Perceived Value Threat/Promotion by Affirmative Action for Visible Minorities Measure

The purpose of this article is to highlight the disadvantaged status of visible minorities in public and private sector organizations and the need for affirmative action/employment equity programs to ameliorate their disadvantaged statut, to describe and analyze public policy on employment equity at the federal and provincial levels, to evaluate the effectiveness of the federal EE initiatives; and to provide policy implications and recommendations for strengthening public policy initiatives.

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Ratings of Specific Affirmative Action Programs for Visible Minorities

PsycTESTS Dataset ◽

10.1037/t16265-000 ◽

2001 ◽

Author(s):

Kimberly A. Quinn ◽

Erin M. Ross ◽

Victoria M. Esses

Keyword(s):

Affirmative Action ◽

Visible Minorities

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Perceived value of mock interviews as preparation for seeking employment

Journal of Dental Education ◽

10.1002/j.0022-0337.1988.52.10.tb02245.x ◽

1988 ◽

Vol 52 (10) ◽

pp. 571-573

Author(s):

M Everett-Gutmann

Keyword(s):

Perceived Value

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Speaking in one voice: the response of higher education to affirmative action threats

Journal of Dental Education ◽

10.1002/j.0022-0337.1999.63.10.tb03312.x ◽

1999 ◽

Vol 63 (10) ◽

pp. 753-758

Author(s):

H Garza

Keyword(s):

Higher Education ◽

Affirmative Action

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Affirmative Action and Leadership Attitudes in Brazilian Women Managers

Journal of Personnel Psychology ◽

10.1027/1866-5888/a000039 ◽

2011 ◽

Vol 10 (3) ◽

pp. 139-143 ◽

Cited By ~ 3

Author(s):

Gazi Islam ◽

Sarah E. S. Zilenovsky

Keyword(s):

Affirmative Action ◽

Latin American ◽

Women Managers ◽

Psychological Effects ◽

Preferential Selection ◽

Justice Perceptions ◽

First Time ◽

The Relationship

This note examines the relationship between affirmative action (AA) program perceptions and women’s self-ascribed capacity and desire to become leaders. We propose that women who believe that their organization implements a program of preferential selection toward women will experience negative psychological effects leading to lowered self-expectations for leadership, but that this effect will be moderated by their justice perceptions of AA programs. We test this proposition empirically for the first time with a Latin American female sample. Among Brazilian women managers, desire but not self-ascribed capacity to lead was reduced when they believed an AA policy was in place. Both desire’s and capacity’s relationships with belief in an AA policy were moderated by justice perceptions.

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