David E Terpstra
Biographic Data
| ID | 5922618 |
|---|---|
| NAME | David E Terpstra |
| GIVEN NAMES | David E |
| FAMILY NAME | Terpstra |
| SIGNATURE | TERPSTRA D E |
| AFFILIATIONS | Eastern Washington University |
| VERIFIED | No |
| TOTAL WORKS | 8 |
| TOTAL CITATIONS | 33 |
| WORKS AS AUTHOR | 8 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 1977 |
| LATEST PUBLICATION YEAR | 2016 |
| H-INDEX | 2 |
Differences in the nature of employment discrimination litigation between private sector organizations and public sector organizations
This study reports on the results of a content analysis of federal court cases examining employment discrimination litigation in private, federal, and state/local sector organizations. One objective was to determine whether there are differences in the types of employment discrimination claims (e.g. race, sex, age, and disability) across the different sectors. A second objective was to determine whether there are differences in the outcomes (whet…
US employment discrimination cases
Purpose This study aims to examine whether the diversity of the US federal judiciary has an influence on case outcomes in employment discrimination cases. Specifically, this paper investigates if the gender and race of both judges and plaintiffs result in significantly different employment case outcomes in the US district court system. Design/methodology/approach A random sample of 657 federal employment discrimination cases from the last decade …
Psychology of the Scientist
This study identified three specific attitudes that underlie Human Resource Management practitioners' negative perceptions of information found in academic sources. Data were collected from 201 directors, and the analyses suggested that specific attitudes related to relevance, credibility, and valid bases of knowledge may contribute to their negative perceptions. Degree status and experience were significantly related to practitioners' attitudes.…
The influence of individual characteristics and severity of harassing behavior on reactions to sexual harassment
The identification and classification of reactions to sexual harassment
Distinct forms of reactions to sexual harassment were identified in the current study, and a classification scheme was developed based upon those reactions. One hundred forty two male and 100 female upper‐division undergraduate management students and 44 working women read 18 randomly ordered scenarios, each of which depicted a woman being exposed to a different form of sexual harassment by a man. For each incident, the subjects were asked to wri…
A note on job type and applicant race as determinants of hiring decisions
Seventy‐two male and female graduate students in management evaluated 12 fictitious job applicant resumés with respect to three types of jobs (Black‐held, neutral, White‐held). Four resumés per job were evaluated, which represented a high qualifications White, a high qualifications Black, a low qualifications White, and a low qualifications Black. The subjects rated the job applicants as to hirability and starting salary assignment. Additionally,…
A Note on job Status and Degree of Discrimination
Sex and physical attractiveness of raters and applicants as determinants of resumé evaluations.
Male and female student interviewers, classified as either high, moderate, or low on physical attractiveness, evaluated 12 bogus job applicants for whom sex, physical attractiveness, and qualifications had been varied. A 2 X 3 X 2 X 3 X 2 analysis of variance was computed, with the first two variables (interviewer sex and attractiveness) constituting between-group factors, and the last three variables (applicant sex, attractiveness, and qualifica…
The influence of individual characteristics and severity of harassing behavior on reactions to sexual harassment
The identification and classification of reactions to sexual harassment
Distinct forms of reactions to sexual harassment were identified in the current study, and a classification scheme was developed based upon those reactions. One hundred forty two male and 100 female upper‐division undergraduate management students and 44 working women read 18 randomly ordered scenarios, each of which depicted a woman being exposed to a different form of sexual harassment by a man. For each incident, the subjects were asked to wri…
Differences in the nature of employment discrimination litigation between private sector organizations and public sector organizations
This study reports on the results of a content analysis of federal court cases examining employment discrimination litigation in private, federal, and state/local sector organizations. One objective was to determine whether there are differences in the types of employment discrimination claims (e.g. race, sex, age, and disability) across the different sectors. A second objective was to determine whether there are differences in the outcomes (whet…
Sex and physical attractiveness of raters and applicants as determinants of resumé evaluations.
Male and female student interviewers, classified as either high, moderate, or low on physical attractiveness, evaluated 12 bogus job applicants for whom sex, physical attractiveness, and qualifications had been varied. A 2 X 3 X 2 X 3 X 2 analysis of variance was computed, with the first two variables (interviewer sex and attractiveness) constituting between-group factors, and the last three variables (applicant sex, attractiveness, and qualifica…
A note on job type and applicant race as determinants of hiring decisions
Seventy‐two male and female graduate students in management evaluated 12 fictitious job applicant resumés with respect to three types of jobs (Black‐held, neutral, White‐held). Four resumés per job were evaluated, which represented a high qualifications White, a high qualifications Black, a low qualifications White, and a low qualifications Black. The subjects rated the job applicants as to hirability and starting salary assignment. Additionally,…
A Note on job Status and Degree of Discrimination
The identification and classification of reactions to sexual harassment
Distinct forms of reactions to sexual harassment were identified in the current study, and a classification scheme was developed based upon those reactions. One hundred forty two male and 100 female upper‐division undergraduate management students and 44 working women read 18 randomly ordered scenarios, each of which depicted a woman being exposed to a different form of sexual harassment by a man. For each incident, the subjects were asked to wri…
The influence of individual characteristics and severity of harassing behavior on reactions to sexual harassment
Psychology of the Scientist
This study identified three specific attitudes that underlie Human Resource Management practitioners' negative perceptions of information found in academic sources. Data were collected from 201 directors, and the analyses suggested that specific attitudes related to relevance, credibility, and valid bases of knowledge may contribute to their negative perceptions. Degree status and experience were significantly related to practitioners' attitudes.…
US employment discrimination cases
Purpose This study aims to examine whether the diversity of the US federal judiciary has an influence on case outcomes in employment discrimination cases. Specifically, this paper investigates if the gender and race of both judges and plaintiffs result in significantly different employment case outcomes in the US district court system. Design/methodology/approach A random sample of 657 federal employment discrimination cases from the last decade …
Differences in the nature of employment discrimination litigation between private sector organizations and public sector organizations
This study reports on the results of a content analysis of federal court cases examining employment discrimination litigation in private, federal, and state/local sector organizations. One objective was to determine whether there are differences in the types of employment discrimination claims (e.g. race, sex, age, and disability) across the different sectors. A second objective was to determine whether there are differences in the outcomes (whet…
Political science (6 works) · Psychology (6 works) · Social Psychology (6 works) · Law (4 works) · Social Psychology (3 works) · Sociology (3 works) · Applied Psychology (2 works) · Business (2 works) · Computer Science (2 works) · Demographic economics (2 works)