Discussion: View Thread

Dear Kurt,

This article should be relevant to your search

Spector, P.E., Allen, T.D., Poelmans, S., Lapierre, L.M., Cooper, C.L., O’Driscoll, M., Sanchez, J.I., Abarca, N., Alexandrova, M., Beham, B., Brough, P., Ferreiro, P.,  Fraile, G., Lu, C.Q., Lu,L., Moreno-Velázquez, <u1:place u2:st="on">I.</u1:place>, Pagon, M., Pitariu, H., Salamatov, V., Shima, S., Simoni, A.S., Siu, O.L., & Widerszal-Bazyl, M. (2007). Cross-National Differences in Relationships of Work Demands, Job Satisfaction and Turnover Intentions with Work-Family Conflict. Personnel Psychology, 60, 805-835.

Best,

Jiafang

I don't know of a study off hand that has published this data, but the General Social Survey would be a good source for raw data on race and job-related perceptions and attitudes. They've asked about job satisfaction almost every year since 1972. I also have a vague recollection that they've asked questions related to racial dynamics in the workplace at least one year in their history. I access their data online from Berkeley's site:

http://sda.berkeley.edu/cgi-bin/hsda?harcsda+gss06

Tom Timmerman

Kurt,

I agree with Karl in that discrimination has a lot to do with the outcome variables you mentioned and their relationship to racial, ethnic,  gender and other differences.  I have concentrated more on the exclusion-inclusion dimension (see Michalle E. Mor Barak's 2005's Managing Diversity book and other works).  The papers listed below include discussion of the inclusion variable and the espoused theory/action or enacted theory notion. 

Blanco, R. Ivan, and Anne M. Fiedler (1998), "The Texaco Syndrome: Can American Business Really Accept the Concept of Total Equality?"  In Dr. Frank Marvasti (ed.), Contemporary Business Readings, Cumberland, MD: The Academy of Business Administration.

Blanco, R Ivan, and Denise de la Rosa (2008), "Hispanics in Business Education: An under-represented segment of the U.S. population."  Critical Perspectives on Accounting, Vol 19, pp. 17-30.

Blanco, R Ivan, and Denise de la Rosa (In progress), "Organizational Cultural Inclusion: The Case of Hispanics' Participation in Business Education."

Hope this helps,

Gazi and colleagues,

I would check the level of inclusion of the workers in both the formal and informal networks.  This might have an effect on the perception of satisfaction with the organization, and the job.  Commitment might be impacted too.  Blacks and mulattos in Brazil were discriminated against more years ago, and now they enjoy a higher level of integration and acceptance today.  Could this explain some of the satisfaction with a job?  I would also check for satisfaction with the job itself.  I did a piece of research many years ago (for my MBA thesis), and I compared among other things the level of job satisfaction between firefighters in Oklahoma City, OK, and firefighters in Caracas, Venezuela.  No difference between the two groups in terms of satisfaction with the activity itself.  I enjoy my job as a teacher very much, regardless of the type of supervision, university policies, and other factors. Once I close the classroom door behind me, I totally enjoy work and interaction with my students.

Hope this helps,

Ivan

This last comment by Steve is interesting, because I am working with a national level job attitudes data set in Brazil, and am finding higher job satisfaction among non-whites. This totally surprised me, and I am not sure how to explain it.  Controlling for salary has very little effect on this result.  Self-identified Blacks were higher in job satisfaction and self-actualization than whites, and the "mulatto" group was the highest category in both.  I know the US and Brazil have always been held up as constrasting models of race relations - could there be a cultural effect here? 
 
Gazi Islam
Ibmec São Paulo
 
 

