Kevin Stainback
Biographic Data
| ID | 3619980 |
|---|---|
| NAME | Kevin Stainback |
| GIVEN NAMES | Kevin |
| FAMILY NAME | Stainback |
| SIGNATURE | STAINBACK K |
| AFFILIATIONS | Purdue University West Lafayette |
| ORCID | 0000-0001-9358-9819 |
| VERIFIED | Yes |
| TOTAL WORKS | 22 |
| TOTAL CITATIONS | 681 |
| AUTHOR COUNT | 22 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 2005 |
| LATEST PUBLICATION YEAR | 2026 |
| H-INDEX | 14 |
Race, Education, and Microaggression Experiences in Everyday Life
Microaggressions are subtle, discriminatory actions that occur in everyday interactions and play a significant role in the maintenance of racial hierarchies. Previous research has often focused on identifying these experiences among specific racial groups in distinct environments, such as schools or workplaces. Yet, there has been limited comparison of these experiences across various social domains, racial groups, and socioeconomic backgrounds. …
Organizational accountability and gender segregation: Can bureaucratic reforms drive organizational change
Gender segregation is a core indicator of organizational inequality with downstream implications for wages, authority, and career mobility. Its causes and consequences have been studied extensively, yet much less is known about the organizational practices that may reduce it. This study addresses this gap by examining the effects of accountability practices on workplace gender integration. Scholars have identified three key aspects of organizatio…
Board Gender Diversity and Women in Senior Management
Covid-19 and the 24/7 News Cycle: Does Covid-19 News Exposure Affect Mental Health
The coronavirus disease 2019 (COVID-19) pandemic has upended nearly every aspect of social life in the United States and abroad. People turn to news to provide public health updates about the virus, such as reports of new cases and deaths, but also to understand how COVID-19 is affecting jobs and the economy. The news, irrespective of its format, serves as a central conduit of information during the pandemic. Prior research examining public traum…
Retail Sector Concentration, Local Economic Structure, and Community Well-Being
The rise and expansion of large retail firms mark a significant shift in economic organization across communities in the United States. In this article, we describe this shift and discuss implications for local economic structure and community well-being. We present theoretical perspectives on the concentration of productive resources and review findings from empirical studies linking retail-sector concentration to wages, jobs, and small firms as…
Between State and Market: Hukou,Nonstandard Employment, and Bad Jobs in Urban China
China’s household registration system (hukou) has long divided urban and rural populations—economically, socially, and spatially. Economic reforms since the late-1970s, however, have led to increased opportunities for rural migrants in urban labor markets. But how are rural migrants being incorporated into urban employment? Drawing on Tilly’s relational inequality perspective, this article examines the relationship between hukou and job quality—p…
The spread of “big box” retail firms and spatial stratification
Large “big box” retail firms, including general merchandisers (e.g., Walmart and Target) as well as “category killers” (e.g., Home Depot and Toys “R” Us), have spread rapidly across the United States over the past 4 decades. These firms have been lauded for their presumed consumer benefits linked to expansive product selections and discount prices. They have also been criticized for their perceived negative effects on locally owned businesses, jo…
Documenting Contested Racial Identities Among Self-Identified Latina/os, Asians, Blacks, and Whites
A contested racial identity refers to incongruence between personal racial identification and external racial categorization. For example, an individual may self-identify as White, but be perceived by most others as non-White. Documenting racial contestation is important because racialized experiences are shaped not only by the racial classification that individuals claim for themselves but also the external racial attributions placed on them by …
Women in Power: Undoing or Redoing the Gendered Organization
A growing literature examines the organizational factors that promote women's access to positions of organizational power. Fewer studies, however, explore the implications of women in leadership positions for the opportunities and experiences of subordinates. Do women leaders serve to undo the gendered organization? In other words, is women's greater representation in leadership positions associated with less gender segregation at lower organizat…
Interviewer Gender Effects on Survey Responses to Marriage-Related Questions
This article explores how interviewer gender influences responses to marriage-related questions in face-to-face surveys utilizing the 2006 China General Social Survey (CGSS). The specific marriage items examined concern respondent's views of the happiness of married people and normative views of marriage and ask: (a) whether married men are happier than unmarried men; (b) whether married women are happier than unmarried women; (c) whether getting…
Female Leaders, Organizational Power, and Sex Segregation
A large body of research has examined the organizational factors that promote women's access to positions of workplace authority. Fewer studies explore how women's access to these positions influences gender inequality among subordinates. Utilizing a 2005 national sample of South Korean organizations, this article examines whether having women in managerial and supervisory roles is associated with lower levels of workplace sex segregation. In oth…
Shaking things up or business as usual? The influence of female corporate executives and board of directors on women's managerial representation
