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 and the findings are fragmented, with little existing theory to orient, integrate, and reconcile them. Consequently, it is unsurprising that public opinion is highly divergent about the influence of race at work, and practitioners are left largely unassisted in determining evidence-based approaches to leveraging this form of difference among their personnel. To fill this void, we review the relevant findings through the lens of organizational justice to help clarify the impact of race on organizational experiences. Our findings suggest that justice indeed varies as a function of race, the magnitude of differences depends on the type of justice, and there are several potentially fruitful areas for additional inquiry.

中文翻译：

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Justice 是色盲吗？从组织正义的角度审视工作场所种族差异


很难从组织心理学和组织行为学文献中得出关于种族对工作场所影响的明确结论。主题覆盖面参差不齐，研究结果零散，几乎没有现有的理论来定位、整合和调和它们。因此，公众舆论对种族在工作中的影响存在高度分歧也就不足为奇了，从业者在确定基于证据的方法以利用其人员之间的这种形式的差异时基本上没有帮助。为了填补这一空白，我们从组织公正的角度审查了相关调查结果，以帮助阐明种族对组织体验的影响。我们的研究结果表明，正义确实因种族而异，差异的大小取决于正义的类型，并且有几个可能富有成效的领域需要进一步调查。