招聘过程中的多元化委员会:关于团体动态的实验室证据

IF 2.5 2区 经济学 Q2 ECONOMICS
José J. Domínguez
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引用次数: 0

摘要

近年来,委员会实行了配额制度,以解决女性在男性刻板印象环境中代表性不足的问题。然而,群体内偏好和群体动态中的性别差异缺乏明确性,这让人质疑将女性纳入劳动力市场结果中性别差距的解决方案。在本文中,我提供了实验证据来证明:a)委员会的性别构成如何影响女性候选人在招聘过程中被招募的概率;b)作为解释政策结果的机制,男性和女性在群体动力学中的行为。我设计了一个实验室实验,在这个实验中,三人一组的受试者必须从六个人中共同选择两个人来完成一项任务。女性候选人的成功概率并没有随着委员会中女性人数的增加而提高。我发现,男性占多数的委员会对女性候选人最有利。在这些小组中,男性和女性在审议过程中表现出相似的声音和影响力,提出了男性和女性的招聘候选人。相反,女性占多数的群体对女性候选人最不利。在女性占多数的群体中,女性表现出类似的声音水平,但男性提出的男性候选人更多,影响力更大,这限制了女性的贡献。这篇论文指出,在委员会中有更多的女性并不一定有利于女性候选人,并呼吁在制定劳动力市场平等政策时要谨慎。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
Diversified committees in hiring processes: Lab evidence on group dynamics

In recent years, committee quotas have been introduced to combat the underrepresentation of women in male-stereotyped environments. However, the lack of clarity surrounding in-group preferences and gender differences in group dynamics calls into question the inclusion of women as a solution to the gender gap in labour market outcomes. In this paper, I provide experimental evidence to show: a) how the gender composition of committees affects the probability of female candidates being recruited in a hiring process; and b) how men and women behave in group dynamics as a mechanism explaining the outcome of the policy. I designed a laboratory experiment in which groups of three subjects had to jointly select two candidates from a pool of six to perform a task. Female candidates’ probability of success did not improve as the number of women in the committee increased. I found that male-majority committees were the most beneficial for female candidates. In these groups, men and women exhibited a similar level of voice and influence during deliberations, proposing both male and female candidates for recruitment. Conversely, female-majority groups were the most detrimental to female candidates. Women in female-majority groups exhibited a similar level of voice, but men, who proposed more male candidates, were more influential, which limited the contribution of women. The paper suggests that having more women in the committee does not necessarily benefit female candidates and calls for caution when it comes to designing policies for equality in the labour market.

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来源期刊
CiteScore
5.20
自引率
31.40%
发文量
69
审稿时长
63 days
期刊介绍: The Journal aims to present research that will improve understanding of behavioral, in particular psychological, aspects of economic phenomena and processes. The Journal seeks to be a channel for the increased interest in using behavioral science methods for the study of economic behavior, and so to contribute to better solutions of societal problems, by stimulating new approaches and new theorizing about economic affairs. Economic psychology as a discipline studies the psychological mechanisms that underlie economic behavior. It deals with preferences, judgments, choices, economic interaction, and factors influencing these, as well as the consequences of judgements and decisions for economic processes and phenomena. This includes the impact of economic institutions upon human behavior and well-being. Studies in economic psychology may relate to different levels of aggregation, from the household and the individual consumer to the macro level of whole nations. Economic behavior in connection with inflation, unemployment, taxation, economic development, as well as consumer information and economic behavior in the market place are thus among the fields of interest. The journal also encourages submissions dealing with social interaction in economic contexts, like bargaining, negotiation, or group decision-making. The Journal of Economic Psychology contains: (a) novel reports of empirical (including: experimental) research on economic behavior; (b) replications studies; (c) assessments of the state of the art in economic psychology; (d) articles providing a theoretical perspective or a frame of reference for the study of economic behavior; (e) articles explaining the implications of theoretical developments for practical applications; (f) book reviews; (g) announcements of meetings, conferences and seminars.
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