Essec\Faculty\Model\Profile {#2233
#_id: "B00786831"
#_source: array:40 [
"bid" => "B00786831"
"academId" => "2976"
"slug" => "solal-isabelle"
"fullName" => "Isabelle SOLAL"
"lastName" => "SOLAL"
"firstName" => "Isabelle"
"title" => array:2 [
"fr" => "Professeur assistant"
"en" => "Assistant Professor"
]
"email" => "solal@essec.edu"
"status" => "ACTIF"
"campus" => "Campus de Cergy"
"departments" => []
"phone" => null
"sites" => []
"facNumber" => "2976"
"externalCvUrl" => "https://faculty.essec.edu/cv/solal-isabelle/pdf"
"googleScholarUrl" => "https://scholar.google.com/citations?hl=fr&user=ILbUrGYAAAAJ"
"facOrcId" => "https://orcid.org/0000-0003-2392-580X"
"career" => array:6 [
0 => Essec\Faculty\Model\CareerItem {#2245
#_index: null
#_id: null
#_source: array:7 [
"startDate" => "2010-10-01"
"endDate" => "2012-08-31"
"isInternalPosition" => true
"type" => array:2 [
"en" => "Professional appointments"
"fr" => "Positions professionnelles"
]
"label" => array:2 [
"fr" => "Head of Integrity & Compliance"
"en" => "Head of Integrity & Compliance"
]
"institution" => array:2 [
"fr" => "FIFA T.M.S., GmbH"
"en" => "FIFA T.M.S., GmbH"
]
"country" => array:2 [
"fr" => "Suisse"
"en" => "Switzerland"
]
]
+lang: "fr"
+"parent": Essec\Faculty\Model\Profile {#2233}
}
1 => Essec\Faculty\Model\CareerItem {#2246
#_index: null
#_id: null
#_source: array:7 [
"startDate" => "2008-09-01"
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"isInternalPosition" => true
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"en" => "Professional appointments"
"fr" => "Positions professionnelles"
]
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]
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"fr" => "McKinsey & Company"
"en" => "McKinsey & Company"
]
"country" => array:2 [
"fr" => "France"
"en" => "France"
]
]
+lang: "fr"
+"parent": Essec\Faculty\Model\Profile {#2233}
}
2 => Essec\Faculty\Model\CareerItem {#2247
#_index: null
#_id: null
#_source: array:7 [
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"fr" => "Senior Associate, International Dispute Resolution"
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]
"institution" => array:2 [
"fr" => "Baker Botts LLP"
"en" => "Baker Botts LLP"
]
"country" => array:2 [
"fr" => "Royaume-Uni"
"en" => "United Kingdom"
]
]
+lang: "fr"
+"parent": Essec\Faculty\Model\Profile {#2233}
}
3 => Essec\Faculty\Model\CareerItem {#2248
#_index: null
#_id: null
#_source: array:7 [
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]
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"fr" => "Shearman & Sterling LLP"
"en" => "Shearman & Sterling LLP"
]
"country" => array:2 [
"fr" => "États-Unis"
"en" => "United States of America"
]
]
+lang: "fr"
+"parent": Essec\Faculty\Model\Profile {#2233}
}
4 => Essec\Faculty\Model\CareerItem {#2249
#_index: null
#_id: null
#_source: array:7 [
"startDate" => "2019-08-01"
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"isInternalPosition" => true
"type" => array:2 [
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]
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"fr" => "INSEAD"
"en" => "INSEAD"
]
"country" => array:2 [
"fr" => "France"
"en" => "France"
]
]
+lang: "fr"
+"parent": Essec\Faculty\Model\Profile {#2233}
}
5 => Essec\Faculty\Model\CareerItem {#2250
#_index: null
#_id: null
#_source: array:7 [
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"isInternalPosition" => true
"type" => array:2 [
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]
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"fr" => "Professeur assistant"
"en" => "Assistant Professor"
]
"institution" => array:2 [
"fr" => "ESSEC Business School"
"en" => "ESSEC Business School"
]
"country" => array:2 [
"fr" => "France"
"en" => "France"
]
]
+lang: "fr"
+"parent": Essec\Faculty\Model\Profile {#2233}
}
]
"diplomes" => array:5 [
0 => Essec\Faculty\Model\Diplome {#2235
#_index: null
#_id: null
#_source: array:6 [
"diplome" => "DIPLOMA"
"type" => array:2 [
"fr" => "Diplômes"
"en" => "Diplomas"
]
"year" => "2019"
"label" => array:2 [
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"fr" => "Ph.D. in Management, Organisational Behaviour Area"
]
"institution" => array:2 [
"fr" => "INSEAD"
"en" => "INSEAD"
]
"country" => array:2 [
"fr" => "France"
"en" => "France"
]
]
+lang: "fr"
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}
1 => Essec\Faculty\Model\Diplome {#2237
#_index: null
#_id: null
#_source: array:6 [
"diplome" => "DIPLOMA"
"type" => array:2 [
"fr" => "Diplômes"
"en" => "Diplomas"
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"label" => array:2 [
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]
"institution" => array:2 [
"fr" => "INSEAD"
"en" => "INSEAD"
]
"country" => array:2 [
"fr" => "France"
"en" => "France"
]
]
+lang: "fr"
+"parent": Essec\Faculty\Model\Profile {#2233}
}
2 => Essec\Faculty\Model\Diplome {#2234
#_index: null
#_id: null
#_source: array:6 [
"diplome" => "DIPLOMA"
"type" => array:2 [
"fr" => "Diplômes"
"en" => "Diplomas"
]
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"label" => array:2 [
"en" => "LLM in European Law (with distinction)"
"fr" => "LLM in European Law (with distinction)"
]
"institution" => array:2 [
"fr" => "Collège d'Europe"
"en" => "Collège d'Europe"
]
"country" => array:2 [
"fr" => "Belgique"
"en" => "Belgium"
]
]
+lang: "fr"
+"parent": Essec\Faculty\Model\Profile {#2233}
}
3 => Essec\Faculty\Model\Diplome {#2238
#_index: null
#_id: null
#_source: array:6 [
"diplome" => "DIPLOMA"
"type" => array:2 [
"fr" => "Diplômes"
"en" => "Diplomas"
]
"year" => "1999"
"label" => array:2 [
"en" => "Master of Private Laws (with distinction)"
"fr" => "Maitrise de droit privé (with distinction)"
]
"institution" => array:2 [
"fr" => "Université Paris 1 Panthéon-Sorbonne"
"en" => "Université Paris 1 Panthéon-Sorbonne"
]
"country" => array:2 [
"fr" => "France"
"en" => "France"
]
]
+lang: "fr"
+"parent": Essec\Faculty\Model\Profile {#2233}
}
4 => Essec\Faculty\Model\Diplome {#2232
#_index: null
#_id: null
#_source: array:6 [
"diplome" => "DIPLOMA"
"type" => array:2 [
"fr" => "Diplômes"
"en" => "Diplomas"
]
"year" => "1999"
"label" => array:2 [
"en" => "LLB – Law with French law (upper second class honors)"
"fr" => "LLB – Law with French law (upper second class honors)"
]
"institution" => array:2 [
