国际顶刊｜《美国社会学评论》2023年第88卷第2期
01
期 刊 介 绍
American Sociological Review（ASR，《美国社会学评论》）是美国社会学协会（The American Sociological Association, ASA）的旗舰期刊。美国社会学协会于 1936 年创办了这本期刊，其使命是发表对社会学学科感兴趣的原创作品、新的理论发展、促进对基本社会过程理解的研究结果以及重要的方法创新。该刊欢迎关于社会学所有领域的研究文章，重点是文章本身的卓越品质和引起读者的普遍兴趣。该刊在《科睿唯安 2022 年期刊引用报告》（Clarivate JCR2022）中 JIF=9.1，在 149 种社会学类（Sociology-SSCI）期刊中排名第 3（Q1）。
02
期刊目录
1.They Can’t All Be Stars: The Matthew Effect, Cumulative Status Bias, and Status Persistence in NBA All-Star Elections
他们不可能全是明星：NBA全明星选举中的马太效应、累积性地位偏差和地位持续性
2.Change in Personal Culture over the Life Course
个人文化在生命历程中的变化
3.Racial Inequality in Work Environments
工作环境的种族不平等
4.Not in My Schoolyard: Disability Discrimination in Educational Access
别在我的校园里：教育机会中的残疾歧视
5.“Born for a Storm”: Hard-Right Social Media and Civil Unrest
为风暴而生：极右翼社交媒体与内乱
6.Contested by the State: Institutional Offloading in the Case of Crossover Youth
国家的挑战：跨性别青年的制度负担
03
摘要译文
01 他们不可能全是明星：NBA全明星选举中的马太效应、累积性地位偏差和地位持续性
【题目】
They Can’t All Be Stars: The Matthew Effect, Cumulative Status Bias, and Status Persistence in NBA All-Star Elections
【作者】
Thomas Biegert, Michael Kühhirt and Wim Van Lancker
【摘要】
本研究探讨了马太效应在多大程度上以及通过何种机制形成了持久的地位等级。我们提出了一个模型，该模型强调了累积性地位偏差在从初始地位分配到地位确认的反馈循环中的作用。我们研究了全美篮球协会（NBA）全明星赛年度选举中重复地位分配的正式过程。利用球员表现的详细记录，我们可以将马太效应与实际的表现差异分离开来，从而证明之前的全明星提名会提高再次提名的机会。我们证明，马太效应的部分原因是获得全明星提名后表现的提升，但投票人的评价也直接受到球员先前地位的影响而有所偏倚。之前的多次提名进一步提高了球员的机会，证实了累积地位偏差的重要性。由此产生的有地位偏差的已获地位的持续性意味着表现和地位的脱钩程度越来越高，其对地位和资源择优分配的破坏甚至超过了现有文献所承认的程度。
This study investigates the extent to and mechanisms through which Matthew effects create persistent status hierarchies. We propose a model that highlights the role of cumulative status bias in the feedback loop that leads from initial status allocation to status confirmation. We investigate the formalized process of repeated status allocation in annual elections to the National Basketball Association (NBA) All-Star game. Using detailed records on player performances allows us to isolate the Matthew effect from actual productivity differences to show that a previous All-Star nomination improves the chances to be re-nominated. We demonstrate that this Matthew effect is partly explained by improved productivity after an All-Star nomination, but voters’ evaluations are also directly biased by a player’s prior status. Multiple previous nominations further improve a player’s chances, confirming the importance of cumulative status bias. The resulting status-biased persistence of achieved status implies ever greater decoupling of productivity and status, undermining the meritocratic allocation of status and resources even more than the existing literature acknowledges.
02 个人文化在生命历程中的变化
【题目】
Change in Personal Culture over the Life Course
【作者】
Philipp M. Lersch
【摘要】
先前有文献利用短期面板数据发现，个人文化（如态度和价值观）在个人的生命历程中具有稳定性。这些研究得出的结论是，在早年的成型阶段之后，个人文化很少发生持久的变化。这一结论与越来越多的利用长期面板数据得出的个人文化在人生重大转折后发生变化的证据相冲突。为了整合这些相互矛盾的研究结果，本研究开发并应用了一个个人文化的生命历程适应模型，将早期的形成与变化的持续可能性考虑在内。利用来自五个国家的六项长期面板研究（BHPS、HILDA、PSID、SHP、SOEP、UKHLS）的丰富数据和 428 个个人文化测量指标，我使用混合效应建模和个体参与者数据元分析对理论预期进行了检验。结果支持生命历程适应模型。虽然与稳定的个体间差异相比，个人文化中持久的、非暂时的、个体内部的变化相对较小，但我发现，个体在生命历程中个人文化的持续变化这一命题得到了强有力的支持。这些变化部分取决于先前的生平经历。最后，个人文化每年都会有很大的波动。对于年轻的出生队列，个人文化的变化越来越多样化。
Prior literature finds stability in personal culture, such as attitudes and values, in individuals’ life courses using short-running panel data. This work has concluded that lasting change in personal culture is rare after formative early years. This conclusion conflicts with a growing body of evidence for changes in personal culture after significant life course transitions, drawing on long-running panel data. To integrate these conflicting findings, the current study develops and applies a life course adaption model of personal culture, accounting for early imprinting and the continued possibility for change. Drawing on rich data from six long-running panel studies from five countries (BHPS, HILDA, PSID, SHP, SOEP, UKHLS) and 428 measures of personal culture, I test the theoretical expectations using mixed-effects modeling and an individual participant data meta-analysis. Results support the life course adaption model. Although lasting, non-transitory, within-individual changes in personal culture are relatively small compared to stable between-individual differences, I find strong support for the proposition that individuals change persistently in their personal culture as they move through the life course. These changes are partly dependent on prior biographical experiences. Finally, personal culture fluctuates substantially from year to year. Change in personal culture is increasingly varied for younger birth cohorts.
