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1 – 10 of over 18000
Book part
Publication date: 17 February 2015

Lindsey Trimble O’Connor, Julie A. Kmec and Elizabeth C. Harris

Discrimination against workers because of their family responsibilities can violate federal law, yet scholars know little about the context surrounding perceived family…

Abstract

Purpose

Discrimination against workers because of their family responsibilities can violate federal law, yet scholars know little about the context surrounding perceived family responsibilities discrimination (FRD). This chapter investigates both the types of caregiving responsibilities that put workers at risk of FRD and the organizational contexts that give rise to perceived FRD.

Methodology/approach

We identify features of FRD which make detecting it particularly difficult and theorize the mechanisms by which caregiving responsibilities and organizational contexts lead to perceived FRD. We draw on data from the 2008 National Study of the Changing Workforce for our empirical analysis.

Findings

Caregivers who provide both child and eldercare are more likely to perceive FRD than caregivers who provide one type of care, as are people who experience high levels of family-to-work interference and who spend more daily time on childcare. Certain family-friendly and meritocratic organizational contexts are associated with lower perceived FRD.

Research limitations/implications

We measure perceptions, not actual discrimination on the basis of family care responsibilities. Our research cannot pinpoint the factors which intensify or lessen actual discrimination, just perceptions of it.

Originality/value

By pinpointing the characteristics of organizations in which perceived FRD occurs, this chapter shows how organizations can create workplaces in which perceived FRD is less likely.

Details

Work and Family in the New Economy
Type: Book
ISBN: 978-1-78441-630-0

Keywords

Article
Publication date: 6 May 2014

Mercedes Villanueva-Flores, Ramón Valle-Cabrera and Mar Bornay-Barrachina

Few studies have focussed on the situation of employees with physical disabilities from the perspective of human resources management – in particular on the career development…

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Abstract

Purpose

Few studies have focussed on the situation of employees with physical disabilities from the perspective of human resources management – in particular on the career development expectations of this group. The purpose of this paper is to meet this need by focussing on individuals with physical disabilities in Andalusia (Spain). It analyzes three key aspects: whether the perception of discrimination is related to the perception of inequity due to their disabilities, with this relationship being moderated by gender; whether these perceptions of inequality and discrimination lead to feelings of dissatisfaction with the employing organization; and whether the perception of discrimination mediates the relationship between perceived inequity and job dissatisfaction.

Design/methodology/approach

Using the theoretical framework of organizational justice, regression analysis is applied to test the hypotheses in a population of 459 employed people with physical disabilities.

Findings

The results show that perceived discrimination is due to perceived inequity when peers who do not have a disability are used as comparative reference; however, this relationship is not moderated by gender. These perceptions of inequity and discrimination cause individuals to feel dissatisfaction in organizations, and a mediating effect is found for the perception of discrimination in professional development opportunities. The control variables considered, age and education, are not significant in the relationships studied.

Originality/value

An original and valued model is proposed to explain job dissatisfaction among employees with physical disabilities and the possibility of perceiving a dual disadvantage, in their possibilities for professional development. The model links together three variables that have not previously been linked all together in the literature – perceived inequity, perceived discrimination on the grounds of disability, and dissatisfaction – highlighting that perceived discrimination on the grounds of disability mediates the relationship between perceived inequity and dissatisfaction. This model can also examine whether a dual disadvantage is perceived owing to an individual's being a woman and having a disability, considering gender as a variable that moderates the relationship between perceived inequity and perceived discrimination on the grounds of disability.

Details

Career Development International, vol. 19 no. 2
Type: Research Article
ISSN: 1362-0436

Keywords

Article
Publication date: 10 May 2022

Maude Boulet, Marie Lachapelle and Sebastien Keiff

The main objective of this article is to contribute to the advancement of scientific knowledge on the determinants of perceived workplace discrimination and its consequences on…

Abstract

Purpose

The main objective of this article is to contribute to the advancement of scientific knowledge on the determinants of perceived workplace discrimination and its consequences on workers' well-being in Canada.

Design/methodology/approach

The authors used a representative sample of 7,706 workers aged 18 to 65 based on data from the 2016 General Social Survey of Canadians at Work and Home to conduct logistic regression models.

Findings

Women and visible minorities are at greater risk of perceiving that they have experienced workplace discrimination, but immigrants' perceived workplace discrimination risk is no different from that of non-immigrants. This risk is higher in public administration than in other industries and varies between provinces. Perceived workplace discrimination increases stress and is associated with a lower level of self-reported mental health.

