When a Star Shines Too Bright: The Impact of a High-Status Minority Member on Pursuing Diversity Goals

References

• Alberoni F (2007) The powerless ‘elite’: Theory and sociological research on the phenomenon of the stars. Redmond S, Holmes S, eds. Stardom and Celebrity: A Reader (SAGE Publications, Thousand Oaks, CA), 65–77.Crossref, Google Scholar
• Allen MP (1981) Managerial power and tenure in the large corporation. Social Forces 60(2):482–494.Crossref, Google Scholar
• Allen MP, Panian SK, Lotz RE (1979) Managerial succession and organizational performance: A recalcitrant problem revisited. Admin. Sci. Quart. 24(2):167–180.Crossref, Google Scholar
• Allison PD (1990) Change scores as dependent variables in regression analysis. Sociol. Methodology 20:93–114.Crossref, Google Scholar
• Anderson C, John OP, Keltner D, Kring AM (2001) Who attains social status? Effects of personality and physical attractiveness in social groups. J. Personality Soc. Psych. 81(1):116–132.Crossref, Google Scholar
• Anderson C, Srivastava S, Beer JS, Spataro SE, Chatman JA (2006) Knowing your place: Self-perceptions of status in face-to-face groups. J. Personality Soc. Psych. 91(6):1094–1110.Crossref, Google Scholar
• Anicich EM, Fast NJ, Halevy N, Galinsky AD (2016) When the bases of social hierarchy collide: Power without status drives interpersonal conflict. Organ. Sci. 27(1):123–140.Link, Google Scholar
• Apfelbaum EP, Suh EY (2024) Transparency about lagging diversity numbers signals genuine progress. J. Experiment. Psych. General 153(1):255–267.Crossref, Google Scholar
• Apfelbaum EP, Stephens NM, Reagans RE (2016) Beyond one-size-fits-all: Tailoring diversity approaches to the representation of social groups. J. Personality Soc. Psych. 111(4):547–566.Crossref, Google Scholar
• Azoulay P, Stuart T, Wang Y (2014) Matthew: Effect or fable? Management Sci. 60(1):92–109.Link, Google Scholar
• Bailey SR, Saperstein A, Penner AM (2014) Race, color, and income inequality across the Americas. Demographics Res. 31:735–756.Crossref, Google Scholar
• Baldassaro L (2005) Dashing dagos and walloping wops: Media portrayal of Italian American major leaguers before World War II. J. Baseball History Culture 14(1):98–106.Crossref, Google Scholar
• Barron JM, Waddell GR (2003) Executive rank, pay and project selection. J. Financial Econom. 67(2):305–349.Crossref, Google Scholar
• Begeny CT, Huo YJ (2018) Is it always good to feel valued? The psychological benefits and costs of higher perceived status in one’s ethnic minority group. Group Processes Intergroup Relations 21(1):193–213.Crossref, Google Scholar
• Bell MP, Harrison DA, McLaughlin ME (1997) Asian American attitudes toward affirmative action in employment: Implications for the model minority myth. J. Appl. Behav. Sci. 33(3):356–377.Crossref, Google Scholar
• Belliveau MA, O’Reilly CA III, Wade JB (1996) Social capital at the top: Effects of social similarity and status on CEO compensation. Acad. Management J. 39(6):1568–1593.Crossref, Google Scholar
• Bénabou R, Tirole J (2010) Individual and corporate social responsibility. Economica 77(305):1–19.Crossref, Google Scholar
• Bendersky C, Hays NA (2012) Status conflict in groups. Organ. Sci. 23(2):323–340.Link, Google Scholar
• Bendersky C, Shah NP (2012) The cost of status enhancement: Performance effects of individuals’ status mobility in task groups. Organ. Sci. 23(2):308–322.Link, Google Scholar
• Berger J, Fişek MH (2006) Diffuse status characteristics and the spread of status value: A formal theory. Amer. J. Sociol. 111(4):1038–1079.Crossref, Google Scholar
• Berger J, Norman RZ, Balkwell JW, Smith RF (1992) Status inconsistency in task situations: A test of four status processing principles. Amer. Sociol. Rev. 57(6):843–855.Crossref, Google Scholar
• Bergh DD, Holbein GF (1997) Assessment and redirection of longitudinal analysis demonstration with a study of the diversification and divestiture relationship. Strategic Management J. 18(7):557–571.Crossref, Google Scholar
• Berri D, Schmidt M, Brook S (2006) The Wages of Wins: Taking Measure of the Many Myths in Modern Sport (Stanford University Press, Stanford, CA).Google Scholar
• Bertrand M, Duflo E (2017) Field experiments on discrimination. Handbook of Economic Field Experiments, vol. 1, 309–393.Crossref, Google Scholar
• Bertrand M, Mullainathan S (2004) Are Emily and Greg more employable than Lakisha and Jamal? A field experiment on labor market discrimination. Amer. Econom. Rev. 94(4):991–1013.Crossref, Google Scholar
• Bettencourt B, Charlton K, Dorr N, Hume DL (2001) Status differences and in-group bias: A meta-analytic examination of the effects of status stability, status legitimacy, and group permeability. Psych. Bull. 127(4):520–542.Crossref, Google Scholar
• Bezrukova K, Spell CS, Caldwell D, Burger JM (2016) A multilevel perspective on faultlines: Differentiating the effects between group-and organizational-level faultlines. J. Appl. Psych. 101(1):86–107.Crossref, Google Scholar
• Biegert T, Kühhirt M, Van Lancker W (2023) They can’t all be stars: The Matthew Effect, cumulative status bias, and status persistence in NBA all-star elections. Amer. Sociol. Rev. 88(2):189–219.Crossref, Google Scholar
• Bitzer J, Geishecker I (2006) What drives trade-related R&D spillovers? Decomposing knowledge-diffusing trade flows. Econom. Lett. 93(1):52–57.Crossref, Google Scholar
• Bitzer J, Kerekes M (2008) Does foreign direct investment transfer technology across borders? New evidence. Econom. Lett. 100(3):355–358.Crossref, Google Scholar
• Blader SL, Chen YR (2012) Differentiating the effects of status and power: A justice perspective. J. Personality Soc. Psych. 102(5):994–1014.Crossref, Google Scholar
• Blader SL, Shirako A, Chen YR (2016) Looking out from the top: Differential effects of status and power on perspective taking. Personality Social Psych. Bull. 42(6):723–737.Crossref, Google Scholar
• Blanken I, Van De Ven N, Zeelenberg M (2015) A meta-analytic review of moral licensing. Personality Social Psych. Bull. 41(4):540–558.Crossref, Google Scholar
• Bloom M (1999) The performance effects of pay dispersion on individuals and organizations. Acad. Management J. 42(1):25–40.Crossref, Google Scholar
