Doctoral Dissertation Research: Academic Performance,Gender and Hiring

博士论文研究：学术表现，性别和招聘研究一致表明，教育水平的差异-例如，高中文凭和学士学位--与不同的劳动力市场结果有关，包括收入和职业声望。学者们还不明白学士学位者之间的学习成绩差异是否也会导致就业不平等。这个问题是一个重要的考虑因素，不仅因为成绩在学生群体中是分层的，而且因为学生在学习成绩上投入的时间和努力程度不同。尤其是女性，她们通常比男性成绩更高，花在学术活动上的时间也更多，但目前还不清楚这些努力在招聘时是否有回报。因此，该项目解决了三个关键问题：在劳动力市场上是否存在学习成绩的回报？如果是，它们是什么？那么，这些回报对男性和女性来说是不同的吗？ 这项研究可以帮助我们理解男女之间持续存在的不平等。这项研究将通过两项相关研究中收集的原始实验数据来回答这些问题。研究1是一个在线审计实验，也被称为现场实验或函授研究。配对的工作申请将被发送到美国五个大都市地区的大约1，250个入门级雇主，申请人的大学GPA，性别和专业将被实验性地操纵，以确定其对几个劳动力市场结果的因果影响，包括回调率和潜在的起薪。研究2是一个在线调查实验，旨在分析研究1中观察到的模式背后的机制。一群正在美国公司招聘决策者的受访者将评估研究1中展示的相同简历，并提供有关申请人及其资历的反馈。这些研究将有助于解释雇主如何以及为什么评估男性和女性的学习成绩，同时可能揭示从大学到工作过渡中的重要不平等。 这项研究有助于社会学研究持续的不平等，以及有实际意义的人力资源和其他管理人员有兴趣促进多样性和工作场所的公平。

Doctoral Dissertation Research: Academic Performance, Gender, and HiringResearch consistently shows that differences in levels of education--e.g., a high school diplomaversus a Bachelor's degree--are associated with different labor market outcomes, including earnings and occupational prestige. Scholars do not yet understand whether differences in academic performance among those with Bachelor's degrees also contribute to employment inequalities. This question is an important consideration not only because achievement is stratified within the student population, but also because students differ in the extent to which they invest time and effort in their academic performance. Women, in particular, typically have higher grades and spend more time on academic activities than men, but it is unclear whether these efforts pay off at the point of hiring. Accordingly, this project addresses three key questions: Are there returns to academic performance in the labor market? If so, what are they? And, do these returns vary for men and women? This research can help us understand persistent inequalities between women and men.The research will conduct original, experimental data collected in two related studies to answer these questions. Study 1 is an online audit experiment, also known as a field experiment or correspondence study. Matched pairs of job applications will be sent to approximately 1,250 entry-level employers in five metropolitan areas in the U.S. Applicants' college GPA, gender, and major will be experimentally manipulated to establish their causal effects on several labor market outcomes, including callback rate and potential starting salary. Study 2 is an online survey experiment designed to analyze the mechanisms behind the patterns observed in Study 1. A pool of respondents who are hiring decision-makers at U.S. firms will evaluate the same resumes presented in Study 1 and provide feedback about applicants and their credentials. Taken together, these studies will help explain how and why employers evaluate academic performance for men and women, while potentially uncovering important inequalities in the transition from college to work. This research contributes to sociological research on persistent inequalities as well as has practical implications for human resource and other managers interested in promoting diversity and workplace fairness.