摘要
个体在组织活动中因种族、肤色、性别等因素受到区别对待即遭到雇佣歧视。雇佣歧视盛行于各类组织,给雇佣双方带来巨大损失和伤害。国外从组织行为学角度对其研究已呈百家争鸣的局面,国内对其虽有关注,但研究的系统化尚待时日。文章从组织行为学角度介绍了两类常见的雇佣歧视行为:显性歧视和人际歧视,对其前因变量、结果变量和干预措施做了分析和总结,并提出雇佣歧视对组织自愿性行为的影响及其本土化研究值得未来关注。
Employment discrimination refers to individuals who suffer from discrimination in the workplace for their race,colour, gender and so on.Prevalent in all kinds of organizations,employment discrimination has done tremendous harm to organizations and individuals Researches on such phenomenon from the organizational behavior perspective are numerous abroad;however, domestically,systematic researches are scarce.In this paper,the authors provided a brief introduction of several common employment discrimination behaviors：formal discrimination and interpersonal discrimination;the antecedent variables,outcome variables and interventions of employment discrimination were analyzed and summarized.Implications and future studies were discussed.
出处
《心理科学》
CSSCI
CSCD
北大核心
2010年第5期1198-1201,共4页
Journal of Psychological Science
基金
国家自然科学基金项目(70902056)
教育部人文社科规划一般项目(09YJCZH087)
江苏省社会科学基金项目(09SHD014)资助
关键词
雇佣歧视
显性歧视
人际歧视
工作满意度
组织承诺
employment discrimination
formal discrimination
interpersonal discrimination
job satisfaction
organizational commitment
