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)     

Deep-level diversity and leadership.

In the special issue on Diversity and Leadership (April 2010), the authors made a strong case for the importance of diversity in workplace leadership, rejected premature declarations that workplace discrimination is obsolete, and called for leadership theories that acknowledge and promote the value of diversity. We appreciate all authors’ stressing that the glass ceiling still exists, not only for women but for other historically low-power groups as well. We also agree that modern theories of leadership can benefit immensely from increased participation by scholars and practitioners who are not Western, White, upper-class men (Chin, 2010). (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Reactions to two versions of affirmative action action among Whites, Blacks, and Hispanics.

Houston-area Whites (n?=?414), Blacks (n?=? 392), American-born Hispanics (n?=?162), and Hispanic immigrants (n?=?177) evaluated a self-defined "typical" affirmative action plan (AAP) and a tiebreak AAP that applies under conditions of equal qualifications and underrepresentation. Whites preferred Tiebreak; Blacks and Hispanics preferred the typical AAP. The groups differed in beliefs about the procedures and fairness of affirmative action (AA), perceptions of workplace discrimination, and political orientations. Perceived fairness predicted support for both AAPs in all American-born groups, but the impact of other predictors varied greatly across AAPs and ethnic groups. The results clarify the bases for Whites' opposition to AA as they construe it. The results also underscore the importance of specifying the AAP procedures, of uncovering the predictors of AA attitudes among target-group members, and of conducting separate analyses in each ethnic community. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

When fiends become friends: The need to belong and perceptions of personal and group discrimination.

The present article examines the role that the need to belong (NTB) plays in people's judgments of personal and group discrimination and in the attributions people make for potentially discriminatory evaluations. The authors hypothesized that the NTB motivates people to conclude that (a) whereas they rarely experience personal discrimination, (b) their fellow in-group members do experience discrimination. In Study 1, people high in the NTB reported experiencing lower than average levels of personal and higher than average levels of group discrimination. In Study 2, an experimental manipulation of the NTB yielded similar results. In Study 3, women who were motivated to be accepted by a bogus male participant were less likely to attribute his negative evaluations of their work to prejudice. (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)     

Judgements of discrimination as a function of group experience and contextual cues.

The personal/group discrimination discrepancy (PGDD) refers to the tendency to report more discrimination against one's group than oneself. The authors demonstrated that the magnitude of both personal and group discrimination judgments depend on group experience and cue availability in the judgment context, using college students as Ss. For men, who have relatively little experience with gender discrimination, the addition of contextual cues that highlighted workplace discrimination produced lower estimates of both personal and group discrimination. For women, who are familiar with discrimination in general and workplace discrimination in particular, contextual cues produced higher estimates of group discrimination, but lower estimates of personal discrimination. The authors contend that these differences reflect realistic assessments by participants of their group's experiences with discrimination. Implications for conceptualizing the PGDD are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Family, school, and neighborhood: Links to Chinese American adolescent perceptions of racial/ethnic discrimination.

The purpose of the study was to examine how family, school, and neighborhood factors contributed to Chinese American adolescent perceptions of discrimination. The sample included 185 Chinese American adolescents (mean age = 16.8 years, SD = .81; 58% female; 70% U.S.-born) and their parents. As hypothesized, the results showed that greater parent perceptions of discrimination, more negative school environment, and less availability of cultural resources were related to greater adolescent perceptions of discrimination. Contrary to the hypothesis, parent/adolescent subjective perceptions of ethnic density were related to greater adolescent perceptions of discrimination. The findings suggest that adolescent perceptions of discrimination are related to both within and outside family factors, supporting an ecological approach to understanding racial/ethnic discrimination. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

Children's Perceptions of Gender Discrimination.

Children (N = 76; ages 5-10 years) participated in a study designed to examine perceptions of gender discrimination. Children were read scenarios in which a teacher determined outcomes for 2 students (1 boy and 1 girl). Contextual information (i.e., teacher's past behavior), the gender of the target of discrimination (i.e., student), and the gender of the perpetrator (i.e., teacher) were manipulated. Results indicated that older children were more likely than younger children to make attributions to discrimination when contextual information suggested that it was likely. Girls (but not boys) were more likely to view girls than boys as victims of discrimination, and children with egalitarian gender attitudes were more likely to perceive discrimination than were their peers. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Discrimination in the 21st century: Are science and the law aligned?

