Black applicants' reactions to affirmative action plans: Effects of plan content and previous experience with discrimination

Journal of Applied Psychology

Volumn 87, Issue 2, 2002, Pages 333-344

  Slaughter, Jerel E ^a   Sinar, Evan F ^b   Bachiochi, Peter D ^c  

^a LOUISIANA STATE UNIVERSITY   (United States)

^b Development Dimensions International   (United States)

^c EASTERN CONNECTICUT STATE UNIVERSITY   (United States)

Author keywords

[No Author keywords available]

Indexed keywords

EID: 0036336795     PISSN: 00219010     EISSN: None     Source Type: Journal    
DOI: 10.1037/0021-9010.87.2.333     Document Type: Article

References (75)

1. Inequity and social exchange
2. Recipients' affective responses to affirmative action interventions: A cross-cultural perspective
3. The moderator-mediator distinction in social psychological research: Conceptual, strategic, and statistical considerations
4. Antipoverty policies, affirmative action, and racial attitudes
5. Creating an environment for diversity: Inhibition of prejudice reactions in the workplace
6. Beyond good intentions: The next steps toward racial equality in the American workplace
7. Just doing business: Modern racism and obedience to authority as explanations for employment discrimination
8. A new perspective on preferential treatment: The role of ambiguity and self-efficacy
9. Race composition and earnings: Effects by race, religion, and gender
10. Managing cultural diversity: Implications for organizational competitiveness
11. An experimental test of the impact of drug-testing programs on potential applicants' attitudes and intentions
12. Two rotten apples spoil the justice barrel
13. Race, gender, and opportunity: A study of compensation attainment and the establishment of mentoring relationships
14. Get ready for the new workforce
15. The perceived fairness of selection procedures: An organizational justice perspective
16. Cultivating an image of justice: Looking fair on the job
17. Looking fair versus being fair: Managing impressions of organizational justice
18. Organizational justice: Yesterday, today, and tomorrow
19. Development and psychometric properties of the organizational diversity inventory (ODI)
20. Presumed incompetent? Stigmatization and affirmative action efforts
21. Affirmative action, negative reaction? Some moderating conditions
22. The other side of affirmative action: Reactions of nonbeneficiaries to sex-based preferential selection
23. Intentionally favored, unintentionally harmed? The impact of gender-based preferential selection on self-perceptions and self-evaluations
24. Equal employment opportunity law and firm profitability
25. Effects of advertised human resource management practices on attraction of African American applicants
26. Factors influencing the evaluation and development of minorities in organizations
27. Human resource planning: Challenges for industrial/organizational psychologists
28. Prejudice matters: Understanding the reactions of Whites to affirmative action programs targeted to benefit Blacks
29. Effects of work values on job choice decisions
30. Interdependence theory and its future
31. Questionnaire design, organizational diversity, and response rate: Does random distribution alone guarantee equal representation?
32. Voluntary affirmative action and preferential treatment: Legal and research implications
33. "If there isn't a problem, you don't need a solution": The bases of contemporary affirmative action attitudes
34. Affirmative action attitudes: Effects of self-interest, racial affect, and stratification beliefs on Whites' views
35. Formalized HRM structures: Coordinating equal opportunity or concealing organizational practices?
36. Race and sex differences in line managers' reactions to equal employment opportunity and affirmative action interventions
37. Attitudes toward affirmative action plans directed at Blacks: Effects of plan and individual differences
38. Reactions to two versions of affirmative action among whites, Blacks, and hispanics
39. Affirmative action attitudes: Correlations with demo-graphic variables and beliefs about targets, actions, and economic effects
40. Attitudes and beliefs about affirmative action: Effects of target and respondent sex and ethnicity
41. Public reactions to affirmative action
42. Affirmative action programs: An organizational justice perspective
43. The impact of affirmative action regulation and equal employment law on Black employment
44. Procedure and outcome effects on reactions to adjudicated solutions to conflicts of interest
45. The Bakke case: How would it be decided at the bar of public opinion?
46. But do they care about fairness? The dynamics of preferential treatment and minority interest
47. Affirmative action and the behavior of decision makers
48. Creative problem solving as a result of majority versus minority influence
49. Double jeopardy: Resistance to affirmative action from potential beneficiaries
50. Organizations of the future: Changes and challenges
51. Support for affirmative action, justice perceptions, and work attitudes: A study of gender and racial-ethnic group differences
52. Applicants' reactions to the fairness of selection procedures: The effects of positive rule violation and time of measurement
53. African Americans' reactions to diversity programs: Does procedural justice matter?
54. Women recruits' perceptions of workforce diversity program selection decisions: A procedural justice examination
55. Influence of strong versus weak fair employment policies and applicant's sex on selection decisions and salary recommendations in a management simulation
56. Applicant attraction strategies: An organizational perspective
57. The minority internship experience: Factors influencing employment intentions
58. Applicant reactions to selection procedures
59. Attitudes toward different methods of affirmative action
60. Women's views on affirmative action: A new look at preferential treatment
61. The influence of identification, collective relative deprivation, and procedure of implementation on women's responses to affirmative action: A causal model approach
62. Member heterogeneity and dyadic creativity
63. Workplace diversity
64. Organizational attractiveness: An interactionist perspective
65. Effects of preferential and meritorious selection on performance: An examination of intuitive and self-handicapping perspectives
66. The influence of outcomes and procedures on satisfaction with formal leaders
67. Uniform guidelines on employee selection procedures
68. The effect of a managing diversity policy on organizational attractiveness