Discrimination at Work The Psychological and Organizational Bases 1st Edition by Robert Dipboye, Adrienne Colella 0805852077 9780805852073

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ISBN 10: 0805852077

ISBN 13: 9780805852073

Author: Robert L. Dipboye, Adrienne Colella

This volume brings together top scholars in industrial and organizational psychology with social psychologists to explore the research and theory relating to various areas of workplace discrimination. Many of the contributors to this book participated in a conference on workplace discrimination held at Rice University in May 2000. The idea came from the realization that there had been no attempt to bring together the various literatures on the topic. Discrimination and issues of employment diversity are significant topics today in IO psychology, business, and human resource management. This edited volume examines the following components of this important discussion: how to explain discrimination in organizations; understanding discrimination against specific groups; and implications for practical efforts to reduce discrimination. This book brings together, in one volume, a review of the research on discrimination based on race, age, sexual orientation, gender, physical appearance, disability, and personality. In addition, it explores the multilevel antecedents and potential bases for a general model of discrimination in the workplace. While social psychological research and theory have provided invaluable insights, an understanding of discrimination in the workplace and solutions will require incorporating factors at the organizational level in addition to factors at the individual and group levels. Although a definitive model is not reached, the aim of this text is to facilitate future research and theory.

Discrimination at Work The Psychological and Organizational Bases 1st Table of contents:

1 An Introduction

References

I Psychological, Group, and Organizational Bases of Discrimination

2 Discrimination at the Level of the Individual: Cognitive and Affective Factors

Basic Concepts

Common Processes in Discrimination

Social Categorization and Social Identity

General Consequences of Social Categorization

Stereotypes and Emotional Reactions

Discrimination

Moderating Factors

Individual Differences

Social Context

Target Characteristics

Motivations of the Individual

Target Responses and Strategies

Individual-Level Discrimination in the Workplace

Direct Consequences for Employment-Related Decisions

Indirect Consequences for Employment-Related Decisions

Interaction Biases

Conclusions and Implications

Acknowledgments

References

3 Relational Demography within Groups: Through the Lens of Discrimination

Relational Demography Theory

The Similarity-Attraction Paradigm

Attraction-Selection-Attrition

Social Identity and Self-Categorization Theories

The Tokenism Hypothesis

The Value-in-Diversity Hypothesis

A Model of Relational Demography through the Lens of Discrimination

View from Minority and Majority Perspective

Examine Multiple Demographic Characteristics at the Same Time

Expand the Outcomes of Relational Demography

Contextual and Personal Factors as Moderators

Summary

References

4 Group-Level Explanations of Workplace Discrimination

Why Group Membership Matters

Social Marking

Privilege

Summary

Group Composition

Minority Representation Threatens Status-Quo

Minority Distinctiveness

Intra-and Intergroup Conflict

Identity-Based Conflicts

Positive versus Negative Conflict

The Cycle of Conflict Among Groups

Avoiding Group-Based Discrimination in Organizations

Developing New Organizationally Relevant Identities

Creating a Context to Support Multiple Group Identities

Conclusion

References

5 Discrimination in Organizations: An Organizational-Level Systems Perspective

Influence of the Organization’s Larger Context

The Influence of the Organization’s Internal Context

Structure

Organizational Culture

Leadership

Strategy

Human Resource Systems

Organizational Climate

Organizational Consequences of Discrimination

Frontiers of Research on Organizational Discrimination

The Importance of Alignment

Cross-Level Research

The Organization Embedded in Context

Conclusion

Authors’ Note

References

II Understanding Discrimination Against Specific Groups

6 Organizations as Reflections of Their Environments: The Case of Race Composition

Why the Issue of Race?