"fr" => "King's College University"
"en" => "King's College University"
]
"country" => array:2 [
"fr" => "Royaume-Uni"
"en" => "United Kingdom"
]
]
+lang: "fr"
+"parent": Essec\Faculty\Model\Profile {#2233}
}
]
"bio" => array:2 [
"fr" => null
"en" => null
]
"department" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"site" => array:2 [
"fr" => "https://isabellesolal.com"
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]
"industrrySectors" => array:2 [
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]
"researchFields" => array:2 [
"fr" => "Organisations - Genre - Discrimination - Marché du travail - Inégalités - Pratiques de diversité - Entrepreneuriat - Gouvernance d'entreprise - leadership féminin"
"en" => "Organizations - Gender - Discrimination - Labor Markets - Inequality - Diversity Practices - Entrepreneurship - Corporate Governance - female leadership"
]
"teachingFields" => array:2 [
"fr" => "Entrepreneuriat - Comportement organisationnel"
"en" => "Entrepreneurship - Organizational Behavior"
]
"distinctions" => array:3 [
0 => Essec\Faculty\Model\Distinction {#2251
#_index: null
#_id: null
#_source: array:6 [
"date" => "2014-01-01"
"label" => array:2 [
"fr" => "INSEAD Alumni Association Fund"
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"type" => array:2 [
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"tri" => " 2 "
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]
"country" => array:2 [
"fr" => "France"
"en" => "France"
]
]
+lang: "fr"
+"parent": Essec\Faculty\Model\Profile {#2233}
}
1 => Essec\Faculty\Model\Distinction {#2252
#_index: null
#_id: null
#_source: array:6 [
"date" => "2023-08-04"
"label" => array:2 [
"fr" => "Finalist for OMT Responsible Research Award, for the paper, ‘Not My CEO’: Employee Reactions to the Threat of Female Leadership," with Steffen Brenner, Copenhagen Business School & Georg Wernicke, HEC Paris, awarded by the Academy of Management 2023"
"en" => "Finalist for OMT Responsible Research Award, for the paper, ‘Not My CEO’: Employee Reactions to the Threat of Female Leadership," with Steffen Brenner, Copenhagen Business School & Georg Wernicke, HEC Paris, awarded by the Academy of Management 2023"
]
"type" => array:2 [
"fr" => "Prix"
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]
"tri" => " 1 "
"institution" => array:2 [
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"en" => "Academy of Management"
]
"country" => array:2 [
"fr" => "États-Unis"
"en" => "United States of America"
]
]
+lang: "fr"
+"parent": Essec\Faculty\Model\Profile {#2233}
}
2 => Essec\Faculty\Model\Distinction {#2253
#_index: null
#_id: null
#_source: array:6 [
"date" => "2014-01-01"
"label" => array:2 [
"fr" => "INSEAD-Wharton Alliance, PhD student exchange grant"
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"type" => array:2 [
"fr" => "Bourses"
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"tri" => " 2 "
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]
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]
]
+lang: "fr"
+"parent": Essec\Faculty\Model\Profile {#2233}
}
]
"teaching" => []
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0 => Essec\Faculty\Model\ExtraActivity {#2236
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]
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]
+lang: "fr"
+"parent": Essec\Faculty\Model\Profile {#2233}
}
1 => Essec\Faculty\Model\ExtraActivity {#2239
#_index: null
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]
+lang: "fr"
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}
2 => Essec\Faculty\Model\ExtraActivity {#2240
#_index: null
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}
3 => Essec\Faculty\Model\ExtraActivity {#2241
#_index: null
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#_source: array:9 [
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"type" => array:2 [
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}
4 => Essec\Faculty\Model\ExtraActivity {#2242
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#_source: array:9 [
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]
+lang: "fr"
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}
5 => Essec\Faculty\Model\ExtraActivity {#2243
#_index: null
#_id: null
#_source: array:9 [
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]
+lang: "fr"
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}
6 => Essec\Faculty\Model\ExtraActivity {#2244
#_index: null
#_id: null
#_source: array:9 [
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]
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"fr" => "Membre du barreau de l'état de New York"
"en" => "Member of New York State Bar"
]
"institution" => array:2 [
"fr" => null
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]
"country" => array:2 [
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}
]
"theses" => []
"indexedAt" => "2024-12-21T16:21:22.000Z"
"contributions" => array:19 [
0 => Essec\Faculty\Model\Contribution {#2255
#_index: "academ_contributions"
#_id: "11004"
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"id" => "11004"
"slug" => "the-gender-of-money-how-gender-structures-the-market-for-entrepreneurial-capital"
"yearMonth" => "2019-04"
"year" => "2019"
"title" => "The gender of money: How gender structures the market for entrepreneurial capital"
"description" => "SOLAL, I. (2019). <i>The gender of money: How gender structures the market for entrepreneurial capital</i>. INSEAD Working Paper."
"authors" => array:1 [
0 => array:3 [
"name" => "SOLAL Isabelle"
"bid" => "B00786831"
"slug" => "solal-isabelle"
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"fr" => "Management"
"en" => "Management"
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"indexedAt" => "2024-12-21T16:21:43.000Z"
]
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}
1 => Essec\Faculty\Model\Contribution {#2257
#_index: "academ_contributions"
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#_source: array:18 [
"id" => "11006"
"slug" => "benjamin-millepied-at-the-paris-opera-ballet"
"yearMonth" => "2019-07"
"year" => "2019"
"title" => "Benjamin Millepied at the Paris Opera Ballet"
"description" => "SOLAL, I., PETRIGLIERI, G. et SNELLMAN, K. (2019). Benjamin Millepied at the Paris Opera Ballet. A VoxEU.org Publication."