> Date: Tue, 9 Sep 2008 22:15:45 -0500
> From: sjstanard@STANARD.COM
> Subject: Re: Racial Differences in Job Satisfaction, Organizational Commitment, and Employee Engagement
> To: OB@AOMLISTS.PACE.EDU
>
> I have conducted hundreds of job satisfaction studies where race was coded
> and I have never seen a case where minority workers achieved job
> satisfaction scores as high as the majority group. I have also seen the same
> phenomenon with union vs. non union with union scoring lower.
>
> Steve
>
>
>
> -----Original Message-----
> From: Organizational Behavior Division Listserv
> [mailto:OB@AOMLISTS.PACE.EDU] On Behalf Of Michael Frone
> Sent: Tuesday, September 09, 2008 10:36 AM
> To: OB@AOMLISTS.PACE.EDU
> Subject: Re: Racial Differences in Job Satisfaction, Organizational
> Commitment, and Employee Engagement
>
> Kurt,
>
> Don't know of any recent published studies comparing races on job attitudes.
> However, I'm working on an employment study I conducted a few years ago that
> used a national probability sample of employed adults in the US. I haven't
> looked at race differences in job attitudes, so I thought I'd take a quick
> look.
>
> I restricted the analysis to the 2502 wage and salary workers
> (owner/operators were dropped).
>
> Race was coded as follows:
>
> RACE2:
>
> White (n= 1946)
> minority (n= 556)
>
>
> RACE4:
>
> White (n= 1946)
> African American (n= 296)
> Hispanic (n= 142)
> Other (n= 118)
>
> Using sampling weights to better estimate population effects, the results
> were:
>
> For Race 2:
>
> Relative to White respondents, minority respondents reported significantly
> lower levels of job satisfaction and organizational commitment and higher
> levels of intentions to quit. These results held after controlling for
> gender, age, education, total family income, gross SOC occupation
> categories, job tenure, number of weekly work hours, work shift, and union
> membership.
>
>
> For Race 4:
>
> Relative to White respondents, African American respondents reported
> significantly lower levels of job satisfaction and organizational commitment
> and higher levels of intentions to quit. These results held after
> controlling for gender, age, education, total family income, gross SOC
> occupation categories, job tenure, number of weekly work hours, work shift,
> and union membership..
>
> Relative to White respondents, the effects for Hispanics and "Other" races
> were not significant but showed the same pattern. For example, for
> organizational commitment, the significance level was p < .10 for Hispanics
> and Other before covariates were added to the equations. However after
> controlling for the demographics noted above, these effects became
> much less significant. It might be that there was less power to detect
> effects for Hispanic and Other, but the size of the regression coefficients
> for Hispanic and Other were generally less than half size (or
> less) compared to the effects for African American respondents.
>
> Mike Frone
>
> ****************************************************************
> Michael R. Frone, Ph.D.
> Senior Research Scientist
> Research Institute on Addictions
> State University of New York at Buffalo
> 1021 Main Street
> Buffalo, New York 14203
>
> Office: 716-887-2519
> Fax: 716-887-2477
> E-mail: frone@ria.buffalo.edu
> Internet: http://www.ria.buffalo.edu/profiles/frone.html
> ***************************************************************
>
>
> > From: Organizational Behavior Division Listserv
> [mailto:OB@AOMLISTS.PACE.EDU]
> > On Behalf Of Kurt Kraiger
> > Sent: Tuesday, September 09, 2008 7:15 AM
> > To: OB@AOMLISTS.PACE.EDU
> > Subject: Re: Racial Differences in Job Satisfaction, Organizational
> > Commitment, and Employee Engagement
> >
> > That's on target.
> > We have data that shows that perceptions of diversity climate mediate
> > the race-attitude relationship, but to argue that this is meaningful,
> > I am trying to show that race in fact affects job attitudes Kurt
> >
> > --
> > *******************************************************
> > Kurt Kraiger, Ph.D.
> > Professor of Psychology
> > Co-Director, Ph.D. Program in I/O Psychology Director, Center for
> > Organizational Excellence President-Elect, Society for I/O Psychology
> >
> > Department of Psychology
> > Campus Delivery 1876
> > Colorado State University
> > Fort Collins, CO 80523-1876
> > (970) 491-6821
> > Kurt.Kraiger@colostate.edu
> > *****************************************************
> >
> >
> > ----- Original Message ----
> > From: Karl Strandberg <modecon@EARTHLINK.NET>
> > To: OB@AOMLISTS.PACE.EDU
> > Sent: Monday, September 8, 2008 3:37:53 PM
> > Subject: Re: Racial Differences in Job Satisfaction, Organizational
> > Commitment, and Employee Engagement
> >
> > Kurt, I am assuming that the answer to your question would be whether
> > or not persons perceived that they had been unfairly treated because
> > of their race. My guess is that there are not distinctions based upon
> > race, but, rather, upon discrimination, harassment and
> > retaliation- maybe the difference between 'espoused' theories and
> > 'enacted' theories' within an organization.
> >
> > I'll be interested in the answers that you receive to the question
> > that you posed!
> >
> > Karl Strandberg
> > California State University Dominguez Hills
> >
> > -------Original Message-------
> >
> > From: Kraiger,Kurt
> > Date: 9/8/2008 2:28:08 PM
> > To: OB@AOMLISTS.PACE.EDU
> > Subject: Racial Differences in Job Satisfaction, Organizational
> > Commitment, and Employee Engagement
> >
> > Does anyone know of any fairly recent work documenting race effects on
> > outcome variables such as job satisfaction, organizational commitment,
> > and employee engagement?
> >
> > Thanks in advance.
> >
> >
> > *************************************
> > Kurt Kraiger, Ph.D.
> > Professor of Psychology
> > Co-Director, Ph.D. Program in I/O Psychology Director, Center for
> > Organizational Excellence Department of Psychology Campus Delivery
> > 1876 Colorado State University Fort Collins, CO 80523-1876
> > (970) 491-6821
> > Kurt.Kraiger@colostate.edu
> > *************************************
> >
> > ____________________________________________________________
> >
> > No virus found in this incoming message.
> > Checked by AVG - http://www.avg.com
> > Version: 8.0.169 / Virus Database: 270.6.19/1659 - Release Date:
> > 9/8/2008 7:01 AM
> >
> >
> >
> > [image removed]

Appelez vos amis de PC à PC -- C'EST GRATUIT Téléchargez Messenger, c'est gratuit !

Reading Gazi's comments about the research in Brazil, makes me think it is a cultural effect, but more specifically the following.

Organizational culture tends to reflect to some degree the predominant regional/national culture, unless consciously modeled otherwise (or is an international subsidiary, perhaps).

If the individual espouses the dominant national/regional culture, then there would be better person/culture fit within the organization, thus higher job satisfaction, commitment, etc.

If, however, the individual espouses a different national/regional culture then there would be lower person/culture fit within the organization, thus lower job sat, commitment, etc. 

In one study I conducted on a Japanese subsidiary operating in the States, I found that the African American and Canadian employees espoused different cultural values (more Feminine and Collectivist) than the white American and Japanese employees (which were surprisingly very similar).  Unfortunately, I didn't get any Hispanic employees filling out the survey (Hofstede's Values Survey Measure-94), nor did I measure job attitudes in the study.

Not sure if this helps, but those are my thoughts on it.

Dianne

*************************************************

Dr. Dianne P. Ford

Assistant Professor, OB/HR, MIS

Faculty of Business Administration

Memorial University of Newfoundland

St.John's, NL, A1B 3X5

Phone: (709) 737-8511

Website: www.busi.mun.ca/dpford

************************************************

I can't think of any reason, off hand, to explain your results. You say salary has very little effect and that surprises me a bit. How about the issue of job status. My experience here is that pay and status are of the most potent predictors of higher job satisfaction.

