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Methodological Problems Associated With Research On Unfair Discrimination Against Racial Minorities
Authors
Megumi Hosoda
Kimberly M. Lukaszewski
T. Nichole Phillips
Dianna L. Stone
Publication date
1 December 2008
Publisher
'Information Bulletin on Variable Stars (IBVS)'
Abstract
Despite the passage of civil rights legislation, racial and ethnic minorities continue to experience unfair discrimination in the workplace. Therefore, considerable research in human resource management and social psychology has examined the factors thought to affect unfair discrimination in organizations [Cox, T. (1993). Cultural diversity in organizations: Theory, research, and practice. San Francisco: Berrett-Koehler]. Although research has focused on unfair discrimination, researchers have argued that the construct and external validity of the results have been adversely affected by methodological problems [e.g., Stone, E.F., Stone, D.L., & Dipboye, R.L. (1992). Stigmas in organizations: Race, handicaps, and physical unattractiveness. In Kelly, K. (Ed.). Issues, theory, and research in industrial and organizational psychology (pp. 385-457). Amsterdam: Elsevier]. Given this critique, the present paper (a) examines the degree to which recent research suffered from a number of methodological problems (e.g., obtrusive measures, non-representative samples, and demand characteristics), (b) identifies strategies for overcoming these problems, and (c) offers recommendations for advancing our understanding of unfair discrimination in organizational contexts. © 2008 Elsevier Inc. All rights reserved
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University of Central Florida (UCF): STARS (Showcase of Text, Archives, Research & Scholarship)
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