Page 293 - Discrimination at Work The Psychological and Organizational Bases
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                                      STONE-ROMERO
 supervisor and others might be strained. As a result, the incumbent might
 avoid contact with others and might manifest anxiety in interactions with
 them. As a consequence, the incumbent's standing in the eyes of others may
 turn even more negative. This could have very important consequences
 in organizational contexts. More specifically, stigmatized job incumbents
 might shy away from involvements and activities that would serve to im­
 prove their position in both the organization and the world of work.
 SOME IMPORTANT CONSEQUENCES OF STIGMATIZATION
 Stigmatization can lead to a number of negative consequences, several of
 which were alluded to above. Thus, this section considers four issues: (a)
 the relation between unfair discrimination and justice (fairness), (b) access
 discrimination, (c) treatment discrimination, and (d) the affective reactions
 that observers have to stigmatized individuals.

 Unfair Discrimination and Organizational Justice

 Relative to individuals who control various types of resources in orga­
 nizational settings (i.e., ingroup members), stigmatized people are often
 viewed as being members of outgroups. As such, they face three gen­
 eral types of injustice in such settings (Stone-Romero & Stone, 2004). First,
 in spite of their inputs or contributions, stigmatized individuals may get
 lower levels of outcomes than they deserve, resulting in distributive in­
 justice. Second, the procedures used to allocate outcomes to stigmatized
 individuals may be less fair than those used to allocate outcomes to non-
 stigmatized individuals, leading to procedural injustice. Third, and finally,
 stigmatized individuals may be accorded less considerate interpersonal
 treatment than nonstigmatized individuals, causing interpersonal injustice
 Examples of various types of injustice are considered below.

 Access Discrimination

 To the degree that individuals (targets) are stigmatized, they have lowered
 odds of being selected for jobs. There are at least two reasons for this. One
 reason is that to the extent that targets feel stigmatized, they may view the
 odds of being hired for a job as very low, and, as a result of the stigma's
 "chilling effect" may not even apply. The other reason is that individuals
 who make hiring decisions may not respond favorably to the employment
 applications of stigmatized individuals. Among the many reasons for this is
 that, as noted above, decision makers may have low expectations about the
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