Gender, Race, and Meritocracy in Organizational Careers1
Gender, Race, and Meritocracy in Organizational Careers1
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组织职业生涯中的性别、种族和精英管理1
DOI：
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发表时间：
2008
影响因子：
4.4
通讯作者：
Emilio J. Castilla
中科院分区：
文献类型：
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作者：
Emilio J. Castilla
这项研究通过调查基于功绩的奖励制度在塑造工资和晋升方面的性别和种族差异方面的核心作用，帮助填补了关于组织和不平等的文献中的一个重大空白。作者开发并测试了一套隔离绩效奖励偏差过程的命题，即女性和少数族裔在绩效评估中获得的薪酬低于白人男性。利用一家大型服务机构的人员数据，作者实证地证实了这种偏见的存在，并表明在考虑到绩效评级等因素后，性别、种族和国籍差异继续影响薪酬增长。这一发现表明，许多采用择优做法和政策的当代雇主面临着严峻的挑战。尽管采取这些政策往往是为了激励员工并确保精英制度，但透明度和问责制有限的政策实际上可能会增加归因性偏见，减少工作场所的公平。
This study helps to fill a significant gap in the literature on organizations and inequality by investigating the central role of merit‐based reward systems in shaping gender and racial disparities in wages and promotions. The author develops and tests a set of propositions isolating processes of performance‐reward bias, whereby women and minorities receive less compensation than white men with equal scores on performance evaluations. Using personnel data from a large service organization, the author empirically establishes the existence of this bias and shows that gender, race, and nationality differences continue to affect salary growth after performance ratings are taken into account, ceteris paribus. This finding demonstrates a critical challenge faced by the many contemporary employers who adopt merit‐based practices and policies. Although these policies are often adopted in the hope of motivating employees and ensuring meritocracy, policies with limited transparency and accountability can actually increase ascriptive bias and reduce equity in the workplace.
DOI：
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发表时间：
1972
期刊：
--
影响因子：
--
作者：
D. Cox
通讯作者：
D. Cox
影响因子：
7.6
作者：
Biernat, M;Kobrynowicz, D
通讯作者：
Kobrynowicz, D
影响因子：
9.9
作者：
TURBAN, DB;JONES, AP
通讯作者：
JONES, AP