What are the odds? How demographic similarity affects the prevalence of perceived employment discrimination.

Because research is needed to identify the conditions that facilitate or impede the prevalence of perceived workplace discrimination, the authors examined the effects of demographics and demographic similarity on the prevalence of sex- and race/ethnicity-based perceived workplace discrimination. Results from a national survey of 763 full-time, United States employees show perceived sex-based discrimination at work was more prevalent among female than male employees, and perceived race-based discrimination at work was more prevalent among Black and Hispanic than White employees. Additionally, perceived racial/ethnic discrimination was less prevalent among those with same-race/ethnicity supervisors. The effect of employee-coworker sex similarity on perceived sex discrimination was significant only for women, and the effects of supervisor-subordinate racial similarity on the prevalence of perceived racial discrimination varied between Black and White respondents, depending on employee-residential-community racial similarity. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Less pain and more to gain: Why high-status group members blame their failure on discrimination.

Retracted August 2001. (See record 2001-01642-001.) Members of high-status groups are more likely than members of low-status groups to blame their failure on discrimination and are less likely to blame it on themselves. This tendency was demonstrated in 3 experiments comparing men and women, White and Black students, and members of experimentally created high- and low-status groups. Results also showed that when making an attribution to discrimination, high-status group members were less likely to experience a threat to their social state self-esteem, performance perceived control, and social perceived control and were more likely to protect their performance state self-esteem. These findings help to explain why high-status group members are more willing to blame their failure on discrimination by showing that it is less harmful for them than for low-status group members. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Reverse discrimination: The relationship of amount of perceived discrimination toward a minority group on the behaviour of majority group members.

Male and female members of 4 racial groups solicited charity donations from 7,120 middle-class Canadian whites in both public and private conditions. Black and Indian solicitors received significantly greater donations than white solicitors, who in turn received significantly greater donations than oriental solicitors. 1 mo. later, white interviewers asked a randomly-selected subsample (n = 500) to estimate the degree of discrimination to which various ethnic and racial groups are generally subjected. Results provide supportive evidence for 1 part of a "theory of reverse discrimination," i.e., that when middle-class whites are involved in "trivial" interactions with minority group members whom they perceive as belonging to groups that have been targets of discrimination, they will treat those minority group members better than they treat another white in identical circumstances. (French summary) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Coping with discrimination: How disadvantaged group members perceive the discrimination that confronts them.

Two experiments examined how disadvantaged group members perceive the discrimination that confronts them. Women reacted to negative feedback after receiving information about the probability that they had been discriminated against. In both experiments, attribution to discrimination was a function of situational ambiguity. When discrimination was certain, participants attributed their failure to discrimination. When discrimination was ambiguous, however, participants minimized discrimination and attributed their failure to themselves. The second experiment investigated the role of perceived control in the minimization of personal discrimination. Results indicated that disadvantaged group members were reluctant to blame their performance on discrimination because they were placing control for their outcomes in the hands of others rather than their own. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Personal/group discrimination discrepancy: Towards a two-factor explanation.

A 2-factor explanation is explored for the personal/group, discrimination discrepancy: the finding that members of disadvantaged groups rate group-level discrimination to be higher than discrimination directed at them personally. Four experiments involving female, Asian, and Black students, as well as Black teenagers, are reviewed. On the one hand, disadvantaged group members minimize the discrimination that is directed at them personally. On the other hand, ratings of group-based discrimination appear to arise from a shared auto-stereotype. It is noted how the minimization of personal discrimination leaves disadvantaged group members with the burden of accepting personal responsibility for negative life events, even when discrimination might be implicated. The challenge is to understand why disadvantaged group members might have a tendency to downplay attributions to discrimination for themselves personally. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Pink triangles: Antecedents and consequences of perceived workplace discrimination against gay and lesbian employees.

A model of perceived sexual orientation discrimination was tested in a national sample of 534 gay and lesbian employees. The effects of legislation, organizational policies and practices, and work group composition on perceived sexual orientation discrimination were examined, as well as the attitudinal and organizational outcomes associated with discrimination. Gay employees were more likely to report discrimination when employed in groups that were primarily heterosexual and in organizations that lacked supportive policies and were not covered by protective legislation. Disclosure of sexual orientation at work was related to discrimination and antecedent variables. Perceived discrimination was associated with negative work attitudes and fewer promotions. Organizational policies and practices had the strongest impact on perceived discrimination and were directly related to outcomes. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

"Less pain and more to gain: Why high-status group members blame their failure on discrimination": Retraction.

Reports a retraction of the original article by Karen M. Ruggiero and David M. Marx (Journal of Personality and Social Psychology, 1999 [Oct], Vol 77(4), 774–784). The data reported in this article are invalid and should not be considered part of the scientific literature of psychology. The responsibility for this problem rests solely with the first author, Karen M. Ruggiero. The second author, David M. Marx, is in no way responsible for this problem. (The following abstract of this article originally appeared in record 1999-11645-009.) Members of high-status groups are more likely than members of low-status groups to blame their failure on discrimination and are less likely to blame it on themselves. This tendency was demonstrated in 3 experiments comparing men and women, White and Black students, and members of experimentally created high- and low-status groups. Results also showed that when making an attribution to discrimination, high-status group members were less likely to experience a threat to their social state self-esteem, performance perceived control, and social perceived control and were more likely to protect their performance state self-esteem. These findings help to explain why high-status group members are more willing to blame their failure… (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

White fears and native apprehensions: An integrated threat theory approach to intergroup attitudes.

