Explore the vast range of titles available.

Gender quotas are frequently proposed to address persistent gender imbalances in managerial roles. However, it is unclear how quotas for female managers affect organizations and whether quotas improve or damage relationships between managers and their subordinates. We conduct a representative survey to study opinions on quotas for female managers and, based upon the survey, design a novel set of experiments to investigate how quotas influence wage setting and effort provision. Our findings reveal that both opinions about gender quotas and workplace behavior crucially depend on the workplace environment. In our survey, we observe that approval for gender quotas is low if women are not disadvantaged in the manager-selection process, regardless of whether there are gender differences in performance. Complementing this evidence, we observe in our experiments that quotas lead to lower effort levels and lower wages in such environments. By contrast, in environments in which women are disadvantaged in the selection process, we observe a higher approval of quotas as well as higher effort levels and higher wages. These findings are consistent with the concept of meritocracy and suggest that it is important to evaluate the perception of gender disadvantages in the workplace environment before implementing quotas. This paper was accepted by Axel Ockenfels, decision analysis.

Gender quotas are frequently proposed to address persistent gender imbalances in managerial roles. However, it is unclear how quotas for female managers affect organizations and whether quotas improve or damage relationships between managers and their subordinates. We conduct a representative survey to study opinions on quotas for female managers and, based upon the survey, design a novel set of experiments to investigate how quotas influence wage setting and effort provision. Our findings reveal that both opinions about gender quotas and workplace behavior crucially depend on the workplace environment. In our survey, we observe that approval for gender quotas is low if women are not disadvantaged in the manager-selection process, regardless of whether there are gender differences in performance. Complementing this evidence, we observe in our experiments that quotas lead to lower effort levels and lower wages in such environments. By contrast, in environments in which women are disadvantaged in the selection process, we observe a higher approval of quotas as well as higher effort levels and higher wages. These findings are consistent with the concept of meritocracy and suggest that it is important to evaluate the perception of gender disadvantages in the workplace environment before implementing quotas.

We conduct a natural field experiment to test whether offering financial incentives encourages more female job seekers to complete their applications for a tech job. All eligible applicants for the job were invited to perform an online skill assessment. We randomized whether or not they were offered an incentive of up to $10 for completing the assessment. We find no significant effect of the incentive for female applicants (or male applicants).

Women are significantly underrepresented in the technology sector. We design a field experiment to identify statistical discrimination in job applicant assessments and test treatments to help improve hiring of the best applicants. In our experiment, we measure the programming skills of job applicants for a programming job. Then, we recruit a sample of employers consisting of human resource and tech professionals and incentivize them to assess the performance of these applicants based on their resumes. We find evidence consistent with inaccurate statistical discrimination: while there are no significant gender differences in performance, employers believe that female programmers perform worse than male programmers. This belief is strongest among female employers, who are more prone to selection neglect than male employers. We also find experimental evidence that statistical discrimination can be mitigated. In two treatments, in which we provide assessors with additional information on the applicants' aptitude or personality, we find no gender differences in the perceived applicant performance. Together, these findings show the malleability of statistical discrimination and provide levers to improve hiring and reduce gender imbalance.

Women are significantly underrepresented in the technology sector. We design a field experiment to identify statistical discrimination in job applicant assessments and test treatments to help improve hiring of the best applicants. In our experiment, we measure the programming skills of job applicants for a programming job. Then, we recruit a sample of employers consisting of human resource and tech professionals and incentivize them to assess the performance of these applicants based on their resumes. We find evidence consistent with inaccurate statistical discrimination: while there are no significant gender differences in performance, employers believe that female programmers perform worse than male programmers. This belief is strongest among female employers, who are more prone to selection neglect than male employers. We also find experimental evidence that statistical discrimination can be mitigated. In two treatments, in which we provide assessors with additional information on the applicants’ aptitude or personality, we find no gender differences in the perceived applicant performance. Together, these findings show the malleability of statistical discrimination and provide levers to improve hiring and reduce gender imbalance.

Gender quotas are frequently proposed to address persistent gender imbalances in managerial roles. However, it is unclear how quotas for female managers affect organizations and whether quotas improve or damage relationships between managers and their subordinates. We conduct a representative survey to study opinions on quotas for female managers and based upon design a novel set of experiments to investigate how quotas influence wage setting and effort provision. Our findings reveal that both opinions about gender quotas and workplace behavior crucially depend on the workplace environment. In our survey, we observe that approval for gender quotas is low if women are not disadvantaged in the manager selection process, regardless of whether there are gender differences in performance. Complementing this evidence, we observe in our experiments that quotas lead to lower effort levels and lower wages in such environments. By contrast, in environments in which women are disadvantaged in the selection process, we observe a higher approval of quotas as well as higher effort levels and higher wages. These findings are consistent with the concept of meritocracy and suggest that it is important to evaluate the existence of gender disadvantages in the workplace environment before implementing quotas.

