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Relevant bibliographies by topics / Affirmative action attitudes

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Academic literature on the topic 'Affirmative action attitudes'

Author: Grafiati

Published: 4 June 2021

Last updated: 1 February 2022

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Journal articles on the topic "Affirmative action attitudes"

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Pilati, Ronaldo, and Mathieu Turgeon. "Attitudes on Affirmative Action in University Students: Effects of Race, Political Beliefs and Prejudice." Universitas Psychologica 18, no. 2 (July 16, 2019): 1–11. http://dx.doi.org/10.11144/javeriana.upsy18-2.aaau.

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The interplay between explicit and implicit attitudes toward affirmative action (AA) policies is relevant to applied psychology. Its comprehension helps to improve our capacity to evaluate support for such policies. The purpose of this study was to determine the extent to which students’ race, political opinion of affirmative action, and prejudice against minorities influence the relationship between implicit-explicit attitudes toward affirmative action policies. 492 student participants were recruited from a large Brazilian public university about racial quotas in admissions. Implicit and explicit measures of attitude about the admission process were applied, together with measures of political opinion of affirmative action, prejudice against minorities and race. The results show that race has little effect on the difference between implicit and explicit attitudes about the admission process, but that prejudice and political position exert strong effects. Our findings suggest that implicit measures of attitudes should be used when evaluating attitudes on AA.

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Matheson, Kimberly, Alan Echenberg, Donald M. Taylor, Darlene Rivers, and Ivy Chow. "Women's Attitudes Toward Affirmative Action: Putting Actions in Context1." Journal of Applied Social Psychology 24, no. 23 (December 1994): 2075–96. http://dx.doi.org/10.1111/j.1559-1816.1994.tb00575.x.

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Theron, S. W., and M. R. Viljoen. "An affirmative action audit for affirmative change: A management perspective." South African Journal of Economic and Management Sciences 4, no. 2 (June 30, 2001): 332–43. http://dx.doi.org/10.4102/sajems.v4i2.2646.

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This paper focuses on management's perception of affirmative action for affirmative change. A questionnaire, developed to measure attitudes towards the implementation of an affirmative action programme, was distributed to managers at all levels of management in a parastatal. Results supply evidence of a negative orientation towards affirmative action amongst younger managers. They hold the view that members of disadvantaged groups are favoured at their expense. Younger managers also perceive older managers not to have the necessary vision and skills to implement an affirmative action programme successfully. It is recommended that line management encourage communication between the different race groups, and develop positive attitudes and expectations towards the employers, the affirmative action programmes and the various jobs available.

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Kuklinski, James H., Paul M. Sniderman, Kathleen Knight, Thomas Piazza, Philip E. Tetlock, Gordon R. Lawrence, and Barbara Mellers. "Racial Prejudice and Attitudes Toward Affirmative Action." American Journal of Political Science 41, no. 2 (April 1997): 402. http://dx.doi.org/10.2307/2111770.

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Pat McEnrue, Mary. "PREDICTING ATTITUDES TOWARD AFFIRMATIVE ACTION IN ADVANCEMENT." Equal Opportunities International 7, no. 1 (January 1988): 28–31. http://dx.doi.org/10.1108/eb010480.

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Burt, Sandra. "Voluntary Affirmative Action. Does it Work?" Articles 41, no. 3 (April 12, 2005): 541–51. http://dx.doi.org/10.7202/050229ar.

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Slack, James D. "City Managers, Police Chiefs, and Fire Chiefs in the South: Testing for Determinants and Impact of Attitudes Toward Affirmative Action." Review of Public Personnel Administration 8, no. 1 (September 1987): 11–32. http://dx.doi.org/10.1177/0734371x8700800102.

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This study analyzes (1) the extent to which city managers, police chiefs, and fire chiefs in southern municipalities support affirmative action recruitment, (2) the factors which shape these attitudes, and (3) the extent to which bureaucratic attitudes contribute to actual recruitment patterns. Based predominantly on survey research, findings indicate that each set of public employers supports the principle of affirmative action. Yet, they are much less supportive of its implementation. Primary determinants of attitudes are found in demographic, political, and personal characteristics. In the case of affirmative action in the South, bureaucratic attitudes have negligible impact on bureaucratic behavior. Questions are raised about the linkages in the theory of representative bureaucracy.