• Bodenhausen GV, Schwarz N, Bless H, Wänke M (1995) Effects of atypical exemplars on racial beliefs: Enlightened racism or generalized appraisals. J. Experiment. Soc. Psych. 31(1):48–63.Crossref, Google Scholar
• Bopp T, Sagas M (2014) Racial tasking and the college quarterback: Redefining the stacking phenomenon. J. Sport Management 28(2):136–142.Crossref, Google Scholar
• Botelho TL, Gertsberg M (2022) The disciplining effect of status: Evaluator status awards and observed gender bias in evaluations. Management Sci. 68(7):5311–5329.Link, Google Scholar
• Bowers AH, Greve HR, Mitsuhashi H, Baum JA (2014) Competitive parity, status disparity, and mutual forbearance: Securities analysts’ competition for investor attention. Acad. Management J. 57(1):38–62.Crossref, Google Scholar
• Bradbury JC (2017) Hired to be fired: The publicity value of managers. Managerial Decision Econom. 38(7):929–940.Crossref, Google Scholar
• Bradley-Geist JC, King EB, Skorinko J, Hebl MR, McKenna C (2010) Moral credentialing by association: The importance of choice and relationship closeness. Personality Social Psych. Bull. 36(11):1564–1575.Crossref, Google Scholar
• Brady LM, Kaiser CR, Major B, Kirby TA (2015) It’s fair for us: Diversity structures cause women to legitimize discrimination. J. Experiment. Soc. Psych. 57:100–110.Crossref, Google Scholar
• Braunstein JR, Zhang JJ (2005) Dimensions of athletic star power associated with Generation Y sports consumption. Internat. J. Sports Marketing Sponsorship 6(4):37–62.Crossref, Google Scholar
• Bretz RD, Thomas SL (1992) Perceived equity, motivation, and final-offer arbitration in major league baseball. J. Appl. Psych. 77(3):280–287.Crossref, Google Scholar
• Brown J, Bear G (1999) Minorities in major league baseball 1952-1987: Collector cards show who played where. Internat. Rev. Sociol. Sport 34(4):411–422.Crossref, Google Scholar
• Bunderson JS (2003) Recognizing and utilizing expertise in work groups: A status characteristics perspective. Admin. Sci. Quart. 48(4):557–591.Crossref, Google Scholar
• Campero S (2021) Hiring and intra-occupational gender segregation in software engineering. Amer. Sociol. Rev. 86(1):60–92.Crossref, Google Scholar
• Cannella AA Jr, Rowe WG (1995) Leader capabilities, succession, and competitive context: A study of professional baseball teams. Leadership Quart. 6(1):69–88.Crossref, Google Scholar
• Cantor N, Mischel W (1979) Prototypes in person perception. Advances in Experimental Social Psychology, vol. 12, 3–52.Google Scholar
• Carson Marr J, Pettit N, Thau S (2019) After the fall: How perceived self-control protects the legitimacy of higher-ranking employees after status loss. Organ. Sci. 30(6):1165–1188.Link, Google Scholar
• Chamlin MB, Arneklev BJ (1993) Macro-social determinants of the racial composition of major league baseball teams. Sociol. Focus 26(1):65–79.Crossref, Google Scholar
• Chang EH, Kirgios EL (2023) Demographic “stickiness”: The demographic identity of departing group members influences who is chosen to replace them. Management Sci. 70(7):4236–4259.Link, Google Scholar
• Chang EH, Milkman KL, Chugh D, Akinola M (2019) Diversity thresholds: How social norms, visibility, and scrutiny relate to group composition. Acad. Management J. 62(1):144–171.Crossref, Google Scholar
• Chatman JA, O’Reilly CA (2004) Asymmetric reactions to work group sex diversity among men and women. Acad. Management J. 47(2):193–208.Crossref, Google Scholar
• Chatman JA, Polzer JT, Barsade SG, Neale MA (1998) Being different yet feeling similar: The influence of demographic composition and organizational culture on work processes and outcomes. Admin. Sci. Quart. 43(4):749–780.Crossref, Google Scholar
• Chattopadhyay P, Tluchowska M, George E (2004) Identifying the ingroup: A closer look at the influence of demographic dissimilarity on employee social identity. Acad. Management Rev. 29(2):180–202.Crossref, Google Scholar
• Chen YR, Peterson RS, Phillips DJ, Podolny JM, Ridgeway CL (2012) Introduction to the special issue: Bringing status to the table—Attaining, maintaining, and experiencing status in organizations and markets. Organ. Sci. 23(2):299–307.Link, Google Scholar
• Christie AM, Barling J (2010) Beyond status: Relating status inequality to performance and health in teams. J. Appl. Psych. 95(5):920–934.Crossref, Google Scholar
• Chung‐Herrera BG, Lankau MJ (2005) Are we there yet? An assessment of fit between stereotypes of minority managers and the successful‐manager prototype. J. Appl. Soc. Psych. 35(10):2029–2056.Crossref, Google Scholar
• Clement M, Proppe D, Rott A (2007) Do critics make bestsellers? Opinion leaders and the success of books. J. Media Econom. 20(2):77–105.Crossref, Google Scholar
• Cohen BP, Zhou X (1991) Status processes in enduring work groups. Amer. Sociol. Rev. 56(2):179–188.Crossref, Google Scholar
• Cohen LE, Broschak JP, Haveman HA (1998) And then there were more? The effect of organizational sex composition on the hiring and promotion of managers. Amer. Sociol. Rev. 63(5):711–727.Crossref, Google Scholar
• Cook A, Glass C (2015) Diversity begets diversity? The effects of board composition on the appointment and success of women CEOs. Soc. Sci. Res. 53:137–147.Crossref, Google Scholar
• Correll SJ, Ridgeway CL (2003) Expectation states theory. Handbook of Social Psychology (Springer, Boston, MA), 29–51.Google Scholar
• Cotton RD, Shen Y, Livne-Tarandach R (2011) On becoming extraordinary: The content and structure of the developmental networks of Major League Baseball Hall of Famers. Acad. Management J. 54(1):15–46.Crossref, Google Scholar
• Crandall CS, Eshleman A, O’brien L (2002) Social norms and the expression and suppression of prejudice: The struggle for internalization. J. Personality Soc. Psych. 82(3):359–378.Crossref, Google Scholar
• Crawford A, Lewis S, Traynor P (2017) “It ain’t (just) what you do, it’s (also) the way that you do it”: The role of procedural justice in the implementation of anti-social behaviour interventions with young people. Eur. J. Criminal Political Res. 23(1):9–26.Crossref, Google Scholar
• Danbold F, Unzueta MM (2020) Drawing the diversity line: Numerical thresholds of diversity vary by group status. J. Personality Soc. Psych. 118(2):283–306.Crossref, Google Scholar
