Affirmative Action Support in an Organization

Oyinlade, A. Olu

doi:10.1177/2158244013516156

Cited by 6 publications

(5 citation statements)

References 43 publications

(133 reference statements)

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“…Other socio‐demographic characteristics include education, race, political ideology, sex, income, and age. Previous research on the relationship between age and support for affirmative action finds mixed effects; some studies have found a positive relationship (Fine, ; Lavin, ), whereas others have found a negative relationship (Hunt, ; Kluegel, ), and still others find no relationship (Oyinlade, ). Given these mixed findings, we include a squared term for age to test for a curvilinear relationship.…”

Section: Methodsmentioning

confidence: 99%

Belief in a Just World and Attitudes Toward Affirmative Action

Wilkins¹,

Wenger²

2014

Policy Studies Journal

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The effect of identity, as socially constructed by race and gender, on social policies has been widely examined in policy analysis. Policy analysis would be improved by a wider discussion that includes the influence of social-psychological constructs on social provision. We fill this gap by drawing on the theory of the "belief in a just world" and link this theory to attitudes toward the support of controversial government programs. We argue that this theory is a critical antecedent to the previous research on social construction. We hypothesize that citizens who perceive that the world is just and that opportunities are equal between groups are much less likely to favor government interventions altering market outcomes. We find that after controlling for race, sex, and political ideology, respondents who believe that luck is the primary determinant of success (low belief in a just world) are more supportive of preferential hiring programs for African Americans and women.The development of social policy is, at its foundations, an expression of beliefs about who and why people deserve help. Citizens and policymakers have long debated who is deserving and undeserving, with these debates occasionally spilling over into violent acts or repressive policies. Skocpol argues that debates over who is deserving "run like fault lines through the entire history of American social provision" (1995, p. 149). However, most scholars treat desert as peripheral to the design and development of social policy. In this paper, we fill this gap by clarifying the role of deservingness 1 and illustrating the importance of desert in policymaking. We develop a theoretical model that explains how notions of deservingness are reflected in people's beliefs about justice. In turn, these shape attitudes toward programs designed to benefit groups, which ultimately are reflected in the design, implementation, and administration of U.S. policies.

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Section: Methodsmentioning

confidence: 99%

Belief in a Just World and Attitudes Toward Affirmative Action

Wilkins¹,

Wenger²

2014

Policy Studies Journal

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“…This is in line with the opinion that affirmative action methods can be applied to encourage organizations to be proactive in employing and promoting protected classes of people or racial or ethnic minorities, who are collectively victims of traditional discrimination based on their demographic conditions. (Oyinlade, 2013). In addition, affirmative action in the recruitment of police officers is also in line with the opinion that affirmative action can be applied to promote the practice of procedural justice in the context of acceptance of prospective students, which can reflect the use of the same admission requirements for all applicants, which gives preference based on minority status.…”

mentioning

confidence: 68%

Conceptual Framework for Application of Affirmative Action on Recruitment and Selection in Police Agencies

Haryanto,

Juwono

2022

DiA

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Affirmative action is one of the most controversial issues in the management of public human resources, including in police agencies. Recruitment and selection are no longer only about recruiting the best talents but are also oriented towards accommodating diversity. This article discusses the experience of affirmative action in recruitment and selection in police agencies, the conceptual framework for affirmative action in recruitment and selection, and the conceptual framework of factors that influence the application of affirmative action in recruitment and selection so that its implementation runs optimally. Through a literature study, the results show that the implementation of affirmative action in police agencies tries to accommodate minority groups to enter the organization with a focus on gender, race, and ethnicity. In its implementation, problems occur in both developed and developing countries. Therefore, the application of affirmative action in recruitment and selection must be identified in the recruitment and selection stages itself starting from the recruitment process, candidate screening, and selection interviews. In order for the implementation of affirmative action to run optimally at the recruitment and selection stages, the influencing factors need to be considered both before carrying out recruitment and selection—in the form of an internal environment that supports diversity, organizational willingness, and determining target locations—as well as at the time of recruitment and selection, seen from the perspective of the employer and the perspective of the applicant or candidate.

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“…Support for AA has also been established to be racially sensitive and gender patterned. Minorities, especially Blacks, for example, are more likely to support AA than non-Hispanic Whites, and women are more likely to favor the policy than men (Konrad & Spitz, 2003;Oyinlade, 2013;Park, 2009;Smith, 1998). It was, therefore, anticipated in this study that interview response to this variable would be shaped by race and gender phily matching of both interviewer and interviewee.…”

Section: Support For Aamentioning

confidence: 90%

Extraneous Effects of Race, Gender, and Race-Gender Homo- and Heterophily Conditions on Data Quality

Oyinlade

Losen

2014

Sage Open

Self Cite

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This study comprehensively investigated the differences in response patterns of interview respondents by race, gender, and race-gender of both respondents and interviewers, to assess the impacts of response inconsistencies on data quality during survey interviews. The study focused only on Blacks and Whites in various interview phily matches. Interviewees ( N = 491) responded to fully structured, closed-ended questions through direct interviews on support for affirmative action, and support for the 2009 America’s Affordable Health Choices Act as dependent variables. Findings showed various amounts of response differences to both dependent variables by differences in race, gender, and race-gender of respondents, vis-à-vis those of the interviewers’, thereby constituting various amounts of data inconsistencies. The effects of race, gender, and race-gender of both interviewers and respondents constitute potential nonrandom errors that must be controlled in interview survey research, otherwise, research findings and conclusions may diverge from true relationships between variables.

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Affirmative Action Support in an Organization

Cited by 6 publications

References 43 publications

Belief in a Just World and Attitudes Toward Affirmative Action

Belief in a Just World and Attitudes Toward Affirmative Action

Conceptual Framework for Application of Affirmative Action on Recruitment and Selection in Police Agencies

Extraneous Effects of Race, Gender, and Race-Gender Homo- and Heterophily Conditions on Data Quality

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