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Bell, Myrtle P., David A. Harrison, and Mary E. McLaughlin. "Asian American Attitudes toward Affirmative Action in Employment." Journal of Applied Behavioral Science 33, no. 3 (September 1997): 356–77. http://dx.doi.org/10.1177/0021886397333006.

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DiTomaso, Nancy, Rochelle Parks-Yancy, and Corinne Post. "White Attitudes toward Equal Opportunity and Affirmative Action." Critical Sociology 37, no. 5 (April 7, 2011): 615–29. http://dx.doi.org/10.1177/0896920510380070.

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Katchanovski, Ivan, Neil Nevitte, and Stanley Rothman. "Race, Gender, and Affirmative Action Attitudes in American and Canadian Universities." Canadian Journal of Higher Education 45, no. 4 (December 31, 2015): 18–41. http://dx.doi.org/10.47678/cjhe.v45i4.184556.

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Direct comparisons of American and Canadian faculty and students’ views concerning issues of race, gender, and affirmative action in higher education are rare. The 1999 North American Academic Study Survey provides a unique opportunity to analyze the role of national and positional factors in faculty and student attitudes towards race, gender, and affirmative action in the US and Canada. The findings indicate that national factors are more important than positional factors on many racial and affirmative-action issues. Differences between students and faculty are more pronounced than are cross-national variations on many gender-related issues.

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Dissertations / Theses on the topic "Affirmative action attitudes"

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Sorenson, Robert Randall. "Attitudes and actions of affirmative action." CSUSB ScholarWorks, 1992. https://scholarworks.lib.csusb.edu/etd-project/608.

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Brown, Syreeta. "The Relationship Between Social Attitudes and Race-Based Affirmative Action." Honors in the Major Thesis, University of Central Florida, 2005. http://digital.library.ucf.edu/cdm/ref/collection/ETH/id/744.

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This item is only available in print in the UCF Libraries. If this is your Honors Thesis, you can help us make it available online for use by researchers around the world by following the instructions on the distribution consent form at http://library.ucf
Bachelors
Arts and Sciences
Psychology

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Dunville, Donna. "Personnel Managers' Attitudes Towards Affirmative Action & Its Potential Correlates." TopSCHOLAR®, 1993. https://digitalcommons.wku.edu/theses/2281.

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Despite the controversy surrounding Affirmative Action (AA), relatively little research has appeared about attitudes towards these programs. In this research, an exploratory approach is implemented to assess the support of personnel managers for the theory of AA as well as the mechanisms designed to carry it out. Also, the relationship to Supreme Court decisions, relevant legislation, and numerous demographic, attitudinal, and organizational variables are examined for their impact on Affirmative Action attitudes. A questionnaire was utilized to assess support for AA and its correlates. The majority of personnel managers indicate support for both AA in theory and the mechanisms required to carry these programs out. This research indicates either very small or no differences exist between support for AA concepts versus AA mechanisms, support for gender -based versus race-based AA, or support reported by private sector versus public sector personnel managers for AA. How personnel managers perceive the impact of Court Decisions and the 1991 Civil Rights Act on AA implementation, although small, was found to be a significant correlate of AA attitudes. The race of the respondent was found to be the most significant determinant of AA attitudes. Although minorities were found to be more supportive than nonminorities, both were found to register support for these programs.

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Tomisek, Ashley Marie. "The Intersections of Race, Ethnicity, and Gender: Asian American Attitudes toward Affirmative Action." Thesis, Virginia Tech, 2010. http://hdl.handle.net/10919/32923.

