Favoritism, bias, and error in performance ratings of scientists and engineers: The effects of power, status, and numbers

Document Type

Article

Publication Date

1-1-2001

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.

Identifier

0035438261 (Scopus)

Publication Title

Sex Roles

External Full Text Location

https://doi.org/10.1023/A:1014309631243

e-ISSN

15732762

ISSN

03600025

First Page

337

Last Page

358

Issue

5-6

Volume

45

Grant

93-5-2

Fund Ref

Alfred P. Sloan Foundation

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