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0 => array:3 [
"name" => "SOLAL Isabelle"
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1 => array:1 [
"name" => "PETRIGLIERI Gianpiero"
]
2 => array:1 [
"name" => "SNELLMAN Kaisa"
]
]
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"indexedAt" => "2024-12-21T16:21:43.000Z"
]
+lang: "fr"
+"_type": "_doc"
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+"parent": null
}
2 => Essec\Faculty\Model\Contribution {#2259
#_index: "academ_contributions"
#_id: "11007"
#_source: array:18 [
"id" => "11007"
"slug" => "gender-and-the-interpretation-of-endorsement-ties-evidence-from-entrepreneurial-financing"
"yearMonth" => "2019-09"
"year" => "2019"
"title" => "Gender and the Interpretation of Endorsement Ties: Evidence From Entrepreneurial Financing"
"description" => "SOLAL, I. (2019). Gender and the Interpretation of Endorsement Ties: Evidence From Entrepreneurial Financing. Dans: Wharton People & Organizations Conference."
"authors" => array:1 [
0 => array:3 [
"name" => "SOLAL Isabelle"
"bid" => "B00786831"
"slug" => "solal-isabelle"
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]
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"keywords" => []
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"type" => array:2 [
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"indexedAt" => "2024-12-21T16:21:43.000Z"
]
+lang: "fr"
+"_type": "_doc"
+"_score": 6.652493
+"parent": null
}
3 => Essec\Faculty\Model\Contribution {#2256
#_index: "academ_contributions"
#_id: "11008"
#_source: array:18 [
"id" => "11008"
"slug" => "the-gender-of-money-how-gender-structures-the-market-for-entrepreneurial-capital"
"yearMonth" => "2019-09"
"year" => "2019"
"title" => "The Gender of Money: How Gender Structures the Market for Entrepreneurial Capital"
"description" => "SOLAL, I. (2019). The Gender of Money: How Gender Structures the Market for Entrepreneurial Capital. Dans: Wharton People & Organizations Conference."
"authors" => array:1 [
0 => array:3 [
"name" => "SOLAL Isabelle"
"bid" => "B00786831"
"slug" => "solal-isabelle"
]
]
"ouvrage" => "Wharton People & Organizations Conference"
"keywords" => []
"updatedAt" => "2021-09-24 10:33:27"
"publicationUrl" => null
"publicationInfo" => array:3 [
"pages" => null
"volume" => null
"number" => null
]
"type" => array:2 [
"fr" => "Communications dans une conférence"
"en" => "Presentations at an Academic or Professional conference"
]
"support_type" => array:2 [
"fr" => null
"en" => null
]
"countries" => array:2 [
"fr" => null
"en" => null
]
"abstract" => array:2 [
"fr" => null
"en" => null
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-21T16:21:43.000Z"
]
+lang: "fr"
+"_type": "_doc"
+"_score": 6.652493
+"parent": null
}
4 => Essec\Faculty\Model\Contribution {#2260
#_index: "academ_contributions"
#_id: "11009"
#_source: array:18 [
"id" => "11009"
"slug" => "venture-like-a-woman-the-influence-of-gender-and-venture-type-on-investment-decisions"
"yearMonth" => "2018-08"
"year" => "2018"
"title" => "Venture Like a Woman: The Influence of Gender and Venture Type on Investment Decisions"
"description" => "SOLAL, I. (2018). Venture Like a Woman: The Influence of Gender and Venture Type on Investment Decisions. Dans: Academy of Management."
"authors" => array:1 [
0 => array:3 [
"name" => "SOLAL Isabelle"
"bid" => "B00786831"
"slug" => "solal-isabelle"
]
]
"ouvrage" => "Academy of Management"
"keywords" => []
"updatedAt" => "2021-09-24 10:33:27"
"publicationUrl" => null
"publicationInfo" => array:3 [
"pages" => null
"volume" => null
"number" => null
]
"type" => array:2 [
"fr" => "Communications dans une conférence"
"en" => "Presentations at an Academic or Professional conference"
]
"support_type" => array:2 [
"fr" => null
"en" => null
]
"countries" => array:2 [
"fr" => null
"en" => null
]
"abstract" => array:2 [
"fr" => null
"en" => null
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-21T16:21:43.000Z"
]
+lang: "fr"
+"_type": "_doc"
+"_score": 6.652493
+"parent": null
}
5 => Essec\Faculty\Model\Contribution {#2254
#_index: "academ_contributions"
#_id: "11010"
#_source: array:18 [
"id" => "11010"
"slug" => "women-dont-mean-business-gender-penalty-in-board-composition"
"yearMonth" => "2016-12"
"year" => "2016"
"title" => "Women Don’t Mean Business? Gender Penalty in Board Composition"
"description" => "SOLAL, I. (2016). Women Don’t Mean Business? Gender Penalty in Board Composition. Dans: Trans-Atlantic Doctoral Conference."
"authors" => array:1 [
0 => array:3 [
"name" => "SOLAL Isabelle"
"bid" => "B00786831"
"slug" => "solal-isabelle"
]
]
"ouvrage" => "Trans-Atlantic Doctoral Conference"
"keywords" => []
"updatedAt" => "2021-09-24 10:33:27"
"publicationUrl" => null
"publicationInfo" => array:3 [
"pages" => null
"volume" => null
"number" => null
]
"type" => array:2 [
"fr" => "Communications dans une conférence"
"en" => "Presentations at an Academic or Professional conference"
]
"support_type" => array:2 [
"fr" => null
"en" => null
]
"countries" => array:2 [
"fr" => null
"en" => null
]
"abstract" => array:2 [
"fr" => null
"en" => null
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-21T16:21:43.000Z"
]
+lang: "fr"
+"_type": "_doc"
+"_score": 6.652493
+"parent": null
}
6 => Essec\Faculty\Model\Contribution {#2258
#_index: "academ_contributions"
#_id: "11022"
#_source: array:18 [
"id" => "11022"
"slug" => "tony-hsieh-at-zappos-structure-culture-and-change"
"yearMonth" => "2016-08"
"year" => "2016"
"title" => "Tony Hsieh at Zappos: Structure, Culture, and Change"
"description" => "SOLAL, I., ASKIN, N. et PETRIGLIERI, G. (2016). Tony Hsieh at Zappos: Structure, Culture, and Change. INSEAD Case and Teaching Note."