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This study explores the potential differences in attitudes that Asian American ethnic groups, and men and women within those groups, have toward Affirmative Action policies in the United States. My research question was: How do ethnicity and gender effect Asian American attitudes toward Affirmative Action? Using the Pilot National Asian American Political Survey (PNAAPS), 2000-2001, as well as conducting semi-structured interviews, I found that there are differences in attitudes toward Affirmative Action between Asian ethnic groups. In comparison to Chinese respondents, Vietnamese respondents were consistently more favorable toward Affirmative Action policies than South Asian and Filipino respondents were. Gender was significant in a few regressions, particularly as a control variable â indicating the importance of considering gender when examining Asian American attitudes toward Affirmative Action. In conducting interviews, respondents suggested that Affirmative Action policies be amended to assist people of lower socioeconomic status as well as recent immigrants to the United States. An implication of this study is the importance of disaggregating Asian Americans by ethnic group. The consistent support for Affirmative Action policies by Vietnamese respondents, in comparison to Chinese respondents, supports this need.
Master of Science

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Wright, Sarah-Ann L. "Attitudes to affirmative action and the perceived impact of affirmative action programmes in the South African business environment : a comparative study based on race and gender." Thesis, Rhodes University, 1994. http://hdl.handle.net/10962/d1015715.

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Affirmative action is a sensitive and controversial topic evoking a host of emotional reactions regarding tokenism, reverse discrimination, lowering of standards, quota systems and a disregard for meritocracy (Gatherer & Erikson, 1992). It is also a topic receiving considerable attention in the context of a changing South Africa and will be one of the first steps taken in the labour arena under a new government (Charoux, 1991 ). The goals of the research were firstly, to detail and compare the attitudes of men and women, black and white to affirmative action and secondly, to examine the perceived impact of an affirmative action programme on beneficiaries as well as non-beneficiaries. The research was of a quantitative and qualitative nature, so as to provide the scope and depth desired in such an investigation. A survey was conducted using the data collection techniques of a mail questionnaire (quantitative focus) and individual in-depth interviews (qualitative focus). A pilot study was conducted. The majority of the questions in the questionnaire conformed to the conventions of the Likert Scale (Oppenheim, 1992) and data was analysed using percentile frequencies. Data from the interviews was analysed using the qualitative methods of noting themes and patterns, and clustering as proposed by Miles and Hubem1an (1984). The research was conducted in one large organisation in the infomation services industry, situated in the PWV area. Four key sample groups of white men, white women, black men and black women were used. The results of the research indicate that respondents perceive affirmative action as a policy to primarily address the educational disadvantages of black people in South Africa. Initial attitudes to affirmative action reflected a negative orientation amongst whites but a positive orientation amongst blacks. However, probing into the issues indicated that whilst there is an acceptance of the philosophy of and the need for affirmative action for black people, disagreement existed over which implementation methods of affirmative action (preferential treatment and quota systems) were acceptable and at what interfaces (hiring, training and development, promotion), implementation was acceptable. Attitudes on these various issues were often not divided along racial or gender lines and considerable divergence of attitudes also existed within the sample groups. Gender in affirmative action received less consideration by all four sample groups. Results also indicate that beneficiaries of affirmative action do not perceive affirmative action policies and programmes as stigmatising or negatively affecting their self-esteem. Nonbeneficiaries communicated that affirmative action could result in white resentment if blacks benefit at the expense of whites. Low levels of resentment were evident in the research. The organisation's affirmative action programme was seen to be ineffective due to the lack of communication about the programme, no evidence of its progress in terms of significant representation of blacks at senior levels in company XXX and the inequities that were seen to be still pervading the organisation.

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Vilakazi, Sibongile Deborah. "The relationship between gender-based affirmative action attitudes, participation in decision-making and organisational commitment." Pretoria : [s.n.], 2007. http://upetd.up.ac.za/thesis/available/etd-09302008-074617.

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Peters, James E. "Attitudes and General Knowledge of Affirmative Action in Higher Education Admissions At One Historically Black University in Tennessee." Digital Commons @ East Tennessee State University, 2018. https://dc.etsu.edu/etd/3362.

