Tokenism in performance evaluation: the effects of work group representation on male-female and white-black differences in performance ratings

Article Abstract:

Male-female differences in performance ratings were examined in 486 work groups across a wide variety of jobs and organizations. As suggested by the sex stereotyping literature, women received lower ratings when the proportion of women in the group was small, even after male-female cognitive ability, psychomotor ability, education, and experience differences were controlled. Replication of the analyses with racial differences (White-Black) in 814 work groups demonstrated that group composition had little effect on performance ratings. The effects of group composition on stereotyping behaviors do not appear to generalize to all minority contexts. (Reprinted by permission of the publisher.)

Psychological aspects, Work groups, Teamwork (Workplace), Sex discrimination against women, Race discrimination, Stereotype (Psychology), Stereotypes (Psychology)

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Gravitation to jobs commensurate with ability: longitudinal and cross-sectional tests

Article Abstract:

Two large data sets were used to test the premise that individuals will, over time, gravitate into jobs commensurate with their abilities. First, in a longitudinal data set with the individual as the unit of analysis, cognitive ability predicted movement in a job hierarchy over a 5-year period. Second, in a cross-sectional data set with the job as the unit of analysis, groups made up of less experienced incumbents were found to be slightly less homegenous with respect to cognitive ability than groups made up of more experienced incumbents. Thus, support for the gravitational hypothesis was found. (Reprinted by permission of the publisher. )

Career development, Job hunting

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On interpreting measures of change due to training or other interventions: a comment on Cascio (1989, 1991)

Article Abstract:

Cascio (1989, 1991) presented a method of converting a measure of change in performance due to a training intervention expressed in standard deviation units to a measure expressed in percentage change in performance. Cascio asserted a direct relationship between the two, based on properties of the normal curve; however, an additional parameter - the ratio of the standard deviation of performance to mean performance - is also needed to make this conversion. (Reprinted by permission of the publisher.)

Methods, Evaluation, Measurement, Employee training, Change, Change (Philosophy), Cascio, W.F.

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