It might be cultural. Here, blacks are constantly reminded and raised to understand the mistreatment and discrimination they endured. We also have complex anti discrimination laws at the local, state and national level. This creates a climate of constant vigilance by our organizations to prevent and uncover unfair treatment. If you are constantly told you are the underdog, maybe you transfer that sentiment to the work place.

Steve

From: Organizational Behavior Division Listserv [mailto:OB@AOMLISTS.PACE.EDU] On Behalf Of Gazi Islam
Sent: Thursday, September 11, 2008 9:51 AM
To: OB@AOMLISTS.PACE.EDU
Subject: Re: Racial Differences in Job Satisfaction, Organizational Commitment, and Employee Engagement

This last comment by Steve is interesting, because I am working with a national level job attitudes data set in Brazil, and am finding higher job satisfaction among non-whites. This totally surprised me, and I am not sure how to explain it.  Controlling for salary has very little effect on this result.  Self-identified Blacks were higher in job satisfaction and self-actualization than whites, and the "mulatto" group was the highest category in both.  I know the US and Brazil have always been held up as constrasting models of race relations - could there be a cultural effect here? 
 
Gazi Islam
Ibmec São Paulo
 
 

> Date: Tue, 9 Sep 2008 22:15:45 -0500
> From: sjstanard@STANARD.COM
> Subject: Re: Racial Differences in Job Satisfaction, Organizational Commitment, and Employee Engagement
> To: OB@AOMLISTS.PACE.EDU
>
> I have conducted hundreds of job satisfaction studies where race was coded
> and I have never seen a case where minority workers achieved job
> satisfaction scores as high as the majority group. I have also seen the same
> phenomenon with union vs. non union with union scoring lower.
>
> Steve
>
>
>
> -----Original Message-----
> From: Organizational Behavior Division Listserv
> [mailto:OB@AOMLISTS.PACE.EDU] On Behalf Of Michael Frone
> Sent: Tuesday, September 09, 2008 10:36 AM
> To: OB@AOMLISTS.PACE.EDU
> Subject: Re: Racial Differences in Job Satisfaction, Organizational
> Commitment, and Employee Engagement
>
> Kurt,
>
> Don't know of any recent published studies comparing races on job attitudes.
> However, I'm working on an employment study I conducted a few years ago that
> used a national probability sample of employed adults in the US. I haven't
> looked at race differences in job attitudes, so I thought I'd take a quick
> look.
>
> I restricted the analysis to the 2502 wage and salary workers
> (owner/operators were dropped).
>
> Race was coded as follows:
>
> RACE2:
>
> White (n= 1946)
> minority (n= 556)
>
>
> RACE4:
>
> White (n= 1946)
> African American (n= 296)
> Hispanic (n= 142)
> Other (n= 118)
>
> Using sampling weights to better estimate population effects, the results
> were:
>
> For Race 2:
>
> Relative to White respondents, minority respondents reported significantly
> lower levels of job satisfaction and organizational commitment and higher
> levels of intentions to quit. These results held after controlling for
> gender, age, education, total family income, gross SOC occupation
> categories, job tenure, number of weekly work hours, work shift, and union
> membership.
>
>
> For Race 4:
>
> Relative to White respondents, African American respondents reported
> significantly lower levels of job satisfaction and organizational commitment
> and higher levels of intentions to quit. These results held after
> controlling for gender, age, education, total family income, gross SOC
> occupation categories, job tenure, number of weekly work hours, work shift,
> and union membership..
>
> Relative to White respondents, the effects for Hispanics and "Other" races
> were not significant but showed the same pattern. For example, for
> organizational commitment, the significance level was p < .10 for Hispanics
> and Other before covariates were added to the equations. However after
> controlling for the demographics noted above, these effects became
> much less significant. It might be that there was less power to detect
> effects for Hispanic and Other, but the size of the regression coefficients
> for Hispanic and Other were generally less than half size (or
> less) compared to the effects for African American respondents.
>
> Mike Frone
>
> ****************************************************************
> Michael R. Frone, Ph.D.
> Senior Research Scientist
> Research Institute on Addictions
> State University of New York at Buffalo
> 1021 Main Street
> Buffalo, New York 14203
>
> Office: 716-887-2519
> Fax: 716-887-2477
> E-mail: frone@ria.buffalo.edu
> Internet: http://www.ria.buffalo.edu/profiles/frone.html
> ***************************************************************
>
>
> > From: Organizational Behavior Division Listserv
> [mailto:OB@AOMLISTS.PACE.EDU]
> > On Behalf Of Kurt Kraiger
> > Sent: Tuesday, September 09, 2008 7:15 AM
> > To: OB@AOMLISTS.PACE.EDU
> > Subject: Re: Racial Differences in Job Satisfaction, Organizational
> > Commitment, and Employee Engagement
> >
> > That's on target.
> > We have data that shows that perceptions of diversity climate mediate
> > the race-attitude relationship, but to argue that this is meaningful,
> > I am trying to show that race in fact affects job attitudes Kurt
> >
> > --
> > *******************************************************
> > Kurt Kraiger, Ph.D.
> > Professor of Psychology
> > Co-Director, Ph.D. Program in I/O Psychology Director, Center for
> > Organizational Excellence President-Elect, Society for I/O Psychology
> >
> > Department of Psychology
> > Campus Delivery 1876
> > Colorado State University
> > Fort Collins, CO 80523-1876
> > (970) 491-6821
> > Kurt.Kraiger@colostate.edu
> > *****************************************************
> >
> >
> > ----- Original Message ----
> > From: Karl Strandberg <modecon@EARTHLINK.NET>
> > To: OB@AOMLISTS.PACE.EDU
> > Sent: Monday, September 8, 2008 3:37:53 PM
> > Subject: Re: Racial Differences in Job Satisfaction, Organizational
> > Commitment, and Employee Engagement
> >
> > Kurt, I am assuming that the answer to your question would be whether
> > or not persons perceived that they had been unfairly treated because
> > of their race. My guess is that there are not distinctions based upon
> > race, but, rather, upon discrimination, harassment and
> > retaliation- maybe the difference between 'espoused' theories and
> > 'enacted' theories' within an organization.
> >
> > I'll be interested in the answers that you receive to the question
> > that you posed!
> >
> > Karl Strandberg
> > California State University Dominguez Hills
> >
> > -------Original Message-------
> >
> > From: Kraiger,Kurt
> > Date: 9/8/2008 2:28:08 PM
> > To: OB@AOMLISTS.PACE.EDU
> > Subject: Racial Differences in Job Satisfaction, Organizational
> > Commitment, and Employee Engagement
> >
> > Does anyone know of any fairly recent work documenting race effects on
> > outcome variables such as job satisfaction, organizational commitment,
> > and employee engagement?
> >
> > Thanks in advance.
> >
> >
> > *************************************
> > Kurt Kraiger, Ph.D.
> > Professor of Psychology
> > Co-Director, Ph.D. Program in I/O Psychology Director, Center for
> > Organizational Excellence Department of Psychology Campus Delivery
> > 1876 Colorado State University Fort Collins, CO 80523-1876
> > (970) 491-6821
> > Kurt.Kraiger@colostate.edu
> > *************************************
> >
> > ____________________________________________________________
> >
> > No virus found in this incoming message.
> > Checked by AVG - http://www.avg.com
> > Version: 8.0.169 / Virus Database: 270.6.19/1659 - Release Date:
> > 9/8/2008 7:01 AM
> >
> >
> >
> > [image removed]

