11. A Longer Way In: Tryouts as Alternative Hiring Arrangements in Organizations. A. D. Sterling and J. Merluzzi. Forthcoming in Research in Organizational Behavior.
10. The Confidence Gap Predicts the Gender Pay Gap Among STEM Graduates. A. D. Sterling, M. Thompson, S. Wang, A. Kusimo, S. Gilmartin, and S. Sheppard. Proceedings of the National Academy of Sciences, vol. 117, 48 : 30303–30308.
9. Too Good to Hire? Capability and Commitment Inference in Labor Markets. R. Galperin, O. Hahl, A. D. Sterling, and J. Guo. Administrative Science Quarterly, volume: 65(2): 275-313.
8. (When) Is Hiring Strategic? Human Capital Acquisition in the Age of Algorithms. D. W. Elfenbein and A. D. Sterling. Strategy Science, 3 (4): 555-682.
7. Once in the Door: Gender, Tryouts, and the Initial Salaries of Managers. A.D. Sterling and Roberto M. Fernandez. Management Science, 64 (11): 4967-5460.
6. Lasting Effects? Referrals and Career Mobility of Demographic Groups in Organizations. J. Merluzzi and A.D. Sterling. Industrial Labor Relations Review, 70(1): 105-131.
5. Career Mobility and Racial Diversity in Law Firms. C I. Rider, A. D. Sterling, and D. Tan Diversity in Practice. Chapter 12. Race, Class, and Gender in Legal and Professional Careers (Cambridge Univ. Press) American Bar Foundation’s Research Group on Legal Diversity, pp. 357-382.
4. Preentry Contacts and the Generation of Nascent Networks in Organizations. A.D. Sterling. Organizational Science, 26(3): 633-940.
3. Friendships and Search Behavior in Labor Markets. A. D. Sterling. Management Science, 60(9): 2111-2380.
2. The Employment Relationship and Inequality: How and Why Changes in Employment Practices are Reshaping Rewards in Organizations. M. Bidwell, F. Briscoe, I. Fernandez-Mateo, and A. D. Sterling. Academy of Management Annals, 7 (1): 61-121.
1. Network Progeny? Pre-founding social ties and the success of new entrants, P. Roberts and A. D. Sterling, Management Science, Vol. 58, No. 7, pp. 1292–134.
Gender and Networks. A. D. Sterling. State of the Union Report. Stanford Poverty and Inequality Center. Click here for video of presentation.
Black Employees Are More Likely to Be Promoted When They Were Referred by Another Employee. J. Merluzzi and A.D. Sterling. Harvard Business Review.