Differences between African Americans and Whites in reactions to affirmative action programs in hiring, promotion, training, and layoffs.
This study examines the reactions of African Americans and Whites to affirmative action programs (AAPs) applied to 4 human resource activities: hiring, promotion, training, and layoffs. The results of a scenario-based experimental study conducted on a large sample (N > 800) of advanced undergraduate and MBA business school participants generally supported the hypothesis that human resource activity elicited systematic differences in reaction to AAPs between African Americans and Whites. The authors also replicated previous research on the effect of AAP strength and prior discrimination by the organization on reactions to AAPs. Results indicated that AAP strength levels moderated racial differences in reaction to AAPs, while the moderating role of prior discrimination by the organization was not supported. Implications for future research are discussed.
Levi
Ariel S
AS
School of Business Administration, Wayne State University, Detroit, MI 48202, USA. a.levi@wayne.edu
Fried
Yitzhak
Y
D000328:Adult; D001741:Black or African American / Q000706:statistics & numerical data*; D001290:Attitude; D005260:Female; D006801:Humans; D008297:Male; D015279:Organizational Culture; D016134:Organizational Policy; D044465:White People / Q000706:statistics & numerical data*