"authors" => array:3 [
0 => array:3 [
"name" => "SOLAL Isabelle"
"bid" => "B00786831"
"slug" => "solal-isabelle"
]
1 => array:1 [
"name" => "ASKIN Noah"
]
2 => array:1 [
"name" => "PETRIGLIERI Gianpiero"
]
]
"ouvrage" => ""
"keywords" => []
"updatedAt" => "2021-07-13 14:31:46"
"publicationUrl" => null
"publicationInfo" => array:3 [
"pages" => null
"volume" => null
"number" => null
]
"type" => array:2 [
"fr" => "Etudes de cas déposées"
"en" => "Published cases"
]
"support_type" => array:2 [
"fr" => "Editeur"
"en" => "Publisher"
]
"countries" => array:2 [
"fr" => null
"en" => null
]
"abstract" => array:2 [
"fr" => null
"en" => null
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-21T16:21:43.000Z"
]
+lang: "fr"
+"_type": "_doc"
+"_score": 6.652493
+"parent": null
}
7 => Essec\Faculty\Model\Contribution {#2261
#_index: "academ_contributions"
#_id: "11128"
#_source: array:18 [
"id" => "11128"
"slug" => "the-b-team-gender-diverse-teams-and-prototypes-of-success"
"yearMonth" => "2020-08"
"year" => "2020"
"title" => "The B-Team: Gender-Diverse Teams and Prototypes of Success"
"description" => "SOLAL, I. et SNELLMAN, K. (2020). The B-Team: Gender-Diverse Teams and Prototypes of Success. Dans: <i>Academy of Management</i>. Academy of Management Proceedings, pp. 21318."
"authors" => array:2 [
0 => array:3 [
"name" => "SOLAL Isabelle"
"bid" => "B00786831"
"slug" => "solal-isabelle"
]
1 => array:1 [
"name" => "SNELLMAN Kaisa"
]
]
"ouvrage" => "Academy of Management"
"keywords" => []
"updatedAt" => "2021-09-24 10:33:27"
"publicationUrl" => "https://journals.aom.org/doi/pdf/10.5465/AMBPP.2020.106"
"publicationInfo" => array:3 [
"pages" => "21318"
"volume" => "2020"
"number" => "1"
]
"type" => array:2 [
"fr" => "Actes d'une conférence"
"en" => "Conference Proceedings"
]
"support_type" => array:2 [
"fr" => "Revue scientifique"
"en" => "Scientific journal"
]
"countries" => array:2 [
"fr" => null
"en" => null
]
"abstract" => array:2 [
"fr" => null
"en" => null
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-21T16:21:43.000Z"
]
+lang: "fr"
+"_type": "_doc"
+"_score": 6.652493
+"parent": null
}
8 => Essec\Faculty\Model\Contribution {#2262
#_index: "academ_contributions"
#_id: "11129"
#_source: array:18 [
"id" => "11129"
"slug" => "why-investors-react-negatively-to-companies-that-put-women-on-their-boards"
"yearMonth" => "2019-11"
"year" => "2019"
"title" => "Why Investors React Negatively to Companies That Put Women on Their Boards"
"description" => "SOLAL, I. et SNELLMAN, K. (2019). Why Investors React Negatively to Companies That Put Women on Their Boards. <i>Harvard Business Review</i>."
"authors" => array:2 [
0 => array:3 [
"name" => "SOLAL Isabelle"
"bid" => "B00786831"
"slug" => "solal-isabelle"
]
1 => array:1 [
"name" => "SNELLMAN Kaisa"
]
]
"ouvrage" => ""
"keywords" => array:1 [
0 => "Gender"
]
"updatedAt" => "2021-09-24 10:33:27"
"publicationUrl" => "https://hbr.org/2019/11/why-investors-react-negatively-to-companies-that-put-women-on-their-boards"
"publicationInfo" => array:3 [
"pages" => null
"volume" => null
"number" => null
]
"type" => array:2 [
"fr" => "Articles"
"en" => "Journal articles"
]
"support_type" => array:2 [
"fr" => "Revue scientifique"
"en" => "Scientific journal"
]
"countries" => array:2 [
"fr" => null
"en" => null
]
"abstract" => array:2 [
"fr" => null
"en" => null
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-21T16:21:43.000Z"
]
+lang: "fr"
+"_type": "_doc"
+"_score": 6.652493
+"parent": null
}
9 => Essec\Faculty\Model\Contribution {#2263
#_index: "academ_contributions"
#_id: "11130"
#_source: array:18 [
"id" => "11130"
"slug" => "pourquoi-nommer-une-femme-au-conseil-dadministration-fait-chuter-le-cours-de-laction"
"yearMonth" => "2019-12"
"year" => "2019"
"title" => "Pourquoi nommer une femme au conseil d’administration fait chuter le cours de l’action"
"description" => "SOLAL, I. et SNELLMAN, K. (2019). Pourquoi nommer une femme au conseil d’administration fait chuter le cours de l’action. <i>Harvard Business Review (France)</i>."
"authors" => array:2 [
0 => array:3 [
"name" => "SOLAL Isabelle"
"bid" => "B00786831"
"slug" => "solal-isabelle"
]
1 => array:1 [
"name" => "SNELLMAN Kaisa"
]
]
"ouvrage" => ""
"keywords" => []
"updatedAt" => "2021-09-24 10:33:27"
"publicationUrl" => "https://www.hbrfrance.fr/chroniques-experts/2019/12/28700-pourquoi-nommer-une-femme-au-conseil-dadministration-fait-chuter-le-cours-de-laction/"
"publicationInfo" => array:3 [
"pages" => null
"volume" => null
"number" => null
]
"type" => array:2 [
"fr" => "Articles"
"en" => "Journal articles"
]
"support_type" => array:2 [
"fr" => "Revue professionnelle"
"en" => "Professional journal"
]
"countries" => array:2 [
"fr" => null
"en" => null
]
"abstract" => array:2 [
"fr" => null
"en" => null
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-21T16:21:43.000Z"
]
+lang: "fr"
+"_type": "_doc"
+"_score": 6.652493
+"parent": null
}
10 => Essec\Faculty\Model\Contribution {#2264
#_index: "academ_contributions"
#_id: "11131"
#_source: array:18 [
"id" => "11131"
"slug" => "why-women-and-firms-lose-out-when-we-celebrate-diversity"
"yearMonth" => "2020-01"
"year" => "2020"
"title" => "Why women (and firms) lose out when we celebrate diversity"
"description" => "SOLAL, I. et SNELLMAN, K. (2020). Why women (and firms) lose out when we celebrate diversity. <i>Work In Progress</i>."
