Prejudicial evaluation is often cited as an explanation for the apparent - failure of competent women to achieve as much success as men have in this paper we review research on the evaluation of the qualifications and performance of men and women, and research on attributions about the causes of performance. Although most of the studies reviewed show pro-male evaluation blas, contradictory evidence has also been found Three factors affecting these research findings are discussed: (1) the level of inference required in the evaluation situation, (2) the effects of 5*x-role incongruence, and (3) the effect of level of qualifications and performance involved
Bamers to women's progress in the work envi ronment can be viewed from at least two perspec tives. Obstacles may be seen as residing within women themselves-Le, their own attitudes and motivations may impede high levels of achievement [O'Leary, 1974, Stein & Bailey, 1973), or obstruc tions may be found in extemal factors Le.. in organizational structures, general stereotypes, and in the attitudes of women's peers and superiors (Kanter, 1977 Terborg, 1977)
One potential external barrier to women at work is prejudicial evaluation of their qualifications and per formance Although employee evaluation is sup posed to be objective and merit-based, there is extensive documentation of frequent deviation from these ideais [Kane & Lawler, 1979, Guion 1965] With the recent focus on discrimination and equality of opportunity, there has been increased interest in examining a specific form of deviation the opera tion of bias, particularly 5exual and racial in evaluation
We focus here on the problem of 5*x bias in evaluation. The basic hypothesis underlying studies in this area is that, given identical qualifica tions or performance, there is a general tendency to give men more favorable evaluations than women In addition, a corollary hypothesis is that perfor mance by men tends to be attributed to causes that are favorable to them, whereas performance by women tends to be attributed to less favorable causes
We shall review the evidence on the power of 5*x bias in evaluation ratings, and discuss a number of factors that may help explain some contradictory findings in the research
Pro-Male Evaluation Blas
A common research paradigm used in studies of evaluation bias involves the description of hypo thetical persons who are identical except for 5*x, on whom evaluation judgments and personnel deci sions are made Many of these studies, using the dents and employees as subjects, show bias in favor of men and against woman. Male job appl cants tend to be selected more frequently than equally qualified females for managerial, scientific, and semi-skilled positions (Posen & Jurde 1974
Abstract
Prejudicial evaluation is often cited as an explanation for the apparent failure of competent women to achieve as much success as men have. In this paper we review research on the evaluation of the qualifications and performance of men and women, and research on attributions about the causes of performance. Although most of the studies reviewed show pro-male evaluation bias, contradictory evidence has also been found. Three factors affecting these research findings are discussed: (1) the level of inference required in the evaluation situation, (2) the effects of 5ex-role incongruence, and (3) the effect of level of qualifications and performance involved.
You must be logged in to post a comment.