The Effect of Organizational Climate on the Attribution to Discrimination Process

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dc.contributor.advisorGelfand, Michele Jen_US
dc.contributor.advisorStangor, Charlesen_US
dc.contributor.authorLeslie, Lisa Michelleen_US
dc.contributor.departmentPsychologyen_US
dc.date.accessioned2004-06-04T06:04:04Z
dc.date.available2004-06-04T06:04:04Z
dc.date.issued2004-04-12en_US
dc.description.abstractResearch on the multi-stage attribution to discrimination process (construct accessibility, perceiving, and reporting of discrimination) focuses on individual difference antecedents and tends to examine one stage in each study (e.g. Major et al., 2002; Stangor, Sechrist, & Swim, 1999; Swim & Hyers, 1999). The current study extends research on this process by examining the interactive effect of individual differences and organizational climate on all three stages of the attribution to discrimination process in an organizational simulation study. Findings indicate that Climate for Intolerance for Discrimination interacts with individual based sensitivity to sexism to predict perceptions of discrimination. Furthermore, perceptions of discrimination fully mediate the relationship between the climate by sensitivity interaction and reporting of discrimination to the organization.en_US
dc.format.extent730097 bytes
dc.format.mimetypeapplication/pdf
dc.identifier.urihttp://hdl.handle.net/1903/1544
dc.language.isoen_US
dc.relation.isAvailableAtDigital Repository at the University of Marylanden_US
dc.relation.isAvailableAtUniversity of Maryland (College Park, Md.)en_US
dc.subject.pqcontrolledPsychology, Industrialen_US
dc.subject.pquncontrolledattributionsen_US
dc.subject.pquncontrolleddiscriminationen_US
dc.subject.pquncontrolledclimateen_US
dc.subject.pquncontrolleddiversity,en_US
dc.titleThe Effect of Organizational Climate on the Attribution to Discrimination Processen_US
dc.typeThesisen_US

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