How status‐group power differentials shape age discrimination within U.S. federal agencies: Evidence from EEOC formal complaint filings, 2010–2019
研究提出理论，认为美国联邦机构内主管与非主管之间的地位群体权力差异可以解释年龄歧视正式投诉的发生率，并利用2010-2019年130个联邦机构的数据验证了假设。
Abstract Age discrimination is a systemic problem of the American administrative state that undermines both the caliber and performance of the U.S. federal government workforce. A theory is proposed, anchored on discrimination against age‐eligible employees (age 40 and over) representing a social identity group, to explain how status‐group power differentials between supervisors and non‐supervisors within U.S. federal agencies explain the organizational incidence of formal discrimination complaints. The theory predicts that the incidence of age discrimination formal complaints is declining in the share of supervisory personnel who are discrimination age‐eligible while increasing in the share of non‐supervisory personnel members who belong to this group. Evidence is obtained for these hypotheses using objective data on Equal Employment Opportunity Commission's age discrimination formal complaints about an unbalanced panel of 130 U.S. federal agencies between 2010 and 2019. The empirical evidence underscores the structural challenges to combatting ageism within the U.S. federal government workforce during an era of an intergenerational personnel change.