Intersections of Power and Privilege
Intersections of Power and Privilege
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权力与特权的交叉点
DOI：
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发表时间：
2009
期刊：
影响因子：
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通讯作者：
Donald Tomaskovic
中科院分区：
文献类型：
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作者：
Kevin Stainback;Donald Tomaskovic
本文探讨后民权法案的趋势，在私营部门的管理代表白色男子，白色妇女，黑人男子和黑人妇女。我们研究了三个因素如何影响管理职位的变化：（1）产业结构调整，（2）自下而上的归属过程，（3）组织特征。考虑到劳动力供给的构成变化，我们发现，自1966年以来，白色男性管理人员的比例几乎没有变化，即使其他地位群体有所增加。妇女和黑人在机会平等方面取得的进展有很大一部分发生在不断扩大的经济服务部门。我们还发现，女性和少数民族的收益是在更大，更管理密集型的工作场所增强。对于所有群体来说，管理代表性越来越多地与非管理工作中类似的其他人的存在联系在一起。进一步的研究揭示了一个新的管理者和下属的地位等级制度--一个白色男人可能管理所有种族男人的等级制度。相比之下，白色女性在管理有色人种女性方面正在意识到一种日益增长的种族特权。
This article examines post–Civil Rights Act trends in private sector managerial representation for white men, white women, black men, and black women. We examine how three factors affect changing access to managerial positions: (1) industrial restructuring, (2) the process of bottom-up ascription, and (3) organizational characteristics. Accounting for compositional shifts in the labor supply, we find that white male managerial overrepresentation remains virtually unchanged since 1966, even while other status groups make gains. A significant portion of the observed equal opportunity advance for women and blacks takes place in the expanding service sectors of the economy. We also find that female and minority gains are enhanced in larger and more managerially intensive workplaces. For all groups, managerial representation is increasingly tied to the presence of similar others in nonmanagerial jobs. Further examination reveals a new status hierarchy of managers and subordinates—a hierarchy wherein white men are likely to manage men of all races. White women, in comparison, are realizing a growing racial privilege in managing women of color.