"authors" => array:2 [
0 => array:3 [
"name" => "SOLAL Isabelle"
"bid" => "B00786831"
"slug" => "solal-isabelle"
]
1 => array:1 [
"name" => "SNELLMAN Kaisa"
]
]
"ouvrage" => ""
"keywords" => []
"updatedAt" => "2021-09-24 10:33:27"
"publicationUrl" => "http://www.wipsociology.org/2020/01/09/why-women-and-firms-lose-out-when-we-celebrate-diversity/"
"publicationInfo" => array:3 [
"pages" => null
"volume" => null
"number" => null
]
"type" => array:2 [
"fr" => "Articles ou vidéos de vulgarisation"
"en" => "Press article, video or other popular media"
]
"support_type" => array:2 [
"fr" => "Presse"
"en" => "Press"
]
"countries" => array:2 [
"fr" => null
"en" => null
]
"abstract" => array:2 [
"fr" => null
"en" => null
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-21T16:21:43.000Z"
]
+lang: "fr"
+"_type": "_doc"
+"_score": 6.652493
+"parent": null
}
11 => Essec\Faculty\Model\Contribution {#2265
#_index: "academ_contributions"
#_id: "11132"
#_source: array:18 [
"id" => "11132"
"slug" => "pink-silos-in-start-up-funding-and-how-to-avoid-them"
"yearMonth" => "2019-09"
"year" => "2019"
"title" => "‘Pink Silos’ in Start-up Funding and How to Avoid Them"
"description" => "SOLAL, I. (2019). ‘Pink Silos’ in Start-up Funding and How to Avoid Them. <i>INSEAD Knowledge</i>."
"authors" => array:1 [
0 => array:3 [
"name" => "SOLAL Isabelle"
"bid" => "B00786831"
"slug" => "solal-isabelle"
]
]
"ouvrage" => ""
"keywords" => []
"updatedAt" => "2021-09-24 10:33:27"
"publicationUrl" => "https://knowledge.insead.edu/entrepreneurship/pink-silos-in-start-up-funding-and-how-to-avoid-them-12471"
"publicationInfo" => array:3 [
"pages" => null
"volume" => null
"number" => null
]
"type" => array:2 [
"fr" => "Articles ou vidéos de vulgarisation"
"en" => "Press article, video or other popular media"
]
"support_type" => array:2 [
"fr" => "Presse"
"en" => "Press"
]
"countries" => array:2 [
"fr" => "France"
"en" => "France"
]
"abstract" => array:2 [
"fr" => null
"en" => null
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-21T16:21:43.000Z"
]
+lang: "fr"
+"_type": "_doc"
+"_score": 6.652493
+"parent": null
}
12 => Essec\Faculty\Model\Contribution {#2266
#_index: "academ_contributions"
#_id: "14188"
#_source: array:18 [
"id" => "14188"
"slug" => "not-my-ceo-the-impact-of-organizational-context-on-the-ceo-gender-approval-gap"
"yearMonth" => "2022-09"
"year" => "2022"
"title" => "Not my CEO: The impact of organizational context on the CEO gender approval gap"
"description" => "BRENNER, S., SOLAL, I. et WERNICKE, G. (2022). Not my CEO: The impact of organizational context on the CEO gender approval gap. Dans: 2022 Strategic Management Society Annual Conference. London."
"authors" => array:3 [
0 => array:3 [
"name" => "SOLAL Isabelle"
"bid" => "B00786831"
"slug" => "solal-isabelle"
]
1 => array:1 [
"name" => "BRENNER S."
]
2 => array:1 [
"name" => "WERNICKE G."
]
]
"ouvrage" => "2022 Strategic Management Society Annual Conference"
"keywords" => []
"updatedAt" => "2023-07-21 01:00:38"
"publicationUrl" => null
"publicationInfo" => array:3 [
"pages" => ""
"volume" => ""
"number" => ""
]
"type" => array:2 [
"fr" => "Communications dans une conférence"
"en" => "Presentations at an Academic or Professional conference"
]
"support_type" => array:2 [
"fr" => null
"en" => null
]
"countries" => array:2 [
"fr" => null
"en" => null
]
"abstract" => array:2 [
"fr" => ""
"en" => ""
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-21T16:21:43.000Z"
]
+lang: "fr"
+"_type": "_doc"
+"_score": 6.652493
+"parent": null
}
13 => Essec\Faculty\Model\Contribution {#2267
#_index: "academ_contributions"
#_id: "11002"
#_source: array:18 [
"id" => "11002"
"slug" => "women-dont-mean-business-gender-penalty-in-board-composition"
"yearMonth" => "2019-10"
"year" => "2019"
"title" => "Women don’t mean business? Gender penalty in board composition"
"description" => "SOLAL, I. et SNELLMAN, K. (2019). Women don’t mean business? Gender penalty in board composition. <i>Organization Science</i>, 30(6), pp. 1270-1288."
