Workplace discrimination: A meta‐analytic extension, critique, and future research agenda

Dhanani Lindsay Y.; Beus Jeremy M.; Joseph Dana L.

摘要

Abstract >Despite a large and growing literature on workplace discrimination, there has been a myopic focus on the direct relationships between discrimination and a common set of outcomes. The aim of this meta‐analytic review was both to challenge and advance current understanding of workplace discrimination and its associations with outcomes by identifying the pathways through which discrimination affects outcomes, examining boundary conditions to explain when discrimination is most harmful for employees, and exploring a potential third variable explanation for discrimination–outcome relationships. Mediation tests indicated that workplace discrimination is associated with employee outcomes through both job stress and justice. Moderator analyses showed that discrimination appears to be most detrimental when it is observed rather than personally experienced, interpersonal rather than formal, and measured broadly rather than specifically. We also found that discrimination–outcome relationships differ across work and nonwork contexts and as a function of the social identity targeted by discrimination. Discrimination generally explained meaningful incremental variance in outcomes after controlling for the effects of negative affectivity, but the relationships between discrimination and health were substantially decreased. We conclude by offering a constructive critique of the empirical discrimination literature and by detailing an agenda for future research. </abstract> </span> <span class="z_kbtn z_kbtnclass hoverxs" style="display: none;">展开▼</span> </div> <div class="translation abstracttxt"> <span class="zhankaihshouqi fivelineshidden" id="abstract"> <span>机译：</span><abstract xmlns =“http://www.wiley.com/namespaces/wiley”type =“main”xml：lang =“en”> <title type =“main”> abstract </ title> >尽管如此关于工作场所歧视的大而不断增长的文学，近视着歧视与一套常见成果之间的直接关系。该荟萃分析审查的目的均致力于挑战和提前通过识别歧视影响结果的途径，审查边界条件对员工最有害，并探索歧视的途径来挑战工作场所歧视及其协会。歧视结果关系的潜在第三种可变解释。调解测试表明，工作场所歧视通过工作压力和正义与员工结果相关联。主持人分析表明，当观察到而不是亲自经历的人际关系而不是正式的，并且广泛而不是具体的，歧视似乎是最有害的。我们还发现，歧视 - 结果关系在工作和非工作环境中不同，以及作为歧视目标的社会认同的函数。在控制负面情感效应之后，歧视通常在结果后在结果中解释了有意义的增量方差，但歧视与健康之间的关系大幅下降。我们通过提供对经验歧视文献的建设性批评，并通过详细说明未来研究的议程。</ p> </摘要> </span> <span class="z_kbtn z_kbtnclass hoverxs" style="display: none;">展开▼</span> </div> </div> <div class="record"> <h2 class="all_title" id="enpatent33" >著录项</h2> <ul> <li> <span class="lefttit">来源</span> <div style="width: 86%;vertical-align: text-top;display: inline-block;"> <a href='/journal-foreign-29061/'>《Personnel psychology》</a> <b style="margin: 0 2px;">|</b><span>2018年第2期</span><b style="margin: 0 2px;">|</b><span>共33页</span> </div> </li> <li> <div class="author"> <span class="lefttit">作者</span> <p id="fAuthorthree" class="threelineshidden zhankaihshouqi"> <a href="/search.html?doctypes=4_5_6_1-0_4-0_1_2_3_7_9&sertext=Dhanani Lindsay Y.&option=202" target="_blank" rel="nofollow">Dhanani Lindsay Y.;</a> <a href="/search.html?doctypes=4_5_6_1-0_4-0_1_2_3_7_9&sertext=Beus Jeremy M.&option=202" target="_blank" rel="nofollow">Beus Jeremy M.;</a> <a href="/search.html?doctypes=4_5_6_1-0_4-0_1_2_3_7_9&sertext=Joseph Dana L.&option=202" target="_blank" rel="nofollow">Joseph Dana L.;</a> </p> <span class="z_kbtnclass z_kbtnclassall hoverxs" id="zkzz" style="display: none;">展开▼</span> </div> </li> <li> <div style="display: flex;"> <span class="lefttit">作者单位</span> <div style="position: relative;margin-left: 3px;max-width: 639px;"> <div class="threelineshidden zhankaihshouqi" id="fOrgthree"> <p>Ohio University;</p> <p>Louisiana State University;</p> <p>University of Central Florida;</p> </div> <span class="z_kbtnclass z_kbtnclassall hoverxs" id="zhdw" style="display: none;">展开▼</span> </div> </div> </li> <li > <span class="lefttit">收录信息</span> <span style="width: 86%;vertical-align: text-top;display: inline-block;"></span> </li> <li> <span class="lefttit">原文格式</span> <span>PDF</span> </li> <li> <span class="lefttit">正文语种</span> <span>eng</span> </li> <li> <span class="lefttit">中图分类</span> <span><a href="https://www.zhangqiaokeyan.com/clc/385.html" title="个性心理学（人格心理学）">个性心理学（人格心理学）;</a></span> </li> <li class="antistop"> <span class="lefttit">关键词</span> <p style="width: 86%;vertical-align: text-top;"> </p> </li> </ul> </div> </div> <div class="literature cardcommon"> <div class="similarity "> <h3 class="all_title" id="enpatent66">相似文献</h3> <div class="similaritytab clearfix"> <ul> <li class="active" >外文文献</li> <li >中文文献</li> <li >专利</li> </ul> </div> <div class="similarity_details"> <ul > <li> <div> <b>1. </b><a class="enjiyixqcontent" href="/journal-foreign-detail/0704024419090.html">Workplace discrimination: A meta‐analytic extension, critique, and future research agenda</a> <b>[J]</b> . <span> <a href="/search.html?doctypes=4_5_6_1-0_4-0_1_2_3_7_9&sertext=Dhanani Lindsay Y.&option=202" target="_blank" rel="nofollow" class="tuijian_auth tuijian_authcolor">Dhanani Lindsay Y.,</a> <a href="/search.html?doctypes=4_5_6_1-0_4-0_1_2_3_7_9&sertext=Beus Jeremy M.&option=202" target="_blank" rel="nofollow" class="tuijian_auth tuijian_authcolor">Beus Jeremy M.,</a> <a href="/search.html?doctypes=4_5_6_1-0_4-0_1_2_3_7_9&sertext=Joseph Dana L.&option=202" target="_blank" rel="nofollow" class="tuijian_auth tuijian_authcolor">Joseph Dana L. </a> <a href="/journal-foreign-29061/" target="_blank" rel="nofollow" class="tuijian_authcolor">Personnel psychology .</a> <span>2018</span><span>,第2期</span> </span> </div> <p class="zwjiyix translation" style="max-width: initial;height: auto;word-break: break-all;white-space: initial;text-overflow: initial;overflow: initial;"> <span>机译：工作场所歧视：荟萃分析延伸，批评和未来的研究议程</span> </p> </li> <li> <div> <b>2. </b><a class="enjiyixqcontent" href="/journal-foreign-detail/0704013661156.html">Weight discrimination in the workplace: a meta-analytic examination of the relationship between weight and work-related outcomes</a> <b>[J]</b> . <span> <a href="/search.html?doctypes=4_5_6_1-0_4-0_1_2_3_7_9&sertext=Adam Vanhove&option=202" target="_blank" rel="nofollow" class="tuijian_auth tuijian_authcolor">Adam Vanhove,</a> <a href="/search.html?doctypes=4_5_6_1-0_4-0_1_2_3_7_9&sertext=Randall A. 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