这些资料探讨了社会阶层、性别和工作场所中的关系,并着重分析了个人在社会中的影响力和职业发展。第一篇资料关注了科技行业中微融入的概念,并研究了它如何影响女性的职业成功和在职场中的融入感。第二篇资料则研究了个人在面对各种困难和限制时,是如何叙述自己的能动性和被动性的。第三篇资料则是关于面部和身体特征如何影响人们对个人社会阶层的感知和评价。最后,第四篇资料探讨了自恋和工作活动之间的相互关系,以及工作活动如何影响自恋程度的变化。这些资料共同揭示了社会阶层、性别和工作场所中复杂的交互作用,并为理解这些关系提供了宝贵的见解。
Bick,A., Blandin, A., & Deming, D. J. (2024). The Rapid Adoption ofGenerative AI (No. w32966). National Bureau of Economic Research.
Benson,A., Li, D., & Shue, K. (2019). Promotions and the peter principle. TheQuarterly Journal of Economics, 134(4), 2085-2134.
Bidwell,M., & Keller, J. R. (2024). Stepping Sideways to Step up: Lateral Mobilityand Career Advancement Inside Organizations. Management Science.
Huang,R., Mayer, E. J., & Miller, D. P. (2024). Gender bias in promotions:Evidence from financial institutions. The Review of Financial Studies, 37(5),1685-1728.
Alzahawi, S., Reit, E. S., & Flynn, F. J. (2024). A legend in one'sown mind: The link between ambition and leadership evaluations. PNASnexus, 3(8), pgae295.
Benson, A., Board, S., & Meyer-ter-Vehn, M. (2024). Discrimination inhiring: Evidence from retail sales. Review of Economic Studies, 91(4),1956-1987.
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