By Robert L. Dipboye, Adrienne Colella
This quantity brings jointly best students in commercial and organizational psychology with social psychologists to discover the learn and concept in relation to a number of components of office discrimination. a few of the participants to this publication participated in a convention on place of work discrimination held at Rice college in may perhaps 2000. the assumption got here from the conclusion that there have been no try to collect a few of the literatures at the subject. Discrimination and problems with employment variety are major subject matters at the present time in IO psychology, company, 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 functional efforts to lessen discrimination.This booklet brings jointly, in a single quantity, a evaluate of the learn on discrimination in keeping with race, age, sexual orientation, gender, actual visual appeal, incapacity, and character. moreover, it explores the multilevel antecedents and capability bases for a common version of discrimination within the office. whereas social mental learn and thought have supplied necessary insights, an figuring out of discrimination within the office and options would require incorporating elements on the organizational point as well as elements on the person and workforce degrees. even if a definitive version isn't reached, the purpose of this article is to facilitate destiny learn and thought.
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Extra resources for Discrimination at Work: The Psychological and Organizational Bases
Specific affective reactions to groups may also be a function of the way groups are stereotyped. Fiske, Cuddy, Glick, and Xu (2002) found that stereotypes are represented by separate dimensions associated with com petence and warmth. , Black professionals) produce admi ration. , poor Black people) generate contempt. As illustrated in Fig. 1, social categorization and social identity create a foundation for developing general biases; stereotypes and differentiated 2. INDIVIDUAL-LEVEL DISCRIMINATION 17 intergroup emotions provide specific mechanisms that influence the degree and form of discrimination toward particular groups.
F, Stone, D. , & Dipboye, R. L. (1992). Stigmas in organizations: Race, handicaps, and physical attractiveness. In K. ), Issues, theory, and research in industrial/ organizational psychology (pp. 385–457). Amsterdam, Netherlands: Elsevier. S. Department of Labor, Bureau of Labor Statistics (2002a). S. Department of Labor, Employment and Earnings. S. Government Printing Office. S. Department of Labor, Bureau of Labor Statistics (2002b). Report on the American workforce. S. Government Printing Office.
At another level of explanation are the relationships in which people are involved and the groups to which they belong in organizations. These group and relational level factors are the topic of the next two chapters: "Re lational Demography Within Groups: Through the Lens of Discrimination" by Christine Riordan, Bryan Schaffer, and Marcus Stewart and "GroupLevel Explanations of Workplace Discrimination" by Kecia Thomas and Donna Chrobot-Mason. Both chapters review evidence that discrimina tion is associated with friendships, social networks, and other informal re lationships that emerge in an organization (Ibarra, 1993; Riordan & Shore, 1997).
Discrimination at Work: The Psychological and Organizational Bases by Robert L. Dipboye, Adrienne Colella
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