By Jon Miller
Rationalistic theories of the office and the claims in general made via companies tension that an individual's entry to the assets and benefits of a company are decided by means of his or her skills and contributions to the collective firm, and that the payoffs for attempt are basically a similar for all doing comparable paintings. despite the fact that, as Jon Miller exhibits during this ebook, negotiating for office rewards is basically way more complex than this version permits, and he demonstrates that entry to networks of organizational verbal exchange is actually essentially stimulated by way of race and gender. evaluating styles of entry to casual colleague networks and kin to the decision-making gear for white and non-white women and men in American public provider companies, he exhibits that merely white men skilled a pretty shut correspondence among their bureaucratic 'investments' and their office rewards.
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Additional info for Pathways in the Workplace: The Effects of Gender and Race on Access to Organizational Resources (American Sociological Association Rose Monographs)
Each of the other two was too skewed for at least one of the different race and gender categories. Therefore, only participation was subjected to the multivariate analyses in the following chapters, although descriptive data are presented for all three measures. The questions that I asked about the frequency and quality of contact with supervisors are parallel to those asked about network centrality: Are gender and race major determinants of these dimensions of activity, or do achieved qualifications and more obviously technical considerations predominate?
Methods and measures Dependent variables: informal centrality and access to authority There are two categories of dependent variables in this analysis: 1. Centrality in the networks of professional interaction is a measure of integration into the nonformal dimension of work-related activities. 2. Relationships with people in the hierarchy of official authority represent access to the formal decision-making structure. Network centrality will be explored first and will occupy the largest share of our attention.
Therefore, the effects of achievement-related variables such as those I have included ought to outweigh by far the effects of ascription. A comparison of mean network centrality across race and gender categories, together with a simple regression of centrality on race, gender, and the various indicators of objective achievement, addresses this proposition. 2. By itself, this first step in the analysis is insufficient. Simply indicating whether women or men, whites or nonwhites have greater network access does not rule out the possibility that different mechanisms for achieving centrality are in operation for different categories of participants.
Pathways in the Workplace: The Effects of Gender and Race on Access to Organizational Resources (American Sociological Association Rose Monographs) by Jon Miller