Organizational Justice and Black Applicants' Reactions to Affirmative Action
Using organizational justice as a guiding framework, the authors studied perceptions of affirmative action programs by presumed beneficiaries. Three conceptual issues were addressed: (a) the content of different affirmative action plans; (b) the 3-way interaction among distributive, procedural, and...
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| Veröffentlicht in: | Journal of applied psychology 2005-11, Vol.90 (6), p.1168-1184 |
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| container_title | Journal of applied psychology |
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| creator | Cropanzano, Russell Slaughter, Jerel E Bachiochi, Peter D |
| description | Using organizational justice as a guiding framework, the authors studied perceptions of affirmative action programs by presumed beneficiaries. Three conceptual issues were addressed: (a) the content of different affirmative action plans; (b) the 3-way interaction among distributive, procedural, and interactional justice; and (c) the distinction between outcome favorability and distributive justice. These ideas were tested with a sample of Black engineering students who responded to 1 of 6 plans. Participants distinguished among the various plans, with some policies being viewed as more fair than others. In addition, a 3-way interaction among the 3 types of organizational justice was observed. Specifically, the 2-way interaction between distributive and interactional fairness was only significant when procedural justice was low. Implications for organizational justice and for the design of affirmative action programs are discussed. |
| doi_str_mv | 10.1037/0021-9010.90.6.1168 |
| format | Article |
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Three conceptual issues were addressed: (a) the content of different affirmative action plans; (b) the 3-way interaction among distributive, procedural, and interactional justice; and (c) the distinction between outcome favorability and distributive justice. These ideas were tested with a sample of Black engineering students who responded to 1 of 6 plans. Participants distinguished among the various plans, with some policies being viewed as more fair than others. In addition, a 3-way interaction among the 3 types of organizational justice was observed. Specifically, the 2-way interaction between distributive and interactional fairness was only significant when procedural justice was low. Implications for organizational justice and for the design of affirmative action programs are discussed.</description><identifier>ISSN: 0021-9010</identifier><identifier>EISSN: 1939-1854</identifier><identifier>DOI: 10.1037/0021-9010.90.6.1168</identifier><identifier>PMID: 16316272</identifier><identifier>CODEN: JAPGBP</identifier><language>eng</language><publisher>Washington, DC: American Psychological Association</publisher><subject>Adult Attitudes ; Affirmative Action ; Aptitude ; Attitude ; Biological and medical sciences ; Black American people ; Black or African American ; Black People ; Black People - education ; Black People - psychology ; Civil Rights - legislation & jurisprudence ; Distributive Justice ; Diversity ; Diversity in the Workplace ; Engineering - education ; Female ; Fundamental and applied biological sciences. Psychology ; Human ; Humans ; Job Applicants ; Job Application ; Justice ; Male ; Miscellaneous ; Occupational psychology ; Organizational Justice ; Organizational Policy ; Personnel Selection - legislation & jurisprudence ; Positive Discrimination ; Prejudice ; Procedural Justice ; Psychology. Psychoanalysis. Psychiatry ; Psychology. 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Three conceptual issues were addressed: (a) the content of different affirmative action plans; (b) the 3-way interaction among distributive, procedural, and interactional justice; and (c) the distinction between outcome favorability and distributive justice. These ideas were tested with a sample of Black engineering students who responded to 1 of 6 plans. Participants distinguished among the various plans, with some policies being viewed as more fair than others. In addition, a 3-way interaction among the 3 types of organizational justice was observed. Specifically, the 2-way interaction between distributive and interactional fairness was only significant when procedural justice was low. Implications for organizational justice and for the design of affirmative action programs are discussed.</description><subject>Adult Attitudes</subject><subject>Affirmative Action</subject><subject>Aptitude</subject><subject>Attitude</subject><subject>Biological and medical sciences</subject><subject>Black American people</subject><subject>Black or African American</subject><subject>Black People</subject><subject>Black People - education</subject><subject>Black People - psychology</subject><subject>Civil Rights - legislation & jurisprudence</subject><subject>Distributive Justice</subject><subject>Diversity</subject><subject>Diversity in the Workplace</subject><subject>Engineering - education</subject><subject>Female</subject><subject>Fundamental and applied biological sciences. Psychology</subject><subject>Human</subject><subject>Humans</subject><subject>Job Applicants</subject><subject>Job Application</subject><subject>Justice</subject><subject>Male</subject><subject>Miscellaneous</subject><subject>Occupational