Editing Systemic bias (section)

==Major causes==
The study of systemic bias as part of the field titled [[organizational behavior]] in [[industrial organization]] economics is studied in several principle modalities in both non-profit and for-profit institutions. The issue of concern is that patterns of behavior may develop within large institutions which become harmful to the productivity and viability of the larger institutions from which they develop, as well as the community they occupy. The three major categories of study for maladaptive organizational behavior and systemic bias are counterproductive work behavior, human resource mistreatment, and the amelioration of stress-inducing behavior.

===Racism===
[[File:Ferguson Protest Banner.jpg|thumb|Protest in the US over systemic racism, reading "The whole system is [[Guilt (law)|guilty]]"]]
[[Racism]] is prejudice, discrimination or hostility towards other people because they are of a different [[Race (human categorization)|racial]] or [[Ethnicity|ethnic]] origin. Medical students conducted studies to investigate systemic biases associated with race. The result of the study showed that due to systemic bias, certain groups of people are marginalized due to race and differences, their professional careers are threatened, and more homework/responsibility is given to those in the minority group.<ref>{{Cite web |last=Plain |first=Charlie |date=2020-03-03 |title=Characterizing systemic bias in health care |url=https://www.sph.umn.edu/news/characterizing-systemic-bias-in-health-care/ |access-date=2022-05-19 |website=School of Public Health - University of Minnesota |language=en-US}}</ref>

===Counterproductive work behavior===
[[Counterproductive work behavior]] consists of behavior by employees that harms or intends to harm organizations and people in organizations.<ref>Spector, P. E., & Fox, S. (2005). The Stressor-Emotion Model of Counterproductive Work Behavior Counterproductive work behavior: Investigations of actors and targets (pp. 151-174). Washington, DC: [[American Psychological Association]].</ref>

===Mistreatment of human resources===
There are several types of mistreatment that employees endure in organizations.

* [[Abusive supervision]]: the extent to which a [[supervisor]] engages in a pattern of behavior that harms subordinates.<ref>{{cite journal | last1 = Tepper | first1 = B. J. | year = 2000 | title = Consequences of abusive supervision | journal = [[Academy of Management Journal]] | volume = 43 | issue = 2| pages = 178–190 | doi = 10.2307/1556375 | jstor = 1556375 }}</ref>
* [[Workplace bullying|Bullying]]: although definitions of bullying vary, it involves a repeated pattern of harmful behaviors directed towards an individual.<ref>Rayner, C., & Keashly, L. (2005). Bullying at Work: A Perspective From Britain and North America. In S. Fox & P. E. Spector (Eds.), Counterproductive work behavior: Investigations of actors and targets. (pp. 271-296). Washington, DC, US: American Psychological Association.</ref>
* [[Workplace incivility|Incivility]]: low-intensity discourteous and [[rude]] behavior with ambiguous intent to harm that violates [[Norm (social)|norms]] for appropriate behavior in the workplace.<ref>{{cite journal | last1 = Andersson | first1 = L. M. | last2 = Pearson | first2 = C. M. | year = 1999 | title = Tit for tat? The spiraling effect of incivility in the workplace | journal = [[Academy of Management Review]] | volume = 74 | issue = 3| pages = 452–471 | doi=10.5465/amr.1999.2202131}}</ref>
* [[Sexual harassment]]: behavior that denigrates or mistreats an individual due to their gender, creates an offensive workplace, and interferes with an individual being able to do their job.<ref>Rospenda, K. M., & Richman, J. A. (2005). Harassment and discrimination. In J. Barling, E. K. Kelloway & M. R. Frone (Eds.), Handbook of work stress (pp. 149-188). Thousand Oaks, CA: Sage.</ref>
* [[Occupational stress]]: the imbalance between the demands (aspects of the job that require mental or physical effort) and resources that help cope with these demands.<ref>{{cite journal | last1 = Demerouti | first1 = E. | last2 = Bakker | first2 = A. B. | last3 = Nachreiner | first3 = F. | last4 = Schaufeli | first4 = W. B. | year = 2001 | title = The job demands-resources model of burnout | journal =[[Journal of Applied Psychology]] | volume = 86 | issue = 3| pages = 499–512 | doi = 10.1037/0021-9010.86.3.499 | pmid = 11419809 }}</ref>