Current Search: Critical Race Feminism (x)
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- Title
- MIXED SIGNALS AT THE INTERSECTION: THE EFFECT OF ORGANIZATIONAL COMPOSITION ON RATINGS OF BLACK WOMEN'S MANAGEMENT SUITABILITY.
- Creator
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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
- Title
- STORY LINES: MOVING THROUGH THE MULTIPLE IMAGINED COMMUNITIES OF AN ASIAN-/AMERICAN-/FEMINIST BODY.
- Creator
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Choudhury, Athia, Park, Shelley, University of Central Florida
- Abstract / Description
-
We all have stories to share, to build, to pass around, to inherit, and to create. This story - the one I piece together now - is about a Thai-/Bengali-/Muslim-/American-/Feminist looking for home, looking to manage the tension and conflict of wanting to belong to her family and to her feminist community. This thesis focuses on the seemingly conflicting obligations to kinship on the one hand and to feminist practice on the other, a conflict where being a good scholar or activist is directly...
Show moreWe all have stories to share, to build, to pass around, to inherit, and to create. This story - the one I piece together now - is about a Thai-/Bengali-/Muslim-/American-/Feminist looking for home, looking to manage the tension and conflict of wanting to belong to her family and to her feminist community. This thesis focuses on the seemingly conflicting obligations to kinship on the one hand and to feminist practice on the other, a conflict where being a good scholar or activist is directly in opposition to being a good Asian daughter. In order to understand how and why these communities appear at odds with one another, I examine how the material spaces and psychological realities inhabited by specific hyphenated, fragmented subjects are represented (and misrepresented) in both popular culture and practical politics, arguing against images of the hybrid body that bracket its lived tensions. I argue that fantasies of home as an unconditional site of belonging and comfort distract us from the multiple communities to which hyphenated subjects must move between. Hyphenated Asian-/American bodies often find ourselves torn between nativism and assimilationism - having to neutralize, forsake, or discard parts of our identities. Thus, I reduce complicated, difficult ideas of being to the size of a thimble, to a question of loyalty between my Asian-/American history and my American-/feminist future, between my familial background and the issues that have become foregrounded for me during college, between the home from which I originate and the new home to which I wish to belong. To move with fluidity, I must - in collaboration with others - invent new stories of identity and belonging.
Show less - Date Issued
- 2012
- Identifier
- CFH0004200, ucf:44974
- Format
- Document (PDF)
- PURL
- http://purl.flvc.org/ucf/fd/CFH0004200