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The purpose of this study was to examine attitudes and general knowledge of Affirmative Action in higher education admissions at one HBCU in Tennessee. The researcher used a modified version of the Echols’s Affirmative Action Inventory (EAAI) to assess attitudes and general knowledge of all administrators, faculty, staff, and students at this institution. At the conclusion of the collection period, 269 surveys were deemed usable. Of these, 31 surveys were completed by administrators, faculty completed 62 surveys, 55 surveys were completed by staff, and 121 surveys were completed by students. The dependent variables for the study were individual survey questions (1-9) and three dimensions created by transforming the data from sets of survey questions. The independent variables were participant group (administrators, faculty, staff, and students), gender, race, and academic discipline. Two-way contingency tables and c2 were used to examine the associations between each independent variable and the dependent variable for each of the individual survey questions. Two-way analysis of variance (ANOVA) was used to compare the mean differences between the dimensions and pairs of independent variables. The quantitative findings indicated that the independent variable, participant group, was found to differ in five of the 11 research questions significantly. Administrators hold positive attitudes and exhibit greater general knowledge on the topic of Affirmative Action compared to faculty, staff, or students. Of the other independent variables, only race and academic discipline resulted in significant differences. Respondents who identified as Non-White exhibited positive attitudes towards the dimension that assessed whether Affirmative Action was moral and ethical over respondents who identified as White. Respondents who were classified as belonging to the humanities (academic discipline) were more likely to exhibit positive attitudes toward support of Affirmative Action over respondents who were classified as belonging to business.

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Maphoso, Lesiba Samuel Thitshere. "Attitudes of employees towards affirmative action and job satisfaction in the South African Broadcasting Corporation ( SABC), Limpopo Province /." Thesis, University of Limpopo, 2014. http://hdl.handle.net/10386/1232.

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Thesis (M.A. (Media Studies)) --University of Limpopo, 2014
The purpose of this study was to investigate if there was any statistical significant difference in attitude towards Affirmative Action and job satisfaction of employees in the South African Broadcasting Corporation in Limpopo Province (SABC Limpopo Combo). The Attitude towards Affirmative Action Questionnaire (AAAQ) and the Job Satisfaction Questionnaire (JSQ) were distributed among employees/journalists (N=86) who were randomly selected. The results were analysed using the Chi-Square test and the t-test. The results revealed no statistical significant difference in attitudes towards Affirmative Action among employees or journalists and no significant relationship between attitudes towards Affirmative Action and job satisfaction. However, results revealed that senior employees/journalists were more satisfied than junior employees/journalists in (1) pay and benefits, and (2) job activities/work itself. Recommendations were made, which may be considered during the interpretation of organisational turnaround strategies and employment equity in workplaces or in the media.

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Zaragoza, Joseph. "The Impact of Individual Perceptions of the Fairness of Public Affirmative Action Policy Statements on Attitudes toward the Organization." Master's thesis, University of Central Florida, 2012. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/5588.

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The purpose of this research project was to explore differences in perceptions of organizational justice and related attitudes. Through the use of a 3 x 2 experimental design, participants were randomly assigned to groups in which they were exposed to a fictitious organization's mock recruitment document publicizing different types of affirmative action programs and varying levels of information regarding the mechanics of such programs. Results did not demonstrate statistically significant differences across groups. Project implications, limitations, and suggestions for future research are discussed.
M.S.
Masters
Psychology
Sciences
Industrial Organizational Psychology

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May, Melissa M. "Whites opposition to race targeted policies : the effects of racial attitudes and self-interest." Virtual Press, 2004. http://liblink.bsu.edu/uhtbin/catkey/1293375.

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This study examined the effects of white's opposition to race targeted policies. Using the 1998 General Social Survey this paper investigated self-interest and racial attitudes theories to help explain levels of opposition to giving government aid to blacks, preference in hiring blacks and the amount of assistance given to blacks. Ordinary Least Squares (OLS), Logit, and Ordered Logit regression models are used to test these two theories of white's opposition. The self-interest hypothesis states that whites who have higher levels of self-interest are less likely to support race targeted policies. Findings do not have strong support for the self-interest hypothesis. However, the racial attitudes hypothesis, which states whites who believe that African Americans' have lower levels of ability are less likely to support race targeted policies, was supported. Based on this study's findings; individuals who possess racist attitudes are more likely to oppose race based policies than self-interest attitudes.
Department of Sociology

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Books on the topic "Affirmative action attitudes"

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Seltzer, Richard. Attitudes towards discrimination and affirmative action for minorities and women. Washington, D.C: Instituter for Urban Affairs and Research, Howard University, 1985.

