It is difficult to draw definitive conclusions about the workplace impact of race from the
organizational psychology and organizational behavior literature. Topical coverage is spotty …

Employees face tensions to feel as if they are seen and appreciated as unique individuals
while also feeling as if they belong in their workgroups and organizations. To resolve these …

Despite impressive gains in the spread of quasi-democratic social practices and respect for
human rights witnessed in the past hundred years (eg, Pinker, 2011), intergroup …

Over the last decades, the use of explicit derogatory language (eg, hate speech, slurs, micro-
insults) has risen in many countries. We provide an overview on blatant language …

While we would typically expect poor performers to elicit abusive responses from their
supervisors, we theorize that high performers may also be victims of abusive supervision …

Asian employees occupy an intermediate status in the US racial hierarchy between White
and Black employees. Given this intermediate position, it is unclear whether and how Asian …

Why do the majority of (White) academics within management and organization studies
(MOS) endorse discourses of equality, diversity and inclusion on the one hand yet ignore the …

Bystander intervention has attracted recent attention as a promising avenue to improve
workplace inclusion. However, despite substantial human resource management investment …

Research often paints a dark portrait of power. Previous work underscores the links between
power and self-interested, antisocial behavior. In this paper, we identify a potential bright …

Inequity can be framed in terms of disadvantage or advantage, with different consequences
for how people understand the inequity. Here we ask, how do scholars conceptualize race …