Subjective Performance Evaluation and Gender Discrimination |
| |
Authors: | Victor S Maas Raquel Torres-González |
| |
Institution: | (1) Olayan School of Business, American University of Beirut, Beirut, Lebanon;(2) Faculty of Science I, Lebanese University, Beirut, Lebanon;(3) Aston Business School, Aston University, Birmingham, UK |
| |
Abstract: | Gender discrimination continues to be a problem in organizations. It is therefore important that organizations use performance
evaluation methods that ensure equal opportunities for men and women. This article reports the results of an experiment to
investigate whether and, if so, how the gender of the rater and that of the ratee moderate the relationship between the level
of subjectivity in performance appraisals and organizational attractiveness. Participants in the experiment were 313 undergraduate
students. We predicted, and indeed established, that as the probability increases that employee performance is evaluated by
a female manager, women expect more positive outcomes of subjective, but not objective evaluation processes. Our data did
not support our expectation that as the probability of being evaluated by a female manager increases, men expect less positive
outcomes of subjective evaluation processes. The findings of this study contribute to our understanding of why women are over-represented
in jobs with objective formula-based reward systems, such as piece-rate systems. They are also of interest to organizations
that are looking for more ethical human resource management practices. |
| |
Keywords: | |
本文献已被 SpringerLink 等数据库收录! |
|