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Affirmative action at work: Law, politics, and ethics. Pittsburgh, Pa: University of Pittsburgh Press, 1991.

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Washington (State). Governor's Affirmative Action Policy Committee. Multi-Racial/Ethnic Subcommittee. The Governor's Affirmative Action Policy Committee report on multi-racial/ethnic designations. [Olympia, Wash.]: Office of Financial Management, State of Washington, Executive Policy Division, 1997.

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Racing for innocence: Whiteness, gender, and the backlash against affirmative action. Stanford, California: Stanford University Press, 2012.

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G, Carmines Edward, ed. Reaching beyond race. Cambridge, Mass: Harvard University Press, 1997.

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Langer, Arnim, Frances Stewart, and Maarten Schroyens. Horizontal inequalities and affirmative action: An analysis of attitudes towards redistribution across groups in Africa. UNU-WIDER, 2016. http://dx.doi.org/10.35188/unu-wider/2016/163-5.

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Anthea McGregor & Associates. and S. P. A. Consultants, eds. Affirmative action survey. Rivonia [South Africa]: S·P·A Consultants, 1993.

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Geismer, Lily. A Multiracial World. Princeton University Press, 2017. http://dx.doi.org/10.23943/princeton/9780691157238.003.0004.

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This chapter examines the Metropolitan Council for Educational Opportunity (METCO) and its commitment to equal opportunity and changing individual attitudes through one-on-one interaction. While METCO offered a rare example of interracial and urban–suburban cooperation, its focus on collective benefits rather than collective responsibility had wide-ranging consequences. Tracing the development of METCO offers an important case study of the trade-offs that suburban liberal activists made in their quests to achieve social justice. The organizers' pragmatic approach ensured the acceptance of the program in the suburbs and paved the way for later support of diversity claims about the value of affirmative action. This strategy, nevertheless, fortified the consumer-based and individualist dimensions of the Route 128 political culture. It ultimately made community members more resistant to grappling with the systemic and historical circumstances that necessitated programs like METCO and affirmative action in the first place.

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Book chapters on the topic "Affirmative action attitudes"

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Williamson Pedrick, Karin, and Sandra Arnold Scham. "Changes in Latitudes, Changes in Attitudes." In Inside Affirmative Action, 52–72. Routledge, 2018. http://dx.doi.org/10.4324/9781315191096-4.

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Verberk, Geneviève, and Peer Scheepers. "Education, Attitudes towards Ethnic Minorities and Opposition to Affirmative Action." In Education and Racism, 163–209. Routledge, 2018. http://dx.doi.org/10.4324/9780429458101-8.

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Purcell, Edward A. Jr. "A Manipulative Jurisprudence: Unprincipled and Expedient Reasoning." In Antonin Scalia and American Constitutionalism, 137–62. Oxford University Press, 2020. http://dx.doi.org/10.1093/oso/9780197508763.003.0006.

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This chapter offers a more detailed analysis of some of Justice Antonin Scalia’s most striking inconsistencies. Its first section addresses Scalia’s use of James Madison as a principal and particularly prestigious originalist source, especially his essays in the Federalist Papers. The chapter examines in particular his inconsistent uses of Madison’s writings in such cases as United States v. Windsor and Morrison v. Olson and in his attitude toward affirmative action and Madison’s idea of the “extended republic” in his decisions on the Eleventh Amendment. The chapter shows that he used Madison when his writings supported Scalia’s own views but ignored him when they contradicted those views. The chapter’s second section examines two of Scalia’s most dubious actions on the Court, joining the five-justice conservative majority in Shelby County v. Holder and writing a deeply flawed opinion for the Court in Boyle v. United Technologies. The chapter argues that the two cases show Scalia at his most inconsistent, contradictory, and willful in serving his ideological and political goals, in the first case voiding a critical provision of the Voting Rights Act of 1965 and in the second expanding federal common law to protect military contractors from tort suits.

