Employment discrimination: the role of implicit attitudes, motivation, and a climate for racial bias

This study is an attempt to replicate and extend research on employment discrimination by A. P. Brief and colleagues (A. P. Brief, J. Dietz, R. R. Cohen, S. D. Pugh, & J. B. Vaslow, 2000). More specifically, the authors attempted (a) to constructively replicate the prior finding that an explicit measure of modern racism would interact with a corporate climate for racial bias to predict discrimination in a hiring context and (b) to extend this finding through the measurement of implicit racist attitudes and motivation to control prejudice. Although the authors were unable to replicate the earlier interaction, they did illustrate that implicit racist attitudes interacted with a climate for racial bias to predict discrimination. Further, results partially illustrate that motivation to control prejudice moderates the relationship between explicit and implicit attitudes. Taken together, the findings illustrate the differences between implicit and explicit racial attitudes in predicting discriminatory behavior.     

Validity of the Internal-External Scale in Its Relationship with Political Position

The study was designed to interpret previous reports of a relationship between left wing political position and externality on Rotter's (1966) Internal-External (I-E) Scale. I-E items phrased in the first person were associated with a criterion measure of locus of control, and externality on the scale predicted inferior performance in a skill-controlled task. However, political position was related to neither the criterion measure of locus of control nor to successful performance in a skill-controlled task. Thus, there was no evidence that political position was related to locus of control in spite of its relationship with the I-E Scale. There was discussion of implications for the validity of the I-E Scale and for studying relationships between personality and political variables.     

The role of racial identity in perceived racial discrimination

This study examined the role that dimensions of racial identity play regarding the antecedents and consequences of perceived racial discrimination among African Americans. A total of 267 African American college students completed measures of racial identity, perceived racial discrimination, and psychological distress at 2 time points. After controlling for previous perceptions of discrimination, racial centrality was positively associated with subsequent perceived racial discrimination. Additionally, perceived discrimination was positively associated with subsequent event-specific and global psychological distress after accounting for previous perceptions of discrimination and distress. Finally, racial ideology and public regard beliefs moderated the positive relationship between perceived discrimination and subsequent distress. The results illustrate the complex role racial identity plays in the lives of African Americans.     

Training career adaptability to facilitate a successful school-to-work transition

The transition from school to work is one of the most critical steps in graduates' careers, as it can determine vocational outcomes and future career success. Yet, these newcomers to the labor market often take longer than regular job seekers to find a suitable job, are more likely to experience a job mismatch and to suffer from underemployment. In this study, we proposed that career adaptability might help remedy this problem. We therefore developed a training aimed at providing graduates with career adaptability resources, with the assumption that this may foster training-participants' later career adaptability and employment quality. A longitudinal field quasi-experiment compared the development of each career adaptability dimension between a training group (n = 32) and a control group (n = 24) over three points in time (pre-training measurement, post-training measurement and follow-up measurement six months later). Repeated measures analyses showed an overall increase in concern, control and curiosity within the training group, whereas there was no increase (concern) or even an overall decrease (control and curiosity) within the control group. Consequently, the training succeeded in enhancing participants' control and curiosity in the long run. Furthermore, among participants who had found employment half a year later, training participants reported higher employment quality than did members of the control group. In sum, results show that providing graduates with career adaptability resources can raise their chances on finding a qualitatively good job.     

Perceived and Actual Discrimination in the Salaries of Male and Female Managers1

This study uses a sample of over 1000 MBA graduates from a Middle Atlantic University to test for sex differences in perceived discrimination and for the actual effects of various physical characteristics and background factors on the starting salaries and later (1983) salaries of these men and women managers. Women more often reported experiencing discrimination, and they typically identified this as general discrimination against women. Fewer men perceived any discrimination. Those men who did claimed to be the victims of affirmative action programs favoring women and blacks over them. Salary data indicated that women did earn less than men, even when controlling for work experience. Evidence for other forms of discrimination was also found. Controlling for prior work experience and year of first professional employment, age and height had a positive effect on men's starting salaries and being overweight, a negative effect. For women, starting salaries were significantly and positively affected by social class. For 1983 income, taller, non-overweight, and older men earned more, as did those who grew up in a higher social class. For women, a positive salary correlate was again being from a higher social class. Areas for future research are discussed.     

Unequal Chance of Obtaining a Secure Job: Marriage Migrant Women in the Korean Labor Market

This study aimed to empirically analyze the magnitude of discrimination within the South Korean labor market between immigrant and native women in light of different employment patterns. Using an extended version of the Oaxaca decomposition method, special analytical attention was paid to the heavy concentration of immigrant women in the informal sector of the labor market rather than the formal sector. The extensive data for the study came from the Korea National Survey of Multicultural Families and the 12th wave of the Korean Labor and Income Panel Study, both conducted in 2009. Overall, the results presented a strong case that immigrant women are more susceptible to discrimination than their native counterparts in terms of obtaining a secure job in the formal sector. After controlling for a range of individual characteristics, a significant proportion of this employment disparity remained unexplained, giving credence to the existence of systematic discrimination endemic in the labor market.     

