Doctoral Dissertation Research: An Audit Study to Understand Hiring Practices

博士论文研究：了解招聘实践的审计研究

• 批准号: 1405719
• 负责人: Vincent Roscigno
• 金额: $ 1.11万
• 依托单位: Ohio State University
• 依托单位国家: 美国
• 项目类别: Standard Grant
• 财政年份: 2014
• 资助国家: 美国
• 起止时间: 2014-08-01 至 2016-07-31
• 项目状态: 已结题
• 来源: https://www.nsf.gov/awardsearch/showAward?AWD_ID=1405719&HistoricalAwards=false
• 关键词: Doctoral; Dissertation; Research; Audit; Study

Despite significant progress over the past few decades, women's workplace achievements continue to lag behind those of men. Gender disparities are due, in part, to occupational segregation - the social pattern in which men and women occupy different, often unequal jobs, frequently in different industries. Indeed, research indicates that occupational segregation is even more important than within-job disparities in the unequal distribution of resources among men and women. While there is significant evidence to suggest that women and men do make different occupational choices, limited research exists on employers' actual hiring practices in regard to gender. Thus, there are gaps in our understanding of the extent of gender discrimination in the United States and the role it plays in occupational segregation. By collecting data on employer practices across the United States, this dissertation will investigate hiring discrimination on the basis of gender in both white-collar and working-class occupations and pinpoint characteristics associated with it. Analyses will address whether hiring discrimination is heightened in working-class jobs, as many scholars speculate, and thus, is a fundamental reason for relatively few women and starker occupational segregation patterns in working-class jobs, compared to white-collar jobs. This study will also examine whether labor market conditions, such as job growth patterns and regional variation, affect the degree of social closure mechanisms, an important yet understudied area in the hiring literature. Lastly, the research will examine whether higher levels of human capital can compensate for inequality derived from ascribed statuses (i.e., sex) during the hiring process. This research advances gender stratification and organizational theories by evaluating the role that merit plays in hiring practices and has crucial, direct implications for employment hiring and nationwide legal policies.Utilizing a resumé audit study the research will investigate the presence of, and contexts associated with, hiring gender discrimination in eight states across five U.S. regions, and examine how qualifications moderate gender discrimination in white-collar and working-class occupations. Resumé audit tests provide compelling data for hiring discrimination because job choices, qualifications and productivity levels are held constant between the two candidates, only the gender changes. This project is based on 2,000 matched pairs of resumés and will conduct analyses on the callback rates for the male and female candidates and analyze results by occupation, labor market conditions, occupational sex ratios, and regions. There are many direct impacts that can develop from this research on discrimination and work. There are plans to widely disseminate the findings in both academic and public forums where these impacts can be maximized. Additionally, valuable research experience will be provided to undergraduate students working on this project. They will be directly involved in data collection, and will have the opportunity to write an undergraduate thesis out of preliminary data. In addition to learning about hiring discrimination, they will be able to leverage their research and writing experience in future job or graduate school opportunities.

尽管在过去几十年中取得了重大进展，但妇女在工作场所的成就仍然落后于男子。性别差距部分是由于职业隔离-在这种社会模式下，男子和妇女往往在不同的行业从事不同的、往往不平等的工作。事实上，研究表明，在男女资源分配不平等方面，职业隔离甚至比工作内部的差距更重要。虽然有大量证据表明，妇女和男子确实作出不同的职业选择，但对雇主在性别方面的实际雇用做法的研究有限。因此，我们对美国性别歧视的程度及其在职业隔离中所起的作用的理解存在差距。本文通过收集美国各地雇主实践的数据，调查白领和工人阶级职业中基于性别的雇佣歧视，并找出与之相关的特征。分析将解决雇佣歧视是否像许多学者推测的那样在工人阶级工作中加剧，从而，这是造成与白领工作相比，工人阶级工作中女性人数相对较少，职业隔离模式更为严重的根本原因。本研究还将考察就业增长模式和区域差异等劳动力市场条件是否会影响社会封闭机制的程度，这是招聘文献中一个重要但未充分研究的领域。最后，研究将探讨更高水平的人力资本是否可以补偿归因于地位的不平等（即，在招聘过程中。 这项研究通过评估价值在招聘实践中的作用来推进性别分层和组织理论，并对就业招聘和全国法律的政策产生至关重要的直接影响。这项研究将利用一项审计研究调查美国五个地区八个州的招聘性别歧视的存在及其相关背景，并研究学历如何缓和白领和工人阶级职业中的性别歧视。简历审核测试为招聘歧视提供了令人信服的数据，因为两名候选人的工作选择、资格和生产力水平保持不变，只有性别发生了变化。 该项目以2 000对配对的候选人为基础，将对男女候选人的再次录用率进行分析，并按职业、劳动力市场条件、职业性别比例和地区对结果进行分析。这项关于歧视和工作的研究可以产生许多直接影响。计划在学术和公共论坛上广泛传播研究结果，以便最大限度地发挥这些影响。此外，宝贵的研究经验将提供给本科生在这个项目上工作。他们将直接参与数据收集，并将有机会用初步数据撰写本科论文。除了了解就业歧视，他们将能够利用他们的研究和写作经验，在未来的工作或研究生院的机会。