Although scholars agree that traditional forms of discrimination have generally been supplanted by subtler interpersonal manifestations of discrimination, it is yet unknown whether targets of these behaviors or the American judicial branch recognize such negative behaviors as violations of extant law. Extending research and theory, we propose that denigrating messages toward women and ethnic minorities (i.e., microaggressions) emerge in workplace interactions and are sometimes interpreted as discrimination. Specifically, this research explores the presence, severity, and frequency of microaggressions that appear in a random sample of race and gender discrimination cases in federal court dockets since the year 2000. The results suggest that microinsults, microinvalidations, and microassaults are reported in a variety of discrimination claims. However, only overt and intentional forms of microaggressions (microassaults) increased the likelihood that decisions favored plaintiffs. Thus, there may be a disconnect between forms of discrimination perceived by claimants and how those forms are evaluated by the legal system that protects victims of discrimination. This potential misalignment of science and practice is discussed, as are directions for future research. (PsycINFO Database Record (c) 2011 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)     

Managers' attitudes toward how their pay is and should be determined.

Investigated, by questionnaire, the perceptions of 563 managers toward how their pay is determined and their attitudes toward how it should be determined. The results show that in general the managers' perceptions of how their pay was determined reflected the way in which it was determined. However, the way their pay was determined did not appear to influence strongly their attitudes toward how it should be determined, although there was general agreement that merit should be the most important determinant. However, attitudes toward what factors should be important in determining pay were shown to be related to the managers' perception of their relative standing on the various factors. There was a positive correlation between how well the managers felt they compared with other managers on each factor and how important they felt the factor should be. The data also showed that there was a tendency for lack of congruence between a manager's attitudes toward how his pay should be determined and how it is determined to be associated with high dissatisfaction with pay. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Black applicants' reactions to affirmative action plans: Effects of plan content and previous experience with discrimination.

This study examined the effects of plan content and previous experience with discrimination on Black respondents' reactions to affirmative action plans. Black engineering students (N=1,173) were randomly assigned to 1 of 6 plans implemented by a hypothetical organization and were asked to provide ratings of perceived fairness and intention to pursue a position at the organization. There were significant effects of plan content on perceived fairness and job pursuit intentions, Perceived fairness mediated the effect of content on intentions. Furthermore, previous experience with discrimination interacted with content to affect intentions. Individuals who had experienced relatively more discrimination in the workplace reported stronger intentions to pursue a position at an organization whose plan specified special training opportunities for minorities. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Compensatory strategies for reducing interpersonal discrimination: The effectiveness of acknowledgments, increased positivity, and individuating information.

Previous research has revealed, across a number of contexts, that stigmatized individuals are the recipients of interpersonal discrimination (e.g., M. R. Hebl, J. B. Foster, L. M. Mannix, & J. F. Dovidio, 2002). Such discrimination has been linked to a number of negative outcomes in the workplace, both for stigmatized individuals and for organizations as a whole (see, e.g., E. B. King, J. L. Shapiro, M. R. Hebl, S. L. Singletary, & S. Turner, 2006; C. O. Word, M. P. Zanna, & J. Cooper, 1974). The current research examines 3 individual-level compensatory strategies aimed at reducing interpersonal discrimination. Results reveal that compensatory strategies are successful in reducing interpersonal discrimination in job application contexts and that such strategies uniquely benefit stigmatized individuals. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Perceived discrimination and women's psychological distress: The roles of collective and personal self-esteem.

