Perceptions of Discrimination

Naff, Katherine C.

doi:10.1111/j.1541-0072.1995.tb00525.x

Cited by 15 publications

(15 citation statements)

References 26 publications

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“…Research finds that racial minorities perceive more personal discrimination than whites do (Bakanic 1995;Harris 2004;Inman and Baron 1996;Naff 1995;Safron and Broman 1997;Schultz et al 2000;Sherman et al 1983;Sigelman and Welch 1991;Weitzer and Tuch 2004). Research that investigates the effect of gender on perceptions of discrimination generally finds that women are more likely than men to perceive discrimination (Gutek et al 1996;Inman and Baron 1996;Levin et al 2002;Sherman et al 1983).…”

Section: Minority/majority Status and Perceived Discriminationmentioning

confidence: 94%

Perceived Discrimination: Multiple Measures and the Intersections of Race and Gender

Rodriguez

2008

J Afr Am St

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The purpose of this paper is to investigate the degree to which adults in four racial/gender categories perceive that they experience discrimination. Using the 1995-1996 National Survey of Midlife Development in the United States (MIDUS), the author employs logistic regression to compare the likelihood of perceiving specific types of discrimination for black men, black women, white men, and white women. Results indicate that variations in perceived discrimination occur across the racial/ gender categories. The findings highlight the need for researchers to be aware of gendered and racialized perceptions of discrimination. Keywords Perceived discrimination . Intersections of race and genderDrawing on multiracial feminist discourse theory (Baca Zinn and Dill 1996; Collins 1991), this paper explores how race and gender simultaneously affect perceptions of personal discrimination. Collins (1991) describes a "matrix of domination" that represents intersecting systems of oppression that differentially affect individuals' lives. In this schema, race and gender "are not reducible to individual attributes to be measured and assessed for their separate contribution in explaining given social outcomes" (Baca Zinn and Dill 1996:22). Instead, the influence of gender on a given outcome may differ by race, and vice versa. Few studies have analyzed the ways race and gender intersect to produce differences in perceived discrimination (Broman et al. 2000;Levin et al. 2002;Sigelman and Welch 1991) and few have assessed both majority and minority group members' perceptions of various types of personal discrimination.Using a nationally representative sample, this paper provides evidence of the degree to which four racial/gender groups (black men, black women, white men, and white women) perceive specific types of personal discrimination and whether the levels and types vary across the four categories. Studying perceptions of discrimina-J Afr Am St (2008) 12:348-365

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Section: Minority/majority Status and Perceived Discriminationmentioning

confidence: 94%

Perceived Discrimination: Multiple Measures and the Intersections of Race and Gender

Rodriguez

2008

J Afr Am St

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“…Competitive sourcing is designed to drive cost savings and efficiency by requiring agencies to have employees compete with contractors for jobs that could be performed commercially and then determine which organization can accomplish the work most economically. 133-134) Such perceptions of discrimination also may affect job satisfaction, motivation, organizational loyalty, and productivity (Naff, 1995). Each CHCO serves as his or her agency's chief policy advisor on HRM issues and is charged with selecting, developing, training, and managing a high-quality, productive workforce.…”

Section: Exhibit 1 Bush-era Human Resource Management Reformsmentioning

confidence: 99%

“…The primary research question of this study is, thus, whether the attitudes of federal workers on issues of subjective discrimination changed significantly during the Bush presidency. Naff (2001), for example, examined potential barriers to equal employment such as presidential ideology, supervisors' attitudes, the possibility of a glass-ceiling effect, the probability of disciplinary action, perceptions of discrimination, and sexual harassment (see also Naff, 1995). Thus, we hypothesize that federal employees would be more likely to perceive that they were victims of inappropriate reprisal and illegal discrimination in such an environment.…”

Section: Hypothesesmentioning

confidence: 99%

Continuity Amid Discontinuity? George W. Bush, Federal Employment Discrimination, and “Big Government Conservatism”

Bradbury

Battaglio

Crum

2010

Review of Public Personnel Administration

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One of the major substantive components of "big government conservatism" was a decided predisposition against public employee unions, toward privileging managerial discretion, and yet still maintaining equal opportunity in the workplace. However, could this predisposition be resolved in practice without harming federal employees' rights, benefits, and morale in the workplace? To address this question, this article examines whether the attitudes of federal employees toward variants of subjective discrimination in the workplace changed significantly during the George W. Bush presidency. We find that trends related to perceptions of retaliation and discrimination have improved in recent years. However, perceptions of retaliation and discrimination are found to exist among minority and female employees and managers in the federal workplace that require vigilance. These results suggest that big government conservatism's predisposition to pursue equal opportunity as opposed to affirmative action-while diminishing the power of public employee unions and enhancing managerial prerogatives-either succeeded on its own merits or that the earlier momentum could not be stopped.

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“…In effect, this measure reflects a subjective and substantive response to perceived success in combating discriminatory practices in environmental policy-making. The use of perceptions and attitudes contribute to imderstanding the 82 concept of subjective discrimination which can potentially undermine the legitimacy of government (Neff, 1995), trust in the public sector (Carnevale, 1995), public cynicism (Gore, 1994;Dubnick and Rosenbloom, 1995;Greider, 1992;Lipsett and Schneider, 1987; Cisneros and Pam, 1990; Berman, 1997) and the responsiveness of government to these groups (Cigler and Loomis, 1995).…”

Section: Introductionmentioning

confidence: 99%

ENVIRONMENTAL JUSTICE GROUPS: Grass‐roots Movement or NGO Networks? Some Policy Implications

Rios

2000

Review of Policy Research

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The literature on environmental justice indicates that there is a strong presence of grass‐roots activity. This research uses the political process model to investigate whether the environmental justice groups are a social movement or a network of nongovernmental organizations. The results indicate that the majority of these groups do not track the theoretical tenets. There are two groups operating under the penumbra of the environmental justice movement: a social movement and a nongovernmental organization (NGO s) network. There is a modest degree of insurgent action, i.e., blocking the siting of landfills. The NGO's predominate and are the driving force behind this movement through the use of orthodox strategies, formal organizations, ample institutional capacity, lack of protest politics and a strong perception of injustice. These groups do not perceive success in their efforts. This research contributes to the scarcity of literature on the role of minority NGO's in domestic policy‐making.

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Perceptions of Discrimination

Cited by 15 publications

References 26 publications

Perceived Discrimination: Multiple Measures and the Intersections of Race and Gender

Perceived Discrimination: Multiple Measures and the Intersections of Race and Gender

Continuity Amid Discontinuity? George W. Bush, Federal Employment Discrimination, and “Big Government Conservatism”

ENVIRONMENTAL JUSTICE GROUPS: Grass‐roots Movement or NGO Networks? Some Policy Implications

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