Discrimination at Work : The Psychological and Organizational Bases

By R. L. Dipboye, Adrienne Colella. 2005

136 citations recorded by the source corpus.

Subfields: Law, Political Science and International Relations, Public Administration

View Paper: https://www.semanticscholar.org/paper/20f028e7ecc9ce4c5d4ca630c98a2557778efe46

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Law

1. B. R. Ragins
2. María del Carmen Triana
3. M. F. Garcia
4. M. Hebl
5. E. King
6. A. Matthews
7. P. Corrigan

In Political Science and International Relations

1. María del Carmen Triana
2. M. F. Garcia
3. B. R. Ragins

In Public Administration

1. J. Cornwell
2. Romila Singh
3. María del Carmen Triana
4. M. F. Garcia
5. Beth G. Chung-Herrera
6. M. Dean
7. Don I. Jung
8. L. Shore

Citations in the corpus

• MANAGING DIVERSITY: HOW ORGANIZATIONAL EFFORTS TO SUPPORT DIVERSITY MODERATE THE EFFECTS OF PERCEIVED RACIAL DISCRIMINATION ON AFFECTIVE COMMITMENT (2010, background): “…whether the participant was a graduate (coded as 1) or an undergraduate (coded as 0) because higher-status individuals have more influence in organizations, may therefore experience less discrimination (Dipboye & Colella, 2005; Feagin & Sikes, 1994), and thus be more committed to the organization.”
• Valuing diversity: a group‐value approach to understanding the importance of organizational efforts to support diversity (2009, background): “…and procedural justice together has been recognized by several researchers who have expressed surprise that the relationship between discrimination and procedural justice has not been empirically investigated (i.e., Dipboye & Colella, 2005; Hicks-Clarke & Iles, 2000; Stone-Romero & Stone, 2005).”
• Diversity in organizations: Where are we now and where are we going? (2009, background): “…indicates that individuals' feelings of aversion or hostility clash with feelings of sympathy or compassion, and this conflict is resolved by defending one and denying the other, which results in extreme behavior toward the target, in this case the person with a disability (Colella & Varma, 2001).”
• Making the invisible visible: fear and disclosure of sexual orientation at work. (2007, background): “An example of the social context effect is the heightened stigmatization of Muslims since the 9/11 terrorist attacks. and discrimination in organizations (cf. Beatty & Kirby, 2006; Dipboye & Colella, 2005; Stone-Romero, 2005).”
• Developing the Research Basis for Controlling Bias in Hiring (2012, background): “Other publications synthesize research on employment bias and identify future research needs (e.g., Brief, 2008; Dipboye & Colella, 2005; Stockdale & Crosby, 2004).”
• Understanding Tokenism: Antecedents and Consequences of a Psychological Climate of Gender Inequity (2010, unknown): “The increasing diversity of the American workforce, and in particular the pernicious nature of gender discrimination (for a review, see Dipboye & Colella, 2005), makes it critical to consider contextual factors that contribute to the experiences of women and minorities in organizations.”