CORRELATIONAL AND KNOWN-GROUP COMPARISON VALIDATION OF A WORKPLACE PREJUDICE DISCRIMINATION INVENTORY

A new inventory designed to assess perceptions of prejudice and discri mination experiences on the job was developed. Three approaches to val idating it were employed. First, factor analysis was done for response s from one set of workers then replicated with responses from a second sample. These analyses indicated that a single significant factor acc ounted for a large proportion of the variance in responses to 15 of th e 16 items on the inventory. Second, to begin to develop its place in a nomological network, a study was done in which the prejudice/discrim ination inventory scores were correlated with other theoretically rele vant constructs. Finally, a known-group comparison approach was taken in which scores on the inventory were contrasted from three groups of respondents known to differ in perceptions of workplace prejudice/disc rimination levels. Both the correlational and the comparative data gen erally supported the validity of the instrument.