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This study compared relationships between perceptions of support for AA/EO, distributive and procedural justice, career development opportunities, and work attitudes in 4 groups of federal employees: White men (n = 4,919), White women (« = 1,622), Blacks/Hispanics (n -492), and Asians (n = 195). Surprisingly, White men did not associate support for AA/EO with a loss in career development opportunities, organizational injustice, or negative work attitudes. For women and racial-ethnic minorities, support for AA/EO was positively linked to perceptions of organizational justice and increased career development opportunities. As predicted, Blacks/Hispanics had more positive reactions than other employee groups. We conclude that support for AA/EO is generally viewed as fair and has positive attitudinal consequences.","publication_date":"1997,,","publication_name":"Journal of Applied Psychology","grobid_abstract_attachment_id":"43561352"},"document_type":"paper","pre_hit_view_count_baseline":null,"quality":"high","language":"en","title":"Support for affirmative action, justice perceptions, and work attitudes: A study of gender and racial-ethnic group differences","broadcastable":true,"draft":null,"has_indexable_attachment":true,"indexable":true}}["work"]; window.loswp.workCoauthors = [34256205,34163842]; window.loswp.locale = "en"; window.loswp.countryCode = "SG"; window.loswp.cwvAbTestBucket = ""; window.loswp.designVariant = "ds_vanilla"; window.loswp.fullPageMobileSutdModalVariant = "control"; window.loswp.useOptimizedScribd4genScript = false; window.loswp.appleClientId = 'edu.academia.applesignon';</script><script defer="" src="https://accounts.google.com/gsi/client"></script><div class="ds-loswp-container"><div class="ds-work-card--grid-container"><div class="ds-work-card--container js-loswp-work-card"><div class="ds-work-card--cover"><div class="ds-work-cover--wrapper"><div class="ds-work-cover--container"><button class="ds-work-cover--clickable js-swp-download-button" data-signup-modal="{"location":"swp-splash-paper-cover","attachmentId":43561352,"attachmentType":"pdf"}"><img alt="First page of “Support for affirmative action, justice perceptions, and work attitudes: A study of gender and racial-ethnic group differences”" class="ds-work-cover--cover-thumbnail" src="https://0.academia-photos.com/attachment_thumbnails/43561352/mini_magick20190215-26205-1gviihc.png?1550293733" /><img alt="PDF Icon" class="ds-work-cover--file-icon" src="//a.academia-assets.com/assets/single_work_splash/adobe.icon-574afd46eb6b03a77a153a647fb47e30546f9215c0ee6a25df597a779717f9ef.svg" /><div class="ds-work-cover--hover-container"><span class="material-symbols-outlined" style="font-size: 20px" translate="no">download</span><p>Download Free PDF</p></div><div class="ds-work-cover--ribbon-container">Download Free PDF</div><div class="ds-work-cover--ribbon-triangle"></div></button></div></div></div><div class="ds-work-card--work-information"><h1 class="ds-work-card--work-title">Support for affirmative action, justice perceptions, and work attitudes: A study of gender and racial-ethnic group differences</h1><div class="ds-work-card--work-authors ds-work-card--detail"><a class="ds-work-card--author js-wsj-grid-card-author ds2-5-body-md ds2-5-body-link" data-author-id="34256205" href="https://niu.academia.edu/CParker"><img alt="Profile image of C. 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Parker</a><a class="ds-work-card--author js-wsj-grid-card-author ds2-5-body-md ds2-5-body-link" data-author-id="34163842" href="https://wayne.academia.edu/BorisBaltes"><img alt="Profile image of Boris Baltes" class="ds-work-card--author-avatar" src="//a.academia-assets.com/images/s65_no_pic.png" />Boris Baltes</a></div><p class="ds-work-card--detail ds2-5-body-sm">1997, Journal of Applied Psychology</p><div class="ds-work-card--button-container"><button class="ds2-5-button js-swp-download-button" data-signup-modal="{"location":"continue-reading-button--work-card","attachmentId":43561352,"attachmentType":"pdf","workUrl":"https://www.academia.edu/15126895/Support_for_affirmative_action_justice_perceptions_and_work_attitudes_A_study_of_gender_and_racial_ethnic_group_differences"}">See full PDF</button><button class="ds2-5-button ds2-5-button--secondary js-swp-download-button" data-signup-modal="{"location":"download-pdf-button--work-card","attachmentId":43561352,"attachmentType":"pdf","workUrl":"https://www.academia.edu/15126895/Support_for_affirmative_action_justice_perceptions_and_work_attitudes_A_study_of_gender_and_racial_ethnic_group_differences"}"><span class="material-symbols-outlined" style="font-size: 20px" translate="no">download</span>Download PDF</button></div></div></div></div><div data-auto_select="false" data-client_id="331998490334-rsn3chp12mbkiqhl6e7lu2q0mlbu0f1b" data-doc_id="43561352" data-landing_url="https://www.academia.edu/15126895/Support_for_affirmative_action_justice_perceptions_and_work_attitudes_A_study_of_gender_and_racial_ethnic_group_differences" data-login_uri="https://www.academia.edu/registrations/google_one_tap" data-moment_callback="onGoogleOneTapEvent" id="g_id_onload"></div><div class="ds-top-related-works--grid-container"><div class="ds-related-content--container ds-top-related-works--container"><h2 class="ds-related-content--heading">Related papers</h2><div class="ds-related-work--container js-wsj-grid-card" data-collection-position="0" data-entity-id="80795668" data-sort-order="default"><a class="ds-related-work--title js-wsj-grid-card-title ds2-5-body-md ds2-5-body-link" href="https://www.academia.edu/80795668/Affirmative_Action_Support_in_an_Organization">Affirmative Action Support in an Organization</a><div class="ds-related-work--metadata"><a class="js-wsj-grid-card-author ds2-5-body-sm