Gender, Feedback, and Reapplication Following Rejection

• In Event: 21017 - Organizational Policies and Gender Inequality

Abstract

In organizational settings, individuals frequently apply for jobs and opportunities, often facing rejection. Previous studies suggest that women are less persistent than men following rejection, potentially leading to long-term disparities in professional achievement. This study challenges that notion by examining how gendered reactions to rejection are influenced by the feedback received. We propose that men are more likely to persist regardless of feedback, while women are more sensitive to the feedback received. Our research focuses on academic research grants, a high-stakes environment where rejection is common. We find that feedback significantly moderates the relationship between gender and reapplication among academic researchers. When feedback is relatively positive—indicating that an application narrowly missed the cutoff— female and male academics are equally likely to reapply. However, when feedback is negative, men are significantly more likely than women to reapply. These dynamics vary further based on the gender-typing of the researchers’ field and professional seniority. These findings enhance our understanding of gender, work, and achievement in competitive professional settings, offering new insights into how feedback influences persistence differently for women and men.

Authors

• Laura Doering, University of Toronto

• Adina Sterling, Stanford University

• Yixi Chen, Columbia University