• Datta S, Iskandar‐Datta M (2014) Upper‐echelon executive human capital and compensation: Generalist vs specialist skills. Strategic Management J. 35(12):1853–1866.Crossref, Google Scholar
• Dauth T, Schmid S, Baldermann S, Orban F (2023) Attracting talent through diversity at the top: The impact of TMT diversity and firms’ efforts to promote diversity on employer attractiveness. Eur. Management J. 41(1):9–20.Crossref, Google Scholar
• DeBrock L, Hendricks W, Koenker R (2004) Pay and performance: The impact of salary distribution on firm-level outcomes in baseball. J. Sports Econom. 5(3):243–261.Crossref, Google Scholar
• Depken CA II (2000) Wage disparity and team productivity: Evidence from major league baseball. Econom. Lett. 67(1):87–92.Crossref, Google Scholar
• Derks B, Van Laar C, Ellemers N (2016) The queen bee phenomenon: Why women leaders distance themselves from junior women. Leadership Quart. 27(3):456–469.Crossref, Google Scholar
• Desai SD, Chugh D, Brief AP (2014) The implications of marriage structure for men’s workplace attitudes, beliefs, and behaviors toward women. Admin. Sci. Quart. 59(2):330–365.Crossref, Google Scholar
• Dezső CL, Ross DG, Uribe J (2016) Is there an implicit quota on women in top management? A large‐sample statistical analysis. Strategic Management J. 37(1):98–115.Crossref, Google Scholar
• Dickert S, Slovic P (2009) Attentional mechanisms in the generation of sympathy. Judgement Decision Making 4(4):297–306.Crossref, Google Scholar
• DiTomaso N, Corinne P, Rochelle PY (2007) Workforce diversity and inequality: Power, status, and numbers. Annu. Rev. Sociol. 33(1):473–501.Crossref, Google Scholar
• Dobbin F, Kalev A (2016) Why diversity programs fail. Harvard Bus. Rev. 94(7):14.Google Scholar
• Dos Santos MF, Pereira CR (2021) The social psychology of a selective national inferiority complex: Reconciling positive distinctiveness and system justification. J. Experiment. Soc. Psych. 95:104–118.Google Scholar
• Dover TL, Kaiser CR, Major B (2020) Mixed signals: The unintended effects of diversity initiatives. Soc. Issues Policy Rev. 14(1):152–181.Crossref, Google Scholar
• Doyle SP, Lount RB Jr, Wilk SL, Pettit NC (2016) Helping others most when they are not too close: Status distance as a determinant of interpersonal helping in organizations. Acad. Management Discoveries 2(2):155–174.Crossref, Google Scholar
• Duguid M (2011) Female tokens in high-prestige work groups: Catalysts or inhibitors of group diversification? Organ. Behav. Human Decision Processing 116(1):104–115.Crossref, Google Scholar
• Duguid MM, Loyd DL, Tolbert PS (2012) The impact of categorical status, numeric representation, and work group prestige on preference for demographically similar others: A value threat approach. Organ. Sci. 23(2):386–401.Link, Google Scholar
• Dupree CH, Torrez B, Obioha O, Fiske ST (2021) Race–status associations: Distinct effects of three novel measures among White and Black perceivers. J. Personality Soc. Psych. 120(3):601–625.Crossref, Google Scholar
• Dwivedi P, Paolella L (2024) Tick off the gender diversity box: Examining the cross-level effects of women’s representation in senior management. Acad. Management J. 67(4):991–1023.Crossref, Google Scholar
• Eagly AH, Kite ME (1987) Are stereotypes of nationalities applied to both women and men? J. Personality Soc. Psych. 53(3):451–462.Crossref, Google Scholar
• Edelman LB (1992) Legal ambiguity and symbolic structures: Organizational mediation of civil rights law. Amer. J. Sociol. 97(6):1531–1576.Crossref, Google Scholar
• Edelman LB, Fuller SR, Mara-Drita I (2001) Diversity rhetoric and the managerialization of law. Amer. J. Sociol. 106(6):1589–1641.Crossref, Google Scholar
• Effron DA, Cameron JS, Monin B (2009) Endorsing Obama licenses favoring whites. J. Experiment. Soc. Psych. 45(3):590–593.Crossref, Google Scholar
• Eibach RP, Purdie-Vaughns V (2011) How to keep on keeping on: Framing civil rights accomplishments to bolster support for egalitarian policies. J. Experiment. Soc. Psych. 47(1):274–277.Crossref, Google Scholar
• Ellemers N, Doosje B, Van Knippenberg A, Wilke H (1992) Status protection in high status minority groups. Eur. J. Soc. Psych. 22(2):123–140.Crossref, Google Scholar
• Ellemers N, Rink F, Derks B, Ryan MK (2012) Women in high places: When and why promoting women into top positions can harm them individually or as a group (and how to prevent this). Res. Organ. Behav. 32:163–187.Crossref, Google Scholar
• Ellen BPIII, Sexton JC, Watkins MB (2024) Why a little diversity doesn’t go a long way: A collective moral licensing explanation for homosocial reproduction. J. Management Stud. 62(7):2559–2586.Google Scholar
• Elvira MM, Zatzick CD (2002) Who’s displaced first? The role of race in layoff decisions. Industrial Relations 41(2):329–361.Crossref, Google Scholar
• Ely RJ (1994) The effects of organizational demographics and social identity on relationships among professional women. Admin. Sci. Quart. 39(1):203–238.Crossref, Google Scholar
• Ely RJ (1995) The power in demography: Women’s social constructions of gender identity at work. Acad. Management J. 38(3):589–634.Crossref, Google Scholar
• Ely RJ, Thomas DA (2001) Cultural diversity at work: The effects of diversity perspectives on work group processes and outcomes. Admin. Sci. Quart. 46(2):229–273.Crossref, Google Scholar
• Ertug G, Castellucci F (2013) Getting what you need: How reputation and status affect team performance, hiring, and salaries in the NBA. Acad. Management J. 56(2):407–431.Crossref, Google Scholar
• Fisher RJ (1993) Social desirability bias and the validity of indirect questioning. J. Consumer Res. 20(2):303–315.Crossref, Google Scholar
• Fiske ST, Pavelchak MA (1986) Category-based versus piecemeal-based affective responses: Developments in schema-triggered affect. Sorrentino RM, Higgins ET, eds. Handbook of Motivation and Cognition: Foundations of Social Behavior (Guilford Press, New York), 167–203.Google Scholar
• Fiske ST, Taylor SE (2013) Representation in Memory. Social Cognition: From Brains to Culture, 2nd ed. (SAGE Publishing, London).Google Scholar
• Fiske ST, Cuddy AJC, Glick P, Xu J (2002) A model of stereotype content as often mixed: Separate dimensions of competence and warmth respectively follow from status and competition. J. Personality Soc. Psych. 82(6):878–902.Crossref, Google Scholar