Appelez vos amis de PC à PC -- C'EST GRATUIT Téléchargez Messenger, c'est gratuit !

Reading Gazi's comments about the research in Brazil, makes me think it is a cultural effect, but more specifically the following.

Organizational culture tends to reflect to some degree the predominant regional/national culture, unless consciously modeled otherwise (or is an international subsidiary, perhaps).

If the individual espouses the dominant national/regional culture, then there would be better person/culture fit within the organization, thus higher job satisfaction, commitment, etc.

If, however, the individual espouses a different national/regional culture then there would be lower person/culture fit within the organization, thus lower job sat, commitment, etc. 

In one study I conducted on a Japanese subsidiary operating in the States, I found that the African American and Canadian employees espoused different cultural values (more Feminine and Collectivist) than the white American and Japanese employees (which were surprisingly very similar).  Unfortunately, I didn't get any Hispanic employees filling out the survey (Hofstede's Values Survey Measure-94), nor did I measure job attitudes in the study.

Not sure if this helps, but those are my thoughts on it.

Dianne

*************************************************

Dr. Dianne P. Ford

Assistant Professor, OB/HR, MIS

Faculty of Business Administration

Memorial University of Newfoundland

St.John's, NL, A1B 3X5

Phone: (709) 737-8511

Website: www.busi.mun.ca/dpford

************************************************

I can't think of any reason, off hand, to explain your results. You say salary has very little effect and that surprises me a bit. How about the issue of job status. My experience here is that pay and status are of the most potent predictors of higher job satisfaction.

It might be cultural. Here, blacks are constantly reminded and raised to understand the mistreatment and discrimination they endured. We also have complex anti discrimination laws at the local, state and national level. This creates a climate of constant vigilance by our organizations to prevent and uncover unfair treatment. If you are constantly told you are the underdog, maybe you transfer that sentiment to the work place.

Steve

From: Organizational Behavior Division Listserv [mailto:OB@AOMLISTS.PACE.EDU] On Behalf Of Gazi Islam
Sent: Thursday, September 11, 2008 9:51 AM
To: OB@AOMLISTS.PACE.EDU
Subject: Re: Racial Differences in Job Satisfaction, Organizational Commitment, and Employee Engagement

This last comment by Steve is interesting, because I am working with a national level job attitudes data set in Brazil, and am finding higher job satisfaction among non-whites. This totally surprised me, and I am not sure how to explain it.  Controlling for salary has very little effect on this result.  Self-identified Blacks were higher in job satisfaction and self-actualization than whites, and the "mulatto" group was the highest category in both.  I know the US and Brazil have always been held up as constrasting models of race relations - could there be a cultural effect here? 
 
Gazi Islam
Ibmec São Paulo
 
 

