Discrimination on the basis of race and color.

The heightened focus on racism and colorism in recent years has deepened scholarly attention to the pervasive emergence and impact of racism and colorism within organizations. In this review, we begin by exploring the diverse ways in which racism manifests within organizations. We then address the complexities and variations that exist within racial categories - exploring colorism and the ways targets of racism and colorism manage their identities.

Examining Linguistic Differences in Electronic Health Records for Diverse Patients With Diabetes: Natural Language Processing Analysis.

Background: Individuals from minoritized racial and ethnic backgrounds experience pernicious and pervasive health disparities that have emerged, in part, from clinician bias.

Objective: We used a natural language processing approach to examine whether linguistic markers in electronic health record (EHR) notes differ based on the race and ethnicity of the patient. To validate this methodological approach, we also assessed the extent to which clinicians perceive linguistic markers to be indicative of bias.

Social inattentional blindness to idea stealing in meetings.

Using a virtual reality social experiment, participants (N = 154) experienced being at the table during a decision-making meeting and identified the best solutions generated. During the meeting, one meeting participant repeated another participant's idea, presenting it as his own. Although this idea stealing was clearly visible and audible, only 30% of participants correctly identified who shared the idea first.

The Dobbs Decision and the Future of Occupational Health in the US.

Access to abortion care has a profound impact on women's ability to participate in the workforce. In the US, restrictions on abortion care have waxed and waned over the years, including periods when abortion was broadly permitted across the nation for most pregnant people for a substantial proportion of pregnancy and times when restrictions varied across states, including states where abortion is banned for nearly all reasons. Additionally, access to abortion care has always been a reproductive justice issue, with some people more able to access this care than others even when it is structurally available.

Worrying About Finances During COVID-19: Resiliency Enhances the Effect of Worrying on Both Proactive Behavior and Stress.

Amidst the COVID-19 pandemic and resulting economic instability, many people are contending with financial insecurity. Guided by Conservation of Resources Theory (Hobfoll, American Psychologist 44:513-524, 1989; Hobfoll et al., Annual Review of Organizational Psychology and Organizational Behavior 5:103-128, 2018), the current research explores the consequences of experiencing financial insecurity during a pandemic, with a focus on individuals who report relatively higher rates of financial insecurity, performance challenges, and stress during such experiences: working parents (American Psychological Association, 2022).

Managing One's Age in Age-Dissimilar Mentoring Relationships.

The aging of the workforce creates opportunities for experienced employees to share expertise with newer employees, via mentoring relationships. Age-dissimilar interactions, however, like those between mentor and protégé, can engender challenging interpersonal dynamics such as concern about how others view and respond to them. The current study examines the unique challenges and opportunities of age-dissimilar mentoring relationships, using a sample of doctor and lawyer protégés.

Beyond the Baby Bump: Subtle Discrimination Against Working Mothers In the Hiring Process.

Despite a large proportion of working mothers in the American workforce, research suggests that negative stereotypes and discrimination against working mothers continue to exist. In a set of two experimental studies, the current paper examined subtle discrimination against non-pregnant, working mothers in different hiring settings. In Study 1, using a between-subject field experiment and applying for geographically dispersed jobs with manipulated resumes, we found evidence for subtle discrimination, such that mothers received more negativity in callback messages than women without children, men without children, and fathers.

The role of fairness perceptions in patient and employee health: A multilevel, multisource investigation.

This research extends the group engagement model (GEM) to examine how fairness judgments implicate both organizational-level and individual-level outcomes, including patient health and satisfaction (i.e., patient health outcomes) and employee health.

Work-family strategies during COVID-19: Examining gender dynamics among dual-earner couples with young children.

There are several existing typologies of dual-earner couples focused on how they dually manage work and family; however, these all assume that couples can outsource childcare during normal work hours and that work is largely conducted outside of the home. Early attempts to control COVID-19 altered these assumptions with daycares/schools closing and the heavy shift to remote work. This calls into question whether couples tended to fall back on familiar gendered patterns to manage work and family, or if they adopted new strategies for the unique pandemic situation.

How do aggression source, employee characteristics and organisational response impact the relationship between workplace aggression and work and health outcomes in healthcare employees? A cross-sectional analysis of the National Health Service staff survey in England.

Objectives: To examine the prevalence of aggression in healthcare and its association with employees' turnover intentions, health and engagement, as well as how these effects differ based on aggression source (patients vs colleagues), employee characteristics (race, gender and occupation) and organisational response to the aggression.

Design: Multilevel moderated regression analysis of 2010 National Health Service (NHS) survey.

Setting: 147 acute NHS trusts in England.

The Benefits of Identity Integration across Life Domains.

A significant portion of Americans identify as lesbian, gay, or bisexual (LGB). Troubling then is the fact that many of these individuals lack federal protections, with two-thirds reporting that they experience discrimination. This creates a difficult disclosure dilemma for LGB individuals.

Affective antecedents and consequences of revealing and concealing a lesbian, gay, or bisexual identity.

This study examined affect as it relates to the identity management (IM) experiences of lesbian, gay, and bisexual (LGB) workers. We integrate IM theories and evidence (Chaudoir & Fisher, 2010; Pachankis, 2007) within the framework of affective events theory (Weiss & Cropanzano, 1996) to predict relationships among mood, identity management, and emotion at work. LGB participants rated aspects of positive and negative affect each work morning and immediately following IM situations at work over 3 weeks, making it possible to examine within-person changes and next-day consequences of IM.

