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

本博士论文研究项目将探讨在用于确定晋升的评估评级中的性别差距的组织决定因素。这项研究的目的是进一步了解为什么以及如何在一些组织中的妇女继续被排除在管理之外。到目前为止，还没有系统研究这种评级差距如何导致性别不平等。因此，本研究提出了一个问题：为什么两性之间存在评价等级差距？为什么有些工作场所的这种差距比其他工作场所更大？将利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，对从组织中两性不平等的两种替代模式得出的五项预测进行审查。根据“结构模型”，预计在工作结构（妇女比例、工作能见度和管理任务不确定性）强化了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“性别化逻辑模型”，在评价因素的构建方式中存在性别偏见的组织中，性别评级差距预计会更大（即，包括在因素和因素权重中的任务/技能）。为了研究这些期望，将在四个组织中的每一个使用三个数据源：对主管的调查，组织备忘录，以及关于每个组织的汇总定量信息。该项目将通过分析组织晋升的一个关键因素，即上级对下级的评价，增加我们对组织中两性不平等原因的了解。

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.