This volume brings together top scholars in industrial and organizational psychology with social psychologists to explore the research and theory relating to various areas of workplace discrimination.
Many of the contributors to this book participated in a conference on workplace discrimination held at Rice University in May 2000. The idea came from the realization that there had been no attempt to bring together the various literatures on the topic. Discrimination and issues of employment diversity are significant topics today in IO psychology, business, and human resource management.
This edited volume examines the following components of this important discussion:
This book brings together, in one volume, a review of the research on discrimination based on race, age, sexual orientation, gender, physical appearance, disability, and personality. In addition, it explores the multilevel antecedents and potential bases for a general model of discrimination in the workplace. While social psychological research and theory have provided invaluable insights, an understanding of discrimination in the workplace and solutions will require incorporating factors at the organizational level in addition to factors at the individual and group levels. Although a definitive model is not reached, the aim of this text is to facilitate future research and theory.
"A hallmark of this volume is its focus on dilemmas in discrimination research. This volume will be of interest to advanced students and researchers in psychology and business. Recommended."
Contents: Series Foreword. Preface. R.L. Dipboye, A. Colella, An Introduction. Part I: Psychological, Group, and Organizational Bases of Discrimination. J.F. Dovidio, M.R. Hebl, Discrimination at the Level of the Individual: Cognitive and Affective Factors. C.M. Riordan, B.S. Schaffer, M.M. Stewart, Relational Demography Within Groups: Through the Lens of Discrimination. K.M. Thomas, D. Chrobot-Mason, Group-Level Explanations of Workplace Discrimination. M.J. Gelfand, L.H. Nishii, J.L. Raver, B. Schneider, Discrimination in Organizations: An Organizational-Level Systems Perspective. Part II: Understanding Discrimination Against Specific Groups. A.P. Brief, R.M. Butz, E.A. Deitch, Organizations as Reflections of Their Environments: The Case of Race Composition. J.N. Cleveland, T.K. Vescio, J.L. Barnes-Farrell, Gender Discrimination in Organizations. B.R. Ragins, C. Wiethoff, Understanding Heterosexism at Work: The Straight Problem. L.M. Shore, C.B. Goldberg, Age Discrimination in the Workplace. A. Colella, D.L. Stone, Workplace Discrimination Toward Persons With Disabilities: A Call for Some New Research Directions. E.F. Stone-Romero, Personality-Based Stigmas and Unfair Discrimination in Work Organizations. R.L. Dipboye, Looking the Part: Bias Against the Physically Unattractive as a Discrimination Issue. Part III: Implications for Practice, Policy, and the Law. W. Arthur, Jr., D. Doverspike, Achieving Diversity and Reducing Discrimination in the Workplace Through Human Resource Management Practices: Implications of Research and Theory for Staffing, Training, and Rewarding Performance. R.L. Paetzold, Using Law and Psychology to Inform Our Knowledge of Discrimination. M.E. Heilman, M.C. Haynes, Combating Organizational Discrimination: Some Unintended Consequences. G.T. Chao, H-H.D. Nguyen, International Employment Discrimination: A Review of Legal Issues, Human Impacts, and Organizational Implications. M.M. Greller, J.H. Jackson, Doing Research on Pay Equity in Support of the Political Process: The Wyoming Experience. R.L. Dipboye, A. Colella, The Dilemmas of Workplace Discrimination.
The Series of the Society for Industrial and Organizational Psychology (SIOP).
Launched in 1983 to make scientific contributions to the field, this series has attempted to publish books on cutting edge theory, research and theory derived from practice in industrial and organizational psychology, and related organizational science disciplines.
The goal of the series is to inform and stimulate research for SIOP members (students, practitioners and researchers) and people in related disciplines including other subdisciplines of psychology, organizational behavior, human resource management, and labor and industrial relations.
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