BUSI 643 WEEK 3 LITERATURE REVIEW ANNOTATED BIBLIOGRAPHY.pdf

Week 3 Literature Review Annotated Bibliography

Annotated Bibliography

William Fa

School of Business, Liberty University

Author Note

William Fa

I have no known conflict of interest to disclose.

Correspondence concerning this article should be addressed to William Fa. Email:

WFFA@liberty.edu

Week 3 Literature Review Annotated Bibliography

Annotated Bibliography

Alonso, P., Moscoso, S., & Salgado, J.F. (2017). Structured behavioral interview as a legal

guarantee for ensuring equal employment opportunities for women: A meta-analysis. The

European Journal of Psychology Applied to Legal Context, 9(1), 15-23.

https://doi.org/10.1016/j.ejpal.2016.03.002

Many legal systems, like the US and EU, require women to have equal work

opportunities as men. Disparities in employment are illegal. Legally represented

minorities need fair hiring. The possibility of gender imbalance in recruitment enquiries

has been studied. This meta-analysis compares male and female structured behavioral

interviews (SBI). A searchable databank contains research on job candidates and

employees. Psychometric meta-analysis was employed. Structured behavioral interviews

did not discriminate directly or indirectly against women or men. This research analyzes

the legal ramifications of discriminatory actions in organizations and throughout the

hiring and selection procedures. This article explores how men and women are treated

differently in employment, work environment, cutbacks, and remuneration for identical

tasks in the workforce. This research also examines many discriminatory behaviors, both

deliberate and inadvertent, that occur in the workplace, which relates to the literature

review on Equal Employment Opportunity and Discrimination. The authors' research

study included adequate interview samples of participants; however, it was narrow by

focusing on a few European studies. Meta-analysis can be used to explore cultural and

legal differences that effect outcomes in a broad range of contexts, from Europe to the

U.S. and within specific vocations and sectors. Pamela Alonso has written 12 journal

papers. She earned a Ph.D. in psychology from Santiago de Compostela, Spain. Her

Week 3 Literature Review Annotated Bibliography

talents include individual inventory, teaching, staff development, gender inequalities,

character, and gender disparities. She has over 12,000 reads, 165 citations, and 3

recommendations in applied and organizational psychology. Silvia Moscoso is a

professor and researcher at the University of Santiago de Compostela, Spain. She holds a

Ph.D. in applied, organizational, and psychoanalytic psychology. Her expertise includes

Sector and Organizational Psychology, Interpersonal Stock management, Applied

Psychology Psychometry, HR Management, Recruitment, Professional

Practice, Organizational Theory, Talent Growth, Employment Charact, Command

structure, Personal Screening, Hiring, Questioning, I-O Psychology, Motivational

Psychology, Work Engagement, Strategic Management, and Group Analysis. Over

70,000 people have read, cited, and recommended Silvia. She can already publish in this

field. Professor Jesus Salgado holds a PhD. Jesus Salgado works at the University of

Santiago de Compostela. Jesus studies applied, organizational, personnel, and personality

psychology. Latest research: Human Resources. Jesus Salgado specializes in

organizational behavior, character analysis, practical behavioral science, psychometric

evaluations, staff development, meta-analysis, practical cognitive science, HR

management, screening, intrinsic motivation thought processes, interpersonal stock

management, quantitative reasoning, mental health evaluation, team processes,

personality, modern electronic personality study data, and conducted extensive

experiments. He has 128 journal papers, 10,000 citations, and 100 recommendations.

This author has the same qualifications in terms of publishing and research.

Bisom-Rapp, S. (2018). What we know about equal employment opportunity after fifty years of

trying. Employee Rights and Employment Policy Journal, 22(2), 337.

Week 3 Literature Review Annotated Bibliography

The article published in the journal investigates methods for enhancing communication

between government entities accountable for enforcing equal employment opportunity

regulations and individuals who take legal action against their managers; promote

awareness regarding business owners' staff members in based on demographic structure

and income; and improve the availability of legal assistance for workers. These are just

some of the alternative approaches that are investigated. There is a link between the

subject that was selected and this article that discusses discrimination in the workplace

and equal employment opportunity. The article proposes many changes that can be made

to EEO statutory provisions in order to enhance the chances of expanding instead of just

limited legislative intent, in addition to eliminate or strictly limit the application of laws,

speculations, and institutional arrangements that are currently used by courts to determine

whether or not discrimination has occurred. The research study is relevant to the literature

review since the author suggests a method of corporate interpersonal accountability in

employee discriminatory treatment. Under this structure, businesses can be held severely

accountable when it comes to the particular subject that was selected for analysis. This

study explores the information obtained and studied through the years by Dr. Roger

Blanpain in an effort to fully comprehend the law, and to specify the functions and

features within the law. Roger Blanpain is the author of a large number of academic

publications that discuss economic legality, functioning, and actuality of various labor

standards and legislative action of equal employment opportunities. While exploring