• Flammer C, Hong B, Minor D (2019) Corporate governance and the rise of integrating corporate social responsibility criteria in executive compensation: Effectiveness and implications for firm outcomes. Strategic Management J. 40(7):1097–1122.Crossref, Google Scholar
• Flynn FJ, Amanatullah ET (2012) Psyched up or psyched out? The influence of coactor status on individual performance. Organ. Sci. 23(2):402–415.Link, Google Scholar
• Flynn FJ, Yu A (2021) Better to give than reciprocate? Status and reciprocity in prosocial exchange. J. Personality Soc. Psych. 121(1):115–136.Crossref, Google Scholar
• Fragale AR, Overbeck JR, Neale MA (2011) Resources versus respect: Social judgments based on targets’ power and status positions. J. Experiment. Soc. Psych. 47(4):767–775.Crossref, Google Scholar
• Freeman K (1997) Increasing African Americans’ participation in higher education: African American high-school students’ perspectives. J. Higher Ed. 68(5):523–550.Google Scholar
• Gardner A, Love A, Waller S (2023) How do elite sport organizations frame diversity and inclusion? A critical race analysis. Sport Management Rev. 26(3):339–360.Crossref, Google Scholar
• George G (2005) Slack resources and the performance of privately held firms. Acad. Management J. 48(4):661–676.Crossref, Google Scholar
• George E, Chattopadhyay P, Zhang LL (2012) Helping hand or competition? The moderating influence of perceived upward mobility on the relationship between blended workgroups and employee attitudes and behaviors. Organ. Sci. 23(2):355–372.Link, Google Scholar
• George G, Dahlander L, Graffin SD, Sim S (2016) Reputation and status: Expanding the role of social evaluations in management research. Acad. Management J. 59(1):1–13.Crossref, Google Scholar
• Georgeac O, Rattan A (2019) Progress in women’s representation in top leadership weakens people’s disturbance with gender inequality in other domains. J. Experiment. Psych. General 148(8):1435–1453.Crossref, Google Scholar
• Glick P, Fiske ST (2001) An ambivalent alliance: Hostile and benevolent sexism as complementary justifications for gender inequality. Amer. Psych. 56(2):109–118.Crossref, Google Scholar
• Gottman JM, Rushe RH (1993) The analysis of change: Issues, fallacies, and new ideas. J. Consulting Clinical Psych. 61(6):907–910.Crossref, Google Scholar
• Gould JA, Kulik CT, Sardeshmukh SR (2018) Trickle‐down effect: The impact of female board members on executive gender diversity. Human Resources Management 57(4):931–945.Crossref, Google Scholar
• Graffin SD, Bundy J, Porac JF, Wade JB, Quinn DP (2013) Falls from grace and the hazards of high status: The 2009 British MP expense scandal and its impact on parliamentary elites. Admin. Sci. Quart. 58(3):313–345.Crossref, Google Scholar
• Graham ME, Belliveau MA, Hotchkiss JL (2017) The view at the top or signing at the bottom? Workplace diversity responsibility and women’s representation in management. ILR Rev. 70(1):223–258.Crossref, Google Scholar
• Greene WH (2000) Econometric Analysis, 4th ed. (Prentice-Hall, Upper Saddle River, NJ).Google Scholar
• Greer LL, de Jong BA, Schouten ME, Dannals JE (2018) Why and when hierarchy impacts team effectiveness: A meta-analytic integration. J. Appl. Psych. 103(6):591–613.Crossref, Google Scholar
• Guldiken O, Mallon MR, Fainshmidt S, Judge WQ, Clark CE (2019) Beyond tokenism: How strategic leaders influence more meaningful gender diversity on boards of directors. Strategic Management J. 40(12):2024–2046.Crossref, Google Scholar
• Gustafson JL (2008) Tokenism in policing: An empirical test of Kanter’s hypothesis. J. Criminal Justice 36(1):1–10.Crossref, Google Scholar
• Halevy N, Chou EY, Galinsky AD (2011) A functional model of hierarchy: Why, how, and when vertical differentiation enhances group performance. Organ. Psych. Rev. 1(1):32–52.Crossref, Google Scholar
• Hall EV, Galinsky AD, Phillips KW (2015) Gender profiling: A gendered race perspective on person–position fit. Personality Soc. Psych. Bull. 41(6):853–868.Crossref, Google Scholar
• Hamilton DL, Gifford RK (1976) Illusory correlation in interpersonal perception: A cognitive basis of stereotypic judgments. J. Experiment. Soc. Psych. 12(4):392–407.Crossref, Google Scholar
• Hastie R, Kumar PA (1979) Person memory: Personality traits as organizing principles in memory for behaviors. J. Personality Soc. Psych. 37(1):25–38.Crossref, Google Scholar
• Heikes EJ (1991) When men are the minority: The case of men in nursing. Sociol. Quart. 32(3):389–401.Crossref, Google Scholar
• Heilman M (1994) Affirmative action: Some unintended consequences. Res. Organ. Behav. 5:269–298.Google Scholar
• Hekman DR, Johnson SK, Foo MD, Yang W (2017) Does diversity-valuing behavior result in diminished performance ratings for non-white and female leaders? Acad. Management J. 60(2):771–797.Crossref, Google Scholar
• Hill JR, Jolly NA (2017) Revenue sharing and player salaries in Major League Baseball. J. Sports Econom. 18(8):831–849.Crossref, Google Scholar
• Hill AD, Aime F, Ridge JW (2017) The performance implications of resource and pay dispersion: The case of Major League Baseball. Strategic Management J. 38(9):1935–1947.Crossref, Google Scholar
• Hur JD, Ruttan RL, Shea CT (2020) The unexpected power of positivity: Predictions versus decisions about advisor selection. J. Experiment. Psych. General 149(10):1969–1986.Crossref, Google Scholar
• Ibarra H (1995) Race, opportunity, and diversity of social circles in managerial networks. Acad. Management J. 38(3):673–703.Crossref, Google Scholar
• Iyer A (2022) Understanding advantaged groups’ opposition to diversity, equity, and inclusion (DEI) policies: The role of perceived threat. Soc. Personality Psych. Compass 16(5):e12666.Crossref, Google Scholar
• Jane WJ (2010) Raising salary or redistributing it: A panel analysis of major league baseball. Econom. Lett. 107(2):297–299.Crossref, Google Scholar
• Jang H (2019) Salary distribution and team outcome: The comparison of MLB and KBO. J. Global Sport Management 4(2):149–163.Crossref, Google Scholar
• Kaiser CR, Hagiwara N, Malahy LW, Wilkins CL (2009) Group identification moderates attitudes toward ingroup members who confront discrimination. J. Experiment. Soc. Psych. 45(4):770–777.Crossref, Google Scholar
