Rochelle Parks-Yancy

The Effects of Social Group Membership and Social Capital Resources on Careers

Using a nationally representative sample, this study looks at the effects of race, gender, and social capital resources on two career measures: (a) earnings and (b) promotions. The author finds that blacks suffer a social capital deficit relative to whites and that men and whites’ career advantages accumulate over time, whereas blacks’ disadvantages accumulate, as well. Thus, race, gender, and social capital resources contribute to unequal career trajectories, and these results generalize to the U.S. population.

How African-American ministers communicate HIV/AIDS-related health information to their congregants: a survey of selected black churches in Houston, TX

Throughout history, black churches have played a significant role in the spiritual, social, and political life of African-American communities. Yet attitudes about morality surrounding HIV/AIDS have hampered unconditional involvement of black churches in dealing with the disease. Although the black churchs attitudes toward the disease have evolved in the last 25 years, research suggests that a lingering negative disposition still exists. This study examines the current status of church-based HIV/AIDS education and support services provided by the black churches in the Houston area. The data were drawn from 319 church members and 12 ministers, using two separate questioners. Members and ministers were surveyed on a variety of issues related to HIV/AIDS education and support services, and their attitudes and behavior towards the disease. The results seem to confirm the much needed involvement of the black church in providing education and support in dealing with the disease.

White Attitudes toward Equal Opportunity and Affirmative Action

White attitudes toward equal opportunity and affirmative action are explored through semi-structured interviews with 246 middle and working class respondents from three areas of the USA. Both working and middle class interviewees espouse a consistent and coherent view: that opportunity is widespread for anyone willing to take advantage of it, that facing adverse conditions or obstacles is not a sufficient excuse for lack of success, and that government help in the form of affirmative action gives women and/or minorities unfair advantage over men and/or whites. In the responses, however, we also find that whites apply standards to others about being the ‘best person for the job’ that they do not apply to themselves in their own career histories. Using the interviews with these respondents, we explore the implications of this inconsistency in how whites apply normative standards about what constitutes merit and fairness. This research helps elucidate the meaning of previous research on white racial attitudes.

The Social Psychology of Inequality at Work: Individual, Group, and Organizational Dimensions

We address both the macro and the micro levels that affect inequality among workers. At the macro level, we consider class, racial/ethnic, and gender inequality, job segregation, anti-discrimination legislation, affirmative action, and differences in authority. We also consider differential access to the power and resources that enable some workers to better position themselves for both skill development and rewards. In this regard, we discuss social capital and opportunity hoarding. At the micro level, we discuss several key theories that have been used to explain intergroup inequality, including status construction theory, social identity theory, social dominance theory, and a relational view of group inequality. We close this section by highlighting the challenges these processes create for low status workers, especially in the context of long term inequality. We further explore the psychological challenges for working class and low status workers by reviewing the literature on alienation. We also discuss the extensive literature on workers’ attitudes and inequality, including life satisfaction and happiness, job satisfaction, and organizational commitment. Finally, we address the effects of under employment and unemployment. This chapter brings a critical lens to the study of the social psychology of inequality among workers.

A quantitative and qualitative analysis of social dominance orientation and race-related comments

Purpose – The purpose of this paper is to determine how social dominance orientation (SDO) might influence perceptions of bias when the race of the offender and the target of the biased comment is either white or black. Design/methodology/approach – This investigation was conducted in a laboratory with undergraduate students. Findings – In a study utilizing American student participants, the authors found that when an individual is high in SDO they are more likely to perceive racism/stereotyping when a low-status group member (i.e. African-American) makes a racially biased comment about high-status group members (i.e. Caucasian). Originality/value – The authors determined the influence of SDO on the perception of racial comments regarding African-Americans and Caucasians. These findings are also unique in that the authors manipulate the authority (i.e. status) of the offender and target.

The Effect of Gender Identity on Perceptions of Authority Figures’ Racial Comments

ABSTRACT Social identity affects perceptions of leaders and subordinates in organizations. This investigation examined gender identity an aspect of social identity. Utilizing quantitative and qualitative survey methods, we theorized that gender identity affects perceptions of racism by authority figures. The quantitative results indicated that white women participants with a low gender identity were more likely to perceive racism by a low-status authority figure (e.g., a black individual) who made a derogatory racial comment toward white students than when a high-status group member authority figure (i.e., a white individual) made similar comments. This suggests that women have low feelings of solidarity with oppressed racial groups when they have a low gender identity. However, the qualitative results indicated that, overall, more women than men perceived racism in negative racial comments by the authority figure, no matter the authority figure’s social status.