中文摘要
本文检验一种研究不足的特征——姓名流畅度——所导致的劳动力市场歧视。对近期经济学博士就业市场候选人的分析表明，姓名难度与获得学术职位或终身教职轨职位的概率、以及初始任职机构的研究产出均呈负相关。利用既有审计研究的实验数据，同样发现了因姓名流畅度导致的歧视。在非裔美国人（Bertrand and Mullainathan 2004）和族裔移民（Oreopoulos 2011）样本中，姓名流畅度较低的求职者获得回电的比例更低，且姓名复杂性可解释族裔姓名惩罚的大约 10% 至 50%。这一结果主要由简历较弱的候选人驱动，表明认知偏误可能是造成难发音姓名惩罚的原因之一。（JEL A11, J15, J23, J44, J71）
Abstract
We test for labor market discrimination based on an understudied characteristic: name fluency. Analysis of recent economics PhD job candidates indicates that name difficulty is negatively related to the probability of landing an academic or tenure-track position and research productivity of initial institutional placement. Discrimination due to name fluency is also found using experimental data from prior audit studies. Within samples of African Americans (Bertrand and Mullainathan 2004) and ethnic immigrants (Oreopoulos 2011), job applicants with less fluent names experience lower callback rates, and name complexity explains roughly between 10 and 50 percent of ethnic name penalties. The results are primarily driven by candidates with weaker résumés, suggesting that cognitive biases may contribute to the penalty of having a difficult-to-pronounce name. (JEL A11, J15, J23, J44, J71)