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Why do I like people like me?

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  • Bagues, Manuel
  • Perez-Villadoniga, Maria J.

Abstract

In this paper we extend the standard model of statistical discrimination to a multidimensional framework where the accuracy of evaluators depends on how knowledgeable they are in each dimension. The model yields two main implications. First, candidates who excel in the same dimensions as the evaluator tend to be preferred. Second, if two equally productive groups of workers differ in their distribution of ability across dimensions group discrimination will arise unless (i) evaluators are well informed about the extent of these differences and (ii) evaluators can take candidatesʼ group belonging into account in their assessments.

Suggested Citation

  • Bagues, Manuel & Perez-Villadoniga, Maria J., 2013. "Why do I like people like me?," Journal of Economic Theory, Elsevier, vol. 148(3), pages 1292-1299.
    • Handle: RePEc:eee:jetheo:v:148:y:2013:i:3:p:1292-1299
    DOI: 10.1016/j.jet.2012.09.014
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    References listed on IDEAS

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    Citations

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    Cited by:

    1. Manuel F. Bagues & Berta Esteve-Volart, 2010. "Can Gender Parity Break the Glass Ceiling? Evidence from a Repeated Randomized Experiment," The Review of Economic Studies, Review of Economic Studies Ltd, vol. 77(4), pages 1301-1328.
    2. Melguizo Lopez, Isabel, 2019. "Group size and network formation," MPRA Paper 91428, University Library of Munich, Germany.
    3. Luca Flabbi & Mario Macis & Andrea Moro & Fabiano Schivardi, 2019. "Do Female Executives Make a Difference? The Impact of Female Leadership on Gender Gaps and Firm Performance," The Economic Journal, Royal Economic Society, vol. 129(622), pages 2390-2423.
    4. Manuel Bagues & Mauro Sylos-Labini & Natalia Zinovyeva, 2017. "Does the Gender Composition of Scientific Committees Matter?," American Economic Review, American Economic Association, vol. 107(4), pages 1207-1238, April.
    5. Bagues, Manuel & Perez-Villadoniga, Maria J., 2012. "Do recruiters prefer applicants with similar skills? Evidence from a randomized natural experiment," Journal of Economic Behavior & Organization, Elsevier, vol. 82(1), pages 12-20.
    6. Guastavino, Carlos & Miranda, Alvaro & Montero, Rodrigo, 2021. "Rank effect in bureaucrat recruitment," European Journal of Political Economy, Elsevier, vol. 68(C).
    7. Neilson, William & Ying, Shanshan, 2016. "From taste-based to statistical discrimination," Journal of Economic Behavior & Organization, Elsevier, vol. 129(C), pages 116-128.
    8. Natalia Zinovyeva & Manuel F. Bagues, 2010. "Does gender matter for academic promotion? Evidence from a randomized natural experiment," Working Papers 2010-15, FEDEA.

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    More about this item

    Keywords

    Statistical discrimination; Similar-to-me effect;

    JEL classification:

    • J71 - Labor and Demographic Economics - - Labor Discrimination - - - Hiring and Firing
    • D82 - Microeconomics - - Information, Knowledge, and Uncertainty - - - Asymmetric and Private Information; Mechanism Design

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