Why Not Ascription? Organizations’ Employment of Male and Female Managers
研究组织雇佣实践对管理岗位性别归因的影响，发现开放招聘增加女性管理者比例，非正式网络招聘增加男性比例，正式化人事实践减少男性管理者比例。
We examine the effects of organizations’ employment practices on sex-based ascription in managerial jobs. Given men's initial preponderance in management, we argue that inertia, sex labels, and power dynamics predispose organizations to use sex-based ascription when staffing managerial jobs, but that personnel practices can invite or curtail ascription. Our results—based on data from a national probability sample of 516 work organizations—show that specific personnel practices affect the sexual division of managerial labor. Net of controls for the composition of the labor supply, open recruitment methods are associated with women holding a greater share of management jobs, while recruitment through informal networks increases men's share. Formalizing personnel practices reduces men's share of management jobs, especially in large establishments, presumably because formalization checks ascription in job assignments, evaluation, and factors that affect attrition. Thus, through their personnel practices, establishments license or limit ascription.