An interdisciplinary approach to examining prejudice at work: a levels of analysis perspective

Purpose This paper examines recent research on prejudice in the workplace by comparing the domains of management, psychology and sociology. It seeks to make recommendations regarding future research directions in light of significant social movements that impact on prejudice and discrimination. Design/methodology/approach The design is built on an interdisciplinary literature review, drawing from research in management, psychology and sociology. In total, 450 recent articles were examined. These factors related to the individual, group and organizational/societal level of analysis to determine what we know about prejudice and discrimination in the workplace and what we do not know. Findings This study's findings show that each domain of management, psychology and sociology makes distinctive contributions, thus providing scholars with a holistic understanding of prejudice and discrimination in the workplace. Research limitations/implications The use of content analysis, using both automated and manual coding and chi-square analysis, allows for a deep understanding of the existing research in all three of the domains. This approach allows for reliability and replicability. Noted are the relative absence of intersectionality, immutability and salience. Practical implications Recommendations regarding future research directions in light of significant social movements that impact prejudicial attitudes and discriminatory behaviors at all three levels are provided. Originality/value The study utilized a novel approach in examining prejudice in the workplace taking a grounded theory perspective, allowing the existing literature to shape the focus and results of the study. Using NVivo allowed for drilling down into the content of the articles to identify minor and major points of discussion relating to prejudice.

Automated summary

This paper examines recent research on prejudice in the workplace by comparing the domains of management, psychology and sociology. The findings show that each domain makes distinctive contributions, thus providing scholars with a holistic understanding of prejudice and discrimination in the workplace. The limitations of the study include the relative absence of intersectionality, immutability and salience. Recommendations for future research directions are provided based on significant social movements impacting prejudicial attitudes and discriminatory behaviors.