Page 27 - Discrimination at Work The Psychological and Organizational Bases

CONTRIBUTORS
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Eugene F. Stone-Romero (PhD, University of California at Irvine) is pro­
fessor of psychology at the University of Central Florida. He is a fellow
of the Society for Industrial and Organizational Psychology, the American
Psychological Society, and the American Psychological Association. He
formerly served as an associate editor of the Journal of Applied Psychology
and now serves on the editorial boards of several journals, including the
Journal of Applied Psychology, Personnel Psychology, Journal of Management,
and Organizational Research Methods. Professor Stone-Romero's current
research interests include the influence of work-related values on work
behavior, unfair discrimination in organizations, privacy in organizations,
and determinants of work quality.
Kecia M. Thomas is associate professor and graduate coordinator for the
Department of Psychology at the University of Georgia (UGA). She also
holds an appointment in UGA's Institute for African-American Studies.
Kecia is an industrial/organizational psychologist whose primary research
interests are in the area of the psychology of workplace diversity. She has
published research on the topics of recruitment, leadership, and careers in
a number of psychology journals and has completed a text on diversity
dynamics in the workplace.
Theresa K. Vescio is an assistant professor of psychology at Pennsylva­
nia State University. She studies social attitudes and social cognition. Her
primary research endeavors fall under the rubric of stereotyping and prej­
udice. Within this context, her work focuses on the following four areas:
(1) how global societal stereotypes influence judgments of and behavior
toward individual members of stereotyped groups; (2) how contact with
individual outgroup members affects stereotypic representations of out­
groups and intergroup prejudice; (3) intergroup categorization, perception
and bias; and (4) how members of stereotyped groups define themselves
and cope in the face of negative stereotyped perceptions of the groups to
which they belong.
Carolyn Wiethoff is a clinical assistant professor in the management
department of the Kelley School of Business at Indiana University—
Bloomington. She holds a BA in philosophy and religion from Kean Uni­
versity in New Jersey, an MA in speech communication from Indiana
University—Bloomington, and a PhD in management and human re­
sources from the Fisher College of Business at The Ohio State University.
Her research interests include the effect of nonvisible diversity (e.g., sexual
orientation or religious differences) on individual and group behavior in
organizations. She supplements this interest with research in the areas of
trust and work teams.