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The Effects of Meritocracy Beliefs on Evaluations of Pay Dispersion

The Effects of Meritocracy Beliefs on Evaluations of Pay Dispersion
Author: Parco Sin
Publisher:
Total Pages:
Release: 2018
Genre:
ISBN:

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This study investigates the relation between Americans' meritocracy beliefs and their evaluations of pay dispersion at three fictional American organizations. The current research draws on existing theories, including tournament theory and distributive justice theory, to investigate factors that affect people's evaluations of pay dispersion. 637 participants, recruited from Amazon's Mechanical Turk, completed two online surveys, and rated the degree to which they believed outcomes (e.g., jobs, rewards) were (and should have been) distributed based on merit. They also reported how they felt about various levels of pay dispersion. The results indicated that individuals rated high levels of pay dispersion less positively than low levels of pay dispersion. As well, more people perceived that meritocracy existed, the more positively they evaluated pay dispersion. This relation was mediated by people's perceptions of equity and their perceptions of whether pay dispersion benefited organizations. The implications for research and practice are discussed.


Exploring the Paradox of Meritocracy

Exploring the Paradox of Meritocracy
Author: Allison Tariro Musvosvi
Publisher:
Total Pages: 168
Release: 2015
Genre:
ISBN:

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I explored the factors relevant to the perpetuation of gender biases in performance evaluation. Previous researchers have suggested that merit based compensation systems may have the unintended effects of increasing biases against women and minorities (known as the "paradox of meritocracy"). I hypothesized that higher levels of gender representation at the executive board level would have an effect on the meritocracy paradox, such that more representation of women at the executive board level of an organization would lead to lower levels of gender bias in merit conditions. Participants (N = 255) completed a series of managerial tasks including a performance evaluation. Results demonstrated that while there was no meritocracy effect as a result of compensation system, there was evidence of gender bias in bonus allocation, promotion recommendations, and evaluations of hiring decisions. This study indicates that additional research is needed to understand the effects of merit based compensation systems.


Labor Literature

Labor Literature
Author: United States. Department of Labor. Library
Publisher:
Total Pages: 706
Release: 1979
Genre: Labor
ISBN:

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Labor Literature

Labor Literature
Author:
Publisher:
Total Pages: 696
Release: 1979
Genre: Labor
ISBN:

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The Meritocracy Trap

The Meritocracy Trap
Author: Daniel Markovits
Publisher: Penguin
Total Pages: 450
Release: 2020-09-08
Genre: Social Science
ISBN: 0735222010

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A revolutionary new argument from eminent Yale Law professor Daniel Markovits attacking the false promise of meritocracy It is an axiom of American life that advantage should be earned through ability and effort. Even as the country divides itself at every turn, the meritocratic ideal – that social and economic rewards should follow achievement rather than breeding – reigns supreme. Both Democrats and Republicans insistently repeat meritocratic notions. Meritocracy cuts to the heart of who we are. It sustains the American dream. But what if, both up and down the social ladder, meritocracy is a sham? Today, meritocracy has become exactly what it was conceived to resist: a mechanism for the concentration and dynastic transmission of wealth and privilege across generations. Upward mobility has become a fantasy, and the embattled middle classes are now more likely to sink into the working poor than to rise into the professional elite. At the same time, meritocracy now ensnares even those who manage to claw their way to the top, requiring rich adults to work with crushing intensity, exploiting their expensive educations in order to extract a return. All this is not the result of deviations or retreats from meritocracy but rather stems directly from meritocracy’s successes. This is the radical argument that Daniel Markovits prosecutes with rare force. Markovits is well placed to expose the sham of meritocracy. Having spent his life at elite universities, he knows from the inside the corrosive system we are trapped within. Markovits also knows that, if we understand that meritocratic inequality produces near-universal harm, we can cure it. When The Meritocracy Trap reveals the inner workings of the meritocratic machine, it also illuminates the first steps outward, towards a new world that might once again afford dignity and prosperity to the American people.


