Coworker Distributive Fairness Judgments of the Workplace Accomodations of Employees with Disabilities

[Excerpt] I present a model of when and how coworkers judge the distributive fairness of workplace accommodations of employees with disabilities. Fairness judgments are made when accommodations are salient and relevant to coworkers. I thus present factors influencing the salience and relevance of accommodation. I also argue that fairness judgments are based on equity and need rules and therefore explore factors influencing equity comparisons and perceived warrantedness. Finally, I suggest directions and ideas for future research

The Impact of Subordinate Disability on Leader-Member Exchange Relationships

[Excerpt] An organizational simulation (n = 85) and a field study (41 supervisors and 220 subordinates) were conducted to investigate the impact of subordinates\u27 disability status on leader-member exchange (LMX) relationships. Both studies investigated how subordinate disability and ingratiation were related to LMX quality. As hypothesized, the interaction of disability and ingratiation affected LMX. Ingratiation had a stronger relationship to supervisors\u27 LMX ratings when a subordinate had a disability. Implications of the results are discussed and suggestions for future research presented

Discrimination At Work: The Psychological And Organizational Bases

This volume brings together top scholars in industrial and organizational psychology with social psychologists to explore the research and theory relating to various areas of workplace discrimination. Many of the contributors to this book participated in a conference on workplace discrimination held at Rice University in May 2000. The idea came from the realization that there had been no attempt to bring together the various literatures on the topic. Discrimination and issues of employment diversity are significant topics today in IO psychology, business, and human resource management. This edited volume examines the following components of this important discussion: • how to explain discrimination in organizations; • understanding discrimination against specific groups; and • implications for practical efforts to reduce discrimination. This book brings together, in one volume, a review of the research on discrimination based on race, age, sexual orientation, gender, physical appearance, disability, and personality. In addition, it explores the multilevel antecedents and potential bases for a general model of discrimination in the workplace. While social psychological research and theory have provided invaluable insights, an understanding of discrimination in the workplace and solutions will require incorporating factors at the organizational level in addition to factors at the individual and group levels. Although a definitive model is not reached, the aim of this text is to facilitate future research and theory

Workplace Discrimination Toward Persons With Disabilities: A Call For Some New Research Directions

This volume brings together top scholars in industrial and organizational psychology with social psychologists to explore the research and theory relating to various areas of workplace discrimination. Many of the contributors to this book participated in a conference on workplace discrimination held at Rice University in May 2000. The idea came from the realization that there had been no attempt to bring together the various literatures on the topic. Discrimination and issues of employment diversity are significant topics today in IO psychology, business, and human resource management. This edited volume examines the following components of this important discussion: • how to explain discrimination in organizations; • understanding discrimination against specific groups; and • implications for practical efforts to reduce discrimination. This book brings together, in one volume, a review of the research on discrimination based on race, age, sexual orientation, gender, physical appearance, disability, and personality. In addition, it explores the multilevel antecedents and potential bases for a general model of discrimination in the workplace. While social psychological research and theory have provided invaluable insights, an understanding of discrimination in the workplace and solutions will require incorporating factors at the organizational level in addition to factors at the individual and group levels. Although a definitive model is not reached, the aim of this text is to facilitate future research and theory

The Perceived Value of Constrained Behavior: Pressures Toward Biased Inference in the Attitude Attribution Paradigm

Two experiments investigated observer bias in the attitude attribution paradigm. In the first, subjects assessed the usefulness of a constrained essay prior to attributing the writer\u27s attitude. Contrary to the prevailing view that subjects are inattentive to situational forces, a majority indicated that the essay was not useful for making an attribution about the writer. Subsequent attitude attributions, however, revealed a pronounced bias toward correspondent inference. That the same subjects judged the essay to be \u27not useful\u27 yet proceeded to make a biased attribution suggests that there are strong pressures in the paradigm itself to use the essay to make the required judgment. A second experiment indicated that considerably more favorable impressions were formed about an attributor who had made a relatively extreme attribution regarding the writer\u27s attitude. Even when the essay had been assigned to the writer, a discounting judgment was viewed in relatively unfavorable terms. The context of this experimental paradigm appears to sanction the informational value executed, the paradigm may prevent a majority of subjects from expressing reservations concerning the value of the constrained essay

Exposing pay secrecy.

Pay secrecy is a contentious issue in many organizations and a controversial one in our society. However, there has been little scholarly research on this topic. We hope to address this void by exposing the complexity of pay secrecy as a construct. What are its costs and benefits? What factors affect the link between pay secrecy and the extent to which it is a cost or benefit? This article reveals the complexity of pay secrecy and, we hope, generates ideas for much new research in the broad management field

The Perceived Value of Constrained Behavior: Pressures Toward Biased Inference in the Attitude Attribution Paradigm

Two experiments investigated observer bias in the attitude attribution paradigm. In the first, subjects assessed the usefulness of a constrained essay prior to attributing the writer\u27s attitude. Contrary to the prevailing view that subjects are inattentive to situational forces, a majority indicated that the essay was not useful for making an attribution about the writer. Subsequent attitude attributions, however, revealed a pronounced bias toward correspondent inference. That the same subjects judged the essay to be \u27not useful\u27 yet proceeded to make a biased attribution suggests that there are strong pressures in the paradigm itself to use the essay to make the required judgment. A second experiment indicated that considerably more favorable impressions were formed about an attributor who had made a relatively extreme attribution regarding the writer\u27s attitude. Even when the essay had been assigned to the writer, a discounting judgment was viewed in relatively unfavorable terms. The context of this experimental paradigm appears to sanction the informational value executed, the paradigm may prevent a majority of subjects from expressing reservations concerning the value of the constrained essay