| Networks, race, and hiring RM Fernandez, I Fernandez-Mateo American sociological review 71 (1), 42-71, 2006 | 300 | 2006 |
| The employment relationship and inequality: How and why changes in employment practices are reshaping rewards in organizations M Bidwell, F Briscoe, I Fernandez-Mateo, A Sterling Academy of Management Annals 7 (1), 61-121, 2013 | 184 | 2013 |
| Who pays the price of brokerage? Transferring constraint through price setting in the staffing sector I Fernandez-Mateo American Sociological Review 72 (2), 291-317, 2007 | 114 | 2007 |
| Cumulative gender disadvantage in contract employment I Fernandez-Mateo American Journal of Sociology 114 (4), 871-923, 2009 | 109 | 2009 |
| Relationship duration and returns to brokerage in the staffing sector M Bidwell, I Fernandez-Mateo Organization Science 57, 2010 | 65* | 2010 |
| Bending the pipeline? Executive search and gender inequality in hiring for top management jobs I Fernandez-Mateo, RM Fernandez Management Science 62 (12), 3636-3655, 2016 | 58 | 2016 |
| Anticipatory sorting and gender segregation in temporary employment I Fernandez-Mateo, Z King Management Science 57 (6), 989-1008, 2011 | 57 | 2011 |
| Leaning out: How negative recruitment experiences shape women’s decisions to compete for executive roles RA Brands, I Fernandez-Mateo Administrative Science Quarterly 62 (3), 405-442, 2017 | 42 | 2017 |
| Three is a Crowd? Understanding Triadic Employment Relationships’ M BIDWELL, I FERNANDEZ-MATEO Employment relationships: new models of white-collar work, 142, 2008 | 36 | 2008 |
| Coming with baggage: Past rejections and the evolution of market relationships I Fernandez-Mateo, M Coh Organization Science 26 (5), 1381-1399, 2015 | 7 | 2015 |
| BEYOND ORGANIZATIONAL CAREERS: INFORMATION, LEARNING AND TRUST IN MEDIATED EMPLOYMENT ARRANGEMENTS. I Fernandez-Mateo Academy of Management Proceedings 2005 (1), A1-A6, 2005 | 7 | 2005 |
| How free are free agents? Relationships and wages in a triadic labor market I Fernández-Mateo Dissertation manuscript, MIT Sloan School of Management, 2004 | 7 | 2004 |
| Gender and organization science: Introduction to a virtual special issue I Fernandez-Mateo, S Kaplan Organization Science 29 (6), 1229-1236, 2018 | 6 | 2018 |
| When being in the minority pays off: Relationships among sellers and price setting in the champagne industry A Ody-Brasier, I Fernandez-Mateo American Sociological Review 82 (1), 147-178, 2017 | 6 | 2017 |
| Unnatural selection R BRANDS, I FERNANDEZ‐MATEO London Business School Review 28 (2), 32-33, 2017 | 1 | 2017 |
| Minority Producers and Pricing in the Champagne industry: The Case of Female Grape Growers A Ody-Brasier, I Fernandez-Mateo Academy of Management Proceedings 2015 (1), 12457, 2015 | 1 | 2015 |
| ‘When it doesn’t pay to stay: cumulative gender disadvantage in contract employment’’ I Fernandez-Mateo 67th Annual Academy of Management Conference, Philadelphia, PA, 2007 | 1 | 2007 |
| Why Champagne's female grape‐growers have reason to celebrate I FERNANDEZ‐MATEO, A ODY‐BRASIER London Business School Review 29 (3), 42-43, 2018 | | 2018 |
| Managing rejection to improve gender diversity in talent pipelines I Fernandez-Mateo, B Rubineau, V Kuppuswamy Academy of Management Proceedings 2018 (1), 14139, 2018 | | 2018 |
| GENDER PARITY: THE PIPELINE PROBLEM I Fernandez‐Mateo London Business School Review 27 (3), 18-20, 2016 | | 2016 |
