Why do I like people like me?
AbstractIn many dimensions the ability to assess knowledge depends critically on the observer's own knowledge of that dimension. Building on this feature, this paper offers both theoretical and empirical evidence showing that, in those tasks where multidisciplinary knowledge is required, evaluations exhibit a similar-to-me effect: candidates who excel in the same dimensions as the evaluator tend to be ranked relatively higher. It is also shown that, if races or genders differ in their distribution of ability, group discrimination will arise unless evaluators (i) are well informed about the extent of intergroup differences and (ii) they may condition their assessments on candidates' group belonging.
Download InfoIf you experience problems downloading a file, check if you have the proper application to view it first. In case of further problems read the IDEAS help page. Note that these files are not on the IDEAS site. Please be patient as the files may be large.
Bibliographic InfoPaper provided by Universidad Carlos III, Departamento de Economía de la Empresa in its series Business Economics Working Papers with number wb080601.
Date of creation: Feb 2008
Date of revision:
Statistical discrimination; Evaluation biases;
Other versions of this item:
- Bagues, Manuel F. & Pérez Villadóniga, María José, . "Why do I like people like me?," Open Access publications from Universidad Carlos III de Madrid info:hdl:10016/1224, Universidad Carlos III de Madrid.
- J71 - Labor and Demographic Economics - - Labor Discrimination - - - Hiring and Firing
- D82 - Microeconomics - - Information, Knowledge, and Uncertainty - - - Asymmetric and Private Information; Mechanism Design
This paper has been announced in the following NEP Reports:
- NEP-ALL-2008-02-23 (All new papers)
- NEP-CBE-2008-02-23 (Cognitive & Behavioural Economics)
- NEP-HPE-2008-02-23 (History & Philosophy of Economics)
- NEP-SOC-2008-02-23 (Social Norms & Social Capital)
Please report citation or reference errors to , or , if you are the registered author of the cited work, log in to your RePEc Author Service profile, click on "citations" and make appropriate adjustments.:
- William C. Hunter & Mary Beth Walker, 1995. "The cultural affinity hypothesis and mortgage lending decisions," Working Paper Series, Issues in Financial Regulation 95-8, Federal Reserve Bank of Chicago.
- Joseph G. Altonji & Rebecca M. Blank, .
"Race and Gender in the Labor Market,"
IPR working papers
98-18, Institute for Policy Resarch at Northwestern University.
- Phelps, Edmund S, 1972. "The Statistical Theory of Racism and Sexism," American Economic Review, American Economic Association, vol. 62(4), pages 659-61, September.
- David Neumark & Harry Holzer, 2000.
"Assessing Affirmative Action,"
Journal of Economic Literature,
American Economic Association, vol. 38(3), pages 483-568, September.
- Marianne Bertrand & Sendhil Mullainathan, 2004.
"Are Emily and Greg More Employable Than Lakisha and Jamal? A Field Experiment on Labor Market Discrimination,"
American Economic Review,
American Economic Association, vol. 94(4), pages 991-1013, September.
- Marianne Bertrand & Sendhil Mullainathan, 2003. "Are Emily and Greg More Employable than Lakisha and Jamal? A Field Experiment on Labor Market Discrimination," NBER Working Papers 9873, National Bureau of Economic Research, Inc.
- Kate Antonovics & Peter Arcidiacono & Randall Walsh, 2005. "Games and Discrimination: Lessons From The Weakest Link," Journal of Human Resources, University of Wisconsin Press, vol. 40(4), pages 918-947.
- Ayres, Ian & Siegelman, Peter, 1995. "Race and Gender Discrimination in Bargaining for a New Car," American Economic Review, American Economic Association, vol. 85(3), pages 304-21, June.
- Lazear, Edward P & Rosen, Sherwin, 1990.
"Male-Female Wage Differentials in Job Ladders,"
Journal of Labor Economics,
University of Chicago Press, vol. 8(1), pages S106-23, January.
- Fevrier, Philippe & Linnemer, Laurent, 2006. "Equilibrium selection: Payoff or risk dominance?: The case of the "weakest link"," Journal of Economic Behavior & Organization, Elsevier, vol. 60(2), pages 164-181, June.
- Steven D. Levitt, 2003.
"Testing Theories of Discrimination: Evidence from "Weakest Link","
NBER Working Papers
9449, National Bureau of Economic Research, Inc.
- Levitt, Steven D, 2004. "Testing Theories of Discrimination: Evidence from Weakest Link," Journal of Law and Economics, University of Chicago Press, vol. 47(2), pages 431-52, October.
- Cornell, Bradford & Welch, Ivo, 1996. "Culture, Information, and Screening Discrimination," Journal of Political Economy, University of Chicago Press, vol. 104(3), pages 542-71, June.
- Raghubir, Priya & Valenzuela, Ana, 2006. "Center-of-inattention: Position biases in decision-making," Organizational Behavior and Human Decision Processes, Elsevier, vol. 99(1), pages 66-80, January.
- Kate Antonovics & Peter Arcidiacono & Randall Walsh, 2009. "The Effects of Gender Interactions in the Lab and in the Field," The Review of Economics and Statistics, MIT Press, vol. 91(1), pages 152-162, February.
- repec:feb:natura:0020 is not listed on IDEAS
- Dennis J. Aigner & Glen G. Cain, 1977. "Statistical theories of discrimination in labor markets," Industrial and Labor Relations Review, ILR Review, Cornell University, ILR School, vol. 30(2), pages 175-187, January.
- Blank, Rebecca M, 1991. "The Effects of Double-Blind versus Single-Blind Reviewing: Experimental Evidence from The American Economic Review," American Economic Review, American Economic Association, vol. 81(5), pages 1041-67, December.
- Hunter, William C & Walker, Mary Beth, 1996. "The Cultural Affinity Hypothesis and Mortgage Lending Decisions," The Journal of Real Estate Finance and Economics, Springer, vol. 13(1), pages 57-70, July.
- Zinovyeva, Natalia & Bagues, Manuel F., 2011.
"Does Gender Matter for Academic Promotion? Evidence from a Randomized Natural Experiment,"
IZA Discussion Papers
5537, Institute for the Study of Labor (IZA).
- Natalia Zinovyeva & Manuel F. Bagues, 2010. "Does gender matter for academic promotion? Evidence from a randomized natural experiment," Working Papers 2010-15, FEDEA.
- 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.
- Manuel Bagues & Maria Jose Perez-Villadoniga, 2009. "Do recruiters prefer applicants with similar skills? Evidence from a randomized natural experiment," Business Economics Working Papers wb090562, Universidad Carlos III, Departamento de Economía de la Empresa.
- Bagues, Manuel F. & Pérez Villadóniga, María José, . "Do recruiters prefer applicants with similar skills? Evidence from a randomized natural experiment," Open Access publications from Universidad Carlos III de Madrid info:hdl:10016/5178, Universidad Carlos III de Madrid.
- Manuel F. Bagues & Berta Esteve-Volart, 2010.
"Can Gender Parity Break the Glass Ceiling? Evidence from a Repeated Randomized Experiment,"
Review of Economic Studies,
Oxford University Press, vol. 77(4), pages 1301-1328.
- Manuel F. Bagüés & Berta Esteve-Volart, 2007. "Can gender parity break the glass ceiling? Evidence from a repeated randomized experiment," Working Papers 2007-15, FEDEA.
For technical questions regarding this item, or to correct its authors, title, abstract, bibliographic or download information, contact: ().
If references are entirely missing, you can add them using this form.