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EFFECTS OF RACE ON ORGANIZATIONAL EXPERIENCES, JOB PERFORMANCE EVALUATIONS, AND CAREER

This research summarizes an article that reported the results of an examination of relationships among race, organizational experiences, job performance evaluations, and career outcomes for black and white managers. The article summarized is as follows:

Greenhaus, Jeffrey H., Parasuraman, Saroj, & Wormley, Wayne M. (1990). Effects of race on organizational experiences, job performance evaluations, and career outcomes. Academy of Management Journal, 33(1), 64 83. A casual comparison at the position of blacks in management in the 1930s with that of the 1990s would lead to a conclusion that, indeed, great strides have been made. In fact, much of the apparent change is superficial, and much of the prejudice and discrimination has simply been disguised or driven underground. In the 1990s, many blacks who have been placed in management positions find that further promotion is slow, that they do not possess the education and training required, and that racial discrimination remains a formidable barrier. In 1967, there were approximately 600,000 black managers and professionals in the United States. By 1987, this number had increased threefold to 1.8 million. During that same 20year period, the black population in the United States increased by only 43.5 percent. Thus, in the context of population growth, some statistical progress was made. In 1987, also, however, less than onepercent of upperlevel managers in the United States were black, while blacks constituted a total population proportion of 12.4 percent. Thus, while black progress into the ranks of uppermanagement had been impressive, it still had a long way to go to attain statistical parity with whites.

While blacks in management continue to face discrimination barriers in some organizations, that

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