Workplace racial composition, perceived discrimination, and organizational attachment
The Context of Workplace Sex Discrimination: Sex Composition, Workplace Culture and Relative Power
Building on prior work surrounding negative workplace experiences, such as bullying and sexual harassment, we examine the extent to which organizational context is meaningful for the subjective experience of sex discrimination. Data draw on the 2002 National Study of the Changing Workforce, which provides a key indicator of individuals' sex discrimination experiences as well as arguably influential dimensions of organizational context—i.e., sex c…
Organizational Approaches to Inequality: Inertia, Relative Power, and Environments
This article reviews recent theoretical and empirical research addressing organizations and workplace stratification, with an emphasis on the generic organizational mechanisms responsible for producing both stability and change in workplace inequality. We propose that an organizational approach to the study of stratification should examine status- and class-based inequalities at the intersection of (a) the inertial tendencies of organizational st…
Political Economy of US States and Rates of Fatal Occupational Injury
Objectives. We investigated the extent to which the political economy of US states, including the relative power of organized labor, predicts rates of fatal occupational injury. Methods. We described states’ political economies with 6 contextual variables measuring social and political conditions: “right-to-work” laws, union membership density, labor grievance rates, state government debt, unemployment rates, and social wage payments. We obtained…
An Organizational Approach to Understanding Sex and Race Segregation in U.S. Workplaces
This article examines the influence of resource dependence and institutional processes on post-Civil Rights Act changes in private sector workplace segregation. We use data collected by the U.S. Equal Employment Opportunity Commission from 1966 through 2000 to examine organizations embedded within their firm, industry, local labor market and federal regulatory environments. Sex segregation declines precipitously from 1966 through 2000, but we see…
Intersections of Power and Privilege: Long-Term Trends in Managerial Representation
This article examines post-Civil Rights Act trends in private sector managerial representation for white men, white women, black men, and black women. We examine how three factors affect changing access to managerial positions: (1) industrial restructuring, (2) the process of bottom-up ascription, and (3) organizational characteristics. Accounting for compositional shifts in the labor supply, we find that white male managerial overrepresentation …
Social Contacts and Race/Ethnic Job Matching
Scholarly literature and the media often tout “networking” as an effective route for obtaining quality employment. Some scholars, however, have cautioned that racially segregated social networks may produce racially segregated workgroups and differential opportunity structures over time. Drawing from theoretical perspectives pertaining to social closure and analyzing data from the Multi-City Study of Urban Inequality, this article analyses the ro…
Discrimination and Desegregation: Equal Opportunity Progress in U.S. Private Sector Workplaces since the Civil Rights Act
Numerous commentators have concluded that the Civil Rights Act was effective in promoting increased access to quality jobs for racial minorities. Many have worried as well that the pace of change has been too slow or stalled, particularly after 1980. Few have directly discussed under what conditions we might expect equal employment opportunity (EEO) to flourish. Explanations of status inequalities in the workplace have primarily relied on theorie…
Documenting Desegregation: Segregation in American Workplaces by Race, Ethnicity, and Sex, 1966-2003
Title VII of the 1964 Civil Rights Act made employment discrimination and segregation on the basis of race, ethnicity, or sex illegal in the United States. Previous research based on analyses of aggregate national trends in occupational segregation suggests that sex and race/ethnic employment segregation has declined in the United States since the 1960s. We add to the existing knowledge base by documenting for the first time male-female, black-wh…
Race and Workplace Integration: A Politically Mediated Process
The Civil Rights Act of 1964 stands as one of the greatest achievements in U.S. history. Although the law made discrimination illegal, its effectiveness, especially Title VII covering the employment domain, remains highly contested. The authors argue that legal shifts produce workplace racial integration only to the extent that there are additional political pressures on firms to desegregate. They examine fluctuating national political pressure t…
Documenting Desegregation: Segregation in American Workplaces by Race, Ethnicity, and Sex, 1966-2003
Title VII of the 1964 Civil Rights Act made employment discrimination and segregation on the basis of race, ethnicity, or sex illegal in the United States. Previous research based on analyses of aggregate national trends in occupational segregation suggests that sex and race/ethnic employment segregation has declined in the United States since the 1960s. We add to the existing knowledge base by documenting for the first time male-female, black-wh…
Organizational Approaches to Inequality: Inertia, Relative Power, and Environments
This article reviews recent theoretical and empirical research addressing organizations and workplace stratification, with an emphasis on the generic organizational mechanisms responsible for producing both stability and change in workplace inequality. We propose that an organizational approach to the study of stratification should examine status- and class-based inequalities at the intersection of (a) the inertial tendencies of organizational st…
