Abstract
Drawing on social identity theory and status-based perspectives, we describe how in-group/out-group dynamics affect performance differences and earnings inequalities between members of higher-status majorities (whites, males) and lower-status minorities (people of color, women). Among sales employees on 437 teams in 46 units of a large company, team demographic composition and unit management composition moderated the relationship between individual demographic attributes and pay. Ethnicity-based earnings inequalities were smaller in teams with proportionately more people of color, and gender- and ethnicity-based inequalities were smaller in units with proportionately more women and people of color as managers. Partial mediation by performance was found.
| Original language | English (US) |
|---|---|
| Pages (from-to) | 459-481 |
| Number of pages | 23 |
| Journal | Academy of Management Journal |
| Volume | 49 |
| Issue number | 3 |
| DOIs | |
| State | Published - Jun 2006 |
All Science Journal Classification (ASJC) codes
- Business and International Management
- General Business, Management and Accounting
- Strategy and Management
- Management of Technology and Innovation