Effects of Structural Position on Allocation and Evaluation Decisions for Scientists and Engineers in Industrial R&D
研究美国24家大公司研发部门中不同人口群体的结构位置如何影响工作分配和绩效评价，发现美国出生的白人男性在所有评价者那里都获得优势，而其他群体则受到矛盾或冷漠对待。
This paper examines the influence of the structural positions of different demographic groups in the science and engineering labor force on their access to the allocation of favorable work experiences and their effect on decisions about the evaluation of their performance. Our hypotheses challenge assumptions in the management literature that each group will necessarily express ingroup bias and outgroup derogation. Instead, we call attention to the status hierarchy that develops from status construction processes, the prototypicality that emerges from social categorization processes, and a framework of stereotype content that is based on an analysis of structural positions among groups in the society. Using hierarchical linear modeling with survey data from scientists and engineers in research and development in 24 major corporations, we find that U.S.-born white males, who constitute the normative ingroup, receive advantages in both allocation and evaluation decisions from all evaluators, not just from other white men. We also find that normative outgroups (non-male, non-whites, and/or non-U.S. born) receive ambivalent or indifferent more than discriminatory or biased treatment, depending on their structural position in relation to U.S.-born white men, and that these effects are independent of who is doing the rating.