Intersections of Power and Privilege: Long-Term Trends in Managerial Representation
This article examines post-Civil Rights Act trends in private sector managerial representation for white men, white women, black men, and black women. We examine how three factors affect changing access to managerial positions: (1) industrial restructuring, (2) the process of bottom-up ascription, and (3) organizational characteristics. Accounting for compositional shifts in the labor supply, we find that white male managerial overrepresentation …
Discrimination and Desegregation: Equal Opportunity Progress in U.S. Private Sector Workplaces since the Civil Rights Act
Numerous commentators have concluded that the Civil Rights Act was effective in promoting increased access to quality jobs for racial minorities. Many have worried as well that the pace of change has been too slow or stalled, particularly after 1980. Few have directly discussed under what conditions we might expect equal employment opportunity (EEO) to flourish. Explanations of status inequalities in the workplace have primarily relied on theorie…
Documenting Contested Racial Identities Among Self-Identified Latina/os, Asians, Blacks, and Whites
A contested racial identity refers to incongruence between personal racial identification and external racial categorization. For example, an individual may self-identify as White, but be perceived by most others as non-White. Documenting racial contestation is important because racialized experiences are shaped not only by the racial classification that individuals claim for themselves but also the external racial attributions placed on them by …
Women in Power: Undoing or Redoing the Gendered Organization
A growing literature examines the organizational factors that promote women's access to positions of organizational power. Fewer studies, however, explore the implications of women in leadership positions for the opportunities and experiences of subordinates. Do women leaders serve to undo the gendered organization? In other words, is women's greater representation in leadership positions associated with less gender segregation at lower organizat…
Race and Workplace Integration: A Politically Mediated Process
The Civil Rights Act of 1964 stands as one of the greatest achievements in U.S. history. Although the law made discrimination illegal, its effectiveness, especially Title VII covering the employment domain, remains highly contested. The authors argue that legal shifts produce workplace racial integration only to the extent that there are additional political pressures on firms to desegregate. They examine fluctuating national political pressure t…
Shaking things up or business as usual? The influence of female corporate executives and board of directors on women's managerial representation
Workplace racial composition, perceived discrimination, and organizational attachment
Interviewer Gender Effects on Survey Responses to Marriage-Related Questions
This article explores how interviewer gender influences responses to marriage-related questions in face-to-face surveys utilizing the 2006 China General Social Survey (CGSS). The specific marriage items examined concern respondent's views of the happiness of married people and normative views of marriage and ask: (a) whether married men are happier than unmarried men; (b) whether married women are happier than unmarried women; (c) whether getting…
An Organizational Approach to Understanding Sex and Race Segregation in U.S. Workplaces
This article examines the influence of resource dependence and institutional processes on post-Civil Rights Act changes in private sector workplace segregation. We use data collected by the U.S. Equal Employment Opportunity Commission from 1966 through 2000 to examine organizations embedded within their firm, industry, local labor market and federal regulatory environments. Sex segregation declines precipitously from 1966 through 2000, but we see…
Social Contacts and Race/Ethnic Job Matching
Scholarly literature and the media often tout “networking” as an effective route for obtaining quality employment. Some scholars, however, have cautioned that racially segregated social networks may produce racially segregated workgroups and differential opportunity structures over time. Drawing from theoretical perspectives pertaining to social closure and analyzing data from the Multi-City Study of Urban Inequality, this article analyses the ro…
Female Leaders, Organizational Power, and Sex Segregation
A large body of research has examined the organizational factors that promote women's access to positions of workplace authority. Fewer studies explore how women's access to these positions influences gender inequality among subordinates. Utilizing a 2005 national sample of South Korean organizations, this article examines whether having women in managerial and supervisory roles is associated with lower levels of workplace sex segregation. In oth…
Covid-19 and the 24/7 News Cycle: Does Covid-19 News Exposure Affect Mental Health
The coronavirus disease 2019 (COVID-19) pandemic has upended nearly every aspect of social life in the United States and abroad. People turn to news to provide public health updates about the virus, such as reports of new cases and deaths, but also to understand how COVID-19 is affecting jobs and the economy. The news, irrespective of its format, serves as a central conduit of information during the pandemic. Prior research examining public traum…
Retail Sector Concentration, Local Economic Structure, and Community Well-Being
The rise and expansion of large retail firms mark a significant shift in economic organization across communities in the United States. In this article, we describe this shift and discuss implications for local economic structure and community well-being. We present theoretical perspectives on the concentration of productive resources and review findings from empirical studies linking retail-sector concentration to wages, jobs, and small firms as…