> Date: Tue, 9 Sep 2008 22:15:45 -0500
> From: sjstanard@STANARD.COM
> Subject: Re: Racial Differences in Job Satisfaction, Organizational Commitment, and Employee Engagement
> To: OB@AOMLISTS.PACE.EDU
>
> I have conducted hundreds of job satisfaction studies where race was coded
> and I have never seen a case where minority workers achieved job
> satisfaction scores as high as the majority group. I have also seen the same
> phenomenon with union vs. non union with union scoring lower.
>
> Steve
>
>
>
> -----Original Message-----
> From: Organizational Behavior Division Listserv
> [mailto:OB@AOMLISTS.PACE.EDU] On Behalf Of Michael Frone
> Sent: Tuesday, September 09, 2008 10:36 AM
> To: OB@AOMLISTS.PACE.EDU
> Subject: Re: Racial Differences in Job Satisfaction, Organizational
> Commitment, and Employee Engagement
>
> Kurt,
>
> Don't know of any recent published studies comparing races on job attitudes.
> However, I'm working on an employment study I conducted a few years ago that
> used a national probability sample of employed adults in the US. I haven't
> looked at race differences in job attitudes, so I thought I'd take a quick
> look.
>
> I restricted the analysis to the 2502 wage and salary workers
> (owner/operators were dropped).
>
> Race was coded as follows:
>
> RACE2:
>
> White (n= 1946)
> minority (n= 556)
>
>
> RACE4:
>
> White (n= 1946)
> African American (n= 296)
> Hispanic (n= 142)
> Other (n= 118)
>
> Using sampling weights to better estimate population effects, the results
> were:
>
> For Race 2:
>
> Relative to White respondents, minority respondents reported significantly
> lower levels of job satisfaction and organizational commitment and higher
> levels of intentions to quit. These results held after controlling for
> gender, age, education, total family income, gross SOC occupation
> categories, job tenure, number of weekly work hours, work shift, and union
> membership.
>
>
> For Race 4:
>
> Relative to White respondents, African American respondents reported
> significantly lower levels of job satisfaction and organizational commitment
> and higher levels of intentions to quit. These results held after
> controlling for gender, age, education, total family income, gross SOC
> occupation categories, job tenure, number of weekly work hours, work shift,
> and union membership..
>
> Relative to White respondents, the effects for Hispanics and "Other" races
> were not significant but showed the same pattern. For example, for
> organizational commitment, the significance level was p < .10 for Hispanics
> and Other before covariates were added to the equations. However after
> controlling for the demographics noted above, these effects became
> much less significant. It might be that there was less power to detect
> effects for Hispanic and Other, but the size of the regression coefficients
> for Hispanic and Other were generally less than half size (or
> less) compared to the effects for African American respondents.
>
> Mike Frone
>
> ****************************************************************
> Michael R. Frone, Ph.D.
> Senior Research Scientist
> Research Institute on Addictions
> State University of New York at Buffalo
> 1021 Main Street
> Buffalo, New York 14203
>
> Office: 716-887-2519
> Fax: 716-887-2477
> E-mail: frone@ria.buffalo.edu
> Internet: http://www.ria.buffalo.edu/profiles/frone.html
> ***************************************************************
>
>
> > From: Organizational Behavior Division Listserv
> [mailto:OB@AOMLISTS.PACE.EDU]
> > On Behalf Of Kurt Kraiger
> > Sent: Tuesday, September 09, 2008 7:15 AM
> > To: OB@AOMLISTS.PACE.EDU
> > Subject: Re: Racial Differences in Job Satisfaction, Organizational
> > Commitment, and Employee Engagement
> >
> > That's on target.
> > We have data that shows that perceptions of diversity climate mediate
> > the race-attitude relationship, but to argue that this is meaningful,
> > I am trying to show that race in fact affects job attitudes Kurt
> >
> > --
> > *******************************************************
> > Kurt Kraiger, Ph.D.
> > Professor of Psychology
> > Co-Director, Ph.D. Program in I/O Psychology Director, Center for
> > Organizational Excellence President-Elect, Society for I/O Psychology
> >
> > Department of Psychology
> > Campus Delivery 1876
> > Colorado State University
> > Fort Collins, CO 80523-1876
> > (970) 491-6821
> > Kurt.Kraiger@colostate.edu
> > *****************************************************
> >
> >
> > ----- Original Message ----
> > From: Karl Strandberg <modecon@EARTHLINK.NET>
> > To: OB@AOMLISTS.PACE.EDU
> > Sent: Monday, September 8, 2008 3:37:53 PM
> > Subject: Re: Racial Differences in Job Satisfaction, Organizational
> > Commitment, and Employee Engagement
> >
> > Kurt, I am assuming that the answer to your question would be whether
> > or not persons perceived that they had been unfairly treated because
> > of their race. My guess is that there are not distinctions based upon
> > race, but, rather, upon discrimination, harassment and
> > retaliation- maybe the difference between 'espoused' theories and
> > 'enacted' theories' within an organization.
> >
> > I'll be interested in the answers that you receive to the question
> > that you posed!
> >
> > Karl Strandberg
> > California State University Dominguez Hills
> >
> > -------Original Message-------
> >
> > From: Kraiger,Kurt
> > Date: 9/8/2008 2:28:08 PM
> > To: OB@AOMLISTS.PACE.EDU
> > Subject: Racial Differences in Job Satisfaction, Organizational
> > Commitment, and Employee Engagement
> >
> > Does anyone know of any fairly recent work documenting race effects on
> > outcome variables such as job satisfaction, organizational commitment,
> > and employee engagement?
> >
> > Thanks in advance.
> >
> >
> > *************************************
> > Kurt Kraiger, Ph.D.
> > Professor of Psychology
> > Co-Director, Ph.D. Program in I/O Psychology Director, Center for
> > Organizational Excellence Department of Psychology Campus Delivery
> > 1876 Colorado State University Fort Collins, CO 80523-1876
> > (970) 491-6821
> > Kurt.Kraiger@colostate.edu
> > *************************************
> >
> > ____________________________________________________________
> >
> > No virus found in this incoming message.
> > Checked by AVG - http://www.avg.com
> > Version: 8.0.169 / Virus Database: 270.6.19/1659 - Release Date:
> > 9/8/2008 7:01 AM
> >
> >
> >
> > [image removed]

Appelez vos amis de PC à PC -- C'EST GRATUIT Téléchargez Messenger, c'est gratuit !

Reading Gazi’s comments about the research in Brazil, makes me think it is a cultural effect, but more specifically the following.

Organizational culture tends to reflect to some degree the predominant regional/national culture, unless consciously modeled otherwise (or is an international subsidiary, perhaps).

If the individual espouses the dominant national/regional culture, then there would be better person/culture fit within the organization, thus higher job satisfaction, commitment, etc.

If, however, the individual espouses a different national/regional culture then there would be lower person/culture fit within the organization, thus lower job sat, commitment, etc. 

In one study I conducted on a Japanese subsidiary operating in the States, I found that the African American and Canadian employees espoused different cultural values (more Feminine and Collectivist) than the white American and Japanese employees (which were surprisingly very similar).  Unfortunately, I didn’t get any Hispanic employees filling out the survey (Hofstede’s Values Survey Measure-94), nor did I measure job attitudes in the study.

