Little is known about how changing organizational gender composition can enhance women's representation at lower levels (trickle-down effects) and higher levels (bottom-up effects), and which contextual elements strengthen or weaken these effects. We built a large panel dataset from archives spanning 2010–2019 to test our theorized trickle-down and bottom-up effects across three levels: non-management, lower through middle management (LTMM), and top management team (TMT), including our theorized moderating effects of industry gender composition (male-tilted vs. female tilted vs. balanced). Our panel analyses show that bottom-up effects are strongest in female-tilted industries, consistent with the gender-role congruence explanation that women appear to be more fitting to leadership positions when followers are predominantly women. Trickle-down effects are strongest in male-tilted industries at the lower levels (LTMM to non-management), but strongest in female-tilted industries at the higher levels (TMT to LTMM). Together, these findings suggest that increasing the number of female supervisors and middle managers is effective for bringing more female employees into male-tilted industries. However, the fact that male-tilted industries showed no significant trickle-down effects from TMT to LTMM suggests that senior women in these contexts refrain from acting to support other women's careers in order to avoid highlighting their gender identity.

中文翻译：

---

行业性别构成背景下女性代表的涓滴效应和自下而上效应：面板数据调查

关于改变组织性别构成如何提高女性在较低级别（涓滴效应）和更高级别（自下而上效应）的代表性，以及哪些背景因素会加强或削弱这些影响，我们知之甚少。我们从 2010 年至 2019 年的档案中构建了一个大型面板数据集，以测试我们在三个层面上的理论涓滴效应和自下而上效应：非管理层、中下层管理 (LTMM) 和高层管理团队 (TMT)，包括我们的行业性别构成的理论调节效应（男性倾向 vs. 女性倾向 vs. 平衡）。我们的小组分析表明，自下而上的影响在女性倾斜的行业中最强，这与性别角色一致性解释一致，即当追随者主要是女性时，女性似乎更适合担任领导职位。涓滴效应在较低级别的男性倾向行业（LTMM 到非管理层）中最强，但在较高级别的女性倾向行业（TMT 到 LTMM）中最强。总之，这些发现表明，增加女性主管和中层管理人员的数量可以有效地将更多女性员工带入男性倾斜的行业。然而，从 TMT 到 LTMM，男性倾斜的行业没有显示出显着的涓滴效应，这表明在这些情况下，高级女性不会采取行动支持其他女性的职业，以避免突出她们的性别认同。这些调查结果表明，增加女性主管和中层管理人员的数量可以有效地将更多女性员工带入男性倾斜的行业。然而，从 TMT 到 LTMM，男性倾斜的行业没有显示出显着的涓滴效应，这表明在这些情况下，高级女性不会采取行动支持其他女性的职业，以避免突出她们的性别认同。这些调查结果表明，增加女性主管和中层管理人员的数量可以有效地将更多女性员工带入男性倾斜的行业。然而，从 TMT 到 LTMM，男性倾斜的行业没有显示出显着的涓滴效应，这表明在这些情况下，高级女性不会采取行动支持其他女性的职业，以避免突出她们的性别认同。