Practical implications

Since perceived discrimination has a detrimental effect on workers' well-being, organizations should pay special attention to their employees’ perceptions. Relying only on official complaints of discrimination can lead organizations to underestimate this issue because many employees are not inclined to file an official complaint, even if they believe they have been discriminated against.

Originality/value

The authors findings are original because they suggest that visible socio-demographic characteristics (gender and visible minority) affect perceived workplace discrimination, which is not the case for invisible socio-demographic characteristics (immigrant). They point out that the province of residence is an element of the context to be considered and they indicate that workers in the public sector are more likely to perceive discrimination than those in other industries. These empirical contributions highlight that, despite anti-discrimination laws and government efforts to promote equity, diversity and inclusion, perceived workplace discrimination persists in Canada, particularly among women and visible minorities and it has tangible impacts on the workers' well-being.

Details

Evidence-based HRM: a Global Forum for Empirical Scholarship, vol. 11 no. 1
Type: Research Article
ISSN: 2049-3983

Keywords

Article
Publication date: 16 November 2015

Sharon Foley, Hang-yue Ngo, Raymond Loi and Xiaoming Zheng

The purpose of this paper is to examine the effects of gender and strength of gender identification on employees’ perception of gender discrimination. It also explores whether…

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Abstract

Purpose

The purpose of this paper is to examine the effects of gender and strength of gender identification on employees’ perception of gender discrimination. It also explores whether gender comparison and perceived gender bias against women act as mediators in the above relationships. It aims to advance the understanding of the processes leading to individual’s perception of gender discrimination in the Chinese workplace.

Design/methodology/approach

Data were collected from 362 workers via an employee survey in three large companies in China. The human resource staff helped us to distribute a self-administered questionnaire to the employees, and the authors assured them of confidentiality and protected their anonymity. To test the hypotheses, the authors employed structural equation modeling. The authors first conducted confirmatory factor analysis on the measurement model, and then the authors estimated three nested structural models to test the mediating hypotheses.

Findings

The results reveal that gender and strength of gender identification are related to perceived gender discrimination. The authors further found that gender comparison and perceived gender bias against women partially mediated the relationship between gender and perceived gender discrimination, while gender comparison fully mediated the relationship between strength of gender identification and perceived gender discrimination.

Practical implications

The study helps managers understand why and how their subordinates form perceptions of gender discrimination. Given the findings, they should be aware of the importance of gender identity, gender comparison, and gender bias in organizational practices in affecting such perceptions.

Originality/value

This study is the first exploration of the complex relationships among gender, gender identification, gender comparison, perceived gender bias against women, and perceived gender discrimination. It shows the salient role of gender comparison and gender bias against women in shaping employees’ perceptions of gender discrimination, apart from the direct effects of gender and strength of gender identification.

Details

Equality, Diversity and Inclusion: An International Journal, vol. 34 no. 8
Type: Research Article
ISSN: 2040-7149

Keywords

Article
Publication date: 14 September 2020

Mohammad Shahin Alam and DuckJung Shin

This study developed and tested a moderated mediation model on workplace diversity management. The analysis examined whether diversity management affects job satisfaction via…

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Abstract

Purpose

This study developed and tested a moderated mediation model on workplace diversity management. The analysis examined whether diversity management affects job satisfaction via perceived discrimination, depending on employees' openness to experience.

Design/methodology/approach

Building upon the assumptions of social identity theory, social cognitive theory and Big-Five theory, this study proposed and tested a model that analyzes the process through which diversity management influences perceived visible diversity discrimination and job satisfaction, depending on employees' openness to experience.

Findings

This study found support for the proposed moderated mediation model, which suggests that diversity management interacts with employees' openness to experience personality to influence their job satisfaction through perceived visible diversity discrimination. The results indicated that diversity management increased employees' job satisfaction in the workplace and that the relationship between diversity management and job satisfaction was further mediated by employees' perceptions of being discriminated against because of their age, gender and racial identities. The effect of diversity management on job satisfaction through perceived visible diversity discrimination was stronger when employees had high levels of openness to experience.

Practical implications

The results of the study suggest that the diversity management is an important organizational intervention to improve job satisfaction by providing a scientific explanation of its underlying psychological process and identifying the factors associated with the process, such as personality and perception of being discriminated.

Originality/value

This study contributes to extend the diversity management literature by applying the assumptions of social identity theory, social cognitive theory and Big-Five theory together to identify the relationship between diversity management and job satisfaction and the effect of perceived discrimination and openness to experience in the relationship.