"authors" => array:2 [
0 => array:3 [
"name" => "SOLAL Isabelle"
"bid" => "B00786831"
"slug" => "solal-isabelle"
]
1 => array:1 [
"name" => "SNELLMAN Kaisa"
]
]
"ouvrage" => ""
"keywords" => []
"updatedAt" => "2023-03-06 16:28:18"
"publicationUrl" => "https://pubsonline.informs.org/doi/10.1287/orsc.2019.1301"
"publicationInfo" => array:3 [
"pages" => "1270-1288"
"volume" => "30"
"number" => "6"
]
"type" => array:2 [
"fr" => "Articles"
"en" => "Journal articles"
]
"support_type" => array:2 [
"fr" => "Revue scientifique"
"en" => "Scientific journal"
]
"countries" => array:2 [
"fr" => null
"en" => null
]
"abstract" => array:2 [
"fr" => "We examine investor responses to board diversity and highlight a previously unexplored mechanism to explain negative market reactions to senior female appointments. Drawing on signaling theory, we propose that an increase in board diversity leads investors to update their beliefs about firm preferences. Specifically, we argue that a gender-diverse board is interpreted as revealing a preference for diversity and a weaker commitment to shareholder value. Consequently, firms with more female directors will be penalized. We test our argument using 14 years of panel data on U.S. public firms. We find that firms that increase board diversity suffer a decrease in market value and that this effect is amplified for firms that have received higher ratings for their diversity practices across the organization. These results suggest that observers respond to the presence of female leaders not simply on their own merit but as broader cues of firm preferences and that firms may counteract any potential signaling effect through careful framing."
"en" => "We examine investor responses to board diversity and highlight a previously unexplored mechanism to explain negative market reactions to senior female appointments. Drawing on signaling theory, we propose that an increase in board diversity leads investors to update their beliefs about firm preferences. Specifically, we argue that a gender-diverse board is interpreted as revealing a preference for diversity and a weaker commitment to shareholder value. Consequently, firms with more female directors will be penalized. We test our argument using 14 years of panel data on U.S. public firms. We find that firms that increase board diversity suffer a decrease in market value and that this effect is amplified for firms that have received higher ratings for their diversity practices across the organization. These results suggest that observers respond to the presence of female leaders not simply on their own merit but as broader cues of firm preferences and that firms may counteract any potential signaling effect through careful framing."
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-21T16:21:43.000Z"
]
+lang: "fr"
+"_type": "_doc"
+"_score": 6.652493
+"parent": null
}
14 => Essec\Faculty\Model\Contribution {#2268
#_index: "academ_contributions"
#_id: "11127"
#_source: array:18 [
"id" => "11127"
"slug" => "gig-workers-during-the-covid-19-crisis-in-france-financial-precarity-and-mental-well-being"
"yearMonth" => "2020-09"
"year" => "2020"
"title" => "Gig Workers during the COVID-19 Crisis in France: Financial Precarity and Mental Well-Being"
"description" => "APOUEY, B., ROULET, A., SOLAL, I. et STABILE, M. (2020). Gig Workers during the COVID-19 Crisis in France: Financial Precarity and Mental Well-Being. <i>Journal of Urban Health</i>, 97, pp. 776-795."
"authors" => array:4 [
0 => array:3 [
"name" => "SOLAL Isabelle"
"bid" => "B00786831"
"slug" => "solal-isabelle"
]
1 => array:1 [
"name" => "APOUEY Bénédicte"
]
2 => array:1 [
"name" => "ROULET Alexandra"
]
3 => array:1 [
"name" => "STABILE Mark"
]
]
"ouvrage" => ""
"keywords" => array:4 [
0 => "Gig economy"
1 => "Financial precarity"
2 => "Health and well-being "
3 => "COVID-19"
]
"updatedAt" => "2021-09-24 10:33:27"
"publicationUrl" => "https://link.springer.com/article/10.1007%2Fs11524-020-00480-4"
"publicationInfo" => array:3 [
"pages" => "776-795"
"volume" => "97"
"number" => null
]
"type" => array:2 [
"fr" => "Articles"
"en" => "Journal articles"
]
"support_type" => array:2 [
"fr" => "Revue scientifique"
"en" => "Scientific journal"
]
"countries" => array:2 [
"fr" => "Allemagne"
"en" => "Germany"
]
"abstract" => array:2 [
"fr" => "We set out to explore how precarious workers, particularly those employed in the gig economy, balance financial uncertainty, health risks, and mental well-being. We surveyed and interviewed precarious workers in France during the COVID-19 crisis, in March and April 2020. We oversampled gig economy workers, in particular in driving and food delivery occupations (hereafter drivers and bikers), residing in metropolitan areas. These workers cannot rely on stable incomes and are excluded from the labor protections offered to employees, features which have been exacerbated by the crisis. We analyzed outcomes for precarious workers during the mandatory lockdown in France as an extreme case to better understand how financial precarity relates to health risks and mental well-being. Our analysis revealed that 3 weeks into the lockdown, 56% of our overall sample had stopped working and respondents had experienced a 28% income drop on average. Gig economy drivers reported a significant 20 percentage point larger income decrease than other workers in our sample. Bikers were significantly more likely to have continued working outside the home during the lockdown. Yet our quantitative analysis also revealed that stress and anxiety levels were not higher for these groups and that bikers in fact reported significantly lower stress levels during the lockdown. While this positive association between being a biker and mental health may be interpreted in different ways, our qualitative data led to a nuanced understanding of the effect of gig work on mental well-being in this population group."
"en" => "We set out to explore how precarious workers, particularly those employed in the gig economy, balance financial uncertainty, health risks, and mental well-being. We surveyed and interviewed precarious workers in France during the COVID-19 crisis, in March and April 2020. We oversampled gig economy workers, in particular in driving and food delivery occupations (hereafter drivers and bikers), residing in metropolitan areas. These workers cannot rely on stable incomes and are excluded from the labor protections offered to employees, features which have been exacerbated by the crisis. We analyzed outcomes for precarious workers during the mandatory lockdown in France as an extreme case to better understand how financial precarity relates to health risks and mental well-being. Our analysis revealed that 3 weeks into the lockdown, 56% of our overall sample had stopped working and respondents had experienced a 28% income drop on average. Gig economy drivers reported a significant 20 percentage point larger income decrease than other workers in our sample. Bikers were significantly more likely to have continued working outside the home during the lockdown. Yet our quantitative analysis also revealed that stress and anxiety levels were not higher for these groups and that bikers in fact reported significantly lower stress levels during the lockdown. While this positive association between being a biker and mental health may be interpreted in different ways, our qualitative data led to a nuanced understanding of the effect of gig work on mental well-being in this population group."