The Mystery Revealed—Intersectionality in the Black Box: An Analysis of Female Migrants' Employment Opportunities in Urban China

Female migrant workers are doubly disadvantaged in China's urban labor market because of their doubly marginalized identities as both women and rural residents. This article takes a process‐centered approach to explore how female migrants' two identity categories generate intersectional effects on their job‐search experiences in cities. Data from in‐depth interviews conducted in Xi'an city, China, in 2010 and 2011 reveal that three patterns of relationship explain the processes where the gender–hukou (residence status) intersection affects female migrants. In the first pattern, a splintering relationship, hukou and gender work singly to form employment discrimination against female migrants. The second, a contesting relationship, indicates that hukou and gender alternate as the primary identities that affect their employment opportunities. In the third, a collaborating relationship, hukou and gender work together to either positively or negatively shape female migrants' employment prospects. No matter which of the relationships plays out, female migrants' disadvantages as cheap urban laborers have become deeply entrenched in the urban labor market. This can be explained by two powerful social institutions in contemporary China, the hukou system and patriarchy.     

Validity of the Internal-External Scale in its relationship with political position

The study was designed to interpret previous reports of a relationship between left wing political position and externality on Rotter's (1966) Internal-External (I-E) Scale. I-E items phrased in the first person were associated with a criterion measure of locus of control, and externality on the scale predicted inferior performance in a skill-controlled task. However, political position was related to neither the criterion measure of locus of control nor to successful performance in a skill-controlled task. Thus, there was no evidence that political position was related to locus of control in spite of its relationship with the I-E Scale. There was discussion of implications for the validity of the I-E Scale and for studying relationships between personality and political variables.     

Racism leads to pushups: How racial discrimination threatens subordinate men's masculinity

Two studies explored the gendered nature of racial discrimination for Black men, focusing on the relationship between race, discrimination, and masculinity threat. Specifically, we hypothesized that racial discrimination may also represent a threat to Black, but not White, men's masculinity. Both studies examined the target's perspective (i.e. Black and White men's perspectives) on the experience of racism and threat. Black men who experienced discrimination reported greater endorsement of male gender norms and were more vigilant to masculinity threat cues than were those who did not experience discrimination. Additionally, Black men engaged in masculine-typed behaviors–for our purposes, completing more pushups–in proportion to their experience of masculinity threat. Conversely, White men disengaged from the pushup task after experiencing discrimination. Study 2 suggests that White men's disengagement is mediated by affirming their social status. Our data suggest the importance of considering the gendered consequences of racial discrimination toward subordinate-group men.     

Training career adaptability to facilitate a successful school-to-work transition

The transition from school to work is one of the most critical steps in graduates' careers, as it can determine vocational outcomes and future career success. Yet, these newcomers to the labor market often take longer than regular job seekers to find a suitable job, are more likely to experience a job mismatch and to suffer from underemployment. In this study, we proposed that career adaptability might help remedy this problem. We therefore developed a training aimed at providing graduates with career adaptability resources, with the assumption that this may foster training-participants' later career adaptability and employment quality. A longitudinal field quasi-experiment compared the development of each career adaptability dimension between a training group (n = 32) and a control group (n = 24) over three points in time (pre-training measurement, post-training measurement and follow-up measurement six months later). Repeated measures analyses showed an overall increase in concern, control and curiosity within the training group, whereas there was no increase (concern) or even an overall decrease (control and curiosity) within the control group. Consequently, the training succeeded in enhancing participants' control and curiosity in the long run. Furthermore, among participants who had found employment half a year later, training participants reported higher employment quality than did members of the control group. In sum, results show that providing graduates with career adaptability resources can raise their chances on finding a qualitatively good job.     

The Role of Socially Prescribed Perfectionism in the Link Between Perceived Racial Discrimination and African American Adolescents’ Depressive Symptoms

Research examining the social origins of perfectionism has focused on negative evaluative experiences in the family, with less attention to negative social evaluations in other contexts and situations relevant for African American adolescents. The experience of racial discrimination is common for African American youth, and may trigger maladaptive perfectionistic beliefs if the youth perceive that they do not meet others’ standards (socially prescribed perfectionism) or internalize discriminatory messages. Thus, the present study examined longitudinal associations among racial discrimination, socially prescribed perfectionism, and depressive symptoms among a community sample of urban and predominantly low income African American adolescents (n?=?492; 46.7 % female). In each of grades 7, 8 and 9, participants reported their experiences with racial discrimination, perfectionistic beliefs, and depressive symptoms. Analyses revealed that experiences with racial discrimination in grade 7 were associated with socially prescribed perfectionism in grade 8 which, in turn, was linked with depressive symptoms in grade 9. Results suggest that prospective associations between the experience of racial discrimination and depressive symptoms are due, in part, to increased socially prescribed perfectionism. Implications for interventions targeting depression in African American are discussed.     

