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e-book Discrimination at Work The Psychological and Organizational Bases

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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. Excerpt Many of the contributors to this book participated in a conference on workplace discrimination held at Rice University in May Read preview Overview. By Stock, Wendy A. Slonaker, William M. Coleman, Joseph W. Mencken, H. The Columbia Encyclopedia, 6th ed. Materials and Methods Participants Participants were recruited as part of a larger study through a National Science Foundation ADVANCE Grant Initiative via targeted email solicitations and online via social media participation requests targeting early career academics.

Discrimination at Work: The Psychological and Organizational Bases - Google книги

Measures Interpersonal Discrimination Interpersonal discrimination was measured with Cortina et al. Supervisor Support Supervisor support was measured using eight items adapted from the Job Content Questionnaire Karasek et al. Stress Stress was measured using Cohen et al. Organizational Citizenship Behaviors Participants rated their perceived levels of organizational citizenship behaviors on a item measure by Organ Table 1 Descriptive statistics and correlations for raw study measures.

Alphas are on the diagonal in italics. Discussion The present study extends important research examining the effects of interpersonal discrimination on physical and psychological well-being and performance e. Conclusion Understanding the negative impact of interpersonal discrimination on the health and productivity of workers adds additional support to the need to mitigate and eliminate discrimination in all forms.

Author Contributions KO: collected data, assisted with statistical models, and co-wrote the paper; SM: ran statistical models and co-wrote the paper; MH: assisted in data collection, edited the paper, oversaw the project, and contributed financial backing; JR: contributed financial backing and oversaw the writing of the paper.

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Conflict of Interest Statement The authors declare that the research was conducted in the absence of any commercial or financial relationships that could be construed as a potential conflict of interest. References Aguinis H. Scholarly impact: a pluralist conceptualization. Scholarly impact revisited. The origins and legacy of the civil rights act of Tit for tat? The spiraling effect of incivility in the workplace.

Workplace bullying in a sample of Italian and Spanish employees and its relationship with job satisfaction, and psychological well-being. The moderator-mediator variable distinction in social psychological research: conceptual, strategic, and statistical considerations. Aggression among university employees. Total, direct, and indirect effects in structural equation models. San Francisco: Jossey-Bass; , 71— Women in academic science: a changing landscape. Public Interest 15 75— Testing mediation and suppression effects of latent variables: bootstrapping with structural equation models.

Methods 11 — Civil Rights Act of Pub. Positive events and social supports as buffers of life change stress. A global measure of perceived stress.

Health Soc. Unseen injustice: incivility as modern discrimination in organizations. Selective incivility as modern discrimination in organizations: evidence and impact. Incivility in the workplace: incidence and impact. Health Psychol.

The h-index: advantages, limitations and its relation with other bibliometric indicators at the micro level. Oxford: Oxford University Press; , — Social stigma: the affective consequences of attributional ambiguity. Subtle yet significant: the existence and impact of everyday racial discrimination in the workplace. The impact of daily stress on health and mood: psychological and social resources as mediators. Stigma-related stressors, coping self-efficacy, and physical health in lesbian, gay, and bisexual individuals.

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Discrimination at Work: The Psychological and Organizational Bases

Social support in the workplace: tests of six theoretical models. Mahwah, NJ: Lawrence Erlbaum. Effects of perceived discrimination on job satisfaction, organizational commitment, organizational citizenship behavior, and grievances.

Resource Dev. Cambridge: Cambridge University Press. A nationwide study of discrimination and chronic health conditions among Asian Americans. Public Health 97 — Are bullying behaviors tolerated in some cultures? Evidence for a curvilinear relationship between workplace bullying and job satisfaction among Italian workers. Ethics — Employment discrimination in organizations: antecedents and consequences. Public Interest 15 72— The science of sex differences in science and mathematics. Public Interest 8 1— Bullying at work, health outcomes, and physiological stress response.

Res 60 63— The relative impact of workplace bullying as a social stressor at work. Nelson T. Formal and interpersonal discrimination: a field study of bias toward homosexual applicants. Job strain, work place social support, and cardiovascular disease: a cross-sectional study of a random sample of the Swedish working population.

Public Health 78 — Not so subtle: a meta-analytic investigation of the correlates of subtle and overt discrimination. The job content questionnaire JCQ : an instrument for internationally comparative assessments of psychosocial job characteristics. Coworker and supervisor support as moderators of associations between task characteristics and mental strain. The prevalence, distribution, and mental health correlates of perceived discrimination in the United States. Settling the score: the role of organizational justice in the relationship between psychological contract breach and anticitizenship behavior.

Employee Responsibil. Rights J. Social support, occupational stress and health. Getting better and staying better: assessing civility, incivility, distress, and job attitudes one year after a civility intervention. The impact of civility interventions on employee social behavior, distress, and attitudes. Personal and workgroup incivility: impact on work and health outcomes. Stuck in the pipeline: a critical review of STEM workforce literature.

InterActions 6 1— Experiencing incivility in organizations: the buffering effects of emotional and organizational support. Some basic issues related to contextual performance and organizational citizenship behavior in human resource management.


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Resource Manag. Outcomes of exposure to workplace bullying: a meta-analytic review. Work Stress 26 — Civility, respect, engagement in the workforce CREW : nationwide organization development intervention at Veterans Health Administration.

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Perceived discrimination and health: a meta-analytic review. Does perceived discrimination affect health? Scholarly influence in the field of management: a bibliometric analysis of the determinants of university and author impact in the management literature in the past quarter century. Once, twice, or three times as harmful? Ethnic harassment, gender harassment, and generalized workplace harassment. A mixed methods study of gender, STEM department climate, and workplace outcomes.

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