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The authors propose that the nature of prejudice differs across cultures. A model is introduced that proposes that the interpersonal perspective associated with individualist cultures (Westerners) leads to interpersonal prejudices, whereas the intergroup perspective associated with collectivist cultures (Easterners) leads to intergroup prejudices. These prejudices, in turn, are argued to impact on the outcomes of individuals working in intercultural teams. An organisational diversity climate of openness fostered by diversity oriented HRM and the combined use of individualist and collectivist HRM policies and practices is proposed to minimize the negative effects of such prejudices can be minimized.

This paper examines the in-depth relationship between religious beliefs and individual social class mobility expectations in China.

The data used in this article are mainly from the China Comprehensive Social Survey in 2010 (CGSS2010). Compared with other years' CGSS data, CGSS2010 includes a module on religious topics, and the questionnaire information related to religion is more comprehensive and suitable for in-depth analysis.

The results show that religious beliefs have a significant positive impact on personal social class mobility expectations. Based on the principle of diminishing marginal returns on capital, the positive impact of religious belief on the expectation of individual social class mobility is more significant in groups with nonagricultural household registration, higher education level, older age and better family background conditions. However, with the further improvement of family background conditions, this positive impact begins to weaken. In addition, possible channels of action include prejudice effects, psychological effects, individual capital effects and social capital effects. The results of other effects are positive except for the prejudice effect. Overall, religious beliefs, as one of the important components of contemporary Chinese culture, have a positive significance for the “Chinese Dream”.

There is also little literature globally that provides an in-depth analysis of the relationship between religion and economic development. Studies have led to an understanding of the relationship between religious beliefs and individual social class mobility expectations. But it is unclear whether theories developed based on Western spiritual experience will be applicable to China or not. The authors have tested for China.

When immigrants experience “nationality discrimination” in the labor market, ceteris paribus their earnings are lower than native-born workers because they were born abroad. The challenge to testing for nationality discrimination is that the native/immigrant earnings gap will very likely also be influenced by productivity differences driven by incomplete assimilation of immigrants, as well as the possibility of racial or gender discrimination. There is relatively little empirical literature, and virtually no theoretical literature, on this type of discrimination. In this study, a model of nationality discrimination where customer prejudice and native/immigrant productivity differences jointly influence the earnings gap is presented. We derive an extension of Becker's market discrimination coefficient (MDC), applied to the case of nationality discrimination when there are productivity differences. A number of novel implications are obtained. We find, for example, that the MDC depends upon relative immigrant productivity and relative immigrant labor supply. We test the model on data for hitters and pitchers in Major League Baseball, an industry with a history of immigration, potential for customer discrimination, and clean detailed microdata on worker productivities and race. Ordinary least squares (OLS) and decomposition methods are used to estimate the extent of discrimination. We find no compelling evidence of discrimination in the hitter group, but evidence of ceteris paribus underpayment of immigrant pitchers. While our test case is for a particular industry, our theoretical model, empirical specifications, and general research design are quite generalizable to many other labor markets.

Brands are increasingly reflecting social values, and many brands have begun to embrace equality and inclusivity as a marketing strategy. Accordingly, consumers are increasingly being exposed to brands associated with different social groups. This paper aims to examine how consumers who have experienced pride respond to brands associated with dissociative out-groups.

Four studies were conducted. Study 1 tested the basic effect of how the experience of different facets of pride affects consumers’ brand attitudes toward a brand associated with a dissociative out-group. Studies 2 and 3 examined the underlying mechanism of consumers’ psychological endorsement of egalitarianism using both mediation and moderation approaches. Study 4 derived implications of our findings for marketers.

The results show that consumers respond differently to a brand associated with a dissociative out-group based on the facets of pride they experience. When consumers experience authentic (vs hubristic) pride, they exhibit a more favorable attitude toward the brand associated with the dissociative out-group. This is because authentic (vs hubristic) pride increases consumers’ psychological endorsement of egalitarianism, which enhances consumers’ brand attitudes toward the brand associated with the dissociative out-group.

The findings suggest that brand managers should think about ways to elicit consumers’ authentic pride to minimize the potential backlash from consumers when promoting equality and inclusivity in their brand communications, particularly when such communications contain cues of dissociative out-groups.

This paper contributes to the branding literature by identifying pride as an important determinant that can help brands overcome the negative impact of dissociative out-groups on consumers’ brand reactions, enriches the literature on pride by documenting a novel effect of the two facets of pride on consumer behavior and extends the literature of egalitarianism by demonstrating pride as a driver of consumers’ psychological endorsement of egalitarianism.

Increasingly, organizations in the Asia‐Pacific region are recognizing the importance of cross‐cultural management to the sustainability of their competitive edge. Although the literature is replete with cross‐cultural studies of individualism and collectivism, little information is available on the factors that foster effective individualist–collectivist interaction (ICI) within organizations. This paper attempts to provide a theoretical description of individualists and collectivists at the individual level of analysis, which offers specific testable hypotheses about the effect of self‐representation on prejudice between individualists and collectivists (ICs).

In this paper, a theoretical model is presented in which intergroup prejudices and interpersonal prejudices mediate the effects of ICI and bicultural orientation toward cross‐cultural experiences and, in which, the dissimilarity openness of the climate moderates the level and outcome of prejudices flowing from ICI.