psychology</subject><subject>Organizational Justice</subject><subject>Organizational Policy</subject><subject>Personnel Selection - legislation & jurisprudence</subject><subject>Positive Discrimination</subject><subject>Prejudice</subject><subject>Procedural Justice</subject><subject>Psychology. Psychoanalysis. Psychiatry</subject><subject>Psychology. Psychophysiology</subject><subject>Social Justice</subject><subject>Students - psychology</subject><subject>United States</subject><issn>0021-9010</issn><issn>1939-1854</issn><fulltext>true</fulltext><rsrctype>article</rsrctype><creationdate>2005</creationdate><recordtype>article</recordtype><sourceid>EIF</sourceid><sourceid>7QJ</sourceid><recordid>eNqFkV1LHDEYhUNR6tb2FxRkEKw3zppMvi9XqbZlQRC9Du9mkjKanRmTGUF_fTPuUqkIJZCQ8JzzknMQ-krwnGAqTzGuSKlxvmo8F3NChPqAZkRTXRLF2Q6a_SX20KeU7jAmjGr8Ee0RQYmoZDVDy6v4G9rmGYamayEUv8Y0NNYV0NbFWQB7Xyz6PjQW2iEdF9cO7ASmYuiKhfdNXGfhoysWL8-f0a6HkNyX7bmPbi--35z_KJdXlz_PF8sSGFdDKaj1uq48diC51GylvSB5YaoV50yxqrJKk5XlQhOOQdbCWeqxAmprvnJ0H33b-PaxexhdGsy6SdaFAK3rxmSEUjz_Tv8X5JJUUkuWwcM34F03xhxINiOMacpe3OgGsrFLKTpv-tisIT4Zgs1UiZkCN1PgeTPCTJVk1cHWelytXf2q2XaQgaMtAMlC8BFa26RXTmYOy8noZMNBD6ZPTxZiriq4ZMcYXTsY6MM_c4_ex99wfwBWTK4d</recordid><startdate>20051101</startdate><enddate>20051101</enddate><creator>Cropanzano, Russell</creator><creator>Slaughter, Jerel E</creator><creator>Bachiochi, Peter D</creator><general>American Psychological Association</general><scope>IQODW</scope><scope>CGR</scope><scope>CUY</scope><scope>CVF</scope><scope>ECM</scope><scope>EIF</scope><scope>NPM</scope><scope>AAYXX</scope><scope>CITATION</scope><scope>7RZ</scope><scope>PSYQQ</scope><scope>7QJ</scope><scope>7X8</scope></search><sort><creationdate>20051101</creationdate><title>Organizational Justice and Black Applicants' Reactions to Affirmative Action</title><author>Cropanzano, Russell ; Slaughter, Jerel E ; Bachiochi, Peter D</author></sort><facets><frbrtype>5</frbrtype><frbrgroupid>cdi_FETCH-LOGICAL-a458t-63cf9d2f0ea75794b9f6161603985548422c891bc569150a7d6ec3f08a3cd5be3</frbrgroupid><rsrctype>articles</rsrctype><prefilter>articles</prefilter><language>eng</language><creationdate>2005</creationdate><topic>Adult Attitudes</topic><topic>Affirmative Action</topic><topic>Aptitude</topic><topic>Attitude</topic><topic>Biological and medical sciences</topic><topic>Black American people</topic><topic>Black or African American</topic><topic>Black People</topic><topic>Black People - education</topic><topic>Black People - psychology</topic><topic>Civil Rights - legislation & jurisprudence</topic><topic>Distributive Justice</topic><topic>Diversity</topic><topic>Diversity in the Workplace</topic><topic>Engineering - education</topic><topic>Female</topic><topic>Fundamental and applied biological sciences. 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Psychophysiology</topic><topic>Social Justice</topic><topic>Students - psychology</topic><topic>United States</topic><toplevel>peer_reviewed</toplevel><toplevel>online_resources</toplevel><creatorcontrib>Cropanzano, Russell</creatorcontrib><creatorcontrib>Slaughter, Jerel E</creatorcontrib><creatorcontrib>Bachiochi, Peter D</creatorcontrib><collection>Pascal-Francis</collection><collection>Medline</collection><collection>MEDLINE</collection><collection>MEDLINE (Ovid)</collection><collection>MEDLINE</collection><collection>MEDLINE</collection><collection>PubMed</collection><collection>CrossRef</collection><collection>Access via APA PsycArticles® (ProQuest)</collection><collection>ProQuest One Psychology</collection><collection>Applied Social Sciences Index & Abstracts (ASSIA)</collection><collection>MEDLINE - Academic</collection><jtitle>Journal of applied psychology</jtitle></facets><delivery><delcategory>Remote Search Resource</delcategory><fulltext>fulltext</fulltext></delivery><addata><au>Cropanzano, Russell</au><au>Slaughter, Jerel E</au><au>Bachiochi, Peter D</au><au>Zedeck, Sheldon</au><format>journal</format><genre>article</genre><ristype>JOUR</ristype><atitle>Organizational Justice and Black Applicants' Reactions to Affirmative Action</atitle><jtitle>Journal of applied psychology</jtitle><addtitle>J Appl Psychol</addtitle><date>2005-11-01</date><risdate>2005</risdate><volume>90</volume><issue>6</issue><spage>1168</spage><epage>1184</epage><pages>1168-1184</pages><issn>0021-9010</issn><eissn>1939-1854</eissn><coden>JAPGBP</coden><abstract>Using organizational justice as a guiding framework, the authors studied perceptions of affirmative action programs by presumed beneficiaries. 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| subjects | Adult Attitudes Affirmative Action Aptitude Attitude Biological and medical sciences Black American people Black or African American Black People Black People - education Black People - psychology Civil Rights - legislation & jurisprudence Distributive Justice Diversity Diversity in the Workplace Engineering - education Female Fundamental and applied biological sciences. Psychology Human Humans Job Applicants Job Application Justice Male Miscellaneous Occupational psychology Organizational Justice Organizational Policy Personnel Selection - legislation & jurisprudence Positive Discrimination Prejudice Procedural Justice Psychology. Psychoanalysis. Psychiatry Psychology. Psychophysiology Social Justice Students - psychology United States |
| title | Organizational Justice and Black Applicants' Reactions to Affirmative Action |
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