Favoritism, Bias, and Error in Performance Ratings of Scientists and Engineers: The Effects of Power, Status, and Numbers

Favoritism, Bias, and Error in Performance Ratings of Scientists and Engineers: The Effects of... In this paper we argue that the sociostructural position of groups must be taken into consideration along with motivational and cognitive processes to explain evaluations received and made by women, Blacks, Hispanics, and Asians. With this framework, we analyze performance ratings for a sample of 2,445 scientists and engineers from 24 U.S. companies and find that (a) there is more evidence of in-group favoritism than of out-group derogation; (b) high status, dominant, and majority group members enjoy favoritism expressed as a global prototype of them as competent; and (c) subordinate, minority group members “overshoot” in opposite ways toward other groups depending on their status and the status level of the target group. We find these effects even after controlling for self-reported productivity and for various errors inherent in the evaluation process. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Sex Roles Springer Journals

Favoritism, Bias, and Error in Performance Ratings of Scientists and Engineers: The Effects of Power, Status, and Numbers

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Publisher
Springer Journals
Copyright
Copyright © 2001 by Plenum Publishing Corporation
Subject
Psychology; Gender Studies; Sociology, general; Medicine/Public Health, general
ISSN
0360-0025
eISSN
1573-2762
D.O.I.
10.1023/A:1014309631243
Publisher site
See Article on Publisher Site

Abstract

In this paper we argue that the sociostructural position of groups must be taken into consideration along with motivational and cognitive processes to explain evaluations received and made by women, Blacks, Hispanics, and Asians. With this framework, we analyze performance ratings for a sample of 2,445 scientists and engineers from 24 U.S. companies and find that (a) there is more evidence of in-group favoritism than of out-group derogation; (b) high status, dominant, and majority group members enjoy favoritism expressed as a global prototype of them as competent; and (c) subordinate, minority group members “overshoot” in opposite ways toward other groups depending on their status and the status level of the target group. We find these effects even after controlling for self-reported productivity and for various errors inherent in the evaluation process.

Journal

Sex RolesSpringer Journals

Published: Oct 3, 2004

References

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