HRPYC81 Assignment 1 2025
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Due Date: May 2025
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Educational Aid: These study notes are intended to be used as educational resources and should not be seen as a
replacement for individual research, critical analysis, or professional consultation. Students are encouraged to perform
their own research and seek advice from their instructors or academic advisors for specific assignment guidelines.
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these study notes, the seller does not guarantee the completeness or correctness of all content. The buyer is
responsible for verifying the accuracy of the information and exercising their own judgment when applying it to their
assignments.
Academic Integrity: It is essential for students to maintain academic integrity and follow their institution's policies
regarding plagiarism, citation, and referencing. These study notes should be used as learning tools and sources of
inspiration. Any direct reproduction of the content without proper citation and acknowledgment may be considered
academic misconduct.
Limited Liability: The seller shall not be liable for any direct or indirect damages, losses, or consequences arising from
the use of these notes. This includes, but is not limited to, poor academic performance, penalties, or any other negative
consequences resulting from the application or misuse of the information provided.
, For additional support +27 81 278 3372
Question 1
The paper reports a range of studies testing the popular claim that women only apply
for jobs when they are 100% qualified, whereas men apply already with as little as a
60% qualification fit. On what is this claim based?
1. This statistic is based on a census study.
2. This statistic – as reported by journalists – was based on speculation
instead of quantitative data.
3. This statistic – as reported by journalists – was based on speculation instead
of qualitative data.
4. This statistic was reported in a book titled Lean On (Sandberg, 2015).
Explanation:
The article clarifies that journalists popularized this statistic based on speculation
rather than hard, quantitative evidence.
Question 2
What research gap did the authors identify to justify their research?
1. Qualitative data do exist to support that women only apply when they are
100% qualified, whereas men already apply with as little as a 60%
qualification fit BUT not in Germany.
2. Qualitative data do not exist to support that women only apply when they are
100% qualified, whereas men already apply with as little as a 60%
qualification fit.
3. Quantitative data do exist to support that women only apply when they are
100% qualified, whereas men already apply with as little as a 60%
qualification fit BUT not in Germany.
4. Quantitative data do not exist to support that women only apply when
they are 100% qualified, whereas men already apply with as little as a
60% qualification fit.
, For additional support +27 81 278 3372
Explanation:
The researchers identified that quantitative evidence for this claim was missing,
making their study necessary.
Question 3
How do the authors justify the relevance of the research they report on in this paper?
1. Studying these differences is important, as gender differences in application
intention can lead to disparities in career progression and occupational
segregation.
2. Understanding these differences is crucial, as they may contribute to unequal
access to professional development opportunities and mentorship programs.
3. Studying these differences is important as consequences of gender
differences in application intention can accumulate in the gender pay
gap and the gender leadership gap.
4. Examining these differences is essential, as they can influence workplace
diversity and impact overall organizational performance.
Explanation:
The authors emphasize that small gender differences in application behavior may
accumulate into bigger issues like pay gaps and leadership gaps.
Question 4
How do the authors define qualification fit?
1. As a unique case of person-job fit.
2. As a unique case of role-employee alignment.
3. As a special case of role-employee alignment.
4. As a special case of person-job fit.
Unique Number:
Due Date: May 2025
DISCLAIMER & TERMS OF USE
Educational Aid: These study notes are intended to be used as educational resources and should not be seen as a
replacement for individual research, critical analysis, or professional consultation. Students are encouraged to perform
their own research and seek advice from their instructors or academic advisors for specific assignment guidelines.
Personal Responsibility: While every effort has been made to ensure the accuracy and reliability of the information in
these study notes, the seller does not guarantee the completeness or correctness of all content. The buyer is
responsible for verifying the accuracy of the information and exercising their own judgment when applying it to their
assignments.
Academic Integrity: It is essential for students to maintain academic integrity and follow their institution's policies
regarding plagiarism, citation, and referencing. These study notes should be used as learning tools and sources of
inspiration. Any direct reproduction of the content without proper citation and acknowledgment may be considered
academic misconduct.
Limited Liability: The seller shall not be liable for any direct or indirect damages, losses, or consequences arising from
the use of these notes. This includes, but is not limited to, poor academic performance, penalties, or any other negative
consequences resulting from the application or misuse of the information provided.
, For additional support +27 81 278 3372
Question 1
The paper reports a range of studies testing the popular claim that women only apply
for jobs when they are 100% qualified, whereas men apply already with as little as a
60% qualification fit. On what is this claim based?
1. This statistic is based on a census study.
2. This statistic – as reported by journalists – was based on speculation
instead of quantitative data.
3. This statistic – as reported by journalists – was based on speculation instead
of qualitative data.
4. This statistic was reported in a book titled Lean On (Sandberg, 2015).
Explanation:
The article clarifies that journalists popularized this statistic based on speculation
rather than hard, quantitative evidence.
Question 2
What research gap did the authors identify to justify their research?
1. Qualitative data do exist to support that women only apply when they are
100% qualified, whereas men already apply with as little as a 60%
qualification fit BUT not in Germany.
2. Qualitative data do not exist to support that women only apply when they are
100% qualified, whereas men already apply with as little as a 60%
qualification fit.
3. Quantitative data do exist to support that women only apply when they are
100% qualified, whereas men already apply with as little as a 60%
qualification fit BUT not in Germany.
4. Quantitative data do not exist to support that women only apply when
they are 100% qualified, whereas men already apply with as little as a
60% qualification fit.
, For additional support +27 81 278 3372
Explanation:
The researchers identified that quantitative evidence for this claim was missing,
making their study necessary.
Question 3
How do the authors justify the relevance of the research they report on in this paper?
1. Studying these differences is important, as gender differences in application
intention can lead to disparities in career progression and occupational
segregation.
2. Understanding these differences is crucial, as they may contribute to unequal
access to professional development opportunities and mentorship programs.
3. Studying these differences is important as consequences of gender
differences in application intention can accumulate in the gender pay
gap and the gender leadership gap.
4. Examining these differences is essential, as they can influence workplace
diversity and impact overall organizational performance.
Explanation:
The authors emphasize that small gender differences in application behavior may
accumulate into bigger issues like pay gaps and leadership gaps.
Question 4
How do the authors define qualification fit?
1. As a unique case of person-job fit.
2. As a unique case of role-employee alignment.
3. As a special case of role-employee alignment.
4. As a special case of person-job fit.
