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首页> 外文期刊>Journal of organizational behavior >Isms and schisms: A meta-analysis of the prejudice-discrimination relationship across racism, sexism, and ageism
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Isms and schisms: A meta-analysis of the prejudice-discrimination relationship across racism, sexism, and ageism

机译：伊斯兰教与分裂：对种族主义，性别歧视和年龄歧视的偏见-歧视关系的荟萃分析

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摘要

Racism, sexism, and ageism persist in modern day organizations and may translate into workplace discrimination, which can undermine organizational effectiveness. We provide the first meta-analysis comparing the relationships between these three types of prejudice (racism, sexism, and ageism) and three types of workplace discrimination (selection, performance evaluation, and opposition to diversity-supportive policies). Across outcomes, racism was associated with workplace discrimination, whereas sexism was not. Ageism was associated with discriminatory selection and opposition to organizational policies supporting older workers; however, ageism was not related to discriminatory performance evaluation. Consistent with prior research and theory, Implicit Association Test measures were related to subtle discrimination (opposition to diversity-supportive policies) but not deliberate discrimination (selection and performance evaluation). Finally, prejudice was more strongly associated with discrimination against real as compared with hypothetical targets. Implications for organizational researchers and practitioners are discussed. Copyright (c) 2017 John Wiley & Sons, Ltd.
机译：种族主义，性别歧视和年龄歧视在现代组织中仍然存在，并可能转化为工作场所歧视，这会破坏组织的有效性。我们提供了第一个荟萃分析，比较了这三种类型的偏见（种族主义，性别歧视和年龄歧视）与三种类型的工作场所歧视（选择，绩效评估以及对多样性支持政策的反对）之间的关系。在所有结果中，种族主义与工作场所歧视相关，而性别歧视则不相关。年龄歧视与歧视性选择和反对支持老年工人的组织政策有关；但是，年龄歧视与歧视性绩效评估无关。与先前的研究和理论一致，内隐关联测试方法与微妙的歧视（反对支持多样性的政策）有关，但与故意的歧视（选择和绩效评估）无关。最后，与假设目标相比，偏见与对真实的歧视之间的联系更为紧密。讨论了对组织研究人员和从业人员的影响。版权所有（c）2017 John Wiley＆Sons，Ltd.

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