Academic publications


  • Fernandez-Mateo, I., Rubineau, B., & Kuppuswamy, V. (2022) “Reject and resubmit: A formal analysis of gender differences in reapplication and their contribution to women’s presence in talent pipelines.” Forthcoming in Organization Science.

  • Bidwell, M., Choi, K., & Fernandez-Mateo, I. (2022). “Brokered Careers: The Role of Search Firms in Managerial Career mobility.” Industrial and Labor Relations Review. (here)

  • Fernandez-Mateo, I. & Kaplan, S. (2018). “Gender and Organization Science.” Introduction to the Virtual Special Issue on Gender and Organizations. Organization Science. (here)

  • Ody-Brasier, A. & Fernandez-Mateo, I. (2017). “When Being in the Minority Pays off: Relationships Among Sellers and Price Setting in the Champagne Industry.” American Sociological Review. (here)


  • Brands, R. & Fernandez-Mateo, I. (2017). “Leaning Out: How Negative Recruitment Experiences Shape Women’s Decisions to Compete for Executive Roles.” Administrative Science Quarterly. [Awards for best OMT Published paper and Outstanding publication in OB from the Academy of Management] (here)


  • Fernandez-Mateo, I. & Fernandez, R. (2016). “Bending the pipeline? Executive Search and Gender Inequality in Top Management Jobs.” Management Science. (here)


  • Fernandez-Mateo, I. & Coh, M. (2015). “Coming with Baggage: Past Rejections and the Evolution of Market Relationships.” Organization Science. (here)

  • Bidwell, M., Briscoe, F., Fernandez-Mateo, I. and Sterling, A. (2013). “The Employment Relationship and Inequality: How and Why Changes in Employment Practices are Shaping Rewards in Organizations.” The Academy of Management Annals. (here)


  • Fernandez-Mateo, I. & King, Z. (2011). “Anticipatory Sorting and Gender Segregation in Temporary Employment.” Management Science. [American Sociological Association W. Richard Scott Award; INFORMS-Industry Studies Association Award] (here)


  • Bidwell, M. & Fernandez-Mateo (2010). “Relationship Duration and Returns to Brokerage in the Staffing Sector.” Organization Science. (here)


  • Fernandez-Mateo, I. (2009). “Cumulative Gender Disadvantage in Contract Employment.” American Journal of Sociology. (here)


  • Fernandez-Mateo, I. (2007). “Who Pays the Price of Brokerage? Transferring Constraint through Price-Setting in the Staffing Sector.” American Sociological Review. [American Sociological Association Thompson Award] (here)


  • Fernandez, R. & Fernandez-Mateo, I. (2006) “Networks, Race and Hiring.” American Sociological Review. (here)

       Modified versions reprinted in: Grusky, D. (Ed.). Social Stratification: Class, Race, and Gender in Sociological Perspective, Third Edition.

       Westview Press, 2008, and Koput, K. & J. Broschak (Eds.). Social Capital in Business. Edward Elgar Publishing, 2011.


Practitioner oriented pieces and book chapters

  • Ody-Brasier, A. & Fernandez-Mateo, I. (2017). “A Study of the Champagne Industry Shows that Women have Stronger Networks, and Profit from them.” Harvard Business Review, digital article. (here)

  • Brands, R., & Fernandez-Mateo (2017). “Women are Less Likely to Apply for Executive Roles if They’ve Been Rejected Before.” Harvard Business Review, digital article. (here)

  • Fernandez-Mateo, I. (2010). “The Permanence of Temporary Workers.” Business Strategy Review. (here)

  • Bidwell, M., & Fernandez-Mateo, I. (2008). “Three is a Crowd? Understanding Triadic Employment Relationships.” In Cappelli, P. (Ed). Employment Relationships: New Models of White Collar Work. Cambridge University Press.

  • Muñoz-Bullón, F., & Fernandez-Mateo, I. (2005) “Temporary Workers and Temporary Help Agencies: An Exploration of Labor Market Outcomes.” In Cabrera, A. & Bonache, J. (Eds.).  Dirección Estratégica de Personas, 2nd Edition.  Prentice Hall-Financial Times.

  • Fernandez-Mateo, I. (2002).  “Career Management.” In Cabrera, A. & Bonache, J. (Eds.).  Dirección Estratégica de Personas.  Prentice Hall-Financial Times.