Equal Employment Opportunity, the researcher, who goes by the originally published

name Bisom-Rapp, contends that there continues to be significant gap in how individuals

of diverse people, nationalities, and gender-specific are treated. Susan Bisom-Rapp has

Week 3 Literature Review Annotated Bibliography

authored or co-authored over 20 journal articles, each of which has been viewed over

2,000 times and has had approximately 170 mentions, however she has only made one

endorsement. The author, on the other hand, holds a doctorate in law and is presently

teaching law at California Western School of Law. Her curriculum consists of Legal

Foundations, Public Law, and Civil Law courses respectively. Her areas of specialization

include Legislative EU & European Research, Lawful Philosophy, Law Disputes,

Individual Liberties and Democratization, Legislation and Judicial Research, Lawful

Interpretation, and Judicial Verdicts. She is also skilled in Political Ideology. She has

already achieved success as a professor in her subject of practice, making her more than

equipped to produce works in that subject. The School of Law is fortunate to have her.

Gillette, B. (2017). Pay equity is the law, but wage gap between men and women still exists. The

Mississippi Business Journal, 39(32), 4.

Since 1998, Becky Gillette was already contributing articles to the Mississippi Business

Journal in her capacity as a successful journalist for the publication. She contributes a

substantial number of writings to publications that focus on the economy and business

practices in the United States. The publication provides a comprehensive review of

studies that investigates the extent to which stressful situations can impact a person's

body. This has been connected to the way in which unequal pay differences places

increased pressure on women. Gillette begins by talking about the Civil Rights Act of

1964 established that wage equity must be implemented, whereas according to this

research, this was not the scenario at all. Women typically receive a lower wage per

hourly and perhaps a lower annual pay to their male co - workers in the same positions.

Organizations who have 100 additional workers in 2017 are obligated to supply the W2

Week 3 Literature Review Annotated Bibliography

records of those workers beginning in March of 2018. This prompted the Treasurer of

Mississippi to conduct an investigation into the wage disparity, which revealed that

females in Mississippi earn 27 % lesser compared to men. During the course of this

research about EEO and discrimination laws which are currently in effect in the U. S.,

this source has proven to be a very useful resource. This is critical to investigate the

disparity in compensation between men and women and gain an understanding of the

discriminatory policies that are currently in place. This study would also work perfectly

into my research topic because it is not fair to be compensated lesser as a consequence

associated with a particular gender-specific, and this practice continues to be a

discriminatory one that violates the law. It is unlawful for a company to compensate a

worker lesser for similar work just because of the person's gender or identity since this is

deemed to be discriminatory.

Graham, K.M., McMahon, B.T., Kim, J.H., Simpson, P., & McMahon, M.C. (2019). Patterns of

workplace discrimination across broad categories of disability. Rehabilitation

Psychology, 64(2), 194-202. https://doi.org/10.1037/rep0000227

Disputes regarding dismissal and suitable arrangements are most common within

handicap groups, suggesting that valuing employees' dedication might boost employment.

Professionals that deal with handicapped persons across the working domain (such as

acquiring a job, going back to work, and holding a job) are cautioned to expect

discriminatory behaviors that people are prone to encountering. A firm prevention

approach that focuses on stigma and prejudice (such as discriminatory treatment or racial

profiling) can increase workplace participation and reduce discriminatory practices for

handicapped individuals. Different categories of disability affect complaint activities,

Week 3 Literature Review Annotated Bibliography

according to this research. The article explores Equal Employment Opportunity and

Discrimination for disabled people with diverse claims. The article includes various

disabilities, although direct population comparisons are restricted. The study fits my

literature review section on EEO and disability discrimination. Data analysis is used to

investigate disability discrimination. Affirmative Action Disability-related violence and

prejudice are prevalent. This article explains why discriminatory firms may not face

criminal charges since the EEOC can't change what they don't comprehend. Virginia

Commonwealth University postdoc Kristin Graham has a PhD, and CRC from (VCU).

She's involved in clinical trials, including VCU's TBI Model Systems Project. Kristin was

born in Ohio and raised in West Virginia. She studied rehabilitative treatment,

telerehabilitation, and mobility aids in Pittsburgh. Kristin's work employs unique

evaluation methods to detect TBI outcomes like civic involvement. During study, she

created a smartphone-based engagement meter. Over 25 of her articles have been viewed

15,000 times and cited 350 times. She's qualified to publish in her field. Brian T.

