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Titolo:
SUPPORT FOR AFFIRMATIVE-ACTION, JUSTICE PERCEPTIONS, AND WORK ATTITUDES - A STUDY OF GENDER AND RACIAL-ETHNIC GROUP-DIFFERENCES
Autore:
PARKER CP; BALTES BB; CHRISTIANSEN ND;
Indirizzi:
NO ILLINOIS UNIV,DEPT PSYCHOL DE KALB IL 60115
Titolo Testata:
Journal of applied psychology
fascicolo: 3, volume: 82, anno: 1997,
pagine: 376 - 389
SICI:
0021-9010(1997)82:3<376:SFAJPA>2.0.ZU;2-E
Fonte:
ISI
Lingua:
ENG
Soggetto:
PERCEIVED FAIRNESS; PERFORMANCE EVALUATIONS; MEASUREMENT INVARIANCE; JOB-SATISFACTION; ACTION PROGRAMS; SELF-INTEREST; RACE; MODELS; COVARIANCE; MANAGERS;
Tipo documento:
Article
Natura:
Periodico
Settore Disciplinare:
Physical, Chemical & Earth Sciences
Citazioni:
76
Recensione:
Indirizzi per estratti:
Citazione:
C.P. Parker et al., "SUPPORT FOR AFFIRMATIVE-ACTION, JUSTICE PERCEPTIONS, AND WORK ATTITUDES - A STUDY OF GENDER AND RACIAL-ETHNIC GROUP-DIFFERENCES", Journal of applied psychology, 82(3), 1997, pp. 376-389

Abstract

Do gender and race-ethnicity moderate people's reactions to perceptions that their organization supports affirmative action/equal opportunity (AA/EO)? This study compared relationships between perceptions of support for AA/EO, distributive and procedural justice, career development opportunities, and work attitudes in 4 groups of federal employees: White men (n = 4,919), White women (n = 1,622), Blacks/Hispanics (n = 492), and Asians (n = 195). Surprisingly, White men did not associate support for AA/EO with a loss in career development opportunities, organizational injustice, or negative work attitudes. For women and racial-ethnic minorities, support for AA/EO was positively linked to perceptions of organizational justice and increased career development opportunities. As predicted, Blacks/Hispanics had more positive reactionsthan other employee groups. We conclude that support for AA/EO is generally viewed as fair and I has positive attitudinal consequences.

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Documento generato il 30/11/20 alle ore 19:44:48