Employment Discrimination in Organizations: Antecedents and Consequences

By Barry M. Goldman, Barbara A. Gutek, Jordan H. Stein, Kyle Lewis. 2006

267 citations recorded by the source corpus.

Subfields: Accounting, Gender Studies, Law

View Paper: https://www.semanticscholar.org/paper/0eeaad9bdeb25f1a023a6996ec94b90e721b1ed5

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Citations in the corpus

Perceived workplace racial discrimination and its correlates: A meta‐analysis (2015, methodology): “Finally, our focus on workplace racial discrimination answers calls for discrimination research on employee samples in real-world work settings that are covered by Title VII of the Civil Rights Act as opposed to laboratory settings (Dipboye, 1985; Dipboye & Colella, 2005; Goldman et al., 2006).”
Age, resistance to change, and job performance (2013, background): “Furthermore, negative age stereotypes in an organization may lead to age-based discrimination, which may have a negative effect on individual and company performance (Goldman et al., 2006; Kunze et al., 2011).”
MANAGING DIVERSITY: HOW ORGANIZATIONAL EFFORTS TO SUPPORT DIVERSITY MODERATE THE EFFECTS OF PERCEIVED RACIAL DISCRIMINATION ON AFFECTIVE COMMITMENT (2010, methodology): “Of all the charges filed in 2005 seeking protection under Title VII of the Civil Rights Act, Whites filed 25%, Blacks filed 48%, and the rest were filed by other races or people who did not specify their race (Goldman et al., 2006).”
A multilevel study of the relationships between diversity training, ethnic discrimination and satisfaction in organizations (2012, background): “…contrast to a convincing body of evidence regarding the consequences of individuals’ personal experiences of discrimination for their job attitudes (Goldman et al., 2006), previous studies have not yet considered the attitudinal implications of discrimination at the level of the organization.”
Hiring Discrimination Against Arab Minorities: Interactions Between Prejudice and Job Characteristics (2009, background): “Also recruitment is cost-ineffective if candidates dropout because of factors that are not related to their potential to perform successfully on the job ( Goldman, Gutek, Stein, & Lewis, 2006 ).”
Expanding Insights on the Diversity Climate–Performance Link: The Role of Workgroup Discrimination and Group Size (2014, background): “This finding is also highly relevant from a practical point of view, given the detrimental effects of discrimination for employees and organizations (Goldman et al., 2006).”
Valuing diversity: a group‐value approach to understanding the importance of organizational efforts to support diversity (2009, background): “We controlled for minority status(1) (coded as 11⁄4minority and 01⁄4majority) because minorities have lower social status and tend to perceive more discrimination than majority group members (Goldman et al., 2006; McKay et al., 2007; Sidanius & Pratto, 1999).”
Perceived Workplace Gender Discrimination and Employee Consequences: A Meta-Analysis and Complementary Studies Considering Country Context (2018, background): “(Dipboye & Colella, 2005) since most prior studies utilize laboratory experiments with students responding to vignettes (Goldman et al., 2006).”
Understanding Tokenism: Antecedents and Consequences of a Psychological Climate of Gender Inequity (2010, unknown): “…work is central to people’s economic and psychological well-being, influencing lifestyle, prestige, and social standing (Lips, 2001), discrimination and concomitant gender inequities in the workplace are pressing concerns for organizational scholars (see also Goldman, Gutek, Stein, & Lewis, 2006).”
Gender, age and tenure as moderators of work-related stressors' relationships with job performance: A meta-analysis (2008, unknown): “Recent studies support the view that sex-role stereotypes still exist in the workplace (Goldman et al., 2006) and that they are likely to be associated with men receiving more favorable performance appraisals than women (Lyness & Heilman, 2006; Watkins et al.”