Between State and Market: Hukou,Nonstandard Employment, and Bad Jobs in Urban China
China’s household registration system (hukou) has long divided urban and rural populations—economically, socially, and spatially. Economic reforms since the late-1970s, however, have led to increased opportunities for rural migrants in urban labor markets. But how are rural migrants being incorporated into urban employment? Drawing on Tilly’s relational inequality perspective, this article examines the relationship between hukou and job quality—p…
Political Economy of US States and Rates of Fatal Occupational Injury
Objectives. We investigated the extent to which the political economy of US states, including the relative power of organized labor, predicts rates of fatal occupational injury. Methods. We described states’ political economies with 6 contextual variables measuring social and political conditions: “right-to-work” laws, union membership density, labor grievance rates, state government debt, unemployment rates, and social wage payments. We obtained…
Race and Workplace Integration: A Politically Mediated Process
The Civil Rights Act of 1964 stands as one of the greatest achievements in U.S. history. Although the law made discrimination illegal, its effectiveness, especially Title VII covering the employment domain, remains highly contested. The authors argue that legal shifts produce workplace racial integration only to the extent that there are additional political pressures on firms to desegregate. They examine fluctuating national political pressure t…
Documenting Desegregation: Segregation in American Workplaces by Race, Ethnicity, and Sex, 1966-2003
Title VII of the 1964 Civil Rights Act made employment discrimination and segregation on the basis of race, ethnicity, or sex illegal in the United States. Previous research based on analyses of aggregate national trends in occupational segregation suggests that sex and race/ethnic employment segregation has declined in the United States since the 1960s. We add to the existing knowledge base by documenting for the first time male-female, black-wh…
Discrimination and Desegregation: Equal Opportunity Progress in U.S. Private Sector Workplaces since the Civil Rights Act
Numerous commentators have concluded that the Civil Rights Act was effective in promoting increased access to quality jobs for racial minorities. Many have worried as well that the pace of change has been too slow or stalled, particularly after 1980. Few have directly discussed under what conditions we might expect equal employment opportunity (EEO) to flourish. Explanations of status inequalities in the workplace have primarily relied on theorie…
Social Contacts and Race/Ethnic Job Matching
Scholarly literature and the media often tout “networking” as an effective route for obtaining quality employment. Some scholars, however, have cautioned that racially segregated social networks may produce racially segregated workgroups and differential opportunity structures over time. Drawing from theoretical perspectives pertaining to social closure and analyzing data from the Multi-City Study of Urban Inequality, this article analyses the ro…
Political Economy of US States and Rates of Fatal Occupational Injury
Objectives. We investigated the extent to which the political economy of US states, including the relative power of organized labor, predicts rates of fatal occupational injury. Methods. We described states’ political economies with 6 contextual variables measuring social and political conditions: “right-to-work” laws, union membership density, labor grievance rates, state government debt, unemployment rates, and social wage payments. We obtained…
An Organizational Approach to Understanding Sex and Race Segregation in U.S. Workplaces
This article examines the influence of resource dependence and institutional processes on post-Civil Rights Act changes in private sector workplace segregation. We use data collected by the U.S. Equal Employment Opportunity Commission from 1966 through 2000 to examine organizations embedded within their firm, industry, local labor market and federal regulatory environments. Sex segregation declines precipitously from 1966 through 2000, but we see…
Intersections of Power and Privilege: Long-Term Trends in Managerial Representation
This article examines post-Civil Rights Act trends in private sector managerial representation for white men, white women, black men, and black women. We examine how three factors affect changing access to managerial positions: (1) industrial restructuring, (2) the process of bottom-up ascription, and (3) organizational characteristics. Accounting for compositional shifts in the labor supply, we find that white male managerial overrepresentation …
Organizational Approaches to Inequality: Inertia, Relative Power, and Environments
This article reviews recent theoretical and empirical research addressing organizations and workplace stratification, with an emphasis on the generic organizational mechanisms responsible for producing both stability and change in workplace inequality. We propose that an organizational approach to the study of stratification should examine status- and class-based inequalities at the intersection of (a) the inertial tendencies of organizational st…
The Context of Workplace Sex Discrimination: Sex Composition, Workplace Culture and Relative Power
Building on prior work surrounding negative workplace experiences, such as bullying and sexual harassment, we examine the extent to which organizational context is meaningful for the subjective experience of sex discrimination. Data draw on the 2002 National Study of the Changing Workforce, which provides a key indicator of individuals' sex discrimination experiences as well as arguably influential dimensions of organizational context—i.e., sex c…