Young people are most vulnerable to suicidal behaviours but least likely to seek help. A more elaborate study of the intrinsic and extrinsic correlates of suicidal ideation and behaviours particularly amid ongoing population-level stressors and the identification of less stigmatising markers in representative youth populations is essential. Participants (n = 2540, aged 15-25) were consecutively recruited from an ongoing large-scale household-based epidemiological youth mental health study in Hong Kong between September 2019 and 2021. Lifetime and 12-month prevalence of suicidal ideation, plan, and attempt were assessed, alongside suicide-related rumination, hopelessness and neuroticism, personal and population-level stressors, family functioning, cognitive ability, lifetime non-suicidal self-harm, 12-month major depressive disorder (MDD), and alcohol use. The 12-month prevalence of suicidal ideation, ideation-only (no plan or attempt), plan, and attempt was 20.0, 15.4, 4.6, and 1.3%, respectively. Importantly, multivariable logistic regression findings revealed that suicide-related rumination was the only factor associated with all four suicidal outcomes (all p < 0.01). Among those with suicidal ideation (two-stage approach), intrinsic factors, including suicide-related rumination, poorer cognitive ability, and 12-month MDE, were specifically associated with suicide plan, while extrinsic factors, including coronavirus disease 2019 (COVID-19) stressors, poorer family functioning, and personal life stressors, as well as non-suicidal self-harm, were specifically associated with suicide attempt. Suicide-related rumination, population-level COVID-19 stressors, and poorer family functioning may be important less-stigmatising markers for youth suicidal risks. The respective roles played by not only intrinsic but also extrinsic factors in suicide plan and attempt using a two-stage approach should be considered in future preventative intervention work.

Background The development of a valid and simple-to-use self-administered tool in Asian adolescents for clinical screening and intervention remains limited. The present study assessed the psychometric characteristics and validity of the Generalised Anxiety Disorder Scale-7 (GAD-7) among adolescents in Hong Kong. Methods Epidemiological data from 3,261 Hong Kong adolescents aged 15 - 24 years were analysed for the construct validity, criterion validity, concurrent validity, and Rasch Model. All analyses were age- and gender-weighted according to the distributions of Hong Kong’s general population. Results The GAD-7 showed high internal consistency and strong fit to the one-factor structure. The best cut-off value was set at 7 or more. Regression models found that the total scores of the scale were positively associated with symptoms of depression and hypomania, schizotypal personality and alcohol dependence. Rasch model analysis found that the separation index was 2.18 and 16.51 for the respondents and items, respectively and all residual pairs had small correlation coefficients (i.e., < 0.3). Conclusions All psychometric findings presented in this study support the use of the GAD-7 as a legitimate measure of anxiety severity. A cut-off score of 7 should indicate a potential diagnosable condition in Asian adolescents, which requires our attention but should not be used as a formal diagnostic screening tool. The findings revealed the local dependence of the items of the GAD-7 and that the scale can separate respondents into at least two groups and items into numerous groups according to the separation index.

Newly approved treatments for patients with geographic atrophy are changing the treatment paradigm, highlighting the need for eye care providers (ECPs) to have a set of recommendations on how to best manage GA patients. Here, we outline how to identify various stages of age-related macular degeneration including geographic atrophy (GA) by examining optimal management scenarios implicating various ECPs and reviewing treatment considerations for patients with GA. Early identification of GA will lead to optimal patient outcomes, while a standardized management scenario will reduce clinical burden among ECPs treating patients with GA.

Maternal rectovaginal colonization with group B Streptococcus (GBS) is the most common pathway for GBS disease in mother, fetus, and newborn. This article, the second in a series estimating the burden of GBS, aims to determine the prevalence and serotype distribution of GBS colonizing pregnant women worldwide. We conducted systematic literature reviews (PubMed/Medline, Embase, Latin American and Caribbean Health Sciences Literature [LILACS], World Health Organization Library Information System [WHOLIS], and Scopus), organized Chinese language searches, and sought unpublished data from investigator groups. We applied broad inclusion criteria to maximize data inputs, particularly from low- and middle-income contexts, and then applied new meta-analyses to adjust for studies with less-sensitive sampling and laboratory techniques. We undertook meta-analyses to derive pooled estimates of maternal GBS colonization prevalence at national and regional levels. The dataset regarding colonization included 390 articles, 85 countries, and a total of 299924 pregnant women. Our adjusted estimate for maternal GBS colonization worldwide was 18% (95% confidence interval [CI], 17%-19%), with regional variation (11%-35%), and lower prevalence in Southern Asia (12.5% [95% CI, 10%-15%]) and Eastern Asia (11% [95% CI, 10%-12%]). Bacterial serotypes I-V account for 98% of identified colonizing GBS isolates worldwide. Serotype III, associated with invasive disease, accounts for 25% (95% CI, 23%-28%), but is less frequent in some South American and Asian countries. Serotypes VI-IX are more common in Asia. GBS colonizes pregnant women worldwide, but prevalence and serotype distribution vary, even after adjusting for laboratory methods. Lower GBS maternal colonization prevalence, with less serotype III, may help to explain lower GBS disease incidence in regions such as Asia. High prevalence worldwide, and more serotype data, are relevant to prevention efforts.