Motivational and cognitive factors have been used to explain negative attitudes toward out-group members. According to the integrated threat theory of prejudice, negative intergroup attitudes are predicted by proximal factors consisting of perceived threats from out-group members; these threats, in turn, are predicted by distal factors such as perceived differences in group status or negative out-group contact. In the present study, White and First Nation people (adolescents and adults) completed measures assessing distal and proximal variables and attitudes toward members of the other ethnic group. Path analyses indicate that realistic and symbolic threats, intergroup anxiety, and negative stereotypes predicted negative out-group attitudes. Many of these threats, and in some cases ethnic attitudes, were associated with negative intergroup contact, strength of in-group identity, perceptions of intergroup conflict, and perceived status inequality. Theoretical and applied implications of these findings are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Why minority group members perceive or do not perceive the discrimination that confronts them: The role of self-esteem and perceived control.

Self-esteem and perceived control were examined to explain why minority group members sometimes perceive discrimination but, more often, minimize the discrimination. Women (Study 1), and Asians and Blacks (Study 2) reacted to negative feedback after information about the probability for discrimination. Minority group members tended to minimize discrimination and attributed their failure to themselves. By perceiving discrimination as a reason for failure, minority group members protected their performance state self-esteem. In contrast, by minimizing discrimination, they protected their social state self-esteem and maintained the perception of control in the performance and social domains. Results suggest that minority group members minimize discrimination because the consequences of doing so are psychologically beneficial. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

Racial and Ethnic Differences in Depression: The Roles of Social Support and Meeting Basic Needs.

The current work examined the depressive symptoms and prevalence of major depression among members of ethnic and racial minorities and White people from a large random sample. Minority group members experienced more depressive symptoms and a marginally higher prevalence of major depression than did White participants. These effects were mediated by participants' problems meeting their basic needs. Specifically, minority group members reported more problems meeting their basic needs, and these problems were associated with an increased risk for depression and depressive symptoms. Minority group members also reported a higher quality of interpersonal functioning than White participants did, which appeared to suppress the relationship between ethnicity and depression. The implications of the findings for treatment are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Individualistic and collectivistic worldviews: Implications for understanding perceptions of racial discrimination in African Americans and British Caribbean Americans.

Cultural worldviews and perceived racial discrimination were examined among Americans (n = 106) and British Caribbean Americans (n = 95), both of African descent, who were recruited through university student organizations, community organizations, and snowball sampling. Consistent with public perceptions of differences in the experience of race among these 2 groups, multiple regression analyses revealed African Americans were more likely than British Caribbean Americans to perceive racial discrimination in the United States. In addition, a cultural worldview focus on individuality and equality (i.e., horizontal individualism) moderated the relationship between ethnic group and perceived racial discrimination. British Caribbean Americans who endorsed greater agreement with horizontal individualism were less likely to perceive racial discrimination. The same worldview was unrelated to African Americans' perceptions of racial discrimination. The results are discussed with respect to within-group heterogeneity among persons of African descent. Implications for counseling persons of African descent and future research directions are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Perceived discrimination experiences and mental health of Latina/o american persons.

With a sample of 128 Latina/o persons, the present study examined a model that tested direct, indirect, and mediated relations among perceived discrimination, psychological distress, self-esteem, sense of personal control, and acculturation to Latina/o and U.S. cultures. Path analysis of the model indicated that (a) perceived discrimination was related to greater psychological distress, with personal control partially mediating this link; (b) perceived discrimination was also related, indirectly through personal control, to lower self-esteem; (c) self-esteem partially mediated the relation between personal control and distress; (d) Latina/o and U.S. acculturation were related, indirectly through personal control, to greater self-esteem and lower distress; and (e) U.S. acculturation was related directly to greater distress. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Musical hallucinations induced by propranolol

The study aimed to evaluate the perception of discrimination in the Czech national HIV policy among gay men. The anonymous questionnaires were published in the gay journal and 191 respondents filled them and returned back. Their assessment of discrimination in the HIV policy and other life activities were ranked in 5-points scale. Assumed discrimination in the HIV policy was found to be one of the lowest one. Forty-one percent of men who answered did not find any discrimination in the HIV policy at all, eleven percent of them perceived it at the highest level. The personal perception of HIV discrimination was related to the fear of discrimination in the health facilities and to the general evaluation of political change for gay life. HIV policy is generally viewed as tolerant and without discriminative approach toward vulnerable minorities. The number of negative evaluations can play important role in the obstacles of preventive programs.     

