The differential impact of formal and interpersonal discrimination on job performance

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dc.contributor.advisorHebl, Michelle R.
dc.creatorSingletary, Sarah LaTash Brionne
dc.date.accessioned2011-07-25T01:38:19Z
dc.date.available2011-07-25T01:38:19Z
dc.date.issued2009
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.
dc.format.mimetypeapplication/pdf
dc.identifier.callnoTHESIS PSYCH. 2009 SINGLETARY
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>.
dc.identifier.urihttps://hdl.handle.net/1911/61816
dc.language.isoeng
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.
dc.subjectSocial psychology
dc.subjectBusiness administration
dc.subjectManagement
dc.subjectPsychology
dc.subjectIndustrial psychology
dc.titleThe differential impact of formal and interpersonal discrimination on job performance
dc.typeThesis
dc.type.materialText
thesis.degree.departmentPsychology
thesis.degree.disciplineSocial Sciences
thesis.degree.grantorRice University
thesis.degree.levelDoctoral
thesis.degree.nameDoctor of Philosophy
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