Doctoral Dissertation Research: Organizational Determinants of the Gender Gap in Evaluative Ratings in the Uruguayan State

这一博士论文研究项目将调查用于决定晋升的评估评级中性别差距的组织决定因素。这项研究的目的是加深我们对为什么以及如何在一些组织中继续将妇女排除在管理层之外的理解。到目前为止，还没有关于这种评级差距如何造成性别不平等的系统研究。因此，本研究提出的问题是：为什么评价等级存在性别差异？为什么有些工作场所的这种差距比其他工作场所更大？将使用乌拉圭国家四个机构(公共卫生部、教育部、金融银行和社会预测银行)的比较数据，审查从组织中性别不平等的两种替代模式得出的五项预测。根据结构模型，预计在工作结构(女性比例、工作可见度和管理任务不确定性)强化上级偏见判断的组织中，性别评级差距将更大。相比之下，根据“性别逻辑模型”，在性别偏见嵌入评价因素的方式(即因素所包含的任务/技能和因素权重)的组织中，性别评级差距预计会更大。为了检查这些预期，将在四个组织中的每个组织中使用三个数据来源：对主管的调查、组织备忘录和关于每个组织的汇总量化信息。这个项目将通过分析组织晋升中的一个关键因素，即上级对下属的评估，来增加我们对组织中性别不平等原因的日益增长的了解。

This doctoral dissertation research project will investigate the organizational determinants of the gender gap in the evaluative ratings which are used to determine promotions. The objective of this research is to further our understanding of why and how women in some organizations continue to be excluded from management. To date there have been no systematic studies of how gender inequalities could be caused by such a rating gap. Therefore, this research asks: Why does an evaluative rating gap between the sexes exist? Why is this gap greater in some workplaces than others? Five predictions derived from two alternative models of gender inequality in organizations will be examined using comparative data from four agencies of the Uruguayan State (the Ministry of Public Health, the Ministry of Education, the Financial Bank, and the Bank of Social Prevision). According to the "structural model" it is expected that the gender ratings gap will be larger in organizations where the structure of work (proportion of women, job visibility, and management task uncertainty) reinforces superior's biased judgments. In contrast, according to the "gendered logic model" it is expected that the gender ratings gap will be larger in organizations where gender bias is embedded in the way the evaluation factors are constructed (i.e., in the tasks/skills included in the factors and the factor weights). In order to examine these expectations three data sources will be used in each of the four organization: a survey of supervisors, organizational memoranda, and aggregate quantitative information about each organization. This project will add to our growing knowledge about the causes of gender inequalities in organizations by analyzing one of the key factors in organizational promotions, the evaluations that superiors make of their subordinates.