American Sociological Review
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Sắp xếp:
Testing a Dynamic Model of Social Composition: Diversity and Change in Voluntary Groups
American Sociological Review - Tập 61 Số 2 - Trang 179 - 1996
Religion and Economic Growth across Countries
American Sociological Review - Tập 68 Số 5 - Trang 760 - 2003
Laboratory Simulation of Organizational Stress
American Sociological Review - Tập 34 Số 2 - Trang 223 - 1969
Notes on the Criminogenic Hypothesis: A Case Study of the American Liquor Industry
American Sociological Review - Tập 42 Số 6 - Trang 905 - 1977
Rage against the Iron Cage Organization scholars since Max Weber have argued that formal personnel systems can prevent discrimination. We draw on sociological and psychological literatures to develop a theory of the varied effects of bureaucratic reforms on managerial motivation. Drawing on self-perception and cognitive-dissonance theories, we contend that initiatives that engage managers in promoting diversity—special recruitment and training programs—will increase diversity. Drawing on job-autonomy and self-determination theories, we contend that initiatives that limit managerial discretion in hiring and promotion—job tests, performance evaluations, and grievance procedures—will elicit resistance and produce adverse effects. Drawing on transparency and accountability theories, we contend that bureaucratic reforms that increase transparency for job-seekers and hiring managers—job postings and job ladders—will have positive effects. Finally, drawing on accountability theory, we contend that monitoring by diversity managers and federal regulators will improve the effects of bureaucratic reforms. We examine the effects of personnel innovations on managerial diversity in 816 U.S. workplaces over 30 years. Our findings help explain the nation’s slow progress in reducing job segregation and inequality. Some popular bureaucratic reforms thought to quell discrimination instead activate it. Some of the most effective reforms remain rare.
American Sociological Review - Tập 80 Số 5 - Trang 1014-1044 - 2015
From Credit to Collective Action: The Role of Microfinance in Promoting Women's Social Capital and Normative Influence Can economic ties positively influence social relations and actions? If so, how does this influence operate? Microfinance programs, which provide credit through a group-based lending strategy, provide the ideal setting for exploring these questions. This article examines whether structuring socially isolated women into peer-groups for an explicitly economic purpose, such as access to credit, has any effect on the women's collective social behavior. Based on interviews with 400 women from 59 microfinance groups in West Bengal, India, I find that one third of these groups undertook various collective actions. Improvements in women's social capital and normative influence fostered this capacity for collective action. Several factors contributed to these transformations, including economic ties among members, the structure of the group network, and women's participation in group meetings. Based on these findings, I argue that microfinance groups have the potential to promote women's social capital and normative influence, thereby facilitating women's collective empowerment. I conclude by discussing the need for refining our understanding of social capital and social ties that promote normative influence.
American Sociological Review - Tập 74 Số 4 - Trang 529-550 - 2009
When Bigger Is Not Better: Family Size, Parental Resources, and Children's Educational Performance
American Sociological Review - Tập 60 Số 5 - Trang 746 - 1995
Structural Mobility, Circulation Mobility and the Analysis of Occupational Mobility: A Conceptual Mismatch
American Sociological Review - Tập 48 Số 5 - Trang 721 - 1983
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