Differential Effects of Racial Socialization Messages for African American Adolescents: Personal Versus Institutional Racial Discrimination

Racial socialization is one factor known to attenuate the negative consequences of racial discrimination on adolescents’ anger and depressive symptoms. However, little is known about whether racial socialization messages addressing cultural and racial pride and messages preparing youth for racial discrimination and racial barriers function differently depending upon whether adolescents perceive personal versus institutional racial discrimination. Thus, the present study examined whether racial socialization messages emphasizing racial pride and racial barriers protected against anger and depressive symptoms for African American adolescents’ experience of personal and institutional racial discrimination. Participants were a community sample of 106 urban African American adolescents (57 % girls; mean age = 15.41) residing in a large metropolitan area. Regression analyses revealed that personal racial discrimination was positively associated with anger for youth reporting low cultural pride reinforcement, and positively associated with depressive symptoms for youth reporting low cultural alertness to discrimination; there were no associations between personal racial discrimination and anger or depressive symptoms for youth reporting high racial socialization messages. Neither cultural pride nor racial barrier racial socialization message protected against institutional racial discrimination. Findings suggest that the protective effects of racial socialization messages vary based on the type of racial discrimination adolescents experience.     

Racial Discrimination and Racial Identity as Risk or Protective Factors for Violent Behaviors in African American Young Adults

This study examined the influences of racial discrimination and different racial identity attitudes on engaging in violent behavior among 325 African American young adults. The contributions of racial discrimination and racial identity attitudes in explaining violent behavior during the transition into young adulthood while controlling for the influences of prior risk behaviors at ninth grade were examined separately for males and females. In addition, the buffering effects of racial identity attitudes on the relationship between racial discrimination and violent behavior were tested. Results indicated that experience with racial discrimination was a strong predictor of violent behavior, regardless of gender. The centrality of race for males and the meaning others attribute to being Black for both males and females were moderators of the influence of racial discrimination on violent behavior.     

Masculinity Ideology and Forgiveness of Racial Discrimination among African American Men: Direct and Interactive Relationships

Forgiveness research has focused almost exclusively on interpersonal transgressions committed in close relationships. Consequently, less is known about factors informing forgiveness of non-intimate actors. The current study addresses these gaps by investigating correlates of forgiveness over racial discrimination among African American men (N?=?171). Specifically, we explore relationships between the endorsement of traditional masculine ideology (e.g., restrictive emotionality), overall forgiveness, forgiveness with positive affect, and forgiveness with the absence of negative affect. Links between personality, religiosity, social support, discrimination experiences, and these forms of forgiveness also are examined. Restrictive emotionality emerged as a barrier to forgiveness of discrimination. However, the relationship between restrictive emotionality and forgiveness was moderated by age, socioeconomic status, personality, and religious coping disposition.     

A comparative study of later work experience among full-time,part-time,and unemployed male youth

This paper considers the unique contribution of prior labor market status, defined in terms of working time, on later work experience controlling for a number of demographic and work pattern variables. The labor market status variables are established on the basis of trends in a young man's early career experience. Part-time employment is found to be a viable early labor market alternative to the extent of later economic and occupational success. Early career unemployment is not a critical factor in retarding personal economic advancement, relative to educational background and first job experience, but does have negative job attitudinal consequences.     

The relationship between body weight and perceived weight-related employment discrimination: The role of sex and race

This study provides unique empirical evidence regarding a growing concern internationally: weight discrimination in the workplace. Using survey data from a national sample of 2838 American adults, it responds to Puhl and Brownell’s [Puhl, R., & Brownell, K. D. (2001). Bias, discrimination, and obesity. Obesity Research, 9, 788-805] call for additional research investigating the prevalence of discriminatory experience among overweight employees, and to their more specific call for research that takes sex and race into account when examining weight discrimination. The results indicate that women are over 16 times more likely than men to perceive employment related discrimination and identify weight as the basis for their discriminatory experience. In addition, overweight respondents were 12 times more likely than normal weight respondents to report weight-related employment discrimination, obese 37 times more likely, and severely obese more than 100 times more likely. The implications of the study’s findings for organizations, policy makers, overweight employees, and career counselors are discussed, and future research directions suggested.     

College Students' Racial Attitudes

Factor analyses of responses from white ( N = 260) and black ( N = 81) college students in two neighboring universities were utilized to develop contemporary measures of racial attitudes and of the degree of interracial contact experienced by blacks and by whites. Two sets of 112 attitudinal statements were utilized for the initial factor analyses, one set for black respondents and one for whites. About 60% of the items in the two sets were identical or the same except that the racial designations were reversed. Two 20-item racial attitude scales were derived from the factor analyses, one for blacks and one for whites. For students of each race, scores on the attitude measure showed a weak but significant relationship with a 16-item self-report scale of amount of interracial contact experienced, past and present. The relationship of these scales to earlier racial attitude measures (symbolic racism, modern racism, the MRAI, value rankings) were assessed. Second-order factor analyses suggested that the black students' racial attitudes were more heterogeneous than were the white students' racial attitudes. In general, black respondents tended to show more support than whites for programs designed to increase opportunities for, and recognition of, blacks. Black students also tended to endorse a greater degree of social distance between the races than white students did. The pattern of relationships between racial attitudes and sociopolitical issues differed for whites and blacks.