scholarly journals An Integrative Framework on the Nature, Antecedents and Outcomes of Perceived Discrimination in the Workplace

2021 ◽  
Author(s):  
◽  
Ma. Socorro G Diego-Mendoza
Keyword(s):  
Job Satisfaction ◽  
Ethnic Identity ◽  
Focus Groups ◽  
Career Advancement ◽  
Turnover Intentions ◽  
Perceived Discrimination ◽  
Meta Analysis ◽  
Well Being ◽  
Self Esteem ◽  
Research Context

<p>This thesis aimed to advance the knowledge on perceived discrimination (PD) from targets' perspectives and address gaps in research. Study 1 reports a meta-analysis examining correlates of PD across 63 studies involving 37,790 participants. Findings showed that greater PD was associated with increased race/ethnic identification, negative well-being, and attitudes favouring affirmative action (AA). Greater PD was also related to low job satisfaction, low self-esteem and low socio-economic status (SES). The strongest relationship was found between PD and job satisfaction, followed by negative well-being, race/ethnic identity, self-esteem, AA attitudes and SES. The negative correlation between PD and ethnic identity was moderated by type of measurement, research context and type of sample. Similarly, the link between SES and PD was moderated by research context and type of sample. The meta-analysis also identified major research gaps that served as the jump off point for the next studies. Consequently, a three-component research framework for the study of PD was proposed and tested in three studies. The components were: 1) nature of PD, 2) antecedents of PD, and 3) outcomes of PD. Study 2 explored the first component through separate focus groups discussions participated by immigrants from China (5), India (5), Philippines (5), Germany (4) and Zimbabwe (4). Through thematic analysis, a 4-quadrant model emerged from the themes. In Study 3-A, three PD scales that fit the focus groups' model were constructed and collectively named as Immigrants' Perceptions of Discrimination in the Workplace Scales (IPDWS). The scales' psychometric properties were tested using 155 employed immigrants. Ten factors emerged and converged into two higher order factors - Job-Entry and On-the-Job. Study 3B examined job and psychological well-being outcomes using the same immigrant sample. Findings showed that high PD (in career advancement, compensation and equal treatment in policies factors) predicted low job satisfaction, high PD (in career advancement and derogation) predicted low affective commitment, high PD (exclusion factor) predicted high turnover intentions, and high PD (derogation factor) predicted less life satisfaction and greater psychological distress. Finally, Study 4 examined proximal (age, gender, ethnicity and birthplace) and distal (organizational demographics, perceptions of justice and practices) antecedents of PD through 540 employees using Employee Perceptions of Discrimination in the Workplace Scales (a modified version of IPDWS). Findings showed that increasing age and lower income predicted lower PD (nonrecognition of education and experience). Conversely, increasing age predicted higher PD in career advancement. Moreover, greater PD (in career advancement) occurred in large organizations and the public sector (work dynamics). For organizational justice, higher procedural justice predicted lower PD (career advancement factor), interpersonal justice predicted lower PD (work dynamics and derogation factors), and informational justices predicted low PD (recognition of qualifications, career advancement, and work dynamics factors). As for organizational practices, higher employee-orientation predicted low PD (work dynamics) and higher innovation-orientation predicted low PD (career path factor). Overall, distal antecedents were better predictors of PD than the proximal antecedents. In summary, the research findings contribute to the general discrimination and organizational literatures and offer suggestions to policymaking bodies.</p>

scholarly journals An Integrative Framework on the Nature, Antecedents and Outcomes of Perceived Discrimination in the Workplace

2021 ◽  
Author(s):  
◽  
Ma. Socorro G Diego-Mendoza
Keyword(s):  
Job Satisfaction ◽  
Ethnic Identity ◽  
Focus Groups ◽  
Career Advancement ◽  
Turnover Intentions ◽  
Perceived Discrimination ◽  
Meta Analysis ◽  
Well Being ◽  
Self Esteem ◽  
Research Context

