SCIRP Mobile Website
Paper Submission

Why Us? >>

  • - Open Access
  • - Peer-reviewed
  • - Rapid publication
  • - Lifetime hosting
  • - Free indexing service
  • - Free promotion service
  • - More citations
  • - Search engine friendly

Free SCIRP Newsletters>>

Add your e-mail address to receive free newsletters from SCIRP.


Contact Us >>

WhatsApp  +86 18163351462(WhatsApp)
Paper Publishing WeChat
Book Publishing WeChat

Article citations


Tierney, W.G. (1997) Organizational Socialization in Higher Education. The Journal of Higher Education, 68, 1-16.

has been cited by the following article:

  • TITLE: Differences in Black and White Perceptions regarding Addressing Racial Inequality in the Workplace

    AUTHORS: Richard Lewis

    KEYWORDS: Differential Treatment, Inequality, Institutional Barriers, Racial Discrimination, Racial Groups, Workplace Issues

    JOURNAL NAME: Open Access Library Journal, Vol.4 No.12, December 19, 2017

    ABSTRACT: This research effort explores the difference in black and white perceptions concerning racial inequality in the contemporary American workplace. Age, educational attainment, personal income, political views, gender, and work status were used to delineate interactive effects on inequality perceptions. Conflict Theory was used for framing the social inequality process. Historically, conflict theorists have viewed relationships between groups as being characterized by competition or conflict resulting in social inequality. The data used to examine perceptions of racial inequality were obtained from the 2016 General Social Survey. This research effort found that blacks and whites demonstrated very different perceptions regarding workplace racial inequality. Generally, blacks believed there are significant barriers to equal treatment while whites felt that no remedies are necessary for ensuring minority participation in the workplace. The findings showed black and white respondents had very different perceptions for addressing workplace inequality. Black individuals tended to view preferential hiring and promotion as a way to successfully reduce racial inequality. Whites, on the other hand, illustrated the opposite viewpoint by overwhelmingly not supporting preferential treatment as an organizational tool for dealing with workplace racial inequality.