The Academy of Management Annals

The Academy of Management Annals
Author: James P. Walsh
Publisher: Taylor & Francis
Total Pages: 750
Release: 2007
Genre: Administrative agencies
ISBN: 080586220X

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The Academy of Management is proud to announce the inaugural volume of The Academy of Management Annals. This exciting new series follows one guiding principle: The advancement of knowledge is possible only by conducting a thorough examination of what is known and unknown in a given field. Such assessments can be accomplished through comprehensive, critical reviews of the literature--crafted by informed scholars who determine when a line of inquiry has gone astray, and how to steer the research back onto the proper path. The Academy of Management Annals provide just such essential reviews. Written by leading management scholars, the reviews are invaluable for ensuring the timeliness of advanced courses, for designing new investigative approaches, and for identifying faulty methodological or conceptual assumptions. The Annals strive each year to synthesize a vast array of primary research, recognizing past principal contributions while illuminating potential future avenues of inquiry. Volume 1 of the Annals explores a wide spectrum of research: corporate control; nonstandard employment; critical management; physical work environments; public administration team learning; emotions in organizations; leadership and health care; creativity at work; business and the environment; and bias in performance appraisals. Ultimately, academic scholars in management and allied fields (e.g., sociology of organizations and organizational psychology) will see The Academy of Management Annals as a valuable resource to turn to for comprehensive, up-to-date information--published in a single volume every year by the preeminent association for management research.


Relational Inequalities

Relational Inequalities
Author: Donald Tomaskovic-Devey
Publisher: Oxford University Press, USA
Total Pages: 305
Release: 2019-01-11
Genre: Social Science
ISBN: 0190624426

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Organizations are the dominant social invention for generating resources and distributing them. Relational Inequalities develops a general sociological and organizational analysis of inequality, exploring the processes that generate inequalities in access to respect, resources, and rewards. Framing their analysis through a relational account of social and economic life, Donald Tomaskovic-Devey and Dustin Avent-Holt explain how resources are generated and distributed both within and between organizations. They show that inequalities are produced through generic processes that occur in all social relationships: categorization and their resulting status hierarchies, organizational resource pooling, exploitation, social closure, and claims-making. Drawing on a wide range of case studies, Tomaskovic-Devey and Avent-Holt focus on the workplace as the primary organization for generating inequality and provide a series of global goals to advance both a comparative organizational research model and to challenge troubling inequalities.


Beliefs About Inequality

Beliefs About Inequality
Author: James R. Kluegel
Publisher: Transaction Publishers
Total Pages: 344
Release: 1986
Genre: Psychology
ISBN: 0202303276

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Motivated by the desire to explain how Americans perceive and evaluate inequality and related programs and policies, the authors conducted a national survey of beliefs about social and economic inequality in America. Here they present the results of their research on the structure, determinants, and certain political and personal consequences of these beliefs. The presentations serve two major goals; to describe and explain the central features of Americans' images of inequality. Beliefs About Inequality begins with a focus on people's perceptions of the most basic elements of inequality: the availability of opportunity in society, the causes of economic achievements, and the benefits and costs of equality and inequality. The book's analysis of the public's beliefs on these key issues is based on fundamental theories of social psychology and lays the groundwork for understanding how Americans evaluate inequality-related policies. The authors discuss the ultimate determinants of beliefs and the implications of their findings for social policies related to inequality. They propose that attitudes toward economic inequality and related policy are influenced by three major aspects of the current American social, economic, and political environment: a stable "dominant ideology" about economic inequality; individuals' social and economic status; and specific beliefs and attitudes, often reflecting "social liberalism" shaped by recent political debates and events. "a superb piece of scholarship, combining substantive ambition and theoretical depth with analytical clarity and sophistication."--Public Opinion Quarterly James R. Kluegel is chairman of the Department of Sociology at the University of Illinois at Urbana-Champaign. He is the author of Evaluating Contemporary Juvenile Justice. Eliot R. Smith is professor of psychology at Indiana University. He is the author of Social Psychology.