| Abstract: | A new inventory designed to assess perceptions of prejudice and discrimination experiences on the job was developed. Three approaches to validating it were employed. First, factor analysis was done for responses from one set of workers then replicated with responses from a second sample. These analyses indicated that a single significant factor accounted for a large proportion of the variance in responses to 15 of the 16 items on the inventory. Second, to begin to develop its place in a nomological network, a study was done in which the prejudice/discrimination inventory scores were correlated with other theoretically relevant constructs. Finally, a known-group comparison approach was taken in which scores on the inventory were contrasted from three groups of respondents known to differ in perceptions of workplace prejudice/discrimination levels. Both the correlational and the comparative data generally supported the validity of the instrument |
