The differential impact of formal and interpersonal discrimination on job performance

Simple item page
dc.contributor.advisorHebl, Michelle R.en_US
dc.creatorSingletary, Sarah LaTash Brionneen_US
dc.date.accessioned2011-07-25T01:38:19Zen_US
dc.date.available2011-07-25T01:38:19Zen_US
dc.date.issued2009en_US
dc.description.abstractPrevious research has examined a number constructs that are associated with the experience of discrimination; however, previous studies are limited in three ways. First, most research has focused on determining the attitudinal outcomes (i.e., job satisfaction, organizational commitment, turnover intentions) associated with perceptions of discrimination. Second, previous research examines discrimination primarily as an outcome and not a predictor. Third, previous research has neglected to examine discrimination during an ongoing social interaction. This dissertation corrects for these limitations and extends previous research by examining the impact of formal and interpersonal discrimination (either in isolation or combined) on performance. Results reveal a number of attitudinal as well as behavioral outcomes resulting from discrimination. Specifically, the experience of interpersonal and combined (simultaneously experiencing both interpersonal and formal discrimination) discrimination resulted in impaired performance. In addition, experiencing any type of discrimination (interpersonal, formal, or combined) reduced intentions to engage in future acts of helping behavior, positive perceptions of the assessor, perceptions of interactional justice, and independent coders' perceptions of participant effort on task. A number of theoretical and practical implications are discussed.en_US
dc.format.mimetypeapplication/pdfen_US
dc.identifier.callnoTHESIS PSYCH. 2009 SINGLETARYen_US
dc.identifier.citationSingletary, Sarah LaTash Brionne. "The differential impact of formal and interpersonal discrimination on job performance." (2009) Diss., Rice University. <a href="https://hdl.handle.net/1911/61816">https://hdl.handle.net/1911/61816</a>.en_US
dc.identifier.urihttps://hdl.handle.net/1911/61816en_US
dc.language.isoengen_US
dc.rightsCopyright is held by the author, unless otherwise indicated. Permission to reuse, publish, or reproduce the work beyond the bounds of fair use or other exemptions to copyright law must be obtained from the copyright holder.en_US
dc.subjectSocial psychologyen_US
dc.subjectBusiness administrationen_US
dc.subjectManagementen_US
dc.subjectPsychologyen_US
dc.subjectIndustrial psychologyen_US
dc.titleThe differential impact of formal and interpersonal discrimination on job performanceen_US
dc.typeThesisen_US
dc.type.materialTexten_US
thesis.degree.departmentPsychologyen_US
thesis.degree.disciplineSocial Sciencesen_US
thesis.degree.grantorRice Universityen_US
thesis.degree.levelDoctoralen_US
thesis.degree.nameDoctor of Philosophyen_US
Files
Original bundle
Now showing 1 - 1 of 1
Thumbnail Image
Name:
3362407.PDF
Size:
6.32 MB
Format:
Adobe Portable Document Format
Download
Collections
Rice University Theses and Dissertations