Female Leaders, Organizational Power, and Sex Segregation
A large body of research has examined the organizational factors that promote women's access to positions of workplace authority. Fewer studies explore how women's access to these positions influences gender inequality among subordinates. Utilizing a 2005 national sample of South Korean organizations, this article examines whether having women in managerial and supervisory roles is associated with lower levels of workplace sex segregation. In oth…
Shaking things up or business as usual? The influence of female corporate executives and board of directors on women's managerial representation
Workplace racial composition, perceived discrimination, and organizational attachment
Interviewer Gender Effects on Survey Responses to Marriage-Related Questions
This article explores how interviewer gender influences responses to marriage-related questions in face-to-face surveys utilizing the 2006 China General Social Survey (CGSS). The specific marriage items examined concern respondent's views of the happiness of married people and normative views of marriage and ask: (a) whether married men are happier than unmarried men; (b) whether married women are happier than unmarried women; (c) whether getting…
Documenting Contested Racial Identities Among Self-Identified Latina/os, Asians, Blacks, and Whites
A contested racial identity refers to incongruence between personal racial identification and external racial categorization. For example, an individual may self-identify as White, but be perceived by most others as non-White. Documenting racial contestation is important because racialized experiences are shaped not only by the racial classification that individuals claim for themselves but also the external racial attributions placed on them by …
Women in Power: Undoing or Redoing the Gendered Organization
A growing literature examines the organizational factors that promote women's access to positions of organizational power. Fewer studies, however, explore the implications of women in leadership positions for the opportunities and experiences of subordinates. Do women leaders serve to undo the gendered organization? In other words, is women's greater representation in leadership positions associated with less gender segregation at lower organizat…
The spread of “big box” retail firms and spatial stratification
Large “big box” retail firms, including general merchandisers (e.g., Walmart and Target) as well as “category killers” (e.g., Home Depot and Toys “R” Us), have spread rapidly across the United States over the past 4 decades. These firms have been lauded for their presumed consumer benefits linked to expansive product selections and discount prices. They have also been criticized for their perceived negative effects on locally owned businesses, jo…
Retail Sector Concentration, Local Economic Structure, and Community Well-Being
The rise and expansion of large retail firms mark a significant shift in economic organization across communities in the United States. In this article, we describe this shift and discuss implications for local economic structure and community well-being. We present theoretical perspectives on the concentration of productive resources and review findings from empirical studies linking retail-sector concentration to wages, jobs, and small firms as…
Between State and Market: Hukou,Nonstandard Employment, and Bad Jobs in Urban China
China’s household registration system (hukou) has long divided urban and rural populations—economically, socially, and spatially. Economic reforms since the late-1970s, however, have led to increased opportunities for rural migrants in urban labor markets. But how are rural migrants being incorporated into urban employment? Drawing on Tilly’s relational inequality perspective, this article examines the relationship between hukou and job quality—p…
Covid-19 and the 24/7 News Cycle: Does Covid-19 News Exposure Affect Mental Health
The coronavirus disease 2019 (COVID-19) pandemic has upended nearly every aspect of social life in the United States and abroad. People turn to news to provide public health updates about the virus, such as reports of new cases and deaths, but also to understand how COVID-19 is affecting jobs and the economy. The news, irrespective of its format, serves as a central conduit of information during the pandemic. Prior research examining public traum…
Board Gender Diversity and Women in Senior Management
Race, Education, and Microaggression Experiences in Everyday Life
Microaggressions are subtle, discriminatory actions that occur in everyday interactions and play a significant role in the maintenance of racial hierarchies. Previous research has often focused on identifying these experiences among specific racial groups in distinct environments, such as schools or workplaces. Yet, there has been limited comparison of these experiences across various social domains, racial groups, and socioeconomic backgrounds. …
Organizational accountability and gender segregation: Can bureaucratic reforms drive organizational change
Gender segregation is a core indicator of organizational inequality with downstream implications for wages, authority, and career mobility. Its causes and consequences have been studied extensively, yet much less is known about the organizational practices that may reduce it. This study addresses this gap by examining the effects of accountability practices on workplace gender integration. Scholars have identified three key aspects of organizatio…
Sociology (18 works) · Gender Diversity and Inequality (13 works) · Political science (13 works) · Economics (12 works) · Psychology (10 works) · Gender Studies (9 works) · Business (8 works) · Demographic economics (7 works) · Inequality (7 works) · Social Psychology (7 works)