03 工作环境的种族不平等
【题目】
Racial Inequality in Work Environments
【作者】
Letian Zhang
【摘要】
本文探讨了工作环境的种族分层问题。长期以来，研究不平等问题的学者已经发现了工资和职业成就方面的种族差异，但工人的职业生涯和福祉也受到工作环境因素的影响，包括企业文化、管理风格和工作-生活平衡性。我从理论上提出了可能导致企业工作环境中种族不平等的两个过程：(1) 排斥性做法导致的员工分流，以及 (2) 职业和地理位置的种族差异造成的溢出效应。为了验证这一点，我收集了一个独特的企业级数据集，该数据集由 100 万份员工评论组成，涵盖了美国大多数大中型企业。我的研究表明，黑人员工较多的企业在管理质量、企业文化和工作生活平衡方面得分较低，而亚裔员工较多的企业在这些方面得分较高。然而，在控制了职业、行业和地理因素后，亚裔员工的优势消失了，而黑人员工的劣势却依然存在，这表明公司层面的员工分流过程在起作用。与此相一致，我发现黑人员工的劣势在种族观念更保守、工作场所种族歧视更普遍的地区最为明显。然后，我使用两种完全不同的数据来源复制了主要发现。这些结果共同强调了工作环境的种族不平等，这是职场不平等的一个被忽视但却很重要的方面。
This article explores racial stratification in work environments. Inequality scholars have long identified racial disparities in wage and occupational attainment, but workers’ careers and well-being are also shaped by elements of their work environment, including firm culture, managerial style, and work-life balance. I theorize two processes that could lead to racial inequality in firms’ work environments: (1) employee sorting due to exclusionary practices, and (2) spillover from racial differences in occupation and geographic location. To test this, I gathered a unique firm-level dataset composed of one million employee reviews, covering most large and medium-sized firms in the United States. I show that firms with more Black employees score lower for managerial quality, firm culture, and work-life balance, and firms with more Asian employees score higher on these dimensions. However, Asian employees’ advantage disappears when controlling for occupation, industry, and geography, whereas Black employees’ disadvantage persists, suggesting that the process of firm-level employee sorting is at work. Consistent with this, I find that Black employees’ disadvantage is strongest in areas with more conservative racial attitudes and more prevalent workplace racial discrimination. I then replicated the main findings using two entirely different data sources. Together, these results underscore racial inequality in work environments, an overlooked but important dimension of workplace inequality.
04 别在我的校园里：教育机会中的残疾歧视
【题目】
Not in My Schoolyard: Disability Discrimination in Educational Access
【作者】
Lauren A. Rivera and András Tilcsik
【摘要】
残疾人是美国最大的少数群体，联邦法律禁止歧视残疾人。然而，残疾问题在歧视社会学中受到的关注却很有限。我们在一个重要的把关性互动中考察残疾歧视：接受公共教育的机会。在对 20000 多所公立学校进行的一项审计研究中，我们假扮潜在的家长，给校长们发送了要求参观学校的电子邮件，其中孩子的残疾状况、性别和家长的种族被多样化。当孩子有残疾时，校长回复的可能性明显较低，尤其是当邮件来自黑人（而非白人）家长时。一项针对 578 名校长的调查实验揭示了可能的机制。校长们认为残疾学生更有可能给学校带来沉重负担，但残疾黑人学生由于针对其家长的刻板印象而面临着更多的不利因素，其家长被认为是学校社区未来在筹款、志愿服务和其他形式的学校活动支持方面价值较低的成员。我们的研究结果突出表明，对残疾人的歧视早在劳动力市场之前就开始了，并揭示了残疾与种族之间的交叉如何形成了教育机会的不平等。
Disabled people constitute the largest minority group in the United States, and disability discrimination is prohibited under federal law. Nevertheless, disability has received limited attention in the sociology of discrimination. We examine disability discrimination in an important gatekeeping interaction: access to public education. In an audit study of more than 20,000 public schools, we sent emails to principals from fictitious prospective parents asking for a school tour, varying the child’s disability status and gender and the parent’s race. Principals were significantly less likely to respond when the child had a disability, especially when the email came from a Black (rather than White) parent. A survey experiment with 578 principals revealed possible mechanisms. Principals viewed disabled students as more likely to impose a significant burden on schools, but disabled Black students faced an additional disadvantage due to stereotypes of their parents, who were perceived to be less valuable future members of the school community in terms of fundraising, volunteering, and other forms of engagement to support the school. Our results highlight that discrimination against people with disabilities begins long before the labor market and illuminate how the intersection between disability and race shapes inequalities in educational access.
