Access to Authority and Promotions: Do Organizational Mechanisms Affect Workplace Outcomes Differently for Blacks and Whites?

Show simple item record

dc.contributor.advisor Melvin Thomas, Committee Member en_US
dc.contributor.advisor Donald Tomaskovic-Devey, Committee Chair en_US
dc.contributor.advisor Michael Schulman, Committee Member en_US
dc.contributor.author Wright, Delmar Anthony en_US
dc.date.accessioned 2010-04-02T18:10:31Z
dc.date.available 2010-04-02T18:10:31Z
dc.date.issued 2004-12-03 en_US
dc.identifier.other etd-12012004-131651 en_US
dc.identifier.uri http://www.lib.ncsu.edu/resolver/1840.16/2112
dc.description.abstract In this study I examine the effects of two organizational mechanisms on the race gap in promotions and authority attainment. Previous work in the area has treated promotions as a means to obtaining authority invested positions, while the present research examines promotions and authority simultaneously, and as conceptually distinct. This research also examines the effects of both social closure and homosocial reproduction on promotions and authority, something previous research has failed to accomplish. Using the North Carolina Employment and Health Survey (NCEHS), I examine the effect that social closure through training time may have on Black's relative chances of having authority, and the influence of homosocial reproduction by linking the racial composition of jobs with the likelihood of receiving a promotion and having authority. Results from these analyses indicate that Blacks are more likely to receive promotions and authority positions in jobs with a higher percentage of Black employees. The results also indicate that Black employees with increased education also increase their likelihood of being promoted, and Blacks have less authority in private sector jobs, both conclusions showing support for the particularistic mobility thesis. This analysis provides empirical support for homosocial reproduction. en_US
dc.rights I hereby certify that, if appropriate, I have obtained and attached hereto a written permission statement from the owner(s) of each third party copyrighted matter to be included in my thesis, dissertation, or project report, allowing distribution as specified below. I certify that the version I submitted is the same as that approved by my advisory committee. I hereby grant to NC State University or its agents the non-exclusive license to archive and make accessible, under the conditions specified below, my thesis, dissertation, or project report in whole or in part in all forms of media, now or hereafter known. I retain all other ownership rights to the copyright of the thesis, dissertation or project report. I also retain the right to use in future works (such as articles or books) all or part of this thesis, dissertation, or project report. en_US
dc.subject race en_US
dc.subject inequality en_US
dc.subject organizations en_US
dc.subject authority en_US
dc.subject promotions en_US
dc.title Access to Authority and Promotions: Do Organizational Mechanisms Affect Workplace Outcomes Differently for Blacks and Whites? en_US
dc.degree.name MS en_US
dc.degree.level thesis en_US
dc.degree.discipline Sociology en_US


Files in this item

Files Size Format View
etd.pdf 198.1Kb PDF View/Open

This item appears in the following Collection(s)

Show simple item record