Not sure if this helps, but those are my thoughts on it.

Dianne

*************************************************

Dr. Dianne P. Ford

Assistant Professor, OB/HR, MIS

Faculty of Business Administration

Memorial University of Newfoundland

St.John's, NL, A1B 3X5

Phone: (709) 737-8511

Website: www.busi.mun.ca/dpford

************************************************

I can't think of any reason, off hand, to explain your results. You say salary has very little effect and that surprises me a bit. How about the issue of job status. My experience here is that pay and status are of the most potent predictors of higher job satisfaction.

It might be cultural. Here, blacks are constantly reminded and raised to understand the mistreatment and discrimination they endured. We also have complex anti discrimination laws at the local, state and national level. This creates a climate of constant vigilance by our organizations to prevent and uncover unfair treatment. If you are constantly told you are the underdog, maybe you transfer that sentiment to the work place.

Steve

From: Organizational Behavior Division Listserv [mailto:OB@AOMLISTS.PACE.EDU] On Behalf Of Gazi Islam
Sent: Thursday, September 11, 2008 9:51 AM
To: OB@AOMLISTS.PACE.EDU
Subject: Re: Racial Differences in Job Satisfaction, Organizational Commitment, and Employee Engagement

This last comment by Steve is interesting, because I am working with a national level job attitudes data set in Brazil, and am finding higher job satisfaction among non-whites. This totally surprised me, and I am not sure how to explain it.  Controlling for salary has very little effect on this result.  Self-identified Blacks were higher in job satisfaction and self-actualization than whites, and the "mulatto" group was the highest category in both.  I know the US and Brazil have always been held up as constrasting models of race relations - could there be a cultural effect here? 
 
Gazi Islam
Ibmec São Paulo
 
 

> Date: Tue, 9 Sep 2008 22:15:45 -0500
> From: sjstanard@STANARD.COM
> Subject: Re: Racial Differences in Job Satisfaction, Organizational Commitment, and Employee Engagement
> To: OB@AOMLISTS.PACE.EDU
>
> I have conducted hundreds of job satisfaction studies where race was coded
> and I have never seen a case where minority workers achieved job
> satisfaction scores as high as the majority group. I have also seen the same
> phenomenon with union vs. non union with union scoring lower.
>
> Steve
>
>
>
> -----Original Message-----
> From: Organizational Behavior Division Listserv
> [mailto:OB@AOMLISTS.PACE.EDU] On Behalf Of Michael Frone
> Sent: Tuesday, September 09, 2008 10:36 AM
> To: OB@AOMLISTS.PACE.EDU
> Subject: Re: Racial Differences in Job Satisfaction, Organizational
> Commitment, and Employee Engagement
>
> Kurt,
>
> Don't know of any recent published studies comparing races on job attitudes.
> However, I'm working on an employment study I conducted a few years ago that
> used a national probability sample of employed adults in the US. I haven't
> looked at race differences in job attitudes, so I thought I'd take a quick
> look.
>
> I restricted the analysis to the 2502 wage and salary workers
> (owner/operators were dropped).
>
> Race was coded as follows:
>
> RACE2:
>
> White (n= 1946)
> minority (n= 556)
>
>
> RACE4:
>
> White (n= 1946)
> African American (n= 296)
> Hispanic (n= 142)
> Other (n= 118)
>
> Using sampling weights to better estimate population effects, the results
> were:
>
> For Race 2:
>
> Relative to White respondents, minority respondents reported significantly
> lower levels of job satisfaction and organizational commitment and higher
> levels of intentions to quit. These results held after controlling for
> gender, age, education, total family income, gross SOC occupation
> categories, job tenure, number of weekly work hours, work shift, and union
> membership.
>
>
> For Race 4:
>
> Relative to White respondents, African American respondents reported
> significantly lower levels of job satisfaction and organizational commitment
> and higher levels of intentions to quit. These results held after
> controlling for gender, age, education, total family income, gross SOC
> occupation categories, job tenure, number of weekly work hours, work shift,
> and union membership..
>
> Relative to White respondents, the effects for Hispanics and "Other" races
> were not significant but showed the same pattern. For example, for
> organizational commitment, the significance level was p < .10 for Hispanics
> and Other before covariates were added to the equations. However after
> controlling for the demographics noted above, these effects became
> much less significant. It might be that there was less power to detect
> effects for Hispanic and Other, but the size of the regression coefficients
> for Hispanic and Other were generally less than half size (or
> less) compared to the effects for African American respondents.
>
> Mike Frone
>
> ****************************************************************
> Michael R. Frone, Ph.D.
> Senior Research Scientist
> Research Institute on Addictions
> State University of New York at Buffalo
> 1021 Main Street
> Buffalo, New York 14203
>
> Office: 716-887-2519
> Fax: 716-887-2477
> E-mail: frone@ria.buffalo.edu
> Internet: http://www.ria.buffalo.edu/profiles/frone.html
> ***************************************************************
>
>
> > From: Organizational Behavior Division Listserv
> [mailto:OB@AOMLISTS.PACE.EDU]
> > On Behalf Of Kurt Kraiger
> > Sent: Tuesday, September 09, 2008 7:15 AM
> > To: OB@AOMLISTS.PACE.EDU
> > Subject: Re: Racial Differences in Job Satisfaction, Organizational
> > Commitment, and Employee Engagement
> >
> > That's on target.
> > We have data that shows that perceptions of diversity climate mediate
> > the race-attitude relationship, but to argue that this is meaningful,
> > I am trying to show that race in fact affects job attitudes Kurt
> >
> > --
> > *******************************************************
> > Kurt Kraiger, Ph.D.
> > Professor of Psychology
> > Co-Director, Ph.D. Program in I/O Psychology Director, Center for
> > Organizational Excellence President-Elect, Society for I/O Psychology
> >
> > Department of Psychology
> > Campus Delivery 1876
> > Colorado State University
> > Fort Collins, CO 80523-1876
> > (970) 491-6821
> > Kurt.Kraiger@colostate.edu
> > *****************************************************
> >
> >
> > ----- Original Message ----
> > From: Karl Strandberg <modecon@EARTHLINK.NET>
> > To: OB@AOMLISTS.PACE.EDU
> > Sent: Monday, September 8, 2008 3:37:53 PM
> > Subject: Re: Racial Differences in Job Satisfaction, Organizational
> > Commitment, and Employee Engagement
> >
> > Kurt, I am assuming that the answer to your question would be whether
> > or not persons perceived that they had been unfairly treated because
> > of their race. My guess is that there are not distinctions based upon
> > race, but, rather, upon discrimination, harassment and
> > retaliation- maybe the difference between 'espoused' theories and
> > 'enacted' theories' within an organization.
> >
> > I'll be interested in the answers that you receive to the question
> > that you posed!
> >
> > Karl Strandberg
> > California State University Dominguez Hills
> >
> > -------Original Message-------
> >
> > From: Kraiger,Kurt
> > Date: 9/8/2008 2:28:08 PM
> > To: OB@AOMLISTS.PACE.EDU
> > Subject: Racial Differences in Job Satisfaction, Organizational
> > Commitment, and Employee Engagement
> >
> > Does anyone know of any fairly recent work documenting race effects on
> > outcome variables such as job satisfaction, organizational commitment,
> > and employee engagement?
> >
> > Thanks in advance.
> >
> >
> > *************************************
> > Kurt Kraiger, Ph.D.
> > Professor of Psychology
> > Co-Director, Ph.D. Program in I/O Psychology Director, Center for
> > Organizational Excellence Department of Psychology Campus Delivery
> > 1876 Colorado State University Fort Collins, CO 80523-1876
> > (970) 491-6821
> > Kurt.Kraiger@colostate.edu
> > *************************************
> >
> > ____________________________________________________________
> >
> > No virus found in this incoming message.
> > Checked by AVG - http://www.avg.com
> > Version: 8.0.169 / Virus Database: 270.6.19/1659 - Release Date:
> > 9/8/2008 7:01 AM
> >
> >
> >
> > [image removed]

