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How Do Organizational Environments and Mandatory Arbitration Shape Employment Attorney Case Selection? Evidence from an Experimental Vignette
Author(s) -
Gough Mark D.
Publication year - 2018
Publication title -
industrial relations: a journal of economy and society
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 1.61
H-Index - 57
eISSN - 1468-232X
pISSN - 0019-8676
DOI - 10.1111/irel.12217
Subject(s) - vignette , arbitration , business , perception , representation (politics) , employment discrimination , equal employment opportunity , compliance (psychology) , law , psychology , social psychology , political science , neuroscience , politics , commission
Using a novel experimental vignette design, this study shows how firm adoption of equal employment opportunity ( EEO ) policies, internal dispute resolution procedures, occupational segregation, and use of mandatory arbitration agreements affect employment attorney perceptions of employment discrimination claims. Findings reveal the organizational environment of a claim can signal compliance with antidiscrimination law and the use of mandatory arbitration reduces the expected value of a claim and willingness to accept it for representation. These findings contribute to the understanding of antidiscrimination law as a social system by showing organizational environments and mandatory arbitration clauses predict attorney case assessment.