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That’s Not Fair! How Personal Value for Diversity Influences Reactions to the Perceived Discriminatory Treatment of Minorities

Listed author(s):
  • María del Triana


  • María Wagstaff


  • Kwanghyun Kim


Registered author(s):

    Using Leventhal’s (Social exchange: Advances in theory and research, Plenum Press, New York, 1980 ) rules of procedural justice as well as deontic justice (Folger in Research in social issues in management, Information Age, Greenwich, CT, 2001 ), we examine how personal value for diversity moderates the negative relationship between perceived discrimination against minorities (i.e., racial minorities and females) at work and the perceived procedural justice of minorities’ treatment by the organization. Through a field survey of 190 employees, we found that observers high in personal value for diversity have stronger negative reactions to the mistreatment of women and racial minorities than observers low in personal value for diversity. These findings support and extend the deontic justice perspective because those who personally value diversity had the strongest negative reactions toward the discriminatory treatment of minorities. Copyright Springer Science+Business Media B.V. 2012

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    Article provided by Springer in its journal Journal of Business Ethics.

    Volume (Year): 111 (2012)
    Issue (Month): 2 (December)
    Pages: 211-218

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    Handle: RePEc:kap:jbuset:v:111:y:2012:i:2:p:211-218
    DOI: 10.1007/s10551-012-1202-0
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    1. Geert Demuijnck, 2009. "Non-Discrimination in Human Resources Management as a Moral Obligation," Journal of Business Ethics, Springer, vol. 88(1), pages 83-101, August.
    2. E. Buttner & Kevin Lowe & Lenora Billings-Harris, 2007. "Impact of Leader Racial Attitude on Ratings of Causes and Solutions for an Employee of Color Shortage," Journal of Business Ethics, Springer, vol. 73(2), pages 129-144, June.
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