- Oxford Library of Psychology
- The Oxford Handbook of Workplace Discrimination
- About the Editors
- Subtle Discrimination in the Workplace: Individual-Level Factors and Processes
- Group-Based Experiences of Discrimination: Moving Beyond Cognitive Theories
- Organizations, Employment Discrimination, and Inequality
- Employment Discrimination as Unethical Behavior
- Gender Discrimination in the Workplace
- Racial Discrimination in Organizations
- Persons With (dis)Abilities
- Age Discrimination at Work: A Review of the Research and Recommendations for the Future
- Religious Group Discrimination
- Immigrants in the Workplace: Stereotyping and Discrimination
- LGBT Workers
- Family Responsibilities and Career Outcomes: Discriminatory and Nondiscriminatory Explanations
- Modern Discrimination
- Discrimination in Employment Settings
- A Primer on Equal Employment Opportunity Law and Contemporary Enforcement
- Legal Consciousness, Mobilization, and Discrimination Disputes at Work
- International Perspective
- Measuring and Defining Discrimination
- Individual Outcomes of Discrimination in Workplaces
- Impact on Perpetrators
- Impact on Organizations
- A Stigma Lens for Considering What Targets Can Do
- What Can Allies Do?
- Organizational Remedies for Discrimination
- How Much Has America Changed in 50 Years?: An Organizational Psychologist’s Take on Social Justice Progress Since the Civil Rights Act of 1964
- Can Scholarly Works on Discrimination Make a Practical Difference?
- Moving Forward from Inequality and Discrimination: Historical Global Perspectives
- Looking Forward: What Lies Ahead in Employment Discrimination Research?
- In Conclusion: Workplace Discrimination in Context
Abstract and Keywords
This chapter reviews the recent literature on the outcomes of workplace discrimination against individuals. The chapter describes how discrimination affects individuals by reviewing theories related to outcomes of discrimination (e.g., social categorization, attributional ambiguity, and minority stress theories). From there, the review covers meta-analyses, empirical studies conducted between 2012 and 2014, and outcomes of discrimination (e.g., job attitudes, psychological outcomes, physical outcomes, and work-related outcomes). There is consistent support for an overall negative effect of discrimination on various individual-level outcomes. Recent studies are advancing our knowledge of individual-level consequences of discrimination by incorporating underrepresented samples, examining discrimination types other than race and sex, considering the nuances of boundary conditions, and connecting research streams from multiple areas (e.g., turnover, incivility). The chapter concludes with suggestions for future research directions on individual outcomes of workplace discrimination.
María del Carmen Triana Department of Management and Human Resources University of Wisconsin-Madison Madison, WI, USA
Tiffany M. Trzebiatowski Isenberg School of Management University of Massachusetts-Amherst Amherst, MA, USA
Seo-Young Byun Department of Management and Human Resources University of Wisconsin-Madison Madison, WI, USA
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