• Kaiser CR, Major B, Jurcevic I, Dover TL, Brady LM, Shapiro JR (2013) Presumed fair: Ironic effects of organizational diversity structures. J. Personality Soc. Psych. 104(3):504–519.Crossref, Google Scholar
• Kakkar H, Sivanathan N, Gobel MS (2020) Fall from grace: The role of dominance and prestige in the punishment of high-status actors. Acad. Management J. 63(2):530–553.Crossref, Google Scholar
• Kalev A, Dobbin F, Kelly E (2006) Best practices or best guesses? Assessing the efficacy of corporate affirmative action and diversity policies. Amer. Sociol. Rev. 71(4):589–617.Crossref, Google Scholar
• Kanter RM (1977) Some effects of proportions on group life: Skewed sex ratios and responses to token women. Amer. J. Sociol. 82(5):965–990.Crossref, Google Scholar
• Keidell RW (1987) Team sports models as a generic organizational framework. Human Relations 40(9):591–612.Crossref, Google Scholar
• Kennedy P (1998) A Guide to Econometrics, 4th ed. (MIT Press, Cambridge, MA).Google Scholar
• Keum DD, Meier S (2024) License to layoff? Unemployment insurance and the moral cost of layoffs. Organ. Sci. 35(3):994–1014.Link, Google Scholar
• Khaw MW, Kranton R, Huettel S (2021) Oversampling of minority categories drives misperceptions of group compositions. Cognition 214:104756.Crossref, Google Scholar
• Kilduff GJ, Willer R, Anderson C (2016) Hierarchy and its discontents: Status disagreement leads to withdrawal of contribution and lower group performance. Organ. Sci. 27(2):373–390.Link, Google Scholar
• Kim JW, King BG (2014) Seeing stars: Matthew effects and status bias in major league baseball umpiring. Management Sci. 60(11):2619–2644.Link, Google Scholar
• Knippen JM, Shen W, Zhu Q (2019) Limited progress? The effect of external pressure for board gender diversity on the increase of female directors. Strategic Management J. 40(7):1123–1150.Crossref, Google Scholar
• Kouchaki M (2011) Vicarious moral licensing: The influence of others’ past moral actions on moral behavior. J. Personality Soc. Psych. 101(4):702–715.Crossref, Google Scholar
• Krautmann AC, Oppenheimer M (2002) Contract length and the return to performance in Major League Baseball. J. Sports Econom. 3(1):6–17.Crossref, Google Scholar
• Krautmann AC, Gustafson E, Hadley L (2003) A note on the structural stability of salary equations: Major league baseball pitchers. J. Sports Econom. 4(1):56–63.Crossref, Google Scholar
• Kulich C, Trojanowski G, Ryan MK, Alexander Haslam S, Renneboog LD (2011) Who gets the carrot and who gets the stick? Evidence of gender disparities in executive remuneration. Strategic Management J. 32(3):301–321.Crossref, Google Scholar
• Kuo EE, Kraus MW, Richeson JA (2020) High-status exemplars and the misperception of the Asian-White wealth gap. Soc. Psych. Personality Sci. 11(3):397–405.Crossref, Google Scholar
• Kurtulus FA (2016) The impact of affirmative action on the employment of minorities and women: A longitudinal analysis using three decades of EEO‐1 filings. J. Policy Analysis Management 35(1):34–66.Crossref, Google Scholar
• Landy D, Guay B, Marghetis T (2018) Bias and ignorance in demographic perception. Psychonomic Bull. Rev. 25:1606–1618.Crossref, Google Scholar
• Liao Z, Yam KC, Lee HW, Johnson RE, Tang PM (2024) Cleansing or licensing? Corporate social responsibility reconciles the competing effects of unethical pro-organizational behavior on moral self-regulation. J. Management 50(5):1643–1683.Crossref, Google Scholar
• Lide CR (2024) Second-order prejudice: How our beliefs about others’ biases perpetuate discrimination in organizations. PhD dissertation, Stanford University, Stanford, CA.Google Scholar
• Lin SHJ, Ma J, Johnson RE (2016) When ethical leader behavior breaks bad: How ethical leader behavior can turn abusive via ego depletion and moral licensing. J. Appl. Psych. 101(6):815–830.Crossref, Google Scholar
• Lippert-Rasmussen K (2008) Discrimination and the aim of proportional representation. Politics Philosophy Econom. 7(2):159–182.Crossref, Google Scholar
• Lippi-Green R (2011) English with an Accent: Language, Ideology, and Discrimination in the United States, 2nd ed. (Routledge, London).Google Scholar
• List JA, Momeni F (2021) When corporate social responsibility backfires: Evidence from a natural field experiment. Management Sci. 67(1):8–21.Link, Google Scholar
• Long J, McGinnis R (1985) The effects of the mentor on the academic career. Scientometrics 7(3–6):255–280.Crossref, Google Scholar
• Lount RB Jr, Pettit NC (2012) The social context of trust: The role of status. Organ. Behav. Human Decision Processing 117(1):15–23.Crossref, Google Scholar
• Lumpkin A, Williams LD (1991) An analysis of Sports Illustrated feature articles, 1954–1987. Sociol. Sport J. 8(1):16–32.Crossref, Google Scholar
• Lungeanu R, Weber K (2021) Social responsibility beyond the corporate: Executive mental accounting across sectoral and issue domains. Organ. Sci. 32(6):1473–1491.Link, Google Scholar
• Luo H, Zhang L (2022) Scandal, social movement, and change: Evidence from# MeToo in Hollywood. Management Sci. 68(2):1278–1296.Link, Google Scholar
• Lybarger JE, Monteith MJ (2011) The effect of Obama saliency on individual-level racial bias: Silver bullet or smokescreen? J. Experiment. Soc. Psych. 47(3):647–652.Crossref, Google Scholar
• Macrae CN, Bodenhausen GV (2000) Social cognition: Thinking categorically. Annu. Rev. Psych. 51:93–120.Crossref, Google Scholar
• Maddox KB (2004) Perspectives on racial phenotypicality bias. Personality Social Psychology Rev. 8(4):383–401.Crossref, Google Scholar
• Madera JM, Ng L, Sundermann JM, Hebl M (2019) Top management gender diversity and organizational attraction: When and why it matters. Archives Sci. Psych. 7(1):90.Google Scholar
• Magee JC, Galinsky AD (2008) 8 social hierarchy: The self‐reinforcing nature of power and status. Acad. Management Ann. 2(1):351–398.Crossref, Google Scholar
• Malka A, Soto CJ, Inzlicht M, Lelkes Y (2014) Do needs for security and certainty predict cultural and economic conservatism? A cross-national analysis. J. Personality Soc. Psych. 106(6):1031–1051.Crossref, Google Scholar
