Emerging Scholars Interdisciplinary Network
New @ ESIN
Upcoming Events
- ESIN Summer Fellowship Program in Applied Multi-Ethnic Research
- June 21 to July 16, 2010 Application Deadline March 15th
- 2010 AERA Annual Meeting
- Early Bird Registration deadline: March 19, 2010
- American Sociological Association, 105th Annual Meeting
- Atlanta Georgia, August 14-17
- The Sixth World Conference on the Promotion of Mental Health and
- Early Bird deadline May 31, 2010
ESIN News
- Funding Opportunity
- Research and Evaluation on the Abuse, Neglect, and Exploitation of Elderly Individuals and Residents of Residential Care Facilities
- Scholarship Opportunity
- Application Deadline April 1, 2010
- Fellowship Opportunity
- The Family Research Consortium (FRC) - V Summer Institute
- Member Accolade
- Chandra Ford, PhD, MPH, MLIS
- Funding Opportunity
- Systems Biology, HIV/AIDS, and Substance Abuse (R01)
Scientific Update
- Unemployment as Conduit of Black Self-Hate..
- R.E. Hall and J.M. Pizarro
- Parenting for Cognitive Development from 1950 to 2000...
- M. Schaub
- Current opinions in HIV and AIDS
- Annunziato, F., Cosmi, L., Romagnani, S.
Scientific News
Worksite Segregation and Performance-Related Attitudes
N. Dickerson, L. Schur, D. Krus, and J. Blasi
2010-01-12 09:58:42
Worksite Segregation and Performance-Related Attitudes
Niki Dickerson, Lisa Schur, Douglas Kruse, and Joseph Blasi
Work and Occupations. 2010; 37(1): p. 45-72
http://wox.sagepub.com/cgi/content/abstract/37/1/45?ct=ct
Abstract
This article explores the effects of structural inequality on organizational outcomes by examining the relationship between worksite segregation and performance-related attitudes by gender, race, and ethnicity. We use a new data set based on detailed surveys of 21,000 U.S. employees among 207 worksites in 14 companies gathered between 2001 and 2006. To measure workplace segregation, the study used the Duncan dissimilarity index and composition measures in a multilevel model, estimating their relationship to performance-related attitudes (company loyalty, willingness to work hard, perceived company fairness, and turnover intention) among Whites, Blacks, Hispanics, and Asians, separately for men and women within each of these groups. The key finding is that worksite segregation is linked to worse performance-related attitudes for Black, Hispanic, and Asian males, but is generally not linked to such attitudes for the female groups. These results illustrate the effects that segregation can have on organizations and suggest directions for further research that explores the mechanisms connecting diversity to performance-related outcomes.
Niki Dickerson, Lisa Schur, Douglas Kruse, and Joseph Blasi
Work and Occupations. 2010; 37(1): p. 45-72
http://wox.sagepub.com/cgi/content/abstract/37/1/45?ct=ct
Abstract
This article explores the effects of structural inequality on organizational outcomes by examining the relationship between worksite segregation and performance-related attitudes by gender, race, and ethnicity. We use a new data set based on detailed surveys of 21,000 U.S. employees among 207 worksites in 14 companies gathered between 2001 and 2006. To measure workplace segregation, the study used the Duncan dissimilarity index and composition measures in a multilevel model, estimating their relationship to performance-related attitudes (company loyalty, willingness to work hard, perceived company fairness, and turnover intention) among Whites, Blacks, Hispanics, and Asians, separately for men and women within each of these groups. The key finding is that worksite segregation is linked to worse performance-related attitudes for Black, Hispanic, and Asian males, but is generally not linked to such attitudes for the female groups. These results illustrate the effects that segregation can have on organizations and suggest directions for further research that explores the mechanisms connecting diversity to performance-related outcomes.