Does Coordinated Administrative Leadership Improve US Federal Agency Management of Discrimination Problems?
研究美国联邦机构是否采用协调报告组织安排（CROA）来改善职场歧视管理，发现CROA能增加员工举报和内部解决，减少正式投诉，尤其对组织公平性低或高的机构效果显著。
Abstract Although the Equal Employment and Opportunity Commission (EEOC) requires that agency EEO directors serve under the direct supervision of agency heads, considerable variation exists on whether agencies adequately implement this requirement into practice by adopting a formal mechanism termed a coordinated reporting organizational arrangement (CROA). A dual exposure−informal resolution strategy is proposed to understand how CROAs improve US federal agencies’ organizational efforts at managing workplace discrimination. This logic is statistically evaluated by estimating endogenous treatment effect regression models that analyze discrimination caseload data from EEOC Annual Reports between 2010 and 2014 spanning 131 US federal agencies. Consistent with this dual exposure−informal resolution strategy, the statistical evidence reveals that CROAs not only encourage agency employees to report incidents of workplace discrimination, but also augment agency efforts at successful internal resolutions of these reported incidents, thus reducing formal complaint filings. Yet, the beneficial effects associated with CROAs are most acutely realized for those agencies displaying either low or high levels of organizational fairness.