The Perceived Glass Ceiling and Justice Perceptions: An Investigation of Hispanic Law Associates

By S. Foley, Deborah L. Kidder, Gary N. Powell. 2002

168 citations recorded by the source corpus.

Subfields: Accounting, Gender Studies, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/eb935a9bcc2c7bea17b1dd3f5a0d9b4d826fdc76

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In Organizational Behavior and Human Resource Management

Citations in the corpus

The Consequences of Perceived Age Discrimination Amongst Older Police Officers: Is Social Support a Buffer? (2006, unknown): “Foley et al (2002) in a study of Hispanic lawyers reported that perceptions of ethnic discrimination were positively related to quit intentions.”
RACIAL DIFFERENCES IN EMPLOYEE RETENTION: ARE DIVERSITY CLIMATE PERCEPTIONS THE KEY? (2007, background): “The sample included 5,345 Whites (78.3%), 339 Blacks (5.0%), 354 Hispanics (5.2%), 108 Asians (1.6%), 44 Native Americans (0.6%), 140 who identified their race as “other,” and 493 individuals who chose not to reveal their race (7.2%).”
UNEQUAL ATTENDANCE: THE RELATIONSHIPS BETWEEN RACE, ORGANIZATIONAL DIVERSITY CUES, AND ABSENTEEISM (2007, background): “Given the literature demonstrating correspondence between the organizational experiences of Blacks and Hispanics (e.g., Foley et al., 2002; Greenhaus et al., 1990), one might expect a similar Hispanic‐White ethnic difference.”
The Motivational Theory of Role Modeling: How Role Models Influence Role Aspirants’ Goals (2015, background): “” We have already discussed how one of these potential barriers which lower expectancies is the perception of discrimination and research shows that the presence of role models such as other ingroup members in similar or higher positions does indeed signal the absence of discrimination, for example,”
Employment Discrimination in Organizations: Antecedents and Consequences (2006, methodology): “Foley, Kidder, and Powell (2002) tested their own model relating perceived ethnic discrimination and distributive justice (among other variables).”
Perceived Workplace Gender Discrimination and Employee Consequences: A Meta-Analysis and Complementary Studies Considering Country Context (2018, result): “…Burke & Mikkelsen, 2005), commitment (Ensher, Grant-Vallone, & Donaldson, 2001; Raver & Nishii, 2010), and perceptions of fairness (Blau, Tatum, WardCook, Dobria, & McCoy, 2005; Foley, Kidder, & Powell, 2002), and a positive effect on turnover intent (Beaton & Tougas, 1997; Foley et al., 2002).”