Perceived Discrimination Among African-American Faculty and the Elliott Kemp Organizational Change Model

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Author(s): Roxanne Elliott Kemp (Elliott Kemp, USA)
Copyright: 2021
Pages: 15
Source title: Handbook of Research on Multidisciplinary Perspectives on Managerial and Leadership Psychology
Source Author(s)/Editor(s): Rick D. Johnson (Johnson Professionals, Inc., USA)
DOI: 10.4018/978-1-7998-3811-1.ch023

Keywords: Business Science Reference / Human Behavior & Psychology / Management Science / Social Sciences & Humanities

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Abstract

This chapter is relevant to the field of leadership psychology as the fundamental notions of psychology involve the study of how mental processes affect behavior. With perceived discrimination being a covert awareness experienced by some, it is important to obtain an in-depth understanding of how perceived discrimination may be the cause of lower employee engagement resulting in higher levels of intention to quit, and ultimately leading to overt job-seeking behaviors. Due to the limited research in these areas, the motivation for exploring gaps in perceived discrimination and intention to quit is an urgent need. This is also important because there is evidence suggesting that despite the advances of African Americans in obtaining the necessary education qualifying them for employment, very little progress has been made towards obtaining tenured, professor, or senior positions in academia.

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Perceived Discrimination Among African-American Faculty and the Elliott Kemp Organizational Change Model

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