ds2-5-body-link" data-author-id="53389064" href="https://independent.academia.edu/OluOyinlade">A. Olu Oyinlade</a></div><p class="ds-related-work--metadata ds2-5-body-xs">SAGE Open, 2013</p><p class="ds-related-work--abstract ds2-5-body-sm">Underpinned by the assumption that people would support affirmative action based on self-interests, and/or when they have high job security not to be threatened by the policy, this study investigated the likelihood that workers would differentially support affirmative action by their demographic attributes. Analyses of three demographic models—social, organizational, and combined(social plus organizational)—were used to determine predictors of support for affirmative action. Findings of the third (combined) model indicated that organizational tenure (an organizational demographic variable) and educational completion (a social demographic variable), respectively, were the two strongest predictors of support for affirmative action. This study suggested that factors of achievement, rather than race-ethnicity or gender, were the strongest predictors of support for affirmative action. This finding may be useful to personnel and human resources leaders in designing programs for employee a...</p><div class="ds-related-work--ctas"><button class="ds2-5-text-link ds2-5-text-link--inline js-swp-download-button" data-signup-modal="{"location":"wsj-grid-card-download-pdf-modal","work_title":"Affirmative Action Support in an Organization","attachmentId":87058380,"attachmentType":"pdf","work_url":"https://www.academia.edu/80795668/Affirmative_Action_Support_in_an_Organization","alternativeTracking":true}"><span class="material-symbols-outlined" style="font-size: 18px" translate="no">download</span><span class="ds2-5-text-link__content">Download free PDF</span></button><a class="ds2-5-text-link ds2-5-text-link--inline js-wsj-grid-card-view-pdf" href="https://www.academia.edu/80795668/Affirmative_Action_Support_in_an_Organization"><span class="ds2-5-text-link__content">View PDF</span><span class="material-symbols-outlined" style="font-size: 18px" translate="no">chevron_right</span></a></div></div><div class="ds-related-work--container js-wsj-grid-card" data-collection-position="1" data-entity-id="47412980" data-sort-order="default"><a class="ds-related-work--title js-wsj-grid-card-title ds2-5-body-md ds2-5-body-link" href="https://www.academia.edu/47412980/Perceptions_of_the_dimensions_of_the_fairness_of_affirmative_action_A_pilot_study">Perceptions of the dimensions of the fairness of affirmative action: A pilot study</a><div class="ds-related-work--metadata"><a class="js-wsj-grid-card-author ds2-5-body-sm ds2-5-body-link" data-author-id="24509388" href="https://up-za.academia.edu/LeopoldVermeulen">Leopold Vermeulen</a></div><p class="ds-related-work--metadata ds2-5-body-xs">South African Journal of Business Management</p><p class="ds-related-work--abstract ds2-5-body-sm">The purpose of this study was to identify the dimensions of affirmative action (AA) fairness in order to develop a valid and reliable questionnaire to assess employees’ perceptions of the fairness of AA decisions and practices, and to explore the relationship between employees’ biographical characteristics and their perceptions of the dimensions of AA fairness. The research sample consisted of 349 participants connected to a large financial institution in South Africa. Principal axis factor analysis with a varimax rotation was performed on the data in order to uncover the different factors that employees perceived to be important for the fair and just management of affirmative action practices. Four factors define AA fairness: namely interactional, procedural (input), procedural (criteria) and distributive justice. One-way MANOVAs and associated ANOVAs revealed that the importance of the justice factors in AA fairness differed significantly across ethnicity and staff category. This ...</p><div class="ds-related-work--ctas"><button class="ds2-5-text-link ds2-5-text-link--inline js-swp-download-button" data-signup-modal="{"location":"wsj-grid-card-download-pdf-modal","work_title":"Perceptions of the dimensions of the fairness of affirmative action: A pilot study","attachmentId":66517271,"attachmentType":"pdf","work_url":"https://www.academia.edu/47412980/Perceptions_of_the_dimensions_of_the_fairness_of_affirmative_action_A_pilot_study","alternativeTracking":true}"><span class="material-symbols-outlined" style="font-size: 18px" translate="no">download</span><span class="ds2-5-text-link__content">Download free PDF</span></button><a class="ds2-5-text-link ds2-5-text-link--inline js-wsj-grid-card-view-pdf" href="https://www.academia.edu/47412980/Perceptions_of_the_dimensions_of_the_fairness_of_affirmative_action_A_pilot_study"><span class="ds2-5-text-link__content">View PDF</span><span class="material-symbols-outlined" style="font-size: 18px" translate="no">chevron_right</span></a></div></div><div class="ds-related-work--container js-wsj-grid-card" data-collection-position="2" data-entity-id="12179943" data-sort-order="default"><a class="ds-related-work--title js-wsj-grid-card-title ds2-5-body-md ds2-5-body-link" href="https://www.academia.edu/12179943/Affirmative_Action_and_Job_Satisfaction_Understanding_Underlying_Processes">Affirmative Action and Job Satisfaction: Understanding Underlying Processes</a><div class="ds-related-work--metadata"><a class="js-wsj-grid-card-author ds2-5-body-sm ds2-5-body-link" data-author-id="30610721" href="https://independent.academia.edu/JohnDovidio">John Dovidio</a></div><p class="ds-related-work--metadata ds2-5-body-xs">Journal of Social Issues, 2005</p><p class="ds-related-work--abstract ds2-5-body-sm">In the present article, we examine the relationship between perceptions of affirmative action and the satisfaction of racial and ethnic minority faculty members. 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