中文摘要
州公投以及大量针对大学招生政策的法律诉讼所体现的一种标准精英治理观认为，选拔规则应不考虑群体身份，并且应随既往成就衡量指标单调变化。我们提出理论论证并考察实证证据，对这一观点提出质疑。既往成就往往是多种特征的混杂信号，而其中一些特征对未来表现的重要性高于另一些特征。在这种情况下，群体身份可为预测成功提供有用信息，而提高资源匮乏群体的代表性可能改善组织绩效。这一视角有助于解释近期关于依群体而定的选拔之效率效应的一些实证发现，并推动我们形成一种与组织使命联系更为紧密的精英治理观。(JEL I23, I26, I28, J15)
Abstract
A standard conception of meritocracy, reflected in state referenda and the many legal filings against university admissions policies, is that selection rules should be blind to group identity and monotonic in measures of past accomplishment. We present theoretical arguments and survey empirical evidence challenging this view. Past accomplishment is often a garbled signal of multiple traits, some of which matter more for future performance than others. In such cases, group identity can be informative as a predictor of success and the increased representation of resource-disadvantaged groups could improve organizational performance. This perspective helps explain some recent empirical findings regarding the efficiency effects of group-contingent selection and moves us toward a conception of meritocracy more closely tied to organizational mission. (JEL I23, I26, I28, J15)