Outside the Box

The Most Obvious

The Less Obvious

Attitudinal Baggage

The Markets for Goods and Services

The Law and Its Enforcement

Summary

Inside the Box

Stereotypes and Prejudice

The Role of HRM

Conclusions

References

7 Gender Discrimination in Organizations

Gender Discrimination in Work Experiences and Outcomes

Differences in Organizational Access

Differences in Evaluations of Performance

Differences in Advancement and Pay

Differences in Perceived Treatment

Differences in the Experience of Work

Understanding Stereotypes, Prejudice, and Discrimination

Situational Factors that Influence Discrimination

Power

Female Underrepresentation

Powerful Men and the Construal of Their Goals

A Person X Situation Approach to Understanding Discrimination

An Integrative Approach to Workplace Discrimination

Developmental Perspective

Rethinking “Work”

Implications of an Integrative Approach to Workplace Discrimination

Alternative Indicators of Discriminatory Workplaces

Gender Discrimination Beyond the Boundaries of Professional and Managerial Work

Methodological Considerations

Concluding Remarks: Role of the Organization as a Tool for Activism and Change

References

8 Understanding Heterosexism at Work: The Straight Problem

Defining the Constructs

Sexual Orientation

Heterosexism and Homophobia

Understanding the Unique Experiences of Gay Employees

Invisible Group Membership

Support for Identity

The Nature and Consequences of Heterosexism in the Workplace

Extent of Discrimination and Societal Sanctions

Organizational Antecedents of Heterosexism

Group Level Antecedents

Individual Level Antecedents

Consequences of Discrimination

Methodological and Conceptual Issues in Studying Heterosexism in the Workplace

Operationalizing Sexual Orientation

Measuring Direct and Indirect Discrimination

Examining the Relationship Between Disclosure and Discrimination

Identifying Target Populations

Heterosexist Biases in Research

Biases in Research on Sexual Orientation in the Workplace

Heterosexist Biases and Assumptions in Diversity Research

Conclusion and Roadmap for Future Research

References

9 Age Discrimination in the Workplace

Views of Age Discrimination

Stereotyping

Relational Demography

Career Timetables

Prototype Matching

A Model of Age Discrimination

Entry into Employment

Job Search and Unemployment

Selection

Experiences in Organizations

Job Performance

Absenteeism

Training and Development

Careers

Exiting the Organization

Conclusions

References

10 Workplace Discrimination Toward Persons with Disabilities: A Call for Some New Research Directions

Literature Review

Nonpsychological Research

Psychologically Based Disability Discrimination Research

Summary and Conclusion

References

11 Personality-Based Stigmas and Unfair Discrimination in Work Organizations

Unfair Discrimination in the Workplace

Fair Discrimination

Unfair Discrimination

Bases for Unfair Discrimination in the Workplace

Stigmas

Social Psychological Processes Associated with Stigmatization

Some Important Consequences of Stigmatization

Unfair Discrimination and Organizational Justice

Access Discrimination

Treatment Discrimination

Affective Reactions to Stigmatized Individuals

Personality

The Personality Construct

Major Dimensions of Personality

Personality Measurement in Organizations

Views on the Use of Personality Measures for Selection Purposes

Uses of Personality Measures in Organizations

The Negative Affectivity Construct

Operational Definitions of Negative Affectivity

The Supposed Trait Nature of Negative Affectivity

Construct Validity Problems in Measures of Negative Affectivity

Uses of the Negative Affectivity Construct in Organizational Research

Confounding of Measures of Negative Affectivity

Social Causation Models of Well-Being

Race and Socioeconomic Status

Race and Occupational Attainment

Socioeconomic Status, Exposure to Stressors, and Strain

Race, Exposure to Stressors, and Strain

Racism, Stress, and Strain

Availability of Stress Buffers

Confounding of the Race-Strain Relation

The Correspondence Bias in Person Perception

Unfair Discrimination on the Basis of Strain-Confounded Measures

Unfair Discrimination on the Basis of Other Measures of Personality

General Conclusion

The Criterion-Related Validity of Personality Measures

Conclusions Concerning the Use of Personality Predictors of Various Criteria

Author Notes

References

12 Looking the Part: Bias Against the Physically Unattractive as a Discrimination Issue

Evidence of Bias Against the Physically Unattractive

The Relationship of Physical Attractiveness to Occupational Success

Physical Attractiveness as a Factor in Selection Judgments

Physical Attractiveness in Performance Appraisal and Promotions

Unresolved Issues in the Research on Attractiveness Biases

How Important is the Bias Against Unattractive Persons?

