Download Discrimination at Work: The Psychological and Organizational by Robert L. Dipboye, Adrienne Colella PDF
By Robert L. Dipboye, Adrienne Colella
This quantity brings jointly most sensible students in business and organizational psychology with social psychologists to discover the study and thought with regards to quite a few components of office discrimination. a few of the members to this ebook participated in a convention on place of work discrimination held at Rice college in may well 2000. the belief got here from the belief that there have been no try to compile a few of the literatures at the subject. Discrimination and problems with employment range are major subject matters this day in IO psychology, company, and human source administration. This edited quantity examines the next parts of this crucial discussion:*how to give an explanation for discrimination in organizations;*understanding discrimination opposed to particular teams; and*implications for useful efforts to lessen discrimination.This ebook brings jointly, in a single quantity, a evaluate of the examine on discrimination according to 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 examine and concept have supplied worthy insights, an realizing of discrimination within the office and options would require incorporating components on the organizational point as well as components on the person and crew degrees. even though a definitive version isn't really reached, the purpose of this article is to facilitate destiny study and idea.
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Additional resources for Discrimination at Work: The Psychological and Organizational Bases
Sample text
Situational factors (such as interde pendence) or perceivers' motivations (such as a desire for accuracy) can produce more individuated impressions. Stereotypic impressions tend to 2. INDIVIDUAL-LEVEL DISCRIMINATION 15 strengthen, however, when perceivers rely on group-based information. Social identity theory (Tajfel & Turner, 1979) and self-categorization theory (Turner, 1985) further emphasize that when personal identity is salient, a person's individual needs, standards, beliefs, and motives primarily deter mine behavior; in contrast, when social identity is salient, collective needs, goals, and standards are primary.
Once categorization occurs, members of other groups are viewed as similar to one another (the outgroup homogeneity effect) and as having common characteristics. Traits often are overemphasized in stereotypes of outgroups because dispositional attributions of this type offer stable explanations for the group's behavior, which enhance feelings of predictability. , 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).
It is our impression that much of the literature on I/O psychology stays within the framework of the law to educate and assist employers in how to best comply with these laws. The authors in this book were encouraged to go beyond existing legal thinking and incorporate a multidisciplinary per spective. , race, sex, disability); and (III) the implications of research and the ory for policy and practice aimed at reducing discrimination. We chose to divide the book into these three parts because they reflect the general lines of psychologically based research conducted in the area of employ ment discrimination.