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

博士论文研究：乌拉圭国家评价中性别差距的组织决定因素

• 批准号: 9977673
• 负责人: David Hachen
• 金额: $ 0.74万
• 依托单位: University of Notre Dame
• 依托单位国家: 美国
• 项目类别: Standard Grant
• 财政年份: 1999
• 资助国家: 美国
• 起止时间: 1999-09-01 至 2000-08-31
• 项目状态: 已结题
• 来源: https://www.nsf.gov/awardsearch/showAward?AWD_ID=9977673&HistoricalAwards=false
• 关键词: Doctoral; Dissertation; Research; Organizational; Determinants

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.

该博士论文研究项目将调查用于确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某些组织中女性为何以及如何继续被排除在管理层之外的理解。迄今为止，还没有系统研究这种评级差距如何导致性别不平等。因此，本研究提出这样的问题：为什么性别之间存在评价差距？为什么某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、金融银行和社会预防银行）的比较数据来审查根据组织中性别不平等的两种替代模型得出的五项预测。根据“结构模型”，在工作结构（女性比例、工作可见性和管理任务不确定性）强化上级偏见判断的组织中，性别评级差距预计会更大。相比之下，根据“性别逻辑模型”，在评估因素的构建方式（即因素和因素权重中包含的任务/技能）中嵌入性别偏见的组织中，性别评级差距预计会更大。为了检查这些期望，四个组织中的每一个都将使用三个数据源：对主管的调查、组织备忘录以及有关每个组织的汇总定量信息。该项目将通过分析组织晋升的关键因素之一，即上级对其下属的评价，增加我们对组织中性别不平等原因的了解。