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That’s Not Fair! How Personal Value for Diversity Influences Reactions to the Perceived Discriminatory Treatment of Minorities

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  • María del Triana
  • María Wagstaff
  • Kwanghyun Kim

Abstract

Using Leventhal’s (Social exchange: Advances in theory and research, Plenum Press, New York, 1980 ) rules of procedural justice as well as deontic justice (Folger in Research in social issues in management, Information Age, Greenwich, CT, 2001 ), we examine how personal value for diversity moderates the negative relationship between perceived discrimination against minorities (i.e., racial minorities and females) at work and the perceived procedural justice of minorities’ treatment by the organization. Through a field survey of 190 employees, we found that observers high in personal value for diversity have stronger negative reactions to the mistreatment of women and racial minorities than observers low in personal value for diversity. These findings support and extend the deontic justice perspective because those who personally value diversity had the strongest negative reactions toward the discriminatory treatment of minorities. Copyright Springer Science+Business Media B.V. 2012

Suggested Citation

  • María del Triana & María Wagstaff & Kwanghyun Kim, 2012. "That’s Not Fair! How Personal Value for Diversity Influences Reactions to the Perceived Discriminatory Treatment of Minorities," Journal of Business Ethics, Springer, vol. 111(2), pages 211-218, December.
    • Handle: RePEc:kap:jbuset:v:111:y:2012:i:2:p:211-218
    DOI: 10.1007/s10551-012-1202-0
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    References listed on IDEAS

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    1. Kray, Laura J. & Allan Lind, E., 2002. "The injustices of others: Social reports and the integration of others' experiences in organizational justice judgments," Organizational Behavior and Human Decision Processes, Elsevier, vol. 89(1), pages 906-924, September.
    2. Geert Demuijnck, 2009. "Non-Discrimination in Human Resources Management as a Moral Obligation," Journal of Business Ethics, Springer, vol. 88(1), pages 83-101, August.
    3. van Knippenberg, D.L. & Haslam, S.A. & Platow, M.J., 2007. "Unity through Diversity: Value-in-Diversity Beliefs, Work Group Diversity, and Group Identification," ERIM Report Series Research in Management ERS-2007-068-ORG, Erasmus Research Institute of Management (ERIM), ERIM is the joint research institute of the Rotterdam School of Management, Erasmus University and the Erasmus School of Economics (ESE) at Erasmus University Rotterdam.
    4. Lind, E. Allan & Kray, Laura & Thompson, Leigh, 1998. "The Social Construction of Injustice: Fairness Judgments in Response to Own and Others' Unfair Treatment by Authorities, , ," Organizational Behavior and Human Decision Processes, Elsevier, vol. 75(1), pages 1-22, July.
    5. E. Buttner & Kevin Lowe & Lenora Billings-Harris, 2007. "Impact of Leader Racial Attitude on Ratings of Causes and Solutions for an Employee of Color Shortage," Journal of Business Ethics, Springer, vol. 73(2), pages 129-144, June.
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    Cited by:

    1. Carol Azab & Jonas Holmqvist, 2022. "Discrimination in Services: How Service Recovery Efforts Change with Customer Accent," Journal of Business Ethics, Springer, vol. 180(1), pages 355-372, September.
    2. Vasconcelos Anselmo Ferreira, 2017. "Organizational Diversity Commitment: A Web-Based Investigation," Management & Marketing, Sciendo, vol. 12(3), pages 474-499, September.

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