Department of Management

Does Good Performance Reduce Bad Behavior? Antecedents of Ethnic Employment Discrimination in Public Organizations

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Does Good Performance Reduce Bad Behavior? Antecedents of Ethnic Employment Discrimination in Public Organizations. / Guul, Thorbjørn Sejr; Villadsen, Anders Ryom; Wulff, Jesper.

In: Public Administration Review, Vol. 79, No. 5, 2019, p. 666-674.

Research output: Contribution to journal/Conference contribution in journal/Contribution to newspaperJournal articleResearchpeer-review

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@article{4b64a949e35745be8e34886a366ab190,
title = "Does Good Performance Reduce Bad Behavior?: Antecedents of Ethnic Employment Discrimination in Public Organizations",
abstract = "Equal treatment is a key feature of modern bureaucracy. However, several studies have shown that public organizations discriminate against ethnic and racial minorities to different degrees. Which organizational features explain differences in discrimination is largely unknown. This article proposes that organizational performance relates to an organization's likelihood of engaging in employment discrimination and argues that poor-performing organizations tend to be less open to new ideas and that decision makers in such organizations are more prone to stereotyping behavior. The study combines a field experiment in which applications were sent to real job vacancies in 71 Danish public schools with administrative data on the schools. Bayesian analyses show that minority applicants generally faced discrimination but that they experienced a higher callback rate from better-performing schools than from poorer-performing schools. Implications for practice and research are discussed.",
keywords = "CONTEXT, DIVERSITY, EQUITY, IMPACT, INFORMATION, MANAGEMENT, PRIVATE, RACE, REPRESENTATIVE BUREAUCRACY, SECTOR",
author = "Guul, {Thorbj{\o}rn Sejr} and Villadsen, {Anders Ryom} and Jesper Wulff",
year = "2019",
doi = "10.1111/puar.13094",
language = "English",
volume = "79",
pages = "666--674",
journal = "Public Administration Review",
issn = "0033-3352",
publisher = "Wiley-Blackwell Publishing, Inc.",
number = "5",

}

RIS

TY - JOUR

T1 - Does Good Performance Reduce Bad Behavior?

T2 - Antecedents of Ethnic Employment Discrimination in Public Organizations

AU - Guul, Thorbjørn Sejr

AU - Villadsen, Anders Ryom

AU - Wulff, Jesper

PY - 2019

Y1 - 2019

N2 - Equal treatment is a key feature of modern bureaucracy. However, several studies have shown that public organizations discriminate against ethnic and racial minorities to different degrees. Which organizational features explain differences in discrimination is largely unknown. This article proposes that organizational performance relates to an organization's likelihood of engaging in employment discrimination and argues that poor-performing organizations tend to be less open to new ideas and that decision makers in such organizations are more prone to stereotyping behavior. The study combines a field experiment in which applications were sent to real job vacancies in 71 Danish public schools with administrative data on the schools. Bayesian analyses show that minority applicants generally faced discrimination but that they experienced a higher callback rate from better-performing schools than from poorer-performing schools. Implications for practice and research are discussed.

AB - Equal treatment is a key feature of modern bureaucracy. However, several studies have shown that public organizations discriminate against ethnic and racial minorities to different degrees. Which organizational features explain differences in discrimination is largely unknown. This article proposes that organizational performance relates to an organization's likelihood of engaging in employment discrimination and argues that poor-performing organizations tend to be less open to new ideas and that decision makers in such organizations are more prone to stereotyping behavior. The study combines a field experiment in which applications were sent to real job vacancies in 71 Danish public schools with administrative data on the schools. Bayesian analyses show that minority applicants generally faced discrimination but that they experienced a higher callback rate from better-performing schools than from poorer-performing schools. Implications for practice and research are discussed.

KW - CONTEXT

KW - DIVERSITY

KW - EQUITY

KW - IMPACT

KW - INFORMATION

KW - MANAGEMENT

KW - PRIVATE

KW - RACE

KW - REPRESENTATIVE BUREAUCRACY

KW - SECTOR

UR - http://www.scopus.com/inward/record.url?scp=85070291903&partnerID=8YFLogxK

U2 - 10.1111/puar.13094

DO - 10.1111/puar.13094

M3 - Journal article

VL - 79

SP - 666

EP - 674

JO - Public Administration Review

JF - Public Administration Review

SN - 0033-3352

IS - 5

ER -