The model depicts that the outcomes of ICI are mediated by the intergroup prejudices of collectivists and the interpersonal prejudices of individualists, which are moderated by the extent of diversity‐oriented HRM policies and practices and individuals’ orientation to cross‐cultural experiences. When workforces become culturally diverse, organizations should modify HRM practices to enable the full use of the range of skills and talents available from the diversity, and to ensure affective and behavioral costs are minimized. As globalization and international competition will continue to increase, organizations including those in the Asia‐Pacific region, should seriously re‐evaluate their HRM policies to adapt and take advantage of an increasingly culturally diverse workforce.

The model provides a useful basis upon which organization researchers and practitioners can base their respective agendas.

Modern prejudice was examined as a potential predictor of overestimating proportions of minority employees in gender-typed occupations. Strength of conjunction error was considered as an indicator of distorted perceptions of these proportions. Furthermore, the purpose of this paper is to investigate whether the association between modern prejudice and strength of conjunction error was weaker for gender-untypical than for gender-typical targets.

Modern prejudice was considered as a predictor of overestimations of black female employees in Study 1 (n=183) and black female older employees in Study 2 (n=409). Data were collected using internet-mediated questionnaires.

In Study 1, modern racism, but not modern sexism, was associated with greater strength of conjunction error when respondents were presented with gender-typical targets. In Study 2, using a sample scoring higher on modern prejudice than in Study 1, modern racism, but not modern sexism and modern ageism, was associated with greater strength of conjunction error, irrespective of target occupation. Furthermore, there was an unexpected association between lower sexism and greater strength of conjunction error for gender-typical targets, but not for gender-untypical targets.

The findings lend support to the ethnic-prominence hypothesis in that modern racism, but not modern sexism or modern ageism, was associated with greater strength of conjunction error. Furthermore, empirical evidence suggests that target non-prototypicality can dilute the effect of modern prejudice on strength of conjunction error.

This is one of the rare studies examining attitudes and conjunction error in a work-relevant context, thereby bridging the gap between social cognition and applied psychology.

Even more than 50 years after the Civil Rights Act of 1964 prohibited discrimination toward a number of groups in employment settings in the United States, workplace discrimination remains a persistent problem in organizations. This chapter provides a comprehensive review and analysis of contemporary theory and evidence on the nature, causes, and consequences of discrimination before synthesizing potential methods for its reduction. We note the strengths and weaknesses of this scholarship and highlight meaningful future directions. In so doing, we hope to both inform and inspire organizational and scholarly efforts to understand and eliminate workplace discrimination.

Little research directly examines leader self-development among marginalized workers. The authors offer a framework to explain the role of internalized prejudice in limiting leader self-development, and the authors use that framework to suggest organizational interventions aimed at enhancing leader self-development among marginalized workers.

The framework is grounded in the incompleteness thesis with its attention to the mutual shaping of culture and mind, and the interventions are drawn from principles of social movements with their focus on changing culture and the minds of individuals. The framework and interventions address the role of status in internalized prejudice.

Status-related experiences in culture shape status-related thoughts in the mind, resulting in internalized prejudice. Internalized prejudice reduces the status-related behavior of leader self-development, which serves to shape status in the culture. This repeats in an ongoing, recursive process that can be disrupted through organizational interventions. The social movement principles of common purpose and networking can provide new status-related experiences to reduce internalized prejudice, and habit-breaking can stop automatic self-limiting behaviors that can arise from internalized prejudice.

By focusing on status, the authors provide a framework that allows integration of literature across marginalized groups, providing a guide for understanding both commonality and uniqueness of experience. The authors bring principles of social movement to the discussion of leader self-development among marginalized workers as a guide for developing organizational interventions.

Research examining attitudes towards offenders assesses the attitudes of professionals working with offenders, rather than attitudes of those without any experience with offenders. The purpose of this paper is to examine whether prejudice towards offenders would decrease after engagement with incarcerated serious offenders, and whether any improvement would be explained by increased empathic responding.

An experimental field study was conducted. A repeated measures questionnaire assessed empathy and prejudice at two time points: before and after engagement with serious offenders.

As predicted experiencing actual engagement with convicted sex offenders and murderers within a prison environment did increase empathy and decrease prejudice towards ex-offenders.

All participants were applied criminology students and (prison visited) is not representative of prisons within HM Prison Service. It could be argued that responding was influenced by previous knowledge of criminal justice and penal systems. Future research should consider examining the impact of engagement on empathy and prejudice with a larger, naïve sample and across different prisons.

As the first (to the authors knowledge) to empirically examine attitude change of individuals with no personal experience of offenders this research has value to any person considering how social exclusion may be reduced at a societal level.

Affirmative action and diversity management are complementary efforts to achieve an inclusive workforce. Research on attitudes toward affirmative action can therefore contribute to an understanding of reactions to diversity programs. Using data from two studies, we assess the extent to which the strength of the affirmative action plan (AAP) influences the relationship between attitudes and individual difference predictors. The relation of attitudes with the respondents’ race and perceived self-interest increased monotonically with AAP strength, whereas measures of racial prejudice and political orientation best predicted attitudes toward AAPs of intermediate strength. We explore the implications of these findings for the theory and practice of diversity management.