

The American journal of sociology, 2009-03, Vol.114 (5), p.1428-1474

2009

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Work–family reconciliation policies and women’s and mothers’ labor market outcomes in rich democracies

Socio-economic review, 2020-01, Vol.18 (1), p.125-161

2020

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The Determinants and Consequences of Workplace Sex and Race Composition

Annual review of sociology, 1999-01, Vol.25 (1), p.335-361

1999

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Too Tired to Lean In? Sleep Quality Impacts Women’s Daily Intentions to Pursue Workplace Status

Sex roles, 2022-10, Vol.87 (7-8), p.379-389

2022

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The DEI Penalty: The Effects of University Diversity Efforts on Perceptions of Quality and Status Threat

Socius : sociological research for a dynamic world, 2024-10, Vol.10

2024

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Are motherhood penalties and fatherhood bonuses warranted? Comparing pro-work behaviors and conditions of mothers, fathers, and non-parents

Social science research, 2011-03, Vol.40 (2), p.444-459

Kmec, Julie A.

2011

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Gendered Career Decisions in the Academy: Job Refusal and Job Departure Intentions among Academic Dual-Career Couples

Review of higher education, 2019-06, Vol.42 (4), p.1723-1754

2019

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Parenting Through Academia as a SICB Member

Integrative and comparative biology, 2020-09, Vol.60 (3), p.549-558

2020

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Managing racial diversity: The context of state legal and political cultures

Social science research, 2020-03, Vol.87, p.102412-102412, Article 102412

2020

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Risk-taking in the academic dual-hiring process: how risk shapes later work experiences

Journal of risk research, 2018-12, Vol.21 (12), p.1517-1532

2018

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Non-normative Connections between Work and Family: The Gendered Career Consequences of Being a Dual-career Academic

Sociological perspectives, 2018-10, Vol.61 (5), p.766-786

2018

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Is there an “ideal feeder”? How healthy and eco-friendly food consumption choices impact judgments of parents

Agriculture and human values, 2019-03, Vol.36 (1), p.137-151

2019

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Ties That Bind? Race and Networks in Job Turnover

Social problems (Berkeley, Calif.), 2007-11, Vol.54 (4), p.483-503

Kmec, Julie A.

2007

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Handbook of Research on Gender and Economic Life, by D. M. Figart and T. L. Warnecke

Work and Occupations, 2014-11, Vol.41 (4), p.510-512

Kmec, Julie A.

2014

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Organizational emphasis on inclusion as a cultural value and third-party response to sexual harassment

Employee relations, 2019-01, Vol.41 (1), p.52-66

2019

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The “State” of Equal Employment Opportunity Law and Managerial Gender Diversity

Social problems (Berkeley, Calif.), 2014-11, Vol.61 (4), p.530-558

2014

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Not Ideal: The Association Between Working Anything but Full Time and Perceived Unfair Treatment

Work and occupations, 2014-02, Vol.41 (1), p.63-85

2014

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We (Have to) Try Harder: Gender and Required Work Effort in Britain and the United States

Gender & society, 2007-12, Vol.21 (6), p.828-856

2007

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Gender and Discretionary Work Effort: Evidence From the United States and Britain

Work and occupations, 2010-02, Vol.37 (1), p.3-36

2010

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Being a Parent or Having a Parent? The Perceived Employability of Men and Women Who Take Employment Leave

The American behavioral scientist (Beverly Hills), 2014-03, Vol.58 (3), p.453-472

2014

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MAKING GENDER FIT AND "CORRECTING" GENDER MISFITS: Sex Segregated Employment and the Nonsearch Process

Gender & society, 2010-04, Vol.24 (2), p.213-236

2010

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Minority Job Concentration and Wages

Social problems (Berkeley, Calif.), 2003-02, Vol.50 (1), p.38-59

Kmec, Julie A.

2003

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Setting Occupational Sex Segregation in Motion: Demand-Side Explanations of Sex Traditional Employment

Work and occupations, 2005-08, Vol.32 (3), p.322-354

Kmec, Julie A.

2005

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The Role of Social Networks in Getting a Job

Sociology compass, 2011-02, Vol.5 (2), p.165-178

2011

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Human Resource Structures: Reducing Discrimination or Raising Rights Awareness?

Industrial relations (Berkeley), 2009-07, Vol.48 (3), p.512-532

2009

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Hierarchical Rank and Women's Organizational Mobility: Glass Ceilings in Corporate Law Firms

Work–family reconciliation policies and women’s and mothers’ labor market outcomes in rich democracies

The Determinants and Consequences of Workplace Sex and Race Composition

Too Tired to Lean In? Sleep Quality Impacts Women’s Daily Intentions to Pursue Workplace Status

The DEI Penalty: The Effects of University Diversity Efforts on Perceptions of Quality and Status Threat

Are motherhood penalties and fatherhood bonuses warranted? Comparing pro-work behaviors and conditions of mothers, fathers, and non-parents

Gendered Career Decisions in the Academy: Job Refusal and Job Departure Intentions among Academic Dual-Career Couples

Parenting Through Academia as a SICB Member

Managing racial diversity: The context of state legal and political cultures

Risk-taking in the academic dual-hiring process: how risk shapes later work experiences

Non-normative Connections between Work and Family: The Gendered Career Consequences of Being a Dual-career Academic

Is there an “ideal feeder”? How healthy and eco-friendly food consumption choices impact judgments of parents

Ties That Bind? Race and Networks in Job Turnover

Handbook of Research on Gender and Economic Life, by D. M. Figart and T. L. Warnecke

Organizational emphasis on inclusion as a cultural value and third-party response to sexual harassment

The “State” of Equal Employment Opportunity Law and Managerial Gender Diversity

Not Ideal: The Association Between Working Anything but Full Time and Perceived Unfair Treatment

We (Have to) Try Harder: Gender and Required Work Effort in Britain and the United States

Gender and Discretionary Work Effort: Evidence From the United States and Britain

Being a Parent or Having a Parent? The Perceived Employability of Men and Women Who Take Employment Leave

MAKING GENDER FIT AND "CORRECTING" GENDER MISFITS: Sex Segregated Employment and the Nonsearch Process

Minority Job Concentration and Wages

Setting Occupational Sex Segregation in Motion: Demand-Side Explanations of Sex Traditional Employment

The Role of Social Networks in Getting a Job

Human Resource Structures: Reducing Discrimination or Raising Rights Awareness?

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