Koppman
Biographic Data
| ID | 21484 |
|---|---|
| NAME | Koppman |
| FAMILY NAME | Koppman |
| SIGNATURE | KOPPMAN |
| AFFILIATIONS | University of California, Irvine |
| ORCID | 0000-0002-2254-950X |
| VERIFIED | Yes |
| TOTAL WORKS | 6 |
| TOTAL CITATIONS | 33 |
| AUTHOR COUNT | 6 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 2014 |
| LATEST PUBLICATION YEAR | 2025 |
| H-INDEX | 3 |
Applying While Black: The Collateral Effects of Racial Differences in Work Histories
It is well known that hiring practices that treat job seekers differently by race contribute to racial disparities in employment. Yet, practices that treat job seekers equivalently may also contribute to racial disparities if there are pre-existing racial differences among the applicants. We focus on employers’ prominent practice of using job seekers’ work histories to make inferences about their suitability for jobs. Scholars and practitioners a…
Taking a Pass: How Proportional Prejudice and Decisions Not to Hire Reproduce Gender Segregation
The authors propose and test a novel theory of how decisions not to hire reproduce gender segregation through what they term proportional prejudice. They hypothesize that employers are less likely to hire anyone from an applicant pool that contains a large proportion of gender-atypical applicants—that is, those whose gender does not match the occupation stereotype—as this leads employers to form negative impressions of all pool applicants, regard…
Different Like Me: Why Cultural Omnivores Get Creative Jobs
Combining primary survey data collected from a probability sample of U.S. advertising agencies and semi-structured interviews with advertising practitioners, I tested a novel link from class background to creative employment through a cultural process of matching people to jobs. Qualitative data show that shared culture, specifically “omnivorous”—diverse and inclusive—taste and socialization, signals creative potential to employers and motivates …
In the Eye of the Beholder: The Stratification of Taste in a Cultural Industry
Scholars argue that cultural intermediaries—that is, people that sell popular culture—accomplish their work through an affinity between their personal taste and that of their consumers. Yet, studies have not examined the social origins of such taste. To address this gap, I use qualitative and quantitative methods to analyze data collected from a probability sample of U.S. advertising practitioners. I find that although the tastes of cultural inte…
The Joy of Science: Disciplinary Diversity in Emotional Accounts
Science and emotions are typically juxtaposed: science is considered rational and unattached to outcomes, whereas emotions are considered irrational and harmful to science. Ethnographic studies of the daily lives of scientists have problematized this opposition, focusing on the emotional experiences of scientists as they go about their work, but they reveal little about disciplinary differences. We build on these studies by analyzing Citation Cla…
Making art work: Creative assessment as boundary work
Making art work: Creative assessment as boundary work
Taking a Pass: How Proportional Prejudice and Decisions Not to Hire Reproduce Gender Segregation
The authors propose and test a novel theory of how decisions not to hire reproduce gender segregation through what they term proportional prejudice. They hypothesize that employers are less likely to hire anyone from an applicant pool that contains a large proportion of gender-atypical applicants—that is, those whose gender does not match the occupation stereotype—as this leads employers to form negative impressions of all pool applicants, regard…
The Joy of Science: Disciplinary Diversity in Emotional Accounts
Science and emotions are typically juxtaposed: science is considered rational and unattached to outcomes, whereas emotions are considered irrational and harmful to science. Ethnographic studies of the daily lives of scientists have problematized this opposition, focusing on the emotional experiences of scientists as they go about their work, but they reveal little about disciplinary differences. We build on these studies by analyzing Citation Cla…
Making art work: Creative assessment as boundary work
In the Eye of the Beholder: The Stratification of Taste in a Cultural Industry
Scholars argue that cultural intermediaries—that is, people that sell popular culture—accomplish their work through an affinity between their personal taste and that of their consumers. Yet, studies have not examined the social origins of such taste. To address this gap, I use qualitative and quantitative methods to analyze data collected from a probability sample of U.S. advertising practitioners. I find that although the tastes of cultural inte…
The Joy of Science: Disciplinary Diversity in Emotional Accounts
Science and emotions are typically juxtaposed: science is considered rational and unattached to outcomes, whereas emotions are considered irrational and harmful to science. Ethnographic studies of the daily lives of scientists have problematized this opposition, focusing on the emotional experiences of scientists as they go about their work, but they reveal little about disciplinary differences. We build on these studies by analyzing Citation Cla…
Different Like Me: Why Cultural Omnivores Get Creative Jobs
Combining primary survey data collected from a probability sample of U.S. advertising agencies and semi-structured interviews with advertising practitioners, I tested a novel link from class background to creative employment through a cultural process of matching people to jobs. Qualitative data show that shared culture, specifically “omnivorous”—diverse and inclusive—taste and socialization, signals creative potential to employers and motivates …
Taking a Pass: How Proportional Prejudice and Decisions Not to Hire Reproduce Gender Segregation
The authors propose and test a novel theory of how decisions not to hire reproduce gender segregation through what they term proportional prejudice. They hypothesize that employers are less likely to hire anyone from an applicant pool that contains a large proportion of gender-atypical applicants—that is, those whose gender does not match the occupation stereotype—as this leads employers to form negative impressions of all pool applicants, regard…
Applying While Black: The Collateral Effects of Racial Differences in Work Histories
It is well known that hiring practices that treat job seekers differently by race contribute to racial disparities in employment. Yet, practices that treat job seekers equivalently may also contribute to racial disparities if there are pre-existing racial differences among the applicants. We focus on employers’ prominent practice of using job seekers’ work histories to make inferences about their suitability for jobs. Scholars and practitioners a…
Psychology (6 works) · Social Psychology (5 works) · Sociology (5 works) · Political science (4 works) · Cultural Industries and Urban Development (3 works) · Social science (3 works) · Computer Science (2 works) · Creativity (2 works) · Creativity in Education and Neuroscience (2 works) · Demographic economics (2 works)