Organizational justice and Black applicants' reactions to affirmative action

• 成果类型: Article
• 署名作者: Cropanzano, R; Slaughter, JE; Bachiochi, PD
• 署名单位: University of Arizona; Connecticut State University System; Eastern Connecticut State University
• 刊物名称: JOURNAL OF APPLIED PSYCHOLOGY
• ISSN/ISSBN: 0021-9010
• DOI: 10.1037/0021-9010.90.6.1168
• 发表日期: 2005
• 页码: 1168-1184
• 关键词: Affirmative action; ORGANIZATIONAL JUSTICE; diversity

摘要

Using organizational justice as a guiding framework, the authors studied perceptions of affirmative action programs by presumed beneficiaries. Three conceptual issues were addressed: (a) the content of different affirmative action plans; (b) the 3-way interaction among distributive, procedural, and interactional justice; and (c) the distinction between outcome favorability and distributive justice. These ideas were tested with a sample of Black engineering students who responded to I of 6 plans. Participants distinguished among the various plans, with some policies being viewed as more fair than others. In addition, a 3-way interaction among the 3 types of organizational justice was observed. Specifically, the 2-way interaction between distributive and interactional fairness was only significant when procedural justice was low. Implications for organizational justice and for the design of affirmative action programs are discussed.