在职位晋升过程中建模性别差异:复制和扩展马特尔等人. (1996) (1996) 年的时间
David R Meldgin1, Gregory Mitchell2, Frederick L Oswald3
1Good Judgment Project.
The Journal of applied psychology
|February 8, 2024
概括
员工评价中的性别偏见可以随着时间的推移而积累,从而产生显著的晋升差异. 专注于人才发展和认可高绩效者可能比单独的偏见减少计划更有效地提高女性代表性.
科学领域:
- 组织心理学 组织心理学
- 劳动社会学工作的社会学.
- 性别研究是性别研究.
背景情况:
- 员工评估中的性别偏见,虽然每周期很小,但可以积累,导致职业进步的巨大差异.
- 之前的模拟,如马特尔等人. (1996年),在多层次组织中证明了这种累积优势.
研究的目的:
- 复制和仔细检查马特尔等人的假设. (1996) 关于性别偏见和累积优势的模拟研究.
- 扩展模拟以探索各种因素如何影响性别偏见对晋升率的累积影响.
主要方法:
- 复制之前的模拟模型,检查绩效评级和晋升中的性别偏见.
- 扩展模拟以测试不同磨损率,性能-磨损联系和评级差异的影响.
主要成果:
- 男人的累积优势需要几十年,恒定的平均评分差异等差异,和低的随机磨损.
- 较低的消耗率加剧了累积的性别偏见;与绩效相关的消耗减轻了它.
- 性别之间绩效评分差异的差异可以比平均差异产生更大的累积效应.
结论:
- 专注于人才发展和高绩效人士认可的战略可能更有效地提高女性在领导层中的代表性.
- 鼓励进一步进行模拟研究,以探索就业环境中的累积优势动态.
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