Source - scopusSearch, wosSearch, reference

If reference, what is the source

Treatment (VC, characteristics of the VC)

Sample (characteristics of the sample: number of treated/untreated firms, sector, firm size, other characteristics)

Outcome Variables

Control variables

10.1257/aer.20170007

Bordalo, P., Coffman, K., Gennaioli, N., Shleifer, A.

American Economic Review

Revelation of gender (photo of the partner or hearing "here" in the lab)

belief about oneself ability and ability of others

DIM, question difficulty, individual ability, belief of own ability

1) beliefs about both oneself and others to a significant extent come from the same two sources. The first source is stereotyping, and in particular the kernel of truth hypothesis whereby beliefs exaggerate true aspects of reality. The second source is overestimation of the ability of both oneself and others, which increases with the difficulty of the question, what we called
difficulty-influenced mis-estimation or DIM. 2) Stereotypes cause the participants in our experiments to exaggerate the actual gender
performance gaps, leading women to be much less confident about themselves in domains
where the male advantage is larger. 3) We also found that stereotypes are reflected in beliefs about relative and not just
absolute ability, and actually influence behavior. DIM and stereotypes combine to encourage
more self-confident behavior of men, and less self-confident behavior of women, but really
only in male-typed fields.

(DIM) - presence of confounding belief distortions. Participants tend to overestimate performance for hard questions, where the share of correct
answers is low. DIM can obscure the role of stereotypes, because different domains of knowledge exhibit different levels of difficulty for the two genders.

10.1037/a0025159

Pesheva, D., Kroll, E.B., Vogt, B.

Journal of Neuroscience, Psychology, and Economics

Nonrelevant - small sample and irrelevant variables

10.1016/j.socec.2016.05.004

Fišar, M., Kubák, M., Špalek, J., Tremewan, J.

Journal of Behavioral and Experimental Economics

1) women are less likely to engage in costly punishment of corruption, and believe corruption to be more prevalent than men. 2) Differences between the genders in the relationship between beliefs and actions provides evidence that men experience a greater psychological cost as a result of social sanctions. 3) males are, in many instances, more likely to offer bribes, while females are less likely to conform to a norm of bribe-giving

woman express in general less agency than man

Nonrelevant - irrelevant area(corruption)

10.1111/gove.12281

Barnes, T.D., Beaulieu, E., Saxton, G.W.

Nonrelevant - irrelevant area(corruption)

10.1007/s11166-010-9105-x

Ball, S., Eckel, C.C., Heracleous, M.

Journal of Risk and Uncertainty

Framing (50% chances of high payoff a 50% chances of low payoff)

Perception of others risk attitudes; stereotypes about gender;

T- test, A chi-squared contingency

1) perceptions of others’ risk attitudes reflect stereotypes about gender and strength but tend to exaggerate the underlying relationships. 2) Physically stronger and taller people and those perceived as attractive are predicted to be more risk tolerant, while women are perceived to be more risk averse.

10.1080/13545701.2018.1532595

Sent, E.-M., van Staveren, I.

Feminist Economics

Review on gender differencies in behavior in overconfidence, altruism, risk appettite & trust

Risk appetite (21 studies); Overconfidence (29 studies); Altruism (22 studies); Trust (11 studies)

Differeces in behavior

1) Women are less risky averse; 2) Overconfidence - Mixed results; 3) Altruism - Mixed results; 4) Trust - no difference

10.1080/00918369.2017.1364950

Journal of Homosexuality

Revelation of Name of the spouse in CV (it is not uncommon in Beligium)

222 (udergraduate economincs)

Preference over candidate

The likelihood of hiring did not vary by
the sexual orientation of the applicants

10.1016/j.jebo.2018.11.011

Czibor, E., Claussen, J., van Praag, M.

Journal of Economic Behavior and Organization

Nonrelevat - natturaly occuring data/not exp

10.1016/j.jeconom.2020.04.050

Patnaik, A., Venator, J., Wiswall, M., Zafar, B.

Journal of Econometrics

10.1080/13545701.2015.1057609

Feminist Economics

10.1108/SEJ-07-2020-0050

Reichert, P., Bird, M.D., Farber, V.

Social Enterprise Journal

Manipulation by risk-conditions

Preferences for work options

Two-sampe T-test

low-risk conditions women prefer the prosocial entrepreneurial option while men opt for purely commercial entrepreneurial activities. As risk increases, differences between men and women initially converge and then reverse under conditions of extreme risk, where men select the social entrepreneurial choice at a higher rate than women.

10.1016/S0167-4870(97)00026-3

Journal of Economic Psychology

Tasks frames and level of familiarity

126 (volunteers, postgraduate and undergraduate population)

the difference in risk aversion

1. Female are less risk seeking that males and females.
2. Males and females adopt different strategies in financial decision environment (but have no impact on ability to perform)

Within subject design

10.1016/j.jebo.2016.08.002

Berlin, N., Dargnies, M.-P.

Journal of Economic Behavior and Organization

1)Subjects update their beliefs more than would a Bayesian agent.
2)Below-median subjects adapt to the level of the competition, above-median subjects do not.
3)Women react to their own performance level, men react more to the level of competition.

10.1007/s11199-019-01111-2

Moscatelli, S., Menegatti, M., Ellemers, N., Mariani, M.G., Rubini, M.

Not experiment, just study

Perceived Importance of Competence, Morality, and Sociability

1) Findings consistently showed that competence
was the most important dimension in evaluations and decisions concerning male candidates, whereas all dimensions were
important for female candidates. 2)Moreover, decisions concerning women were influenced by the dimension on which they
appeared to be relatively weak.

10.1016/j.obhdp.2019.03.010

Heilman, M.E., Manzi, F., Caleo, S.

Organizational Behavior and Human Decision Processes

Gender of target, Performance change

Perceived competence

1)Performance change differently affects evaluations of men and women in gendered fields.
2)Women are rated less positively than men after improvement in a male-typed field.
3)Women are rated more negatively than men after a decline in a male-typed field.
4)Men are rated worse than women following performance changes in a female-typed field.
5)People update their impressions in line with stereotype-based expectations.

Good Introduction

10.1108/IJM-03-2019-0164

Van Borm, H., Dhoop, M., Van Acker, A., Baert, S.

International Journal of Manpower

effect of one's transgender status on hiring chances

social desirability

Found evidence for co-worker and customer taste-based discrimination, but not for employer taste-based discrimination. 2) transgender men are perceived as being in worse health, being more autonomous and assertive, and have a lower probability to go on parental leave, compared with cisgender men, revealing evidence for (positive and negative) statistical discrimination.

10.1016/j.joep.2019.102209

Beugnot, J., Peterlé, E.

Journal of Economic Psychology

Structure of the payoffs, low vs. high information;

Preference for worker - Selected candidate

control the composition of the network from which subjects make referral choices, the set of available information about network members and the environment in which subjects are led to interact with referrals (cooperation or competition).

1) Only women tend to favor same-gender candidates when making referrals; 2)We identify an implicit same-gender bias in the cooperative environment only.

It can help for builfing theory of behavior between woman, inpirative section "Implementation of the four treatments" we can use it similarly

10.1108/IJPPM-02-2019-0094

International Journal of Productivity and Performance Management

Gender of the target employee, Interactional justice

Performance Rating, Reward reccomendation, Fairness perception

This study reveals that in violation of behaviour-based performance norm (interactional justice
norm), female employees were rated less favourably than male employee both in terms of performance rating
and reward recommendation by the managers, but it is not in case of procedural justice violation.