Hostname: page-component-76fb5796d-5g6vh Total loading time: 0 Render date: 2024-04-25T16:37:07.559Z Has data issue: false hasContentIssue false
  • English
  • Français

It's Not Us, It's You: Why Isn't Research on Minority Workers Appearing in Our “Top-Tier” Journals?

Published online by Cambridge University Press:  07 January 2015

Ismael Diaz  and
Mindy E. Bergman
Ismael Diaz*
Affiliation:
Texas A&M University
Mindy E. Bergman
Affiliation:
Texas A&M University
*
E-mail: idiaz001@neo.tamu.edu, Address: Department of Psychology, Texas A&M University, 4235 TAMU, College Station, TX 77843
Get access Rights & Permissions [Opens in a new window]

Extract

Ruggs et al. (2013) argued that industrial–organizational (I–O) psychologists have “gone fishing” insofar as we (as a field) have neglected conducting research on minority groups in the workplace. They offer interesting and insightful suggestions for researching the seven groups named in their paper. We believe that many of these ideas can be extended to other minority groups as well. It is our sincere hope that the focal article will attract the attention of both new and established researchers interested in studying minority group members' experiences in the workplace. We also hope that the article will validate and motivate researchers who already study these issues and confirm the importance of including minority perspectives in the I–O literature.

Type
Commentaries
Information
Industrial and Organizational Psychology , Volume 6 , Issue 1 , March 2013 , pp. 70 - 75
Copyright
Copyright © Society for Industrial and Organizational Psychology 2013 

Access options

Get access to the full version of this content by using one of the access options below. (Log in options will check for institutional or personal access. Content may require purchase if you do not have access.)

References

Berdahl, J. L., & Min, J-A. (2012). Prescriptive stereotypes and workplace consequences for East Asians in North America. Cultural Diversity and Ethnic Minority Psychology, 18, 144–152.10.1037/a0027692Google Scholar
Bergman, M. E., & Drasgow, F. (2003). Race as a moderator in a model of sexual harassment: An empirical test. Journal of Occupational Health Psychology, 8, 131–145.10.1037/1076-8998.8.2.131Google Scholar
Bergman, M. E., & Henning, J. B. (2008). Sex and ethnicity as moderators in the relationship between sexual harassment climate and sexual harassment. Journal of Occupational Health Psychology, 13, 152–167.10.1037/1076-8998.13.2.152Google Scholar
Bergman, M. E., Palmieri, P. A., Drasgow, F., & Ormerod, A. J. (2012). Racial/ethnic harassment and discrimination, its antecedents, and its effect on job-related outcomes. Journal of Occupational Health Psychology, 17, 65–78.Google Scholar
Bergman, M. E., Watrous-Rodriguez, K., & Chalkley, K. M. (2008). Identity and language: Contributions to and consequences of speaking Spanish in the workplace. Hispanic Journal of Behavioral Sciences, 30, 40–68.10.1177/0739986307311255Google Scholar
Dickersin, K. (1990). The existence of publication bias and risk factors for its occurrence. Journal of the American Medical Association, 263, 1385–1389.10.1001/jama.1990.03440100097014Google Scholar
Hebl, M. R., Tonidandel, S., & Ruggs, E. N. (2012). The impact of like-mentors for gay and lesbian employees. Human Performance, 25, 52–71.10.1080/08959285.2011.631645Google Scholar
Kanter, R. M. (1977). Men and women of the corporation. New York, NY: Basic.Google Scholar
Law, C. L., Martinez, L. R., Ruggs, E. N., Hebl, M. R., & Akers, E. (2011). Transparency in the workplace: How the experiences of transsexual employees can be improved. Journal of Vocational Behavior, 79, 710–723.10.1016/j.jvb.2011.03.018Google Scholar
Mahoney, M. J. (1977). Publication prejudices: An experimental study of confirmatory bias in the peer review system. Cognitive Therapy and Research, 1, 161–175.10.1007/BF01173636Google Scholar
Ragins, B. R. (2008). Disclosure disconnects: Antecedents and consequences of disclosing invisible stigmas across life domains. The Academy of Management Review, 33, 194–215.10.5465/amr.2008.27752724Google Scholar
Ragins, B. R., Cornwell, J. M., & Miller, J. S. (2003). Heterosexism in the workplace: Do race and gender matter? Group and Organization Management, 28(1), 45–74.10.1177/1059601102250018Google Scholar
Rosenthal, R. (1979). The file drawer problem and tolerance for null results. Psychological Bulletin, 86, 638–641. doi: 10.1037/0033-2909.86.3.638.Google Scholar
Rousseau, D. M. (2007). Standing out in the fields of organization science. Journal of Organizational Behavior, 28, 849–857.10.1002/job.457Google Scholar
Ruggs, E. N., Law, C., Cox, C. B., Roehling, M. V., Wiener, R. L., Hebl, M. R., & Barron, L. (2013). Gone fishing: I-O psychologists' missed opportunities to understand marginalized employees' experiences with discrimination. Industrial Organizational Psychology: Perspectives on Science and Practice, 6, 39–60.10.1111/iops.12007Google Scholar
Ryan, A. M., & Wessel, J. L. (2012). Sexual orientation harassment in the workplace: When do observers intervene? Journal of Organizational Behavior, 33, 488–509.10.1002/job.765Google Scholar
Silverschanz, P., Cortina, L. M., Konik, J., & Magley, V. J. (2008). Slurs, snubs, and queer jokes: Incidence and impact of heterosexist harassment in academia. Sex Roles, 58, 179–191.Google Scholar
Snyder, L. A., Carmichael, J. S., Blackwell, L. V., Cleveland, J. N., & Thornton, G. C. III (2010). Perceptions of discrimination and justice among employees with disabilities. Employee Responsibilities and Rights Journal, 22, 5–19.Google Scholar
Starbuck, W. H., & Starbuck, W. H. (2005). How much better are the most-prestigious journals? The statistics of academic publication. Organization Science, 16, 180–200.10.1287/orsc.1040.0107Google Scholar