It is difficult to draw definitive conclusions about the workplace impact of race from the organizational psychology and organizational behavior literature. Topical coverage is spotty and the findings are fragmented, with little existing theory to orient, integrate, and reconcile them. Consequently, it is unsurprising that public opinion is highly divergent about the influence of race at work, and practitioners are left largely unassisted in determining evidence-based approaches to leveraging this form of difference among their personnel. To fill this void, we review the relevant findings through the lens of organizational justice to help clarify the impact of race on organizational experiences. Our findings suggest that justice indeed varies as a function of race, the magnitude of differences depends on the type of justice, and there are several potentially fruitful areas for additional inquiry.

中文翻译：

---

正义是色盲吗？从组织正义的角度审视工作场所种族差异


从组织心理学和组织行为文献中很难得出关于种族对工作场所影响的明确结论。主题报道参差不齐，研究结果支离破碎，几乎没有现有的理论来指导、整合和协调它们。因此，毫不奇怪的是，公众对于种族在工作中的影响的看法存在很大分歧，并且从业者在确定基于证据的方法来利用其人员之间的这种形式的差异时基本上没有得到帮助。为了填补这一空白，我们从组织正义的角度回顾了相关发现，以帮助阐明种族对组织体验的影响。我们的研究结果表明，正义确实因种族而异，差异的大小取决于正义的类型，并且有几个可能富有成效的领域需要进一步研究。