Affirmative Action: A Review of Psychological and Behavioral ResearchSociety for Industrial & Organizational Psychology, 1997 - 50 páginas |
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Página 4
... qualifications . Preferential treatment ( neither weak nor strong ) refers to decisions that are based on both merit and demographic status , with the relative weighting left unspecified . The preferred minority is not said to be ...
... qualifications . Preferential treatment ( neither weak nor strong ) refers to decisions that are based on both merit and demographic status , with the relative weighting left unspecified . The preferred minority is not said to be ...
Página 33
... qualifications would overcome these consequences . Several studies have addressed this issue . As a whole , this line of research suggests that overt ( but not subtle ) indications of qualifications may over- come the effects of sex ...
... qualifications would overcome these consequences . Several studies have addressed this issue . As a whole , this line of research suggests that overt ( but not subtle ) indications of qualifications may over- come the effects of sex ...
Página 36
... qualifications raise questions about applicant competency and induce negative self - evaluations . According to Heilman , programs that incorporate information about qualifications do not have such negative consequences . Similarly ...
... qualifications raise questions about applicant competency and induce negative self - evaluations . According to Heilman , programs that incorporate information about qualifications do not have such negative consequences . Similarly ...
Contenido
INTRODUCTION | 1 |
PSYCHOLOGICAL AND BEHAVIORAL EFFECTS OF AFFIRMATIVE ACTION | 31 |
ECONOMIC EFFECTS OF AFFIRMATIVE ACTION ON TARGET GROUP | 37 |
Derechos de autor | |
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Términos y frases comunes
AAP attitudes AAP structure AAPs targeted affirmative action attitudes affirmative action programs American Psychological Society application ascribed characteristics associated attitudes toward AAPS attitudes toward affirmative basis of sex beliefs Blacks Canadian candidate collective relative deprivation collective self-interest Crosby demographic status deprivation on behalf discussed effects of affirmative elimination of discrimination employees employment equal opportunity ethnicity fairness judgments fairness ratings female undergraduates firms French Canadian gender differences Heilman hiring Hispanics ideology Industrial and Organizational interaction justification Kluegel Kravitz measures mediated merit selection Nacoste negative nontarget group members OFCCP Organizational Psychology organizations participants perceptions Platania positive attitudes qualifications quotas race racial racism reactions to affirmative reported research on affirmative respondent's revealed reverse discrimination role sample self-efficacy self-handicapping sex-based selection procedures sexism significant significantly SIOP Social dominance theory specific AAPS strong preferential treatment studies support for affirmative survey target group members task tion Tougas weighting of demographic