Race-Related Differences in Promotions and Support: Underlying Effects of Human and Social Capital
研究调查了黑人和白人经理在工作经历与结果上的差异，发现种族对晋升速度和社会心理支持有直接和间接影响，人力资本部分解释了晋升差异，社会资本则中介了种族与社会心理支持的关系。
This study examined two alternative explanations for disparity in reported work-related experiences and outcomes between black and white managers: treatment discrimination because of race, and differences in human and social capital. Education and training, representing human capital, and racial similarity of network ties and proportion of strong ties, representing social capital, were used to predict whether human and social capital would mediate the relationship between race and the work-related experiences and outcomes under investigation. Results of a survey of black and white managers in a Fortune 500 financial services firm indicate that black managers reported a slower rate of promotion and less psychosocial support than white managers. Race had both a direct and an indirect effect on these outcomes. Participation in company training significantly predicted reported promotion rates, but race remained a significant predictor. Additional analysis revealed that race moderates the relationship between human capital and promotion rate and suggests a type of treatment discrimination against blacks. Contrary to predictions, social capital did not predict promotion rate, although social capital mediated the relationship between race and psychosocial support. Black managers reported having less social capital than whites, and social capital, in turn, was positively related to the receipt of psychosocial support. No differences were found between blacks and whites in their receipt of career-related support.