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- Publisher
- Wiley
- Copyright
- Copyright © 1999 Wiley Subscription Services, Inc., A Wiley Company
- ISSN
- 0031-5826
- eISSN
- 1744-6570
- DOI
- 10.1111/j.1744-6570.1999.tb00167.x
- Publisher site
- See Article on Publisher Site
Abstract
Student members of a national organization of African American engineers (n= 1019) and currently employed African American engineers (n= 303) responded to a hypothetical job advertisement differing by staffing policy (identity‐blind vs. identity‐conscious), advertised work characteristics (i.e., individual‐based vs. team‐based), and compensation system characteristics (pay based on individual performance vs. pay based on work‐group performance). Both groups of respondents reported being more likely to apply when the staffing policy was identity conscious (i.e., affirmative action) than when it was identity blind (i.e., equal‐employment opportunity). However, only the student sample reported being more likely to apply when the advertisement described team‐based work instead of individual‐based work. Both groups reacted negatively to the combination of individual‐based work and group‐performance based pay systems.
Journal
Personnel Psychology – Wiley
Published: Jun 1, 1999