• Marr JC, Thau S (2014) Falling from great (and not-so-great) heights: How initial status position influences performance after status loss. Acad. Management J. 57(1):223–248.Crossref, Google Scholar
• Martin AE (2023) The divergent effects of diversity ideologies for race and gender relations. Organ. Behav. Human Decision Processing 175:104226.Crossref, Google Scholar
• May RAB (2009) The good and bad of it all: Professional black male basketball players as role models for young black male basketball players. Sociol. Sport J. 26(3):443–461.Crossref, Google Scholar
• McConahay JB (1986) Modern racism, ambivalence, and the Modern Racism Scale. Dovidio JF, Gaertner SL, eds. Prejudice, Discrimination, and Racism (Academic Press, New York), 91–125.Google Scholar
• McDonald TW, Toussaint LL, Schweiger JA (2004) The influence of social status on token women leaders’ expectations about leading male-dominated groups. Sex Roles 50:401–409.Crossref, Google Scholar
• McDonnell MH, King B (2013) Keeping up appearances: Reputational threat and impression management after social movement boycotts. Admin. Sci. Quart. 58(3):387–419.Crossref, Google Scholar
• Medoff MH (1977) Positional segregation and professional baseball. Internat. Rev. Sport Sociol. 12(1):49–56.Crossref, Google Scholar
• Merritt AC, Effron DA, Monin B (2010) Moral self‐licensing: When being good frees us to be bad. Soc. Personality Psych. Compass 4(5):344–357.Crossref, Google Scholar
• Milkman KL, Akinola M, Chugh D (2015) What happens before? A field experiment exploring how pay and representation differentially shape bias on the pathway into organizations. J. Appl. Psych. 100(6):1678–1713.Crossref, Google Scholar
• Miller DT, Effron DA (2010) Psychological license: When it is needed and how it functions. Advances in Experimental Social Psychology, vol. 43 (Academic Press, New York), 115–155.Google Scholar
• Miller AR, Segal C (2012) Does temporary affirmative action produce persistent effects? A study of black and female employment in law enforcement. Rev. Econom. Statist. 94(4):1107–1125.Crossref, Google Scholar
• Mishra S, Kray LJ (2022) The mitigating effect of desiring status on social backlash against ambitious women. J. Experiment. Soc. Psych. 102:104355.Crossref, Google Scholar
• Monin B, Miller DT (2001) Moral credentials and the expression of prejudice. J. Personality Soc. Psych. 81(1):33–43.Crossref, Google Scholar
• Moscovici S (1994) Social representations and pragmatic communication. Soc. Sci. Inform. 33(2):163–177.Crossref, Google Scholar
• Mulder C, Perrelli R (2001) Foreign currency credit ratings for emerging market economies. Working Paper No. 01/191, International Monetary Fund (IMF), Washington, DC.Google Scholar
• Newman KP, Brucks M (2018) The influence of corporate social responsibility efforts on the moral behavior of high self‐brand overlap consumers. J. Consumer Psych. 28(2):253–271.Crossref, Google Scholar
• Ng TW, Feldman DC (2013) A meta‐analysis of the relationships of age and tenure with innovation‐related behaviour. J. Occupational Organ. Psych. 86(4):585–616.Crossref, Google Scholar
• Nowatzki R (2002) Foul lines and the color line: Baseball and race at the turn of the twentieth century. J. Baseball History Culture 11(1):82–88.Crossref, Google Scholar
• Ody-Brasier A, Sharkey AJ (2024) Accounting for negative attention: Status and costs in the market for audit services. Organ. Sci. 35(3):1177–1202.Link, Google Scholar
• Onyeador IN, Mobasseri S, McKinney HL, Martin AE (2024) A future for organizational diversity training: Mobilizing diversity science to improve effectiveness. Acad. Management Perspective 38(3):1–23.Crossref, Google Scholar
• Ormiston ME, Wong EM (2013) License to ill: The effects of corporate social responsibility and CEO moral identity on corporate social irresponsibility. Personality Psych. 66(4):861–893.Crossref, Google Scholar
• Park SH, Westphal JD (2013) Social discrimination in the corporate elite: How status affects the propensity for minority CEOs to receive blame for low firm performance. Admin. Sci. Quart. 58(4):542–586.Crossref, Google Scholar
• Patterson KD, Cavazos DE, Washington M (2014) It does matter how you get to the top: Differentiating status from reputation. Admin. Sci. 4(2):73–86.Crossref, Google Scholar
• Peeters TL, Salaga S, Juravich M (2020) Matching and winning? The impact of upper and middle managers on firm performance in major league baseball. Management Sci. 66(6):2735–2751.Link, Google Scholar
• Pettit NC, Sivanathan N, Gladstone E, Marr JC (2013) Rising stars and sinking ships: Consequences of status momentum. Psych. Sci. 24(8):1579–1584.Crossref, Google Scholar
• Plant EA, Devine PG (1998) Internal and external motivation to respond without prejudice. J. Personality Soc. Psych. 75(3):811–832.Crossref, Google Scholar
• Plaut VC (2011) Law and the zero-sum game of discrimination: Commentary on Norton and Sommers (2011). Perspectives Psych. Sci. 6(3):219–221.Crossref, Google Scholar
• Podolny JM, Stuart TE (1995) A role-based ecology of technological change. Amer. J. Sociol. 100(5):1224–1260.Crossref, Google Scholar
• Prato M, Ertug G, Castellucci F, Zou T (2024) The status of status research: A review of the types, functions, levels, and audiences. J. Management 50(6):2266–2308.Crossref, Google Scholar
• Pugh MD, Wahrman R (1983) Neutralizing sexism in mixed-sex groups: Do women have to be better than men? Amer. J. Sociol. 88(4):746–762.Crossref, Google Scholar
• Ragins BR, Scandura TA (1999) Burden or blessing? Expected costs and benefits of being a mentor. J. Organ. Behav. 20(4):493–509.Crossref, Google Scholar
• Ragins BR, Townsend B, Mattis M (1998) Gender gap in the executive suite: CEOs and female executives report on breaking the glass ceiling. Acad. Management Perspective 12(1):28–42.Crossref, Google Scholar
• Rai A, Chang EH, Kirgios EL, Milkman KL (2024) Group size and its impact on diversity-related perceptions and hiring decisions in homogeneous groups. Organ. Sci. 35(6):1990–2015.Link, Google Scholar
• Randel AE (2002) Identity salience: A moderator of the relationship between group gender composition and work group conflict. J. Organ. Behav. 23(6):749–766.Crossref, Google Scholar