Investigating why and for whom management ethnic representativeness influences interpersonal mistreatment in the workplace.

Preliminary research suggests that employees use the demographic makeup of their organization to make sense of diversity-related incidents at work. The authors build on this work by examining the impact of management ethnic representativeness-the degree to which the ethnic composition of managers in an organization mirrors or is misaligned with the ethnic composition of employees in that organization. To do so, they integrate signaling theory and a sense-making perspective into a relational demography framework to investigate why and for whom management ethnic representativeness may have an impact on interpersonal mistreatment at work.

One hundred years of discrimination research in the Journal of Applied Psychology: A sobering synopsis.

Employment discrimination-a legal, social, moral, and practical problem-has been a persistent focus of narrow scholarship in the since its inception. Indeed, this article identifies the environmental characteristics, conceptual underpinnings, dominant methodologies, research questions and findings across 508 articles published on discrimination in the journal over the last 100 years. Emergent themes document signs of stability and change in 3 eras: an era wherein discrimination research was itself discriminatory (1917-1969), the heyday of discrimination research (1970-1989), and an era of unsteady progress (1990-2014).

A field experiment: reducing interpersonal discrimination toward pregnant job applicants.

The current research targets 4 potential stereotypes driving hostile attitudes and discriminatory behaviors toward pregnant women: incompetence, lack of commitment, inflexibility, and need for accommodation. We tested the relative efficacy of reducing concerns related to each of the stereotypes in a field experiment in which female confederates who sometimes wore pregnancy prostheses applied for jobs in a retail setting. As expected, ratings from 3 perspectives (applicants, observers, and independent coders) converged to show that pregnant applicants received more interpersonal hostility than did nonpregnant applicants.

Bringing social identity to work: the influence of manifestation and suppression on perceived discrimination, job satisfaction, and turnover intentions.

In the current article, we explored whether manifesting or suppressing an identity (race/ethnicity, gender, age, religion, sexual orientation, or disability) at work is related to perceived discrimination, job satisfaction, and turnover intentions. Participants included 211 working adults who completed an online survey. The results showed that efforts to suppress a group identity were positively (and behavioral manifestations of group identity negatively) related to perceived discrimination, which predicted job satisfaction and turnover intentions.

Effects of manifest ethnic identification on employment discrimination.

Evidence from recent laboratory experiments suggests that ethnic identification can lead to negative evaluations of ethnic minorities (Kaiser & Pratt-Hyatt, 2009). The current research considers the generalizability of these findings to face-to-face interactions in contexts wherein impression management concerns are salient: the workplace hiring process. In a field experiment, Black, Hispanic, and Irish individuals applied for retail jobs with or without visible display of their ethnic identification.

Moral credentialing by association: the importance of choice and relationship closeness.

People express more prejudice if they have established their "moral credentials." Five studies explored the acquisition of moral credentials through associations with racial minorities, particularly close relationships that are personally chosen. Participants choosing to write about a positive experience with a Black person (Study 1) or Hispanic person (Study 2) subsequently expressed more preference for Whites and tolerance of prejudice than did other participants.

Assessment of weight stigma.

The purpose of this review article is to familiarize readers with the common methodologies used to assess weight stigma. This article explores the most frequent ways weight stigma is assessed, offers relevant empirical examples of each methodology, examines the strengths and weaknesses of each approach, and offers recommendations for strengthening research assessment of weight stigma for the future. Furthermore, this article highlights 4 dimensions that are important to consider when assessing weight stigma, regardless of the research methodology used.

What drives public acceptance of nanotechnology?

How do the risks and benefits of nanotechnology, as viewed by the public, compare with those associated with other technologies such as genetically modified organisms, stem cells, biotechnology and nuclear power? And when deciding to use a specific nanotechnology product, will consumers consider the risks, the benefits, or both? We report the first large-scale empirical analyses of these questions.

Hostile and benevolent reactions toward pregnant women: complementary interpersonal punishments and rewards that maintain traditional roles.

A naturalistic field study investigated behavior toward pregnant (vs. nonpregnant) women in nontraditional (job applicant) and traditional (store customer) roles. Female confederates, who sometimes wore a pregnancy prosthesis, posed as job applicants or customers at retail stores.

Expectations of obese trainees: how stigmatized trainee characteristics influence training effectiveness.

This study identifies stigma as a potential precursor to self-fulfilling prophecies in training interactions. Expectations held by leaders often result in actions that elicit expectancy-confirming behaviors from their subordinates. The results of the present study suggest that trainee weight (manipulated with a photograph depicting the trainee as either obese or average weight for height) influenced female trainer expectations and evaluations of the training and trainee.

The stigma of obesity in customer service: a mechanism for remediation and bottom-line consequences of interpersonal discrimination.

Using a customer service paradigm, the authors extended the justification-suppression model (JSM) of prejudice (C. S. Crandall & A.

Linking personality to helping behaviors at work: an interactional perspective.

Previous efforts to elucidate dispositional antecedents of organizational citizenship behaviors have yielded equivocal results. The current study presents and tests a theoretical argument for expecting conscientiousness to interact with interpersonal dimensions of personality in predicting helping behaviors. As hypothesized, the responses of 374 women and their supervisors reveal significant interactions between conscientiousness, on the one hand, and agreeableness, extraversion, and emotional stability, on the other, in predicting helping behaviors.