Taking the time: The implications of workplace assessment for organizational gender inequality (Record no. 524609)
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| fixed length control field | 02160nam a22001577a 4500 |
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| fixed length control field | 240102b ||||| |||| 00| 0 eng d |
| 100 ## - MAIN ENTRY--PERSONAL NAME | |
| Personal name | Nelson, L. S., Brewer, A. and Mueller, A.S. |
| 245 ## - TITLE STATEMENT | |
| Title | Taking the time: The implications of workplace assessment for organizational gender inequality |
| 260 ## - PUBLICATION, DISTRIBUTION, ETC. (IMPRINT) | |
| Place of publication, distribution, etc | American Sociological Review |
| 300 ## - PHYSICAL DESCRIPTION | |
| Extent | 88(4), Aug, 2023: p.627-655 |
| 520 ## - SUMMARY, ETC. | |
| Summary, etc | Gendered differences in workload distribution, in particular who spends time on low-promotability workplace tasks—tasks that are essential for organizations yet do not typically lead to promotions—contribute to persistent gender inequalities in workplaces. We examined how gender is implicated in the content, quality, and consequences of one low-promotability workplace task: assessment. By analyzing real-world behavioral data that include 33,456 in-the-moment numerical and textual evaluations of 359 resident physicians (subordinates) by 285 attending physicians (superordinates) in eight U.S. hospitals, and by combining qualitative methods and machine learning, we found that, compared to men, women attendings wrote more words in their comments to residents, used more job-related terms, and were more likely to provide helpful feedback, particularly when residents were struggling. Additionally, we found women residents were less likely to receive substantive evaluations, regardless of attending gender. Our findings suggest that workplace assessment is gendered in three ways: women (superordinates) spend more time on this low-promotability task, they are more cognitively engaged with assessment, and women (subordinates) are less likely to fully benefit from quality assessment. We conclude that workplaces would benefit from addressing pervasive inequalities hidden within workplace assessment, equalizing not only who provides this assessment work, but who does it well and equitably. – Reproduced https://journals.sagepub.com/doi/full/10.1177/00031224231184264 |
| 650 ## - SUBJECT ADDED ENTRY--TOPICAL TERM | |
| Topical term or geographic name as entry element | Workplace, Workload distribution, Gendered differences |
| 9 (RLIN) | 47502 |
| 773 ## - HOST ITEM ENTRY | |
| Main entry heading | American Sociological Review |
| 906 ## - LOCAL DATA ELEMENT F, LDF (RLIN) | |
| Subject DIP | GENDER INEQUALITY |
| 942 ## - ADDED ENTRY ELEMENTS (KOHA) | |
| Item type | Articles |
| Withdrawn status | Lost status | Source of classification or shelving scheme | Damaged status | Not for loan | Permanent location | Current location | Date acquired | Serial Enumeration / chronology | Barcode | Date last seen | Koha item type |
|---|---|---|---|---|---|---|---|---|---|---|---|
| Indian Institute of Public Administration | Indian Institute of Public Administration | 2024-01-02 | 88(4), Aug, 2023: p.627-655 | AR130441 | 2024-01-02 | Articles |