Perceptions of Workplace Affirmative Action Plans

Abstract

Affirmative action in the workplace continues to be a controversial issue, particularly for persons soon to enter the workforce. This study examines psychological constructs and demographic variables as precursors to perceptions of the self-interest implications of affirmative action programs. The constructs of symbolic prejudice and self-esteem were found to predict perceptions toward affirmative action in the workplace. Weak effects were found for race and gender.