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Using the Race Model Inequality to Quantify Behavioral Multisensory Integration Effects
Published on: May 10, 2019
Support for affirmative action, justice perceptions, and work attitudes: a study of gender and racial-ethnic group
C P Parker1, B B Baltes, N D Christiansen
1Department of Psychology, Northern Illinois University, DeKalb 60115, USA. cparker@niu.edu
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 reactions than other employee groups. We conclude that support for AA/EO is generally viewed as fair and has positive attitudinal consequences.
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