Annotated Bibliography

Student:

Igbaria, M., & Shayo, C. (1997). The Impact of Race and Gender Differences on Job performance Evaluations and Career Success. Equal Opportunities International16(8), 12-23. https://doi.org/10.1108/eb010703

The pattern of annotated bibliography can be understood with the help of article analysis in this assignment. This article states an example of a finding on gender and race differences in job evaluations. Blacks and women have fewer career advancement opportunities in the IS field, according to the findings. White IS employees had a higher probability of getting promoted than black IS employees, according to the race study. Results of the gender study show that female employees have fewer career advancement opportunities than male employees. In the words of Igbaria, & Shayo, (1997)Together, both studies confirm the existence of a glass ceiling in business for women and blacks. In spite of the fact that female IS employees had similar ratings of performance of job to male IS employees, supervisors were less likely to attribute the performance of the female IS employees to internal factors. The supervisors asserted that, based on their abilities and efforts, only male IS employees were likely to achieve high performance. Similarly, to females, black employees’ high performance on the job was more often associated with luck, help, ease of the job, etc. than their ability and effort (Igbaria , & Shayo,1997).

Igbaria, & Shayo, (1997)has shown that evaluating job performance increases the likelihood of a promotion, as demonstrated by the findings of the two studies presented here. As long as performance appraisals are biased, a subordinate’s prospects for advancement will inevitably become skewed over time, since supervisors’ evaluations of subordinates’ job performance play such an important role (Igbaria, & Shayo,1997).Therefore, career guidance and systematized performance reviews are necessary to manage their performance and ensure their advancement.

While in other article, a negative, but not significant, relationship between gender satisfaction and performance has been found, which is consistent with the findings of the study(Kerdpitak, & Jermsittiparsert, 2020). According to Dhanani, et al., (2018), some of the prevailing expectations regarding discrimination were challenged by the results of these analyses. Having negative stereotypes about a particular group of people leads to workplace discrimination (Uncle Elei, (2016). Some of the prevailing expectations regarding discrimination were challenged by the results of these analyses.

References

Arshad, S. H. (2020). Gender discrimination and job satisfaction. International Journal of scientific research and management (IJSRM), 8(5).https://doi.org/ 10.18535/ijsrm/v4i5.06

Dhanani, L., Beus, J., & Joseph, D. (2018). Workplace discrimination: A meta-analytic extension, critique, and future research agenda. Personnel Psychology71(2), 147-179. https://doi.org/10.1111/peps.12254

Igbaria, M., & Shayo, C. (1997). The Impact of Race and Gender Differences on Job performance Evaluations and Career Success. Equal Opportunities International16(8), 12-23. https://doi.org/10.1108/eb010703

Kerdpitak, C., & Jermsittiparsert, K. (2020). Impact of gender-based, age-based, and race-based discrimination on satisfaction and performance of employees. Systematic Reviews in Pharmacy11(2), 612-620. https://doi.org/ 10.5530/srp.2020.2.89  

Uncle Elei, G. (2016). Effects of Workplace Discrimination on Employee Performance. TEXILA INTERNATIONAL JOURNAL OF MANAGEMENT2(2), 165-171. https://doi.org/10.21522/tijmg.2015.02.02.art012