• Reagans R (2011) Close encounters: Analyzing how social similarity and propinquity contribute to strong network connections. Organ. Sci. 22(4):835–849.Link, Google Scholar
• Reichler JL, ed. (1988) The Baseball Encyclopedia: The Complete and Official Record of Major League Baseball (MacMillan Publishing Company, New York).Google Scholar
• Reschke BP, Azoulay P, Stuart TE (2018) Status spillovers: The effect of status-conferring prizes on the allocation of attention. Admin. Sci. Quart. 63(4):819–847.Crossref, Google Scholar
• Resick CJ, Whitman DS, Weingarden SM, Hiller NJ (2009) The bright-side and the dark-side of CEO personality: Examining core self-evaluations, narcissism, transformational leadership, and strategic influence. J. Appl. Psych. 94(6):1365–1381.Crossref, Google Scholar
• Richard OC, Kirby SL, Chadwick K (2013) The impact of racial and gender diversity in management on financial performance: How participative strategy making features can unleash a diversity advantage. Internat. J. Human Resource Management 24(13):2571–2582.Crossref, Google Scholar
• Rider CI, Wade JB, Swaminathan A, Schwab A (2023) Racial disparity in leadership: Evidence of valuative bias in the promotions of National Football League coaches. Amer. J. Sociol. 129(1):227–275.Crossref, Google Scholar
• Ridgeway CL, Boyle EH, Kuipers KJ, Robinson DT (1998) How do status beliefs develop? The role of resources and interactional experience. Amer. Sociol. Rev. 331–350.Crossref, Google Scholar
• Rivera LA (2012) Diversity within reach: Recruitment versus hiring in elite firms. Ann. Amer. Acad. Political Soc. Sci. 639(1):71–90.Crossref, Google Scholar
• Rivera LA (2017) When two bodies are (not) a problem: Gender and relationship status discrimination in academic hiring. Amer. Sociol. Rev. 82(6):1111–1138.Crossref, Google Scholar
• Rivera LM, Benitez S (2016) The roles of in-group exemplars and ethnicracial identification in self-stereotyping. Soc. Cognition 34(6):604–623.Crossref, Google Scholar
• Robinson RK, Reithel BJ, Franklin GM (2001) Workplace diversity: Is it a justification for proportional representation in the workplace. J. Bus. Entrepreneurship 13(1):1–11.Google Scholar
• Roger Rees C, Segal MW (1984) Role differentiation in groups: The relationship between instrumental and expressive leadership. Small Group Behav. 15(1):109–123.Crossref, Google Scholar
• Rosette AS, Leonardelli GJ, Phillips KW (2008) The White standard: Racial bias in leader categorization. J. Appl. Psych. 93(4):758–777.Crossref, Google Scholar
• Rowlands M (2014) Fame (Routledge, New York).Crossref, Google Scholar
• Rudman LA, Fairchild K (2004) Reactions to counterstereotypic behavior: The role of backlash in cultural stereotype maintenance. J. Personality Soc. Psych. 87(2):157–176.Crossref, Google Scholar
• Rynes SL, Barber AE (1990) Applicant attraction strategies: An organizational perspective. Acad. Management Rev. 15(2):286–310.Crossref, Google Scholar
• Ryoo Y (2022) Moral credentials versus moral credits: Two paths to consumers’ licensing of brand transgressions. J. Bus. Res. 146:13–31.Crossref, Google Scholar
• Sachdev I, Bourhis RY (1991) Power and status differentials in minority and majority group relations. Eur. J. Soc. Psych. 21(1):1–24.Crossref, Google Scholar
• Sachdeva S, Iliev R, Medin DL (2009) Sinning saints and saintly sinners: The paradox of moral self-regulation. Psych. Sci. 20(4):523–528.Crossref, Google Scholar
• Sauder M, Lynn F, Podolny JM (2012) Status: Insights from organizational sociology. Annu. Rev. Sociol. 38(1):267–283.Crossref, Google Scholar
• Schoonjans E, Hottenrott H, Buchwald A (2024) Welcome on board? Appointment dynamics of women as directors. J. Bus. Ethics 192(3):561–589.Crossref, Google Scholar
• Schwarz N, Bless H, Strack F, Klumpp G, Rittenauer-Schatka H, Simons A (1991) Ease of retrieval as information: Another look at the availability heuristic. J. Personality Soc. Psych. 61(2):195.Crossref, Google Scholar
• Scully GW (1974) Pay and performance in major league baseball. Amer. Econom. Rev. 64(6):915–930.Google Scholar
• Seigner BDC, Milanov H (2023) Mirror, mirror—A gendered lens on female entrepreneurs’ facial attractiveness in reward-based crowdfunding. J. Bus. Venturing Insights 20:e00399.Crossref, Google Scholar
• Shamsie J, Mannor MJ (2013) Looking inside the dream team: Probing into the contributions of tacit knowledge as an organizational resource. Organ. Sci. 24(2):513–529.Link, Google Scholar
• Sharkey AJ, Kovács B (2018) The many gifts of status: How attending to audience reactions drives the use of status. Management Sci. 64(11):5422–5443.Link, Google Scholar
• Simcoe TS, Waguespack DM (2011) Status, quality, and attention: What’s in a (missing) name? Management Sci. 57(2):274–290.Link, Google Scholar
• Simons W (1985) Jackie Robinson and the American mind: Journalistic perceptions of the reintegration of baseball. J. Sport History 12(1):39–64.Google Scholar
• Sirmon DG, Gove S, Hitt MA (2008) Resource management in dyadic competitive rivalry: The effects of resource bundling and deployment. Acad. Management J. 51(5):919–935.Crossref, Google Scholar
• Smith MJ, Fleming MK (2006) African American parents in the search stage of college choice: Unintentional contributions to the female to male college enrollment gap. Urban Ed. 41(1):71–100.Crossref, Google Scholar
• Smith E, Seff MA (1989) Race, position segregation and salary equity in professional baseball. J. Sport Soc. Issues 13(2):92–110.Crossref, Google Scholar
• Solow JL, Krautmann AC (2020) Do you get what you pay for? Salary and ex ante player value in Major League Baseball. J. Sports Econom. 21(7):705–722.Crossref, Google Scholar
• Sorjonen K, Melin B, Nilsonne G (2022) Lord’s paradox in latent change score modeling: An example involving facilitating longitudinal effects between intelligence and academic achievement. Personality Individual Differences 189:111520.Crossref, Google Scholar
• Stangor C, McMillan D (1992) Memory for expectancy-congruent and expectancy-incongruent information: A review of the social and social developmental literatures. Psych. Bull. 111(1):42–61.Crossref, Google Scholar
• Stevens JA, Lathrop AH, Bradish CL (2003) “Who is your hero?” implications for athlete endorsement strategies. Sport Marketing Quart. 12(2):103–110.Crossref, Google Scholar
