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作者：Stroube, Bryan K.
作者单位：University of London; London Business School
摘要：Past research indicates that increasing the economic consequences of evaluations should theoretically discourage discrimination by making it more costly. I theorize that such consequences may also encourage discrimination in settings in which evaluators may be motivated by performance expectations, e.g., stereotypes. I explore this theory using data from an online lending platform whose loan guarantee policy reduced the potential economic consequences of using borrowers' demographics during le...
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作者：Frey, Erin; Bernstein, Ethan; Rekenthaler, Nick
作者单位：University of Southern California; Harvard University; New York University
摘要：When employees commit transgressions, organizations often use tools of organizational control to prevent them from transgressing again. We investigate whether organizations can use transgression transparency to rehabilitate transgressors. Although making transgressions transparent-which may result in stigmatization or public shaming-is generally assumed to be purely punitive, we show when and how it can foster rehabilitation. We draw on a longitudinal, qualitative dataset of 23 similarly situa...
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作者：Feldberg, Alexandra C.
作者单位：Harvard University
摘要：This multi-method study of managers in a grocery chain identifies a novel mechanism by which threats of gender stereotypes undermine women's ability to be effective managers. I find that women managers face a task bind, a dilemma that managers experience as they try to disprove a negative group stereotype by doubling down on one set of tasks at the expense of other essential tasks. My analysis of interview, observational, and archival data reveals that, compared to men, women do more tasks in ...
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作者：Beckman, Christine M.
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作者：Lee, Yonghoon G.; Gargiulo, Martin
作者单位：Hong Kong University of Science & Technology; INSEAD Business School
摘要：People in the early stages of their careers often face a trade-off between cultivating a closed network that helps them secure the resources they need to survive or developing an open network that can help them succeed. Actors who overcome this trade-off transition from a closed network to an open network; those who fail to do so can be caught in a survival trap that jeopardizes their chances of having a successful career. We identify the factors that enable and constrain network transitions a...
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作者：Weick, Karl E.
作者单位：University of Michigan System; University of Michigan
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作者：Lounsbury, Michael
作者单位：University of Alberta
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作者：Sharkey, Amanda; Pontikes, Elizabeth; Hsu, Greta
作者单位：University of Chicago; Arizona State University; Arizona State University-Tempe; University of California System; University of California Davis; University of California System; University of California Davis
摘要：Mandated gender wage gap disclosure laws are an increasingly popular but relatively untested solution to gender-based compensation inequalities. Scholars and policymakers alike have argued that disclosure will lead to greater social accountability-either reputational harm for firms revealing large disparities or benefit for more-egalitarian organizations. Yet little research has directly tested this central assumption. We advance understanding of this issue by examining reactions from a key co...
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作者：Zhang, Letian
作者单位：Harvard University
摘要：This article suggests that regulations targeting the U.S. public sector may influence racial inequality in the private sector. Since the 1990s, nine states have banned affirmative action practice in public universities and state governments. I theorize that although these bans have no legal jurisdiction over private-sector firms, they could influence such firms normatively. After such a ban, executives who have been skeptical of Equal Employment Opportunity (EEO) policies may feel more normati...
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作者：Leroy, Hannes
作者单位：Erasmus University Rotterdam - Excl Erasmus MC; Erasmus University Rotterdam
