Jordan H. Stein

Employment Discrimination in Organizations: Antecedents and Consequences

This article reviews the research on employment discrimination in organizations. It focuses on discrimination perceptions, charges, and lawsuits and discusses the consequences of discrimination. Among the conclusions are the following: (a) The proportion of claimants filing under different antidiscrimination statutes differs by race; (b) the area needs theories that can explain wide variance in perceptions of events; (c) the consequences of discrimination are best viewed from individual, group, and organizational levels; and (d) if the results of instruments are used in legal settings, social scientists should pay careful attention to reliability and validity, as well as standards of legally admissible evidence.

The Psychology of Voice and Performance Capabilities in Masculine and Feminine Cultures and Contexts

In this article, we examine the hypothesis that in masculine cultures or in other contexts that emphasize competitive achievement, those with higher performance capabilities will feel empowered to have input in decisions and, hence, will desire opportunities to voice their opinions about decisions to be made. In contrast, in more feminine cultures or in other contexts that value the importance of nurturing people with lower capability, those with lower capabilities will feel valued as important group members, will feel worthy of receiving voice and, hence, will appreciate voice opportunities. We provide evidence for these predictions in 2 studies, 1 conducted in the United States (a more masculine culture) and 1 in the Netherlands (a more feminine culture). Evidence also comes from experimental conditions in both studies, in which we made salient to participants countercultural norms and values, that is, nurturing the less capable in the United States and competitive achievement in the Netherlands. Implications for the psychology of voice and cross-cultural research are discussed.

The role of ideology in mediated disputes at work: a justice perspective

Purpose – The purpose of this paper is to explore the causes, impact, and resolution of ideological conflicts in the workplace. By integrating research on organizational justice, the paper aims to argue that ideological discord is engendered though the interaction of distributive, procedural, and interactional (un)fairness.Design/methodology/approach – Using a longitudinal field study, the ideas were tested with a sample of 77 claimants, undergoing mediation through the USA. Equal Employment Opportunity Commission (EEOC).Findings – The results were generally supportive of all predictions, suggesting that, though injustice may cause troublesome ideological conflicts, fair dispute resolution interventions can provide a remedy.Originality/value – The research documented in this paper is particularly important because it suggests that justice can be restored through the intervention of a neutral mediator.

The role of third parties/mediation in managing conflict in organizations

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