McMahon has a Ph.D., CRC, CCM, LCPC, and is a Retired Professor Emeritus, and

Distinguished Career Professor from Virginia Commonwealth University. Brian studied

sociology and psychology. His specialty is in Negative perception, sexual identity,

rehabilitative services, functional limitations, occupation, disabled people research,

psychotherapy consultation, ethnic background, socioeconomic development, nationality,

developmental disabilities, spinal injuries, public health governance, practical behavioral

science, brain trauma, social sciences, health policy, cultural diversity, mobility aids. 180

articles, 92,000 reads, 1,800 citations, 35 recommendations. He can publish in his

specialty. Dr. Jeong Han Kim teaches rehabilitative counseling. Dr. Kim earned his

Week 3 Literature Review Annotated Bibliography

Psychology B.A., M.S., Ph.D. from UW-Madison. Dr. Kim has worked in government

rehabilitation, long-term treatment, veteran's healthcare, and assisted care. 45 articles,

33k readers, 170 citations, 10 recommendations. His work is publishable research. Paige

Simpson holds a PhD in Psychology and is a co-author in this article where her research

is publishable. Neuroscientist, neuropsychologist, and clinical psychologist are Megan C.

McMahon disciplines. Her specializations include Cognition Aging, Brain Imaging,

Medical Neuroscience, Insomnia, and Linguistics. 18,500 reads, 62 citations, 6

recommendations. She can publish in her specialty.

Martinez Dahbura, J.N. (2018). On the distributional effect of Japan’s Equal Employment

Opportunity Act on the gender wage gap. Social Science Japan Journal, 21(2), 305-328.

https://doi.org/10.1093/ssjj/jyy003

This publication was authored by Juan Nelson Martinez Dahbura, who holds a PhD in

economics, works as a computer scientist, specializes in "womenomics" in Japan, having

authored a large number of publications, and has conducted a substantial number of

professional research. The influence that the Japanese Equal Opportunity Act is having on

Japan is the primary topic of investigation in this research. The information was collected

from 2002 through 2007 from various businesses. According to the statistics, there has

been a decrease of salary difference between men and women throughout the lowest

income rate distributions. The reason for this is that there will be an increase in

comparative gain that qualities are provided for women. This occurs in relation to

academic achievement of both male and females who hold management roles in addition

to competitiveness amongst males who hold similar responsibilities. The most significant

differences can be seen across the spectrum when comparing those with only a diploma

Week 3 Literature Review Annotated Bibliography

from high school to those who have normal jobs. The results are compelling;

nevertheless, the involvement of multiple elements of deconstruction shift depending

mostly on timeframes during which participants were examined. This study is relevant for

the subject of my literature review since it provides me insight into the ways in which

other nations address the gender pay discrepancy amongst males and females.

Throughout the workforce, discrimination of any kind is never acceptable, and always

intriguing to look at why certain countries tackle the issues that we are confronted with in

the United States. This will be intriguing to learn what conclusions their investigations

come to as well. This has a strong relevance to the topic about EEO and discrimination

policies. This publication, in addition to the study that was undertaken, is really pertinent

to the issue that is being researched pertaining to the literature review. The research will

be helpful to my study in a number of areas; this provided a great deal of perspective into

Japan and the salary disparity, how they manage with that as well, and how this compares

to gender pay disparity in United States.

McCluney, C.L., Schmitz, L.L., Hicken, M.T., & Sonnega, A. (2018). Structural racism in the

workplace: Does perception matter for health inequalities? Social Science & Medicine

(1982), 199, 106-114. https://doi.org/10.1016/j.socscimed.2017.05.039

Every single person who made a contribution to the creation of this work is highly

knowledgeable in the field of social or business research. McCluney is employed by the

Darden Business School of the University of Virginia, Schmitz is employed by the

Institute of Social Research's Populations Study Center of the University of Michigan,

Hicken is employed by the University of Michigan's Survey Research Center, and

Sonnega is employed by the Health and Retirement Study department of the University

Week 3 Literature Review Annotated Bibliography

of Michigan. This site is really helpful in the studies for my research study as a

consequence of the fact that their study analyzes the ways in which systematic

discrimination is related to health care access as a result of disparities in psychological

working circumstances. This publication will assist in supporting the ideas that I have

presented. According to the findings of this study, which compares the access that Blacks

and Whites have to medical treatment, Blacks are subjected to more stressful

psychological working circumstances and have a worse overall quality of health than

Whites do. There is a strong connection between this and the problem pertaining to my

subject matter, as well as the fact that businesses face a significant challenge in

addressing the issue of systemic discrimination in the corporate world while being

required to adhere to Equal Employment Opportunity requirements. Both of these

problems are related to my subject matter. This is an exciting topic to explore in the

present day because of the situation that our society is in at the moment everywhere

throughout our country. This was an excellent and informative website that presented the

data in a clear and concise manner. This includes helpful information and was not

considered to have either an unreasonable large or unreasonable narrow breadth of

information that is provided.