Sources of Attractiveness Biases

Cognitive Sources of Attractiveness Bias

Affective Sources of Attractiveness Bias

Social and Organizational Factors in Attractiveness Bias

Attractiveness Bias as a Behavioral Effect

Implications for Change

Conclusions

References

III Implications for Practice, Policy, and the Law

13 Achieving Diversity and Reducing Discrimination in the Workplace Through Human Resource Management Practices: Implications of Research and Theory for Staffing, Training, and Rewarding Performance

Introduction

Staffing

Recruitment

Selection

Human Resource Development

Training

Performance Management

Performance Appraisal

Compensation

Summary

References

14 Using Law and Psychology to Inform Our Knowledge of Discrimination

Disparate Treatment and Dual Processing

Legal Intent, Conscious Control, and Disparate Treatment

Implicit Prejudice and Stereotyping

Automatic Processing and Disparate Treatment

Automatic Activation of Behaviors

Implications for Disparate Treatment

Disparate Treatment and the Affirmative Action Defense

Reasonable Accommodation

Disparate Impact and Contemporary Practices

Multiple Screens and Heterogeneity

“Fit” and Disparate Impact

Conclusion

References

15 Combating Organizational Discrimination: Some Unintended Consequences

Historical Background

Affirmative Action in Practice

The Stigma of Incompetence

Empirical Evidence

The Tenacity of the Effect

Reactions to Different Affirmative Action Policies

When Affirmative Action is Inferred

Other Organizational Efforts: Diversity Programs

Conclusions

References

16 International Employment Discrimination: A Review of Legal Issues, Human Impacts, and Organizational Implications

Defining Employment Discrimination

Global Frameworks of Rights

National Laws Against Discrimination

Targets of Employment Discrimination

Gender

Race

Age

Disability

Other Protected Groups

Practical Implications for Organizations

Legal Protections

Organizational Initiatives to Fair Employment Practices

Conclusions

References

17 Doing Research on Pay Equity in Support of the Political Process: The Wyoming Experience

Background to the project

Legislative Mandate

Organization for the Work

The Research Process

Research Issues

Data Issues

Observations from the Study

Use of the Study

This Effort as an Intervention

The Politics of the Process and the Report

18 The Dilemmas of Workplace Discrimination

The Specific Types of Workplace Discrimination

What is the State of the Research on Discrimination in the Workplace?

Toward a General Model of Discrimination

The Organizational Context as a Determinant of Discrimination

Organizational Determinants of Discrimination

Group and Dyadic Factors Influencing Discrimination

Individual Factors That Determine Acts of Discrimination

Internal Conflict Among the Cognitive, Affective, and Behavioral Components

Tying together the Multilevel Factors in a Dynamic, Recursive Model

Multilevels

Reciprocal Causation

Dynamic Process

The Dilemma of the Individual in the Crossfire

Solutions to Unfair Discrimination in Organizations

The Dilemma of the Business Case Against Discrimination

The Dilemma of the Necessity for Discrimination

The Dilemmas of a Colorblind Organization

Strategies for Combating Discrimination

Some Future Directions

The Underlying Dimensions of Stigmatizing Attributes

The Combined Effects of Stigmatizing Attributes

The Influence of Ideologies in the Workplace

Discrimination from the Perspective of the Target

The Management of Stigmatized Identities in the Workplace

Discrimination from the Perspective of the Discriminator

Discrimination as an Implicit Process

Discrimination as a Complex Process

In Conclusion: Inevitability and Hope

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