Industrial/organizational (I/O) psychologists are becoming increasingly interested in race in the workplace, especially given the numerous reports touting the changing demographic makeup of new entrants in the labor market. Past studies that have examined race in the organizational arena have often developed without theoretical grounding as well as relied on nominal definitions of race. Furthennore, race research in the organizational sciences has also relied on deficit models of difference to discuss results of studies that have mostly used comparative designs. This article encourages the use of ethnic identity theory by I/O psychologists to open the field to new ways of thinking about race and studying it in organizations.
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