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-21T16:21:43.000Z"
]
+lang: "fr"
+"_type": "_doc"
+"_score": 6.652493
+"parent": null
}
15 => Essec\Faculty\Model\Contribution {#2269
#_index: "academ_contributions"
#_id: "12751"
#_source: array:18 [
"id" => "12751"
"slug" => "mindfulness-meditation-reduces-guilt-and-prosocial-reparation"
"yearMonth" => "2022-07"
"year" => "2022"
"title" => "Mindfulness meditation reduces guilt and prosocial reparation"
"description" => "HAFENBRACK, A., LAPALME, M. et SOLAL, I. (2022). Mindfulness meditation reduces guilt and prosocial reparation. <i>Journal of Personality and Social Psychology</i>, 123(1), pp. 28-54."
"authors" => array:3 [
0 => array:3 [
"name" => "SOLAL Isabelle"
"bid" => "B00786831"
"slug" => "solal-isabelle"
]
1 => array:1 [
"name" => "HAFENBRACK Andrew"
]
2 => array:1 [
"name" => "LAPALME Matthew"
]
]
"ouvrage" => ""
"keywords" => array:1 [
0 => "mindfulness meditation"
]
"updatedAt" => "2023-01-27 01:00:41"
"publicationUrl" => "https://doi.org/10.1037/pspa0000298"
"publicationInfo" => array:3 [
"pages" => "28-54"
"volume" => "123"
"number" => "1"
]
"type" => array:2 [
"fr" => "Articles"
"en" => "Journal articles"
]
"support_type" => array:2 [
"fr" => "Revue scientifique"
"en" => "Scientific journal"
]
"countries" => array:2 [
"fr" => null
"en" => null
]
"abstract" => array:2 [
"fr" => "The present research investigates whether and how mindfulness meditation influences the guilt-driven tendency to repair harm caused to others. Through a series of eight experiments (N > 1,400), we demonstrate that state mindfulness cultivated via focused-breathing meditation can dampen the relationship between transgressions and the desire to engage in reparative prosocial behaviors."
"en" => "The present research investigates whether and how mindfulness meditation influences the guilt-driven tendency to repair harm caused to others. Through a series of eight experiments (N > 1,400), we demonstrate that state mindfulness cultivated via focused-breathing meditation can dampen the relationship between transgressions and the desire to engage in reparative prosocial behaviors."
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-21T16:21:43.000Z"
]
+lang: "fr"
+"_type": "_doc"
+"_score": 6.652493
+"parent": null
}
16 => Essec\Faculty\Model\Contribution {#2270
#_index: "academ_contributions"
#_id: "13059"
#_source: array:18 [
"id" => "13059"
"slug" => "does-investor-gender-matter-for-the-success-of-female-entrepreneurs-gender-homophily-and-the-stigma-of-incompetence-in-entrepreneurial-finance"
"yearMonth" => "2023-03"
"year" => "2023"
"title" => "Does Investor Gender Matter for the Success of Female Entrepreneurs? Gender Homophily and the Stigma of Incompetence in Entrepreneurial Finance"
"description" => "SNELLMAN, K.E. et SOLAL, I. (2023). Does Investor Gender Matter for the Success of Female Entrepreneurs? Gender Homophily and the Stigma of Incompetence in Entrepreneurial Finance. <i>Organization Science</i>, 34(2), pp. 680-699."
"authors" => array:2 [
0 => array:3 [
"name" => "SOLAL Isabelle"
"bid" => "B00786831"
"slug" => "solal-isabelle"
]
1 => array:1 [
"name" => "SNELLMAN Kaisa E."
]
]
"ouvrage" => ""
"keywords" => array:3 [
0 => "entrepreneurship"
1 => "gender inequality"
2 => "homophily"
]
"updatedAt" => "2024-10-31 13:51:19"
"publicationUrl" => "https://doi.org/10.1287/orsc.2022.1594"
"publicationInfo" => array:3 [
"pages" => "680-699"
"volume" => "34"
"number" => "2"
]
"type" => array:2 [
"fr" => "Articles"
"en" => "Journal articles"
]
"support_type" => array:2 [
"fr" => "Revue scientifique"
"en" => "Scientific journal"
]
"countries" => array:2 [
"fr" => null
"en" => null
]
"abstract" => array:2 [
"fr" => "We propose that homophily aggravates negative gender bias in evaluation. Focusing on the context of entrepreneurship, we theorize that future investors will discount a female entrepreneur’s competence as the key factor in an early-stage investment decision, when the investment comes from a female investor. Consequently, femalebacked female entrepreneurs may struggle to raise additional funds from newinvestors. In a field study of venture-backed startups, we find that firmswithfemalefounderswho received funding from female rather than male VCs are two times less likely to raise additional financing. We find no equivalent investor gender effect for male-founded firms. In an experimental study, we findthat pitchesbyfemale-backedfemale entrepreneurs receive lower evaluations compared with all otherpitches, and that this is driven by perceptions of entrepreneur competence. Our findings suggest that well-intentioned calls for women to invest in women not only place an undue burden on female investors, but may also underminethelong-term success of female entrepreneurs."
"en" => "We propose that homophily aggravates negative gender bias in evaluation. Focusing on the context of entrepreneurship, we theorize that future investors will discount a female entrepreneur’s competence as the key factor in an early-stage investment decision, when the investment comes from a female investor. Consequently, femalebacked female entrepreneurs may struggle to raise additional funds from newinvestors. In a field study of venture-backed startups, we find that firmswithfemalefounderswho received funding from female rather than male VCs are two times less likely to raise additional financing. We find no equivalent investor gender effect for male-founded firms. In an experimental study, we findthat pitchesbyfemale-backedfemale entrepreneurs receive lower evaluations compared with all otherpitches, and that this is driven by perceptions of entrepreneur competence. Our findings suggest that well-intentioned calls for women to invest in women not only place an undue burden on female investors, but may also underminethelong-term success of female entrepreneurs."
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-21T16:21:43.000Z"
]
+lang: "fr"
+"_type": "_doc"
+"_score": 6.652493
+"parent": null
}
17 => Essec\Faculty\Model\Contribution {#2271
#_index: "academ_contributions"
#_id: "14189"
#_source: array:18 [
"id" => "14189"
"slug" => "not-my-ceo-the-impact-of-organizational-context-on-the-ceo-gender-approval-gap"
"yearMonth" => "2022-07"
"year" => "2022"
"title" => "‘Not My CEO’: The impact of organizational context on the CEO gender approval gap"
"description" => "BRENNER, S., SOLAL, I. et WERNICKE, G. (2022). ‘Not My CEO’: The impact of organizational context on the CEO gender approval gap. Dans: 38th European Group for Organizational Studies (EGOS) Colloquium 2022. Vienna."