Appelez vos amis de PC à PC -- C'EST GRATUIT Téléchargez Messenger, c'est gratuit !

Reading Gazi's comments about the research in Brazil, makes me think it is a cultural effect, but more specifically the following.

Organizational culture tends to reflect to some degree the predominant regional/national culture, unless consciously modeled otherwise (or is an international subsidiary, perhaps).

If the individual espouses the dominant national/regional culture, then there would be better person/culture fit within the organization, thus higher job satisfaction, commitment, etc.

If, however, the individual espouses a different national/regional culture then there would be lower person/culture fit within the organization, thus lower job sat, commitment, etc. 

In one study I conducted on a Japanese subsidiary operating in the States, I found that the African American and Canadian employees espoused different cultural values (more Feminine and Collectivist) than the white American and Japanese employees (which were surprisingly very similar).  Unfortunately, I didn't get any Hispanic employees filling out the survey (Hofstede's Values Survey Measure-94), nor did I measure job attitudes in the study.

Not sure if this helps, but those are my thoughts on it.

Dianne

*************************************************

Dr. Dianne P. Ford

Assistant Professor, OB/HR, MIS

Faculty of Business Administration

Memorial University of Newfoundland

St.John's, NL, A1B 3X5

Phone: (709) 737-8511

Website: www.busi.mun.ca/dpford

************************************************

I can't think of any reason, off hand, to explain your results. You say salary has very little effect and that surprises me a bit. How about the issue of job status. My experience here is that pay and status are of the most potent predictors of higher job satisfaction.

It might be cultural. Here, blacks are constantly reminded and raised to understand the mistreatment and discrimination they endured. We also have complex anti discrimination laws at the local, state and national level. This creates a climate of constant vigilance by our organizations to prevent and uncover unfair treatment. If you are constantly told you are the underdog, maybe you transfer that sentiment to the work place.

Steve

From: Organizational Behavior Division Listserv [mailto:OB@AOMLISTS.PACE.EDU] On Behalf Of Gazi Islam
Sent: Thursday, September 11, 2008 9:51 AM
To: OB@AOMLISTS.PACE.EDU
Subject: Re: Racial Differences in Job Satisfaction, Organizational Commitment, and Employee Engagement

This last comment by Steve is interesting, because I am working with a national level job attitudes data set in Brazil, and am finding higher job satisfaction among non-whites. This totally surprised me, and I am not sure how to explain it.  Controlling for salary has very little effect on this result.  Self-identified Blacks were higher in job satisfaction and self-actualization than whites, and the "mulatto" group was the highest category in both.  I know the US and Brazil have always been held up as constrasting models of race relations - could there be a cultural effect here? 
 