05 为风暴而生：极右翼社交媒体与内乱
【题目】
“Born for a Storm”: Hard-Right Social Media and Civil Unrest
【作者】
Daniel Karell, Andrew Linke, Edward Holland and Edward Hendrickson
【摘要】
极右翼社交媒体上的活动是否会导致极右翼内乱？如果是，为什么？我们创建了一个空间面板数据集，其中包括2020年1月至2021年1月期间全美的极右翼社交媒体使用情况和骚乱事件。使用带有基于核心的统计区（CBSA）和月份固定效应的空间回归分析，我们发现，在特定月份有更高CBSA级别的极右翼社交媒体活动越多，随后的骚乱事件就越多。稳健性检查、安慰剂测试、替代分析方法和敏感性分析的结果都支持这一发现。为了研究为什么用极右翼社交媒体的活动能够预测动乱，我们利用了用户在网络社区中共享内容和状态的原始数据集。对这些数据的分析表明，极右翼社交媒体改变了用户对规范的看法，增加了他们参与曾被视为禁忌的抗争性事件的可能性。我们的研究为社交媒体的线下效应、以及越发常见的极右翼平台所带来的后果提供了新的发现。
Does activity on hard-right social media lead to hard-right civil unrest? If so, why? We created a spatial panel dataset comprising hard-right social media use and incidents of unrest across the United States from January 2020 through January 2021. Using spatial regression analyses with core-based statistical area (CBSA) and month fixed effects, we find that greater CBSA-level hard-right social media activity in a given month is associated with an increase in subsequent unrest. The results of robustness checks, placebo tests, alternative analytical approaches, and sensitivity analyses support this finding. To examine why hard-right social media activity predicts unrest, we draw on an original dataset of users’ shared content and status in the online community. Analyses of these data suggest that hard-right social media shift users’ perceptions of norms, increasing the likelihood they will participate in contentious events they once considered taboo. Our study sheds new light on social media’s offline effects, as well as the consequences of increasingly common hard-right platforms.
06 国家的挑战：跨性别青年的制度负担
【题目】
Contested by the State: Institutional Offloading in the Case of Crossover Youth
【作者】
Catherine Sirois
【摘要】
人们如何成为一个国家机构对另一个国家的责任？流行的理论表明，边缘化群体在生活过程中受到越来越强的胁迫性控制，但更具胁迫性的机构可能并不总是对被送去的人承担责任。这篇文章以交叉青年的独特案例——处于儿童福利和青少年司法系统交界处的儿童——来说明国家机构如何协商和竞争边缘化群体的责任。为了解释这一过程，我提出了一个机构卸载的概念框架，该框架认为，机构行为者试图卸载他们认为会过度紧张其可支配资源并使其受到指责的合格任务或客户的责任。根据加州少年法庭的人种学数据和对法庭参与者的采访，该分析展示了社会服务和缓刑的参与者如何试图推卸跨性别青年的责任。在这个过程中，机构行动者构建并争夺跨性别青年的依赖或犯罪地位。研究结果强调了将治理决策作为相互关联的国家程序进行分析的重要性，并阐明了边缘化群体入狱的管道可能被永久化和潜在中断的机制。
How do people become the responsibility of one state institution over another? Prevailing theory suggests that marginalized groups are funneled toward increasingly coercive control over the life course, yet more coercive institutions may not always assume responsibility for people sent their way. This article uses the unique case of crossover youth—children at the junction of child welfare and juvenile justice systems—to illustrate how state institutions negotiate and contest responsibility for marginalized groups. To explain this process, I advance a conceptual framework of institutional offloading, which contends that institutional actors seek to offload responsibility for eligible tasks or clients they perceive to unduly strain the resources at their disposal and expose them to blame. Drawing on ethnographic data from a California juvenile court and interviews with court actors, the analysis demonstrates how actors from Social Services, on one side, and Probation, on the other, attempt to offload responsibility for crossover youth. In this process, institutional actors construct and contest crossover youths’ status as dependent or delinquent. The findings highlight the importance of analyzing governance decisions as interlocking state processes and illuminate mechanisms by which the pipeline to prison for marginalized groups may be perpetuated and potentially disrupted.
翻 译：郭瑞涵
校 对：冉芷箐
编辑：冉芷箐
一审：聂凯巍
二审：大 兰
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