Archetypal patterns, mental representations, and replicative processes in infancy

This study was designed to identify the expectancies held by Mexican Americans toward the drinking of alcoholic beverages as well as toward excessive drinking. Random samples of 534 Mexican American and 616 non-Hispanic White residents of San José, California and of San Antonio, Texas were interviewed over the telephone. Mexican Americans were found to have unique expectancies toward drinking of alcoholic beverages and toward excessive drinking that differed from those held by non-Hispanic Whites. In addition, Mexican Americans expected the various outcomes in greater proportion than non-Hispanic Whites and the Mexican American respondents classified as high in acculturation tended to respond in a manner similar to that of non-Hispanic White respondents. Multivariate analyses of variance with common (across ethnic groups) factor scales with ethnicity, gender, and drinking status as independent variables showed main effects for drinking status and for ethnicity. The group differences in expectancies identified here support the need for culturally appropriate interventions that target group-specific beliefs.     

Relationship of solo status, academic rank, and perceived distinctiveness to job satisfaction of racial/ethnic minorities.

The relationships among solo status of racial/ethnic minorities in psychology departments, job satisfaction, and subjective feelings of distinctiveness were examined. Distinctiveness was defined as stigmatizing feelings associated with token status of racial/ethnic minorities in academia. It was hypothesized that minorities in positions of solo (relative to nonsolo) status within their departments, members of more stigmatized groups, and minorities occupying lower academic ranks would feel more distinctive and less satisfied with their jobs and that perceptions of distinctiveness would mediate job satisfaction. The data partially supported these hypotheses, most notably for African Americans. The implications of situational salience and the importance of recognizing differences among and between minority groups are considered. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

When fit is fundamental: Performance evaluations and promotions of upper-level female and male managers.

Using archival organizational data, the authors examined relationships of gender and type of position (i.e., line or staff) to performance evaluations of 448 upper-level managers, and relationships of performance evaluations to promotions during the subsequent 2 years. Consistent with the idea that there is a greater perceived lack of fit between stereotypical attributes of women and requirements of line jobs than staff jobs, women in line jobs received lower performance ratings than women in staff jobs or men in either line or staff jobs. Moreover, promoted women had received higher performance ratings than promoted men and performance ratings were more strongly related to promotions for women than men, suggesting that women were held to stricter standards for promotion. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Us and them: Mood effects on intergroup discrimination.

What is the role of mood in intergroup discrimination? In 3 experiments, people in happy, sad, or neutral moods made reward allocation decisions and formed impressions about in-group and out-group members. When the personal relevance of the group was low, positive mood resulted in faster, more heuristic processing and greater intergroup discrimination. In contrast, when group relevance was high, it was negative mood that enhanced intergroup discrimination following slower, motivated processing, as predicted by the recent Affect Infusion Model (J. P. Forgas, 1995). Reaction time data and mediational analyses confirmed these processing differences. Results are interpreted as evidence for mood-induced selectivity in the way people process information about groups. The implications of the findings for real-life intergroup behavior and for contemporary affect-cognition theories are considered. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Personality-based hardiness as a buffer for discrimination-related stress in members of Toronto's Chinese community.

Hypothesized that experiencing discrimination would be associated with higher levels of psychological symptoms reflecting difficulties in optimal functioning and that the relationship between experienced discrimination and psychological symptoms would be notably stronger among respondents low in hardiness than in those high in hardiness. 184 members (aged 18 yrs and older) of Toronto's Chinese community responded to questionnaires that measured hardiness in terms of a composite of perceived personal control and self-esteem. Both hypotheses were supported. Hardiness was associated with several background dimensions likely to facilitate successful coping and adaptation to Toronto, such as a higher level of education, an occupation with higher SES, and a greater reported proficiency with English. (French abstract) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

An exploratory examination of the associations among racial and ethnic discrimination, racial climate, and trauma-related symptoms in a college student population.

In this study, we examined the association among perceptions of racial and/or ethnic discrimination, racial climate, and trauma-related symptoms among 289 racially diverse college undergraduates. Study measures included the Perceived Stress Scale, the Perceived Ethnic Discrimination Questionnaire, the Posttraumatic Stress Disorder Checklist—Civilian Version, and the Racial Climate Scale. Results of a multivariate analysis of variance (MANOVA) indicated that Asian and Black students reported more frequent experiences of discrimination than did White students. Additionally, the MANOVA indicated that Black students perceived the campus racial climate as being more negative than did White and Asian students. A hierarchical regression analysis showed that when controlling for generic life stress, perceptions of discrimination contributed an additional 10% of variance in trauma-related symptoms for Black students, and racial climate contributed an additional 7% of variance in trauma symptoms for Asian students. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

A performance correlate of personal control beliefs in an organizational context.

Compared scores of 175 employees of a government agency on Rotter's Internal-External Control Scale to scores on an index of personal effectiveness composed of 5 factors indicative of success within a governmental occupational context: number of promotions, salary increases, and awards received; current salary; and grade differential. Employees with a greater belief in external control reported significantly lower personal effectiveness than those with a lesser belief in external control. When organizational rewards were perceived by agency members as skill-determined, the relationship between environmental control beliefs and personal effectiveness increased, while the relationship was nearly zero when agency rewards were seen as chance-related. (PsycINFO Database Record (c) 2010 APA, all rights reserved)