• Stout JG, Dasgupta N, Hunsinger M, McManus MA (2011) STEMing the tide: Using ingroup experts to inoculate women’s self-concept in science, technology, engineering, and mathematics (STEM). J. Personality Soc. Psych. 100(2):255–270.Crossref, Google Scholar
• Sunstein CR (2006) Deliberating groups versus prediction markets (or Hayek’s challenge to Habermas). Episteme 3(3):192–213.Google Scholar
• Sweeney C (2024) Why most companies’ DEI initiatives never get anywhere. Forbes (April 5), https://www.forbes.com/councils/forbeshumanresourcescouncil/2024/04/05/why-most-companies-dei-initiatives-never-get-anywhere/.Google Scholar
• Sy T, Shore LM, Strauss J, Shore TH, Tram S, Whiteley P, Ikeda-Muromachi K (2010) Leadership perceptions as a function of race–occupation fit: The case of Asian Americans. J. Appl. Psych. 95(5):902–919.Crossref, Google Scholar
• Tajfel HE (1978) Differentiation Between Social Groups: Studies in the Social Psychology of Intergroup Relations (Academic Press, New York).Google Scholar
• Thomas-Hunt MC, Phillips KW (2011) The malleability of race in organizational teams: A theory of racial status activation. Status in Management and Organizations, 238–266.Google Scholar
• To C, Sherf EN, Kouchaki M (2024) How much inequity do you see? Structural power, perceptions of gender and racial inequity, and support for diversity initiatives. Acad. Management J. 67(1):126–149.Crossref, Google Scholar
• To C, Kilduff GJ, Ordoñez L, Schweitzer ME (2018) Going for it on fourth down: Rivalry increases risk taking, physiological arousal, and promotion focus. Acad. Management J. 61(4):1281–1306.Crossref, Google Scholar
• Tolbert PS, Simons T, Andrews A, Rhee J (1995) The effects of gender composition in academic departments on faculty turnover. ILR Rev. 48(3):562–579.Crossref, Google Scholar
• Tomaskovic-Devey D, Skaggs S (2002) Sex segregation, labor process organization, and gender earnings inequality. Amer. J. Sociol. 108(1):102–128.Crossref, Google Scholar
• Tosi HL, Greckhamer T (2004) Culture and CEO compensation. Organ. Sci. 15(6):657–670.Link, Google Scholar
• Tourangeau R, Yan T (2007) Sensitive questions in surveys. Psych. Bull. 133(5):859–883.Crossref, Google Scholar
• Turner JC, Hogg MA, Oakes PJ, Reicher SD, Wetherell MS (1987) Rediscovering the Social Group: A Self-Categorization Theory (Blackwell, Hoboken, NJ).Google Scholar
• Tversky A, Kahneman D (1973) Availability: A heuristic for judging frequency and probability. Cognitive Psych. 5(2):207–232.Crossref, Google Scholar
• Tversky A, Kahneman D (1992) Advances in prospect theory: Cumulative representation of uncertainty. J. Risk Uncertainty 5:297–323.Crossref, Google Scholar
• Unzueta MM, Binning KR (2010) Which racial groups are associated with diversity? Cultural Diversity Ethnic Minority Psych. 16(3):443–446.Crossref, Google Scholar
• Valentino NA, Brader T (2011) The sword’s other edge: Perceptions of discrimination and racial policy opinion after Obama. Public Opinion Quart. 75(2):201–226.Crossref, Google Scholar
• Von Nordenflycht A (2007) Is public ownership bad for professional service firms? Ad agency ownership, performance, and creativity. Acad. Management J. 50(2):429–445.Crossref, Google Scholar
• Webster M Jr, Driskell JE Jr (1978) Status generalization: A review and some new data. Amer. Sociol. Rev. 43(2):220–236.Crossref, Google Scholar
• Weisband SP, Schneider SK, Connolly T (1995) Computer-mediated communication and social information: Status salience and status differences. Acad. Management J. 38(4):1124–1151.Crossref, Google Scholar
• Wilkins CL, Kaiser CR, Rieck H (2010) Detecting racial identification: The role of phenotypic prototypicality. J. Experiment. Soc. Psych. 46(6):1029–1034.Crossref, Google Scholar
• Willer R (2009) Groups reward individual sacrifice: The status solution to the collective action problem. Amer. Sociol. Rev. 74(1):23–43.Crossref, Google Scholar
• Williams RH, Zimmerman DW (1996) Are simple gain scores obsolete? Appl. Psych. Measures 20(1):59–69.Crossref, Google Scholar
• Wilson TD, Brekke N (1994) Mental contamination and mental correction: Unwanted influences on judgments and evaluations. Psych. Bull. 116(1):117–142.Crossref, Google Scholar
• Wirth L (1970) The Problem of Minority Groups, [w:] M. Kurokawa. Minority Responses: Comparative Views of Reactions to Subordination (Random House Trade, New York).Google Scholar
• Wolfe RA, Weick KE, Usher JM, Terborg JR, Poppo L, Murrell AJ, Jourdan JS, et al. (2005) Sport and organizational studies: Exploring synergy. J. Management Inquiry 14(2):182–210.Crossref, Google Scholar
• Wong P, Lai CF, Nagasawa R, Lin T (1998) Asian Americans as a model minority: Self-perceptions and perceptions by other racial groups. Sociol. Perspectives 41(1):95–118.Crossref, Google Scholar
• Wooldridge JM (2010) Econometric Analysis of Cross Section and Panel Data (MIT Press, Cambridge, MA).Google Scholar
• Yap AJ, Madan N, Puranam P (2022) Formal hierarchy as a source of upward status disagreement? A theoretical perspective. Organ. Sci. 33(1):464–482.Link, Google Scholar
• Yoder JD (1991) Rethinking tokenism: Looking beyond numbers. Gender Society 5(2):178–192.Crossref, Google Scholar
• You J (2021) Beyond “twokenism”: Organizational factors enabling female directors to affect the appointment of a female CEO. Strategic Organ. 19(3):353–383.Crossref, Google Scholar
• Yu S, Kilduff GJ (2020) Knowing where others stand: Accuracy and performance effects of individuals’ perceived status hierarchies. J. Personality Soc. Psych. 119(1):159–184.Crossref, Google Scholar
• Zajac EJ, Westphal JD (1996) Who shall succeed? How CEO/board preferences and power affect the choice of new CEOs. Acad. Management J. 39(1):64–90.Crossref, Google Scholar
• Zhang L (2019) Who loses when a team wins? Better performance increases racial bias. Organ. Sci. 30(1):40–50.Link, Google Scholar
• Zimmerman DW, Williams RH (1982) Gain scores in research can be highly reliable. J. Ed. Measures 19(2):149–154.Crossref, Google Scholar
• Zinko R, Ferris GR, Humphrey SE, Meyer CJ, Aime F (2012) Personal reputation in organizations: Two‐study constructive replication and extension of antecedents and consequences. J. Occupational Organ. Psych. 85(1):156–180.Crossref, Google Scholar