Management Matters: Consequences of Managerial Composition

管理事务：管理人员构成的后果

• 批准号: 0647265
• 负责人: Philip Cohen
• 金额: $ 13.98万
• 依托单位: University of North Carolina at Chapel Hill
• 依托单位国家: 美国
• 项目类别: Standard Grant
• 财政年份: 2007
• 资助国家: 美国
• 起止时间: 2007-04-15 至 2009-03-31
• 项目状态: 已结题
• 来源: https://www.nsf.gov/awardsearch/showAward?AWD_ID=0647265&HistoricalAwards=false
• 关键词: Management; Matters; Consequences; Managerial; Composition

As gatekeepers and policymakers, managers are central to labor market inequality. Managerial positions are a scarce resource, unequally distributed. However, much less frequently studied is how managers themselves affect the relative status of their subordinates. We address this question by examining the association between managerial composition and inequality among nonmanagerial workers. We use data on specific organizations over time from the Equal Employment Opportunity Commission and a national sample of U.S. workers from the 2000 U.S. Census.The exclusion of members of subordinate groups from positions of authority is known to be an important part of labor market inequality. We shift the focus by asking whether the presence of members of subordinate groups in positions of authority brings benefits to those who are in nonmanagerial positions. Our perspective is unique, explicitly considering the social context within which the relevant actors are found: the organizational establishment, the industry, and the local labor market. Our research also contributes to a much more general sociological question: What are the connections between members of subordinate groups across the boundaries of social hierarchies?Our analysis will feature statistical models of trajectories of occupational segregation among establishments, using longitudinal data, and population-based analysis of wage inequality among workers in the U.S. Census. Both our longitudinal analysis of individual establishments and our cross-sectional analysis of population-based relationships explicitly take into account contextual dynamics using appropriate statistical methods.Broader impact. We address issues relevant to pressing policy problems. Who holds management positions has been a persistent question since the introduction of affirmative action and subsequent "glass ceiling" investigations. However, despite widespread assumptions, there is almost no direct research on the effects for others of the race/ethnic and gender permeability of management. If female and minority managers are associated with lower levels of inequality among their subordinates, then affirmative action may emerge as beneficial to a wider population of workers. However, if there are no benefits for nonmanagerial workers, then more efforts at nonmanagerial levels may be called for. These include anti-discrimination legislation and enforcement, or policies to promote equal pay for comparable work.This project also aims explicitly at developing future research capacity. We will train graduate students in the knowledge and practices associated with this research; these students will be active research partners, developing their own ideas and projects. We will produce datasets, measures and statistical procedures that can be used to study a wider array of questions.

作为看门人和政策制定者，管理者是劳动力市场不平等的核心。管理职位是一种稀缺资源，分配不均。然而，很少有人研究管理者本身如何影响下属的相对地位。我们通过研究管理人员组成与非管理人员不平等之间的关系来解决这个问题。我们使用了来自平等就业机会委员会（Equal Employment Opportunity Commission）的特定组织的数据，以及来自2000年美国人口普查的美国工人全国样本。将下属群体的成员排除在权威职位之外是劳动力市场不平等的重要组成部分。我们通过询问下属群体成员在权威职位上的存在是否会给那些处于非管理职位的人带来好处来转移焦点。我们的观点是独特的，明确考虑到社会背景下，相关的演员被发现：组织机构，行业和当地的劳动力市场。我们的研究还有助于回答一个更普遍的社会学问题：跨越社会等级界限的下属群体成员之间的联系是什么？我们的分析将采用纵向数据和基于人口的美国人口普查中工人工资不平等分析，对企业之间职业隔离的轨迹进行统计模型。我们对个体机构的纵向分析和对基于人口的关系的横截面分析都明确考虑了使用适当统计方法的背景动态。我们处理与紧迫的政策问题有关的问题。自从采取平权行动和随后的“玻璃天花板”调查以来，谁担任管理职位一直是一个持续存在的问题。然而，尽管有广泛的假设，几乎没有直接的研究对其他人的种族/民族和性别的渗透管理的影响。如果女性和少数族裔管理人员与其下属之间的不平等程度较低有关，那么肯定行动可能会对更广泛的工人群体有利。然而，如果对非管理人员没有好处，那么就需要在非管理层面上做出更多的努力。这些措施包括反歧视立法和执法，或促进同工同酬的政策，该项目还明确旨在发展未来的研究能力。我们将培训研究生与本研究相关的知识和实践;这些学生将积极的研究伙伴，发展自己的想法和项目。我们将制作数据集，措施和统计程序，可用于研究更广泛的问题。