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An organization's diversity climate refers to employees' shared perceptions of the policies and practices that communicate the extent to which fostering diversity and eliminating discrimination is a priority in the organization. The authors propose a salient element of the organizational context, the racial composition of the community where the(More)
Although similarity-attraction notions suggest that similarity--for example, in terms of values, personality, and demography--attracts, the authors found that sometimes demographic similarity attracts and sometimes it repels. Consistent with social dominance theory (J. Sidanius & F. Pratto, 1999), they demonstrated in 3 studies that when prospective(More)
The authors examined, in 2 studies, the effects of equal employment opportunity/affirmative action (EEO/AA) policies on Whites' job-related attitudes. First, in an experiment, White prospective job recruits, as expected, rated a potential employer whose EEO/AA policies were framed as targeted to benefit Blacks as less attractive than a potential employer(More)
In this study, we examined the consequences of harboring " modern sexist " beliefs on the career outcomes of both men and women. We argued that individuals endorsing these beliefs disproportionately rely on men (versus women) for work-related advice and, in turn, obtain more promotions than do their less sexist counterparts. Results obtained from a sample(More)
Acknowledgements The first and second authors thank the Katz Graduate School of Management at the University of Pittsburgh for its ongoing financial support, and the first and third authors thank the Social Sciences and Humanities Council of Canada for its funding assistance. All three authors are also indebted to and three anonymous reviewers for their(More)
The authors used theories of organizational commitment and obedience to authority to explain employment discrimination. In Study 1, employees participated in an experimental simulation of their work. An organizational authority's demographic preferences led to employment discrimination. As expected, affective organizational commitment moderated this effect,(More)
Our aim in this study was to extend theory on service climate by examining two boundary conditions for the effects of service climate on customer attitudes. We hypothesized that (1) the more proximal and relevant the target of a service climate (a subunit versus an organization as a whole) to customers, and (2) the higher the frequency of contact between(More)
This study contrasts community violence and an organization's procedural justice climate (or lack thereof) as explanations for employee-instigated workplace aggression in the geographically dispersed plants of a nationwide organization. The findings showed that violent crime rates in the community where a plant resided predicted workplace aggression in that(More)
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