The Initial Assignment Effect
The Initial Assignment Effect
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初始分配效果
DOI：
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发表时间：
2011
期刊：
影响因子：
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通讯作者：
Katherine C. Kellogg
中科院分区：
文献类型：
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作者：
F. Briscoe;Katherine C. Kellogg
组织中不平等的一个最大悖论是，即使组织引入了旨在帮助传统弱势群体员工取得成功的新计划，使用这些计划的员工也经常遭受负面的职业后果。这项研究有助于填补文献中的一个重大空白，调查当地雇主的做法如何使员工能够成功地使用旨在使他们受益的计划。使用的研究方法，控制监管环境和程序设计，我们分析了独特的纵向人员数据，从一家大型律师事务所证明，分配给强大的主管后，组织进入提高个人的职业生涯成果谁后来使用减少小时计划。此外，我们发现，最初分配给强大的主管是更重要的积极的职业生涯的结果，即员工保留和绩效工资比的因素，如主管分配在程序使用的时候。最初的分配影响职业生涯的结果，为后来的程序用户通过改善获得声誉建设的工作机会的机制。这些发现对工作家庭计划和其他工作权利计划的研究以及社会资本在职业生涯中的作用具有启示意义。
One of the great paradoxes of inequality in organizations is that even when organizations introduce new programs designed to help employees in traditionally disadvantaged groups succeed, employees who use these programs often suffer negative career consequences. This study helps to fill a significant gap in the literature by investigating how local employer practices can enable employees to successfully use the programs designed to benefit them. Using a research approach that controls for regulatory environment and program design, we analyze unique longitudinal personnel data from a large law firm to demonstrate that assignment to powerful supervisors upon organization entry improves career outcomes for individuals who later use a reduced-hours program. Additionally, we find that initial assignment to powerful supervisors is more important to positive career outcomes—that is, employee retention and performance-based pay—than are factors such as supervisor assignment at the time of program use. Initial assignment affects career outcomes for later program users through the mechanism of improved access to reputation-building work opportunities. These findings have implications for research on work-family programs and other employee-rights programs and for the role of social capital in careers.
影响因子：
7.6
作者：
Biernat, M;Kobrynowicz, D
通讯作者：
Kobrynowicz, D