Victor, C.M., Thacker, L.R., Gary, K.W., Pawluk, D.T.V., & Copolillo, A. (2017). Workplace

discrimination and visual impairment: A comparison of equal employment opportunity

commission charges and resolutions under the Americans with Disabilities Act and

Americans with Disabilities Amendments Acts. Journal of Visual Impairment &

Blindness, 111(5), 475-482. https://doi.org/10.1177/0145482X1711100509

Week 3 Literature Review Annotated Bibliography

Unjustified employment conditions can limit work or happiness for disabled people,

especially visual limitations. Businesses should base treatments and recruiting choices on

talent, not visual impairment or limited eyesight. Stigmatization against a suitable

candidate with a vision disability is discriminatory. Title I of the Americans with

Disabilities Act (ADA) guarantees disabled people equal job opportunities and treatment.

No protected organization can deprive people of disabilities in employment eligibility

requirements, employing, promoting, or firing workers, retained earnings, vocational

education, or other requirements, circumstances, and job benefits. Analysts claim there is

no indication that ADA boosted the amount of disabled people at work, while being

hailed as being the most substantial civil rights measure since 1964. Disabled people,

regardless of the nature of their impairment, face discrimination in just about every

perspective of their lives, but notably in the context of employment. This study highlights

people who are blind or have some other form of impaired vision, as well as the

mistreatment they get from their employment. The study aims to discuss how, at one time

in history, a significant number of people who were disabled were incorrectly classified

as not being impaired, which subjected them to additional obstacles that were not

justified. This publication is linked to the subject matter selected for my research

pertaining to discrimination of disabled people. The article is extensive and wide when

the writers address the law, but narrow when discussing the research, which evaluated a

second data source and presumed the entire database was correctly obtained and

documented. The data included were adjudicated cases of discrimination. Unresolved

complaints and unreported incidents were unable to be reported. The number and sorts of

job discrimination involving visually impaired people were unknown. Each of these

Week 3 Literature Review Annotated Bibliography

writers has a PhD and has produced or co-authored multiple papers, making them eligible

to publish in their field. Author credentials and background: Callie M. Victor, Ph.D.,

OTR/L, Shenandoah University. Leroy R. Thacker, Ph.D., is an associate professor at

Virginia Commonwealth University. Kelli W. Gary, Ph.D., OTR/L, is an assistant

professor at VCU. Dianne T. V. Pawluk, Ph.D., VCU Biomedical Engineering Associate

Professor. Al Copolillo, Ph.D., OTR/L, FAOTA, associate professor and head,

Department of Occupational Therapy, Virginia Commonwealth University.

Wikaningrum, T., Udin, & Yuniawan, A. (2018). The relationships among leadership styles,

communication skills, and employee satisfaction: A study on equal employment

opportunity in leadership. Journal of Business and Retail Management Research, 13(1).

https://doi.org/10.24052/JBRMR/V13IS01/ART-14

The purpose of this study was to investigate the connections between different types of

leadership, levels of communication ability, and levels of job satisfaction among workers.

This research primarily looked at the possibilities for women in leadership roles to

promote the implementation of equal opportunities for employment from the perspective

of genders in businesses. The level of fulfillment experienced by workers is significantly

influenced by various leadership qualities as well as interaction abilities. The findings of

this study indicated, however, that there is no clear differentiation among the styles of

leadership and interaction abilities of both men and women leadership, depending on the

perspectives of workers. The publication discusses the significance of communicating

effectively in roles of leadership, as well as the effects those abilities have on

perspectives and levels of fulfillment. The journal goes on to explain that despite the fact

that women in positions of authority frequently demonstrate increased sensitivity more

Week 3 Literature Review Annotated Bibliography

towards the wellbeing of others while not compromising their own professionalism,

females continue to not be given the same level of respect as males. The viewpoints on

the literature about males as leaders are discussed in order to solve the obstacles that

prevent women from holding leadership roles. The content of the publication is relevant

to the topic of my study, which focuses on ensuring that women in positions of authority

have access to equitable job opportunities. The article was restricted in scope because it

only discussed private institutions; nevertheless, it could be expanded to include

additional information about other kinds of businesses. Despite the fact that the authors of

the paper provided adequate coverage on the subject. The journal is relevant to the

literature review regarding equal employment opportunities for women in positions of

leadership because women in these positions are subjected to harassment and

discrimination, whereas their male counterparts in comparable positions are never

confronted with such challenges. This book has authors who all hold a Doctor of

Philosophy degree in Business Administration. At Dipnegoro University in Indonesia, the

Department of Management at the School of Business is home to Dr. Tri Wikaningrum,

Dr. Udin, and Dr. Ahyar Yuniawan, all of whom have the titles of associate professor.

Because the writers have been co-authors or authors on a significant number of papers

that have been distributed globally, they have demonstrated that they are more than

qualified to publish their works in their respective fields of study.

Week 3 Literature Review Annotated Bibliography

References