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Yamazaki, Yoshitaka, and Michiko Toyama. "RELATION OF LEARNING STYLE TO INTERCULTURAL SENSITIVITY AND INTERNATIONAL ATTITUDES AMONG JAPANESE UNDERGRADUATES." In Advances in Psychology and Psychological Trends, 135–46. inScience Press, 2020. http://dx.doi.org/10.36315/2021pad13.

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This studyempirically explored how learning style relates to intercultural sensitivity and international attitudes in the context of a Japanese university. Atotal of 109 undergraduate students completed three questionnaires: Kolb’s Learning Style Inventory, Chen and Starosta’s Intercultural Sensitivity Scale, and Yashima’s International Posture as a measurefor international attitudes. Because the factor structure with constituent items of the Intercultural Sensitivity Scale was unresolved, we first examined the configuration of its latent constructs and then identified four underlying components. In terms of intercultural sensitivity, results of regression analysis illustrated that a learning style with a focus on acting over reflecting significantlynegativelyrelated to Anxious Interactionand marginallyrelated to Affirmative andEnjoyment Interaction. Results for international attitudes revealed that the samelearning variable wassignificantlyassociated with Intercultural Approach Tendency,Interest in International Vocation, andWillingness to Communicate to the World, whereas the learning variable of thinking versus feeling was marginally negatively related to Intercultural Approach Tendency. In conclusion, the study suggests that the learning styledimension of actionversus reflection has a strongerinfluence on intercultural sensitivity and international attitudesthan the learning dimension of thinking versus feeling.

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Dougherty, Tom. "The Behavioural View." In The Scope of Consent, 53–65. Oxford University Press, 2021. http://dx.doi.org/10.1093/oso/9780192894793.003.0005.

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This chapter argues that we should reject the Mental View in favour of the Behavioural View on the grounds that consent must be public. Like promises, consent modifies the demands that we can make of each other, and these demands structure the ways that we hold each other accountable. To the extent that duties are public, duties are better suited to structure how we hold each other accountable. Since consent changes which duties people have, this provides us with a rationale for why consent requires public behaviour. While an advocate of the Behavioural View will hold that consent requires behaviour, they should also allow that someone must have a mental attitude to consent. Accordingly, they should adopt a graded approach to sexual offence policies, according to which acting merely without someone’s affirmative consent is a less grave offence than acting against someone’s will.

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Conference papers on the topic "Affirmative action attitudes"

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Marsh, Cecille. "Gender Diversity in Computing: An Environmental Perspective." In InSITE 2008: Informing Science + IT Education Conference. Informing Science Institute, 2008. http://dx.doi.org/10.28945/3248.

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Previous research conducted by the author investigated the socio-political backgrounds of two groups of female students studying computer-related university programmes. They came from distinctly different backgrounds and were enrolled at two institutions with very different legacies. The author found that socio-political factors, in particular the role of a dominant female household head and aggressive governmental affirmative action, had a significant effect on the girls’ levels of confidence and subsequently on their decision to study computer-related courses. Based on this insight, the researcher undertook to look further into gender diversity with respect to self-perceived general computer confidence and self-perceived ability to program a computer. A sample of both female and male Information T echnology students from very similar disadvantaged socio-economic backgrounds was surveyed. The sample of 204 students was drawn from all three years of the National Diploma in Information Technology. The author considered the following research questions: (i) Do males and females studying computer-related courses have differing computer selfefficacy levels? (ii) Do males and females studying computer programming have differing attitudes towards their ability to program? (iii) Do males and females differ in their attitudes towards the programming learning environment?

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Reports on the topic "Affirmative action attitudes"

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Women’s Attitudes to Affirmative Action Programs for Leadership. IEDP Ideas for Leaders, January 2014. http://dx.doi.org/10.13007/302.

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