Details

International Journal of Manpower, vol. 42 no. 5
Type: Research Article
ISSN: 0143-7720

Keywords

Article
Publication date: 26 February 2019

Arief Banindro Kartolo and Catherine T. Kwantes

The purpose of this paper is to fill the gap in the literature by exploring the perceived societal discrimination as an antecedent of perceived organizational discrimination, and…

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Abstract

Purpose

The purpose of this paper is to fill the gap in the literature by exploring the perceived societal discrimination as an antecedent of perceived organizational discrimination, and investigating the impact of organizational culture (i.e. constructive, passive-defensive and aggressive-defensive culture norms) on perceptions of discrimination in the workplace.

Design/methodology/approach

A total of 176 American employees completed three surveys assessing perceived societal discrimination, perceived organizational discrimination and organizational culture online through Amazon Mechanical Turk. Data were analyzed using hierarchical multiple regression method.

Findings

Results suggest individuals’ perceptions of discrimination in the workplace are influenced by both perceived discrimination in society and perceptions of behavioral norms related to organizational culture. Findings in the current study indicated individuals’ attitudes and beliefs manifested in the societal context were carried into, and reflected in, the workplace. Additionally, beliefs related to organizational discrimination were found to be amplified or minimized depending on organizational culture; specifically, organizations dominated by culture norms reflecting behaviors related to individual security needs predicted higher levels, and culture norms reflecting behaviors related to meeting employee satisfaction needs predicted lower levels of perceived organizational discrimination.

Originality/value

This paper tested theoretical frameworks debated in the literature by exploring beyond institutional boundaries in the study of perceived discrimination by exploring perceived societal discrimination as an antecedent to perceived organizational discrimination. This project also is the first study (to authors’ knowledge) to investigate the impact of organizational culture on perceived organizational discrimination.

Details

Equality, Diversity and Inclusion: An International Journal, vol. 38 no. 6
Type: Research Article
ISSN: 2040-7149

Keywords

Article
Publication date: 8 June 2010

Tanja Rabl

The aim of this paper is to challenge the person‐related aspect of the stereotype that older employees are unmotivated. In an overall model, it seeks to examine how age, perceived

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Abstract

Purpose

The aim of this paper is to challenge the person‐related aspect of the stereotype that older employees are unmotivated. In an overall model, it seeks to examine how age, perceived age discrimination, and perceived organizational support relate to each other and how they affect the achievement motives' hope of success and fear of failure.

Design/methodology/approach

Data were collected in six large German enterprises using a standardized questionnaire. The sample included 631 older employees aged 50 to 64 and 624 younger employees aged 30 to 40. For the data analysis, PLS structural equation modeling was used.

Findings

The results showed that older employees were more strongly affected by age discrimination than their younger colleagues. Perceived age discrimination, in turn, led to less perceived organizational support and a higher fear of failure. Age, in contrast, was not substantially related to achievement motives. Thus, the stereotype of unmotivated older employees is not justified.

Practical implications

The findings outline the central role of perceived age discrimination. Thus, with an increasingly aging workforce, organizations have to amplify their anti‐discrimination efforts by applying suitable human resource management and leadership practices.

Originality/value

This paper contributes to the literature by challenging a stereotype common in Western societies and examining the achievement motives of older employees. Moreover, it tries to shed light on the organization's role regarding the perception of discriminating and non‐supporting environments.

Details

Personnel Review, vol. 39 no. 4
Type: Research Article
ISSN: 0048-3486

Keywords

Article
Publication date: 19 February 2021

Hyounae (Kelly) Min and Jeff Joireman

The purpose of this study is to examine how customer race (Black vs White) influences the extent to which customers attribute an ambiguous service failure (i.e. subtle degradation…

Abstract

Purpose

The purpose of this study is to examine how customer race (Black vs White) influences the extent to which customers attribute an ambiguous service failure (i.e. subtle degradation of service) to discrimination and how perceived discrimination relates to customer anger and on-site coping behaviors (vindictive complaining, problem-solving complaining and avoidance). This study further investigated how customer race affects the strength of relationships among perceived discrimination, anger and these three coping behaviors.

Design/methodology/approach

This study used a video-based simulation in which participants watched a subtle service failure from the customer’s viewpoint before completing a survey. A total of 421 participants – 210 Blacks and 211 Whites – were recruited through Qualtrics. Multigroup structural equation modeling (SEM) analysis was used to test hypotheses.

Findings

Compared with White customers, Black customers were more likely to attribute a service failure to discrimination and exhibited a stronger relationship between perceived discrimination and anger. In addition, increasing anger in White customers tended to lead to more active coping strategies (i.e. vindictive complaining, problem-solving complaining). For Black customers, increasing anger tended to lead to vindictive complaining at a similar level to White customers. However, the impact of anger on problem-solving complaining – known to be a more beneficial coping strategy – was stronger among White customers than among Black customers.