In the spirit of counseling psychology's social justice mission (e.g., L. A. Goodman, B. Liang, J. E. Helms, R. E. Latta, E. Sparks, & S. R. Weintraub, 2004), the authors examined perceptions of discrimination against women as related to women's views of the group women, their views of themselves as individuals, and their psychological distress. Path analysis was used to test an extended chain of mediation from perceptions of discrimination to public collective self-esteem, private collective self-esteem, personal self-esteem, and finally to psychological distress. Data (N = 235) were consistent with hypotheses and indicated a good fit for the model. Results were in accord with feminist theorists' assertions of the harmful nature of sexist discrimination, as the model accounted for substantial proportions of variance in depression and anxiety. Furthermore, these findings on mechanisms by which harm may be induced offer important clues for prevention and intervention. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Discrimination, dispositions, and cardiovascular responses to stress.

Objective: Recent research suggests that past exposure to discrimination may influence perceptions of, and physiological responses to, new challenges. The authors examined how race and trait levels of hostility and optimism interact with past exposure to discrimination to predict physiological reactivity and recovery during an anger recall task. Design: A community sample of 165 normotensive Black and White adults participated in an anger recall task while having their cardiovascular function monitored. Main Outcome Measures: Blood pressure and heart rate indicators of physiological reactivity and recovery. Results and Conclusion: Participants had higher reactivity and slower recovery to the anger recall task when they had high past discrimination, low cynicism, or high optimism. The pattern of effects was similar for both racial groups, but Blacks had more acute reactivity and slower recovery than Whites. These results are consistent with the perspective of discrimination as a chronic stressor that is related to acute stress responses, particularly for Blacks. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The role of racial identity in perceived racial discrimination.

This study examined the role that dimensions of racial identity play regarding the antecedents and consequences of perceived racial discrimination among African Americans. A total of 267 African American college students completed measures of racial identity, perceived racial discrimination, and psychological distress at 2 time points. After controlling for previous perceptions of discrimination, racial centrality was positively associated with subsequent perceived racial discrimination. Additionally, perceived discrimination was positively associated with subsequent event-specific and global psychological distress after accounting for previous perceptions of discrimination and distress. Finally, racial ideology and public regard beliefs moderated the positive relationship between perceived discrimination and subsequent distress. The results illustrate the complex role racial identity plays in the lives of African Americans. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

An under-met and over-met expectations model of employee reactions to merit raises.

The authors developed a model of how raise expectations influence the relationship between merit pay raises and employee reactions and tested it using a sample of hospital employees. Pay-for-performance (PFP) perceptions were consistently related to personal reactions (e.g., pay raise happiness, pay-level satisfaction, and turnover intentions). Merit pay raises were strongly related to reactions only among employees with high raise expectations and high PFP perceptions. The interactive effects of under-met/over-met expectations and PFP perceptions were mediated by the extent to which participants saw the raise as generous and they were happy with the raises they received. The authors discuss the implications of these findings for expectation-fulfillment theories, merit pay research, and the administration of incentives. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Are memberships in race, ethnicity, and gender categories merely surface characteristics?

Comments on Deep-level diversity and leadership (see record 2010-24768-017) by Kristen M. Klein and Mo Wang. In the special issue on Diversity and Leadership (April 2010), the authors made a strong case for the importance of diversity in workplace leadership, rejected premature declarations that workplace discrimination is obsolete, and called for leadership theories that acknowledge and promote the value of diversity. We suggest that researchers could better predict and increase leader effectiveness by explicitly addressing deep-level characteristics in theory and practice. By promoting surface-level diversity in leadership opportunities and deep-level similarities in leadership training, it is conceivable that organizations could counter adverse impact in leader selection while also improving organizational outcomes. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Influence of prototypes on perceptions of prejudice.

Two studies examined the influence of cultural stereotypes and personal factors ( one's race, gender) on perceptions of racial and gender discrimination. Overall, the data suggest that our perceptions of prejudice are strongly influenced by specific expectations regarding who are the prototypic perpetrators and victims of prejudice. More general expectations regarding out-group conflict or regarding only the characteristics of the perpetrator appear to have less of an impact on such perceptions. Additionally, women were found to be more likely than men to perceive sexism directed against men and racism directed at African Americans and Caucasians. Also, African Americans were more likely than Caucasians to perceive racist events against Whites and Blacks. The implications of these data are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)