6. Racioethnicity and job performance: A review and critique of theoretical perspectives on the causes of group differences

Abstract

Workforce equality has been an important organizational and societal goal for many years, and a number of strategies for achieving it have been recommended and used. Yet, differences in job performance and important job outcomes such as promotion, advancement, and compensation still exist among racioethnic groups. This situation is important for OB researchers to address. What do we know about the causes of these differences? The purpose of this paper is to review the literature on racioethnic group differences in performance and related outcomes, and the models used to explain group differences. We find that four models are used as explanatory frameworks for exploring group differences: the Internal Trait model, Bias and Discrimination model, Response to Discrimination model, and the Organizational Context model. We examine these models and summarize the evidence for each. Based on the review, implications of the models for future research and for the reduction of group differences are discussed.