Bad apples, behaving badly? Workplace religious discrimination disputes and resolution behaviors
Compared to other Title VII workplace discrimination protections, religious discrimination research has received little attention. This study compares workplace religious discrimination disputes with more common forms of discrimination claiming including race, sex, and sexual harassment. We analyzed...
| VerfasserInnen: | ; ; |
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| Medienart: | Elektronisch Aufsatz |
| Sprache: | Englisch |
| Verfügbarkeit prüfen: | HBZ Gateway |
| Journals Online & Print: | Lade...
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| Fernleihe: | Fernleihe für die Fachinformationsdienste |
| Veröffentlicht: |
International Association of Management, Spirituality & Religion
[2015]
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| In: |
Journal of management, spirituality & religion
Jahr: 2015, Band: 12, Heft: 3, Seiten: 227-256 |
| RelBib Classification: | CB Christliche Existenz; Spiritualität XA Recht ZB Soziologie ZD Psychologie |
| weitere Schlagwörter: | B
Title vii
B religious accommodation B religious workplace disputes B discrimination resolution B legal claiming B Cluster Analysis B Religious Discrimination |
| Online Zugang: |
Volltext (Resolving-System) Volltext (doi) |
| Zusammenfassung: | Compared to other Title VII workplace discrimination protections, religious discrimination research has received little attention. This study compares workplace religious discrimination disputes with more common forms of discrimination claiming including race, sex, and sexual harassment. We analyzed 72 Federal Circuit Court of Appeals religious discrimination cases to ascertain what organizational roles both plaintiffs and perpetrators held, and at what organizational levels. We also examined differences in dispute resolution behaviors employed by both plaintiffs and perpetrators/defendant firms. Consistent with other forms of Title VII complaints, most plaintiffs in religious discrimination cases hold technical or line positions, and most perpetrators are the plaintiff's direct supervisor. Also consistent, we found that plaintiffs utilize internal voicing processes prior to alerting an external body. However, we found differences, including evidence that plaintiffs themselves may obstruct complaint resolution and that some organizational policies contribute to religious discrimination complaints. Executive reactions to our findings conclude the article. |
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| ISSN: | 1942-258X |
| Enthält: | Enthalten in: Journal of management, spirituality & religion
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| Persistent identifiers: | DOI: 10.1080/14766086.2014.992356 |