Current Search:  Blacks (x) » African American women (x)

View All Items

  • CSV Spreadsheet
(1 - 7 of 7)
Durham tobacco
Title
Durham tobacco.
Date Created
1840-1880
Identifier
DP0015391
Format
Image (JPEG)
PURL
http://purl.flvc.org/ucf/fd/DP0015391
MAMMY
Title
MAMMY.
Date Created
1930s
Identifier
DP0015356
Format
Image (JPEG)
PURL
http://purl.flvc.org/ucf/fd/DP0015356
Aunty
Title
Aunty.
Date Created
1940s
Identifier
DP0015368
Format
Image (JPEG)
PURL
http://purl.flvc.org/ucf/fd/DP0015368
rising sun stove polish
Title
The rising sun stove polish.
Date Created
1885-1895
Identifier
DP0015355
Format
E-book
PURL
http://purl.flvc.org/ucf/fd/DP0015355
Sapolio, Enoch Morgan & Sons
Title
Sapolio, Enoch Morgan & Sons.
Date Created
1880s
Identifier
DP0015445
Format
E-book
PURL
http://purl.flvc.org/ucf/fd/DP0015445
Ole Virginia Hickory Chips
Title
Ole Virginia Hickory Chips.
Date Created
1940s
Identifier
DP0015371
Format
Set of related objects
PURL
http://purl.flvc.org/ucf/fd/DP0015371
MIXED SIGNALS AT THE INTERSECTION: THE EFFECT OF ORGANIZATIONAL COMPOSITION ON RATINGS OF BLACK WOMEN'S MANAGEMENT SUITABILITY
Title
MIXED SIGNALS AT THE INTERSECTION: THE EFFECT OF ORGANIZATIONAL COMPOSITION ON RATINGS OF BLACK WOMEN'S MANAGEMENT SUITABILITY.
Creator
Bowens, Laticia, Fritzsche, Ph.D., Barbara, University of Central Florida
Abstract / Description
Historically, Black women's workplace experiences have been understudied, partially due to an implicit assumption that their experiences are subsumed by research on Black men and/or White women. This oversight is even more evident in the field of management. However, considerable attention has been given to the debate about whether Black women are at a double advantage (i.e., as supposed affirmative action "two-for-one bargains") or at a double disadvantage due to their double marginalizing...
Show moreHistorically, Black women's workplace experiences have been understudied, partially due to an implicit assumption that their experiences are subsumed by research on Black men and/or White women. This oversight is even more evident in the field of management. However, considerable attention has been given to the debate about whether Black women are at a double advantage (i.e., as supposed affirmative action "two-for-one bargains") or at a double disadvantage due to their double marginalizing characteristics. Empirical research in the area has found support for each side, furthering the debate, but also advancing an overly simplistic explanation for a set of experiences that is certainly much more complicated. Therefore, the purpose of this study was to investigate the conditions under which Black women, when seeking managerial employment, are at a double advantage or disadvantage, using Critical Race Feminism, Cox's Interactional Model of Cultural Diversity (IMCD; 1994), and theories of social categorization as the theoretical foundation. A 2 (sex) x 2 (race) x 2 (demographic composition of the workplace) between-subjects design was used to test the hypotheses that the Black female applicant would have a double disadvantage in a more demographically balanced organization and double advantage in an organization that is more White and male. Participants (N = 361) reviewed information about an organization (where demographic composition was manipulated) and three available management positions. They also reviewed a fictional professional networking profile of a job applicant where race and sex were manipulated through photos, and job qualifications and experience were held constant. Based on all of the information, they rated the applicant on his/her suitability for the jobs. Results of planned contrasts and ANOVAs showed partial support for the hypotheses. In the balanced organization, the Black female applicant was rated lower in suitability for entry-level management than the Black male and White female applicants. Likewise, she was rated higher than the Black male and White female applicants in the less diverse organization, when evaluated for upper-level management. Thus, the study clarifies the theories of double advantage and double disadvantage by identifying organizational composition as a moderator of the relationship between applicant race/sex and employment outcomes (i.e., management suitability ratings). The implications of these findings are discussed.
Show less
Date Issued
2011
Identifier
CFE0003761, ucf:48761
Format
Document (PDF)
PURL
http://purl.flvc.org/ucf/fd/CFE0003761