Gazi Islam
Ibmec São Paulo
 
 

> Date: Tue, 9 Sep 2008 22:15:45 -0500
> From: sjstanard@STANARD.COM
> Subject: Re: Racial Differences in Job Satisfaction, Organizational Commitment, and Employee Engagement
> To: OB@AOMLISTS.PACE.EDU
>
> I have conducted hundreds of job satisfaction studies where race was coded
> and I have never seen a case where minority workers achieved job
> satisfaction scores as high as the majority group. I have also seen the same
> phenomenon with union vs. non union with union scoring lower.
>
> Steve
>
>
>
> -----Original Message-----
> From: Organizational Behavior Division Listserv
> [mailto:OB@AOMLISTS.PACE.EDU] On Behalf Of Michael Frone
> Sent: Tuesday, September 09, 2008 10:36 AM
> To: OB@AOMLISTS.PACE.EDU
> Subject: Re: Racial Differences in Job Satisfaction, Organizational
> Commitment, and Employee Engagement
>
> Kurt,
>
> Don't know of any recent published studies comparing races on job attitudes.
> However, I'm working on an employment study I conducted a few years ago that
> used a national probability sample of employed adults in the US. I haven't
> looked at race differences in job attitudes, so I thought I'd take a quick
> look.
>
> I restricted the analysis to the 2502 wage and salary workers
> (owner/operators were dropped).
>
> Race was coded as follows:
>
> RACE2:
>
> White (n= 1946)
> minority (n= 556)
>
>
> RACE4:
>
> White (n= 1946)
> African American (n= 296)
> Hispanic (n= 142)
> Other (n= 118)
>
> Using sampling weights to better estimate population effects, the results
> were:
>
> For Race 2:
>
> Relative to White respondents, minority respondents reported significantly
> lower levels of job satisfaction and organizational commitment and higher
> levels of intentions to quit. These results held after controlling for
> gender, age, education, total family income, gross SOC occupation
> categories, job tenure, number of weekly work hours, work shift, and union
> membership.
>
>
> For Race 4:
>
> Relative to White respondents, African American respondents reported
> significantly lower levels of job satisfaction and organizational commitment
> and higher levels of intentions to quit. These results held after
> controlling for gender, age, education, total family income, gross SOC
> occupation categories, job tenure, number of weekly work hours, work shift,
> and union membership..
>
> Relative to White respondents, the effects for Hispanics and "Other" races
> were not significant but showed the same pattern. For example, for
> organizational commitment, the significance level was p < .10 for Hispanics
> and Other before covariates were added to the equations. However after
> controlling for the demographics noted above, these effects became
> much less significant. It might be that there was less power to detect
> effects for Hispanic and Other, but the size of the regression coefficients
> for Hispanic and Other were generally less than half size (or
> less) compared to the effects for African American respondents.
>
> Mike Frone
>
> ****************************************************************
> Michael R. Frone, Ph.D.
> Senior Research Scientist
> Research Institute on Addictions
> State University of New York at Buffalo
> 1021 Main Street
> Buffalo, New York 14203
>
> Office: 716-887-2519
> Fax: 716-887-2477
> E-mail: frone@ria.buffalo.edu
> Internet: http://www.ria.buffalo.edu/profiles/frone.html
> ***************************************************************
>
>
> > From: Organizational Behavior Division Listserv
> [mailto:OB@AOMLISTS.PACE.EDU]
> > On Behalf Of Kurt Kraiger
> > Sent: Tuesday, September 09, 2008 7:15 AM
> > To: OB@AOMLISTS.PACE.EDU
> > Subject: Re: Racial Differences in Job Satisfaction, Organizational
> > Commitment, and Employee Engagement
> >
> > That's on target.
> > We have data that shows that perceptions of diversity climate mediate
> > the race-attitude relationship, but to argue that this is meaningful,
> > I am trying to show that race in fact affects job attitudes Kurt
> >
> > --
> > *******************************************************
> > Kurt Kraiger, Ph.D.
> > Professor of Psychology
> > Co-Director, Ph.D. Program in I/O Psychology Director, Center for
> > Organizational Excellence President-Elect, Society for I/O Psychology
> >
> > Department of Psychology
> > Campus Delivery 1876
> > Colorado State University
> > Fort Collins, CO 80523-1876
> > (970) 491-6821
> > Kurt.Kraiger@colostate.edu
> > *****************************************************
> >
> >
> > ----- Original Message ----
> > From: Karl Strandberg <modecon@EARTHLINK.NET>
> > To: OB@AOMLISTS.PACE.EDU
> > Sent: Monday, September 8, 2008 3:37:53 PM
> > Subject: Re: Racial Differences in Job Satisfaction, Organizational
> > Commitment, and Employee Engagement
> >
> > Kurt, I am assuming that the answer to your question would be whether
> > or not persons perceived that they had been unfairly treated because
> > of their race. My guess is that there are not distinctions based upon
> > race, but, rather, upon discrimination, harassment and
> > retaliation- maybe the difference between 'espoused' theories and
> > 'enacted' theories' within an organization.
> >
> > I'll be interested in the answers that you receive to the question
> > that you posed!
> >
> > Karl Strandberg
> > California State University Dominguez Hills
> >
> > -------Original Message-------
> >
> > From: Kraiger,Kurt
> > Date: 9/8/2008 2:28:08 PM
> > To: OB@AOMLISTS.PACE.EDU
> > Subject: Racial Differences in Job Satisfaction, Organizational
> > Commitment, and Employee Engagement
> >
> > Does anyone know of any fairly recent work documenting race effects on
> > outcome variables such as job satisfaction, organizational commitment,
> > and employee engagement?
> >
> > Thanks in advance.
> >
> >
> > *************************************
> > Kurt Kraiger, Ph.D.
> > Professor of Psychology
> > Co-Director, Ph.D. Program in I/O Psychology Director, Center for
> > Organizational Excellence Department of Psychology Campus Delivery
> > 1876 Colorado State University Fort Collins, CO 80523-1876
> > (970) 491-6821
> > Kurt.Kraiger@colostate.edu
> > *************************************
> >
> > ____________________________________________________________
> >
> > No virus found in this incoming message.
> > Checked by AVG - http://www.avg.com
> > Version: 8.0.169 / Virus Database: 270.6.19/1659 - Release Date:
> > 9/8/2008 7:01 AM
> >
> >
> >
> > [image removed]

Appelez vos amis de PC à PC -- C'EST GRATUIT Téléchargez Messenger, c'est gratuit !