"authors" => array:3 [
0 => array:3 [
"name" => "SOLAL Isabelle"
"bid" => "B00786831"
"slug" => "solal-isabelle"
]
1 => array:1 [
"name" => "BRENNER S."
]
2 => array:1 [
"name" => "WERNICKE G."
]
]
"ouvrage" => "38th European Group for Organizational Studies (EGOS) Colloquium 2022"
"keywords" => []
"updatedAt" => "2023-07-21 01:00:38"
"publicationUrl" => null
"publicationInfo" => array:3 [
"pages" => ""
"volume" => ""
"number" => ""
]
"type" => array:2 [
"fr" => "Communications dans une conférence"
"en" => "Presentations at an Academic or Professional conference"
]
"support_type" => array:2 [
"fr" => null
"en" => null
]
"countries" => array:2 [
"fr" => null
"en" => null
]
"abstract" => array:2 [
"fr" => ""
"en" => ""
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-21T16:21:43.000Z"
]
+lang: "fr"
+"_type": "_doc"
+"_score": 6.652493
+"parent": null
}
18 => Essec\Faculty\Model\Contribution {#2272
#_index: "academ_contributions"
#_id: "14565"
#_source: array:18 [
"id" => "14565"
"slug" => "not-my-ceo-employee-reactions-to-the-threat-of-female-leadership"
"yearMonth" => "2023-08"
"year" => "2023"
"title" => "‘Not My CEO’: Employee Reactions to the Threat of Female Leadership"
"description" => "BRENNER, S., SOLAL, I. et WERNICKE, G. (2023). ‘Not My CEO’: Employee Reactions to the Threat of Female Leadership. Dans: <i>Academy of Management Annual Meeting Proceedings</i>. Boston: Academy of Management Proceedings."
"authors" => array:3 [
0 => array:3 [
"name" => "SOLAL Isabelle"
"bid" => "B00786831"
"slug" => "solal-isabelle"
]
1 => array:1 [
"name" => "BRENNER Steffen"
]
2 => array:1 [
"name" => "WERNICKE Georg"
]
]
"ouvrage" => "Academy of Management Annual Meeting Proceedings"
"keywords" => []
"updatedAt" => "2024-04-24 11:21:08"
"publicationUrl" => "https://doi.org/10.5465/AMPROC.2023.103bp"
"publicationInfo" => array:3 [
"pages" => ""
"volume" => "2023"
"number" => "1"
]
"type" => array:2 [
"fr" => "Actes d'une conférence"
"en" => "Conference Proceedings"
]
"support_type" => array:2 [
"fr" => "Revue scientifique"
"en" => "Scientific journal"
]
"countries" => array:2 [
"fr" => null
"en" => null
]
"abstract" => array:2 [
"fr" => "We explore the impact of gender on a CEO’s ability to garner the support of their employees. Employing the lens of group competition theory to understand the female leadership penalty, we theorize that negative reactions toward women in senior positions are motivated in part by the perceived threat these women pose to the existing gender hierarchy. As women increasingly move into positions previously held by men, and as diversity programs lead to shifts in the balance of power, gender is likely to become more salient and trigger negative reactions. Exploiting data from close to a million employee reviews of U.S. listed firms from Glassdoor.com, we show that female CEOs receive lower employee approval ratings compared to male CEOs, and that this is driven primarily by male employees. Our results are robust to controls for firm performance, reviewer ratings of employment conditions, as well as indicators of managerial quality as measured by educational credentials, board memberships, and other achievements. We further find that the organization’s diversity ratings moderate the relationship between CEO gender and employee approval, such that female CEOs are especially penalized among firms that have made substantial progress in promoting women and minorities. Implications for female leadership are discussed."
"en" => "We explore the impact of gender on a CEO’s ability to garner the support of their employees. Employing the lens of group competition theory to understand the female leadership penalty, we theorize that negative reactions toward women in senior positions are motivated in part by the perceived threat these women pose to the existing gender hierarchy. As women increasingly move into positions previously held by men, and as diversity programs lead to shifts in the balance of power, gender is likely to become more salient and trigger negative reactions. Exploiting data from close to a million employee reviews of U.S. listed firms from Glassdoor.com, we show that female CEOs receive lower employee approval ratings compared to male CEOs, and that this is driven primarily by male employees. Our results are robust to controls for firm performance, reviewer ratings of employment conditions, as well as indicators of managerial quality as measured by educational credentials, board memberships, and other achievements. We further find that the organization’s diversity ratings moderate the relationship between CEO gender and employee approval, such that female CEOs are especially penalized among firms that have made substantial progress in promoting women and minorities. Implications for female leadership are discussed."
]
"authors_fields" => array:2 [
"fr" => "Management"
"en" => "Management"
]
"indexedAt" => "2024-12-21T16:21:43.000Z"
]
+lang: "fr"
+"_type": "_doc"
+"_score": 6.652493
+"parent": null
}
]
"avatar" => "https://faculty.essec.edu/wp-content/uploads/avatars/B00786831.jpg"
"contributionCounts" => 19
"personalLinks" => array:2 [
0 => "<a href="https://orcid.org/0000-0003-2392-580X" target="_blank">ORCID</a>"
1 => "<a href="https://scholar.google.com/citations?hl=fr&user=ILbUrGYAAAAJ" target="_blank">Google scholar</a>"
]
"docTitle" => "Isabelle SOLAL"
"docSubtitle" => "Professeur assistant"
"docDescription" => "Département: Management<br>Campus de Cergy"
"docType" => "cv"
"docPreview" => "<img src="https://faculty.essec.edu/wp-content/uploads/avatars/B00786831.jpg"><span><span>Isabelle SOLAL</span><span>B00786831</span></span>"
"academ_cv_info" => ""
]
#_index: "academ_cv"
+lang: "fr"
+"_type": "_doc"
+"_score": 5.3375382
+"parent": null
}
