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  1. Experimental and quasi-experimental designs for generalized causal inference.William R. Shadish - 2001 - Boston: Houghton Mifflin. Edited by Thomas D. Cook & Donald Thomas Campbell.
    Sections include: experiments and generalised causal inference; statistical conclusion validity and internal validity; construct validity and external validity; quasi-experimental designs that either lack a control group or lack pretest observations on the outcome; quasi-experimental designs that use both control groups and pretests; quasi-experiments: interrupted time-series designs; regresssion discontinuity designs; randomised experiments: rationale, designs, and conditions conducive to doing them; practical problems 1: ethics, participation recruitment and random assignment; practical problems 2: treatment implementation and attrition; generalised causal inference: a grounded theory; (...)
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  • Distributive Justice: A Social-Psychological Perspective.M. DEUTSCH - 1985
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  • (1 other version)Non-Discrimination in Human Resources Management as a Moral Obligation.Geert Demuijnck - 2009 - Journal of Business Ethics 88 (1):83-101.
    In this paper, I will argue that it is a moral obligation for companies, firstly, to accept their moral responsibility with respect to non-discrimination, and secondly, to address the issue with a full-fledged programme, including but not limited to the countering of microsocial discrimination processes through specific policies. On the basis of a broad sketch of how some discrimination mechanisms are actually influencing decisions, that is, causing intended as well as unintended bias in Human Resources Management (HRM), I will argue (...)
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  • Impact of Leader Racial Attitude on Ratings of Causes and Solutions for an Employee of Color Shortage.E. Holly Buttner, Kevin B. Lowe & Lenora Billings-Harris - 2006 - Journal of Business Ethics 73 (2):129-144.
    Diversity scholars have emphasized the critical role of corporate leaders for ensuring the success of diversity strategic initiatives in organizations. This study reports on business school leaders’ attributions regarding the causes for and solutions to the low representation of U.S. faculty of color in business schools. Results indicatethat leaders with greater awareness of racial issues rated an inhospitable organizational culture as a more important cause and cultural change and recruitment as more important solutions to faculty of color under-representation than did (...)
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