Practical implications

This study advances hospitality practitioners’ understanding of how customers respond on-site to a service failure that can be interpreted as discrimination. The varying effects of race on customer-coping behavior are also identified. In addition, this study offers practical advice to develop organizational strategies to dissuade customers from attributing service failure to discrimination and to respond effectively to customer-coping behaviors.

Originality/value

Complementing and extending past research documenting the prevalence and causes of racial discrimination in service settings, the present study advances prior work by developing and testing a comprehensive structural model linking race with coping responses via perceived discrimination and anger, and by exploring how race affects the strength of relationships among perceived discrimination, anger and coping strategies.

Details

International Journal of Contemporary Hospitality Management, vol. 33 no. 3
Type: Research Article
ISSN: 0959-6119

Keywords

Article
Publication date: 16 April 2018

Jesus Gacilo, Brigitte Steinheider, Thomas H. Stone, Vivian Hoffmeister, I.M. Jawahar and Tara Garrett

Drawing on social identity theory and the concept of perceived organizational support, the authors conducted an online, exploratory survey of 150 lesbian, gay, bisexual, and…

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Abstract

Purpose

Drawing on social identity theory and the concept of perceived organizational support, the authors conducted an online, exploratory survey of 150 lesbian, gay, bisexual, and transgender (LGBT) workers in 28 countries to examine whether being LGBT provides a unique perspective in the workplace, if they perceive their employer appreciates this perspective, and what effects this has on perceived discrimination and perceived career advancement. Collectively these questions have implications for work engagement and career prospects of LGBT workers. The paper aims to discuss these issues.

Design/methodology/approach

Multiple regression and qualitative analyses were used to analyze Likert scale questions along with open-ended options.

Findings

The majority of respondents agree that being LGBT offers a unique perspective compared to heterosexual workers. The more respondents agree that they have a different perspective, the more they feel discriminated against. After controlling for demographic variables as well as education, tenure, job level, and disclosure, hierarchical linear regression analyses showed offering a unique perspective increases perceived career advantages. Results also showed increased perceived career advantages if the employer appreciates this perspective. Results of a second regression analysis also showed that a unique perspective is associated with more perceived discrimination, unless their employer appreciates this perspective.

Research limitations/implications

Although single-item measures and a small international sample limit generalizability, rich qualitative responses provide insights into LGBT attitudes across multiple countries.

Practical implications

This study can be applied to future understandings of the diverse nature of LGBT perceptions and attitudes in the workplace.

Social implications

This is one of the first studies to examine LGBT perceptions that they possess a unique perspective that should be valued by employers.

Originality/value

This exploratory study is one of the first to recognize unique LGBT perspectives and examine the relationship between their perspectives and perceived discrimination and career advantages.

Details

Equality, Diversity and Inclusion: An International Journal, vol. 37 no. 3
Type: Research Article
ISSN: 2040-7149

Keywords

Article
Publication date: 19 September 2023

Hakim Zainiddinov

The study examines the prevalence and correlates of perceived discrimination across ten Asian American ethnic groups. The goal is to disaggregate an artificially created broad…

Abstract

Purpose

The study examines the prevalence and correlates of perceived discrimination across ten Asian American ethnic groups. The goal is to disaggregate an artificially created broad categorization of Asians into subgroups to reveal the existing intragroup differences.

Design/methodology/approach

Bivariate and multivariate analyses were based on data from the 2016 National Asian American Survey (NAAS). The exclusion of missing data on all variables used in the analysis revealed a final analytical sample size of 4,276.

Findings

Compared to all other Asian American ethnic groups, Cambodians report the lowest frequency of perceived discrimination on all outcome measures. On the contrary, the prevalence of perceived discrimination is highest for Bangladeshis and Indians on lifetime and job-related discrimination and for Indians and Japanese on day-to-day discrimination. Nearly all Asian American ethnic groups are more likely to report one or more types of perceived discrimination than Chinese Americans. The observed relationships disappear for Cambodians, Pakistanis and Japanese but persist for Bangladeshis, Filipinos, Hmong and Indians after controlling for socio-demographic characteristics. Among the socio-demographic controls, gender, birthplace, education and employment status are found to be significant predictors of perceived discrimination.

Originality/value

The findings of the study further the discussion on the importance of disaggregating minority groups and considering their heterogeneous experiences of perceptions of discrimination in the United States.

Details

International Journal of Sociology and Social Policy, vol. 44 no. 1/2
Type: Research Article
ISSN: 0144-333X

Keywords

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