Abstract
This study investigated the potential impact of gender segregation of jobs on evaluation bias in judgments of the relative worth of those jobs. Four job descriptions were selected which were ambiguous as to gender mix; these were artificially labeled as predominantly male or predominantly female. In addition, two clearly gender-stereotyped jobs (clerk, mechanic) were included, and were labeled as predominantly female and male, respectively. Another job (juvenile probation officer) was included as relatively gender neutral. Finally, a matron or jailer job description was included; these job descriptions were identical except for gender-based pronouns. For the four gender-ambiguous jobs, no evaluation bias was found, which is consistent with previous research. For the less artificial matron/jailer manipulation, however, evaluation bias was found. Finally, for the mechanic job some evidence was found to suggest evaluation bias based on the gender of the job evaluator. Results are discussed in terms of appropriate manipulations for studies of gender bias in job evaluations.
Similar content being viewed by others
References
Benson, P. G., & Smith, B. N. (1986, April). Job analysis and job evaluation: Impacts of job analysis on compensation. In S. Gael (Chair),Advances in tailoring job analysis methods for specific applications. Symposium presented at the annual midyear conference of the Society for Industrial and Organizational Psychology, Chicago.
Cascio, W. F., & O'Reilly, C. A. (1981, August).Comparable worth and job evaluation: The biasing effects of subfactors and contextual cues. Paper presented at the annual convention of the American Psychological Association, Los Angeles.
Doverspike, D., Carlisi, A. M., Barrett, G. V., & Alexander, R. A. (1983). Generalizability analysis of a point-method job evaluation instrument.Journal of Applied Psychology, 68, 476–483.
Giese, S. L. (1985, December).Comparison of a point method job evaluation instrument using student raters and professional raters. Unpublished manuscript, Department of Psychology, Akron, OH
Grams, R., & Schwab, D. P. (1985). An investigation of systematic gender-related error in job evaluation.Academy of Management Journal, 28, 279–290.
Henderson, R. I. (1982).Compensation management: Rewarding performance (3rd ed.). Reston, VA: Reston Publishing.
Krefting, L. A., Berger, P. K., & Wallace, M. J., Jr. (1978). The contribution of sex distribution, job content, and occupational classification to job sex-typing: Two studies.Journal of Vocational Behavior, 13, 181–191.
Livernash, E. R. (Ed.). (1980).Comparable worth: Issues and alternatives. Washington, D.C.: Equal Employment Advisory Council.
Reskin, B. F., & Hartmann, H. I. (Eds). (1986).Women's work, men's work: Sex segregation on the job. Washington, D.C.: National Academy Press.
Schwab, D. P., & Grams, R. (1985). Sex-related errors in job evaluation. A “real-world” test.Journal of Applied Psychology, 70, 533–539.
Treiman, D. J., & Hartmann, H. J. (Eds.). (1981).Woman, work, and wages: Equal pay for jobs of equal value. Washington, D.C.: National Academy Press.
U.S. Civil Service Commission (1977).Instructions for the Factor Evaluation System. Washington, D.C.: Government Printing Office.
Author information
Authors and Affiliations
Rights and permissions
About this article
Cite this article
Hornsby, J.S., Benson, P.G. & Smith, B.N. An investigation of gender bias in the job evaluation process. J Bus Psychol 2, 150–159 (1987). https://doi.org/10.1007/BF01014209
Issue Date:
DOI: https://doi.org/10.1007/BF01014209