Page 173 - Discrimination at Work The Psychological and Organizational Bases
P. 173
BRIEF, BUTZ, DE1TCH
142
Bendick, M. Jr. (1998). Adding testing to the nation's portfolio of information on employment
discrimination. In M. Fix and M. A. Turner (Eds.), A national report card on discrimination:
The role of testing. Washington, DC: The Urban Institute.
Bendick, M., Jr., Jackson, C. W., & Reinoso, V. A. (1994). Measuring employment discrimi
nation through controlled experiments. In F. L. Pincus and H. J. Ehrlich (Eds.), Race and
ethnic conflict: Contending views on prejudice, discrimination, and ethnoviolence. Boulder, CO:
Westview.
Bertrand, M., & Mullainathan, S. (2003). Are Emily and Brendan more employable than Lakisha
and Jamal? A field experiment on labor market discrimination. Unpublished manuscript,
University of Chicago GSB/MIT working paper.
Bettelheim, B., & Janowitz, M. (1964). Social change and prejudice. New York: The Free Press.
Bielby, W. T. (2000). Minimizing workplace gender and racial bias. Contemporary Sociology,
29,120-129.
Blau, P. M. (1977). Inequality and heterogeneity. New York: The Free Press.
Blumer, H. (1958). Racial prejudice as a sense of group position. Pacific Sociological Review, 1,
3-7.
Bobo, L. D., & Suh, S. A. (2000). Surveying racial discrimination: Analyses from a multiethnic
labor market. In L. D. Bobo, M. L. Oliver, J. H. Johnson, Jr., & A. Valenzeula, Jr. (Eds.),
Prismatic metropolis: Inequality in Los Angeles. New York: Russell Sage Foundation.
Braddock, J. H., Ill, & McPartland, J. M. (1987). How minorities continue to be excluded from
equal employment opportunities: Research on labor market and institutional barriers.
Journal of Social Issues, 43,5-39.
Brewer, M. B. (1997). The social psychology of intergroup relations: Can research inform
practice? Journal of Social Issues, 53,197-211.
Brewer, M. B., & Brown, R. J. (1998). Intergroup relations. In D. T. Gilbert, S. T. Fiske, &
G. Lindzey (Eds.), The handbook of social psychology (Vol. 2, pp. 554-594). New York:
McGraw-Hill.
Brief, A. P. (1998). Attitudes in and around organizations. Thousand Oaks, CA: Sage.
Brief, A. P., & Barsky, A. (2000). Establishing a climate for diversity: Inhibition of prejudice
reactions in the workplace. In G. R. Ferris (Ed.), Research in personnel and human resources
management (pp. 91-129). Greenwich, CT: JAI.
Brief, A. P., Dietz, J., Cohen, R. R., Pugh, S. D., & Vaslow, J. B. (2000). Just doing business: Mod
ern racism and obedience to authority as explanations for employment discrimination.
Organizational Behavior and Human Decision Processes, 81, 72-97.
Brief, A. P., & Hayes, E. L. (1997). The continuing "American dilemma": Studying racism in
organizations. In C. L. Cooper & D. M. Rouseau (Eds.), Trends in organizational behavior
(Vol. 4, pp. 89-105). Chichester, UK: Wiley.
Brown, C. (1982). The Federal attack on labor market discrimination: The mouse that roared?
In R. Ehrenberg (Ed.), Research in labor economics (Vol. 5, pp. 33-68). Greenwich, CT: JAI.
Burr, J. A., Galle, O. R., & Fossett, M. A. (1991). Racial occupational inequality in Southern
metropolitan areas, 1940-1980: Revisiting the visibility-discrimination hypothesis.
Social Forces, 69, 831-850.
Cawley, J., Heckman, J., & Vytlacil, E. (1999). Meritocracy in America: Wages within and
across occupations. Industrial Relations, 38,250-296.
Cohen, Y, & Pfeffer, J. (1986). Organizational hiring standards. Administrative Science
Quarterly, 31,1-24.
Cohen, L. E., Broschak, J. P., & Haveman, H. A. (1998). And then there were more? The effect
of organizational sex composition on the hiring and promotion of managers. American
Sociological Review, 63, 711-727.