By Robert L. Dipboye, Adrienne Colella
This quantity brings jointly best students in commercial and organizational psychology with social psychologists to discover the examine and thought on the subject of a variety of parts of place of work discrimination. some of the individuals to this publication participated in a convention on office discrimination held at Rice collage in could 2000. the belief got here from the conclusion that there have been no try to assemble many of the literatures at the subject. Discrimination and problems with employment range are major issues this present day in IO psychology, enterprise, and human source administration. This edited quantity examines the next parts of this significant discussion:*how to give an explanation for discrimination in organizations;*understanding discrimination opposed to particular teams; and*implications for sensible efforts to minimize discrimination.This ebook brings jointly, in a single quantity, a evaluate of the learn on discrimination in line with race, age, sexual orientation, gender, actual visual appeal, incapacity, and character. furthermore, it explores the multilevel antecedents and strength bases for a basic version of discrimination within the office. whereas social mental study and idea have supplied necessary insights, an knowing of discrimination within the place of work and suggestions would require incorporating elements on the organizational point as well as elements on the person and staff degrees. even if a definitive version isn't really reached, the purpose of this article is to facilitate destiny study and concept.
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Extra resources for Discrimination at Work: The Psychological and Organizational Bases
Sample text
Lazy, incompetent, emotional) frequently evolves from existing differences in group roles or statuses within a society and serves to justify and perpetuate these status differences (Jost, Burgess, & Mosso, 2001). , specific, differentiated emotions) in response to the nature of the group or the group stereotype. Jones et al. (1984) proposed that specific emotional reactions to groups and group members may be shaped by cultural factors. In particular, they hypothesized that any given society has implicit emotion rules that define how its societal members should feel and react toward members who are deviant.
In chapter 2, "Discrimination at the Level of the Individual: Cognitive and Affective Factors," John Dovidio and Michelle Hebl consider the cog nitive and affective antecedents of discrimination. It is well established that people are "cognitive misers" and often take short cuts in their gathering and processing of information on others. Discrimination from this perspec tive is a consequence of the short cuts taken in processing of information on racial minorities, women, older employees, persons with disabilities, gays and lesbians, and other minority and historically disadvantaged groups.
Dovidio & S. L. ), Prejudice, discrimination and racism (pp. 279-314). New York: Academic Press. McNeil, J. M. (2000). Employment, earnings, and disability. Paper presented at the 75th Annual Conference of the Western Economic Association International, Vancouver, British Columbia. Messner, S. F. (1989). Economic discrimination and societal homicide rates: Further evidence on the coast of inequality. American Sociological Review, 54,597–611. Riordan, C. , & Shore, L. M. (1997). Demographic diversity and employee attitudes: An empirical examination of relational demography within work units.