<p>This thesis aimed to advance the knowledge on perceived discrimination (PD) from targets' perspectives and address gaps in research. Study 1 reports a meta-analysis examining correlates of PD across 63 studies involving 37,790 participants. Findings showed that greater PD was associated with increased race/ethnic identification, negative well-being, and attitudes favouring affirmative action (AA). Greater PD was also related to low job satisfaction, low self-esteem and low socio-economic status (SES). The strongest relationship was found between PD and job satisfaction, followed by negative well-being, race/ethnic identity, self-esteem, AA attitudes and SES. The negative correlation between PD and ethnic identity was moderated by type of measurement, research context and type of sample. Similarly, the link between SES and PD was moderated by research context and type of sample. The meta-analysis also identified major research gaps that served as the jump off point for the next studies. Consequently, a three-component research framework for the study of PD was proposed and tested in three studies. The components were: 1) nature of PD, 2) antecedents of PD, and 3) outcomes of PD. Study 2 explored the first component through separate focus groups discussions participated by immigrants from China (5), India (5), Philippines (5), Germany (4) and Zimbabwe (4). Through thematic analysis, a 4-quadrant model emerged from the themes. In Study 3-A, three PD scales that fit the focus groups' model were constructed and collectively named as Immigrants' Perceptions of Discrimination in the Workplace Scales (IPDWS). The scales' psychometric properties were tested using 155 employed immigrants. Ten factors emerged and converged into two higher order factors - Job-Entry and On-the-Job. Study 3B examined job and psychological well-being outcomes using the same immigrant sample. Findings showed that high PD (in career advancement, compensation and equal treatment in policies factors) predicted low job satisfaction, high PD (in career advancement and derogation) predicted low affective commitment, high PD (exclusion factor) predicted high turnover intentions, and high PD (derogation factor) predicted less life satisfaction and greater psychological distress. Finally, Study 4 examined proximal (age, gender, ethnicity and birthplace) and distal (organizational demographics, perceptions of justice and practices) antecedents of PD through 540 employees using Employee Perceptions of Discrimination in the Workplace Scales (a modified version of IPDWS). Findings showed that increasing age and lower income predicted lower PD (nonrecognition of education and experience). Conversely, increasing age predicted higher PD in career advancement. Moreover, greater PD (in career advancement) occurred in large organizations and the public sector (work dynamics). For organizational justice, higher procedural justice predicted lower PD (career advancement factor), interpersonal justice predicted lower PD (work dynamics and derogation factors), and informational justices predicted low PD (recognition of qualifications, career advancement, and work dynamics factors). As for organizational practices, higher employee-orientation predicted low PD (work dynamics) and higher innovation-orientation predicted low PD (career path factor). Overall, distal antecedents were better predictors of PD than the proximal antecedents. In summary, the research findings contribute to the general discrimination and organizational literatures and offer suggestions to policymaking bodies.</p>

scholarly journals White and minority employee reactions to perceived discrimination at work: evidence of White fragility?

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Eddy S. Ng ◽  
Greg J. Sears ◽  
Muge Bakkaloglu
Keyword(s):  
Job Satisfaction ◽  
Work Stress ◽  
Turnover Intentions ◽  
Perceived Discrimination ◽  
Well Being ◽  
Work Outcomes ◽  
Negative Effects ◽  
Content Type ◽  
Work Settings ◽  
Professional Worker

PurposeBuilding on the notion of “White fragility,” this study aims to explore how Whites react and cope with perceived discrimination at work. Specifically, the authors explore whether: (1) Whites react more negatively than minorities when they perceive discrimination at work and (2) Whites are more likely than minorities to restore the status quo by leaving the situation when they perceive discrimination at work.Design/methodology/approachData for this study were obtained from the Professional Worker Career Experience Survey. In total, 527 working professionals from multiple organizations across the central USA participated in the survey.FindingsThe authors find evidence that Whites experience more negative psychological effects (i.e. lower job satisfaction and higher work stress) from perceived discrimination than minority employees and are more likely to act to restore conditions of privilege by leaving their current job and employer. The stronger negative effects of perceived discrimination for Whites (vs minorities) were restricted to work outcomes (job satisfaction, work stress, turnover intentions from one's employer) and were not evident with respect to perceptions of overall well-being (i.e. life satisfaction), suggesting that White fragility may play a particularly influential role in work settings, wherein racial stress may be more readily activated.Originality/valueConsistent with the notion of White fragility, the study’s results demonstrate that the deleterious impact of perceived discrimination on employee work outcomes may, in some cases, be stronger for White than minority employees.

Perceived Discrimination, Ethnic Identity, and Psychological Well-Being Among Arab Americans

2018 ◽  
Vol 46 (7) ◽  
pp. 899-921 ◽  
Author(s):  
Rawan Atari ◽  
Suejung Han
Keyword(s):  
Life Satisfaction ◽  
Ethnic Identity ◽  
Perceived Discrimination ◽  
Well Being ◽  
Self Esteem ◽  
Arab Americans ◽  
Regression Analyses ◽  
Psychological Well Being ◽  
Identity Resolution ◽  
Negative Effect

In this study, we examined associations among perceived discrimination, ethnic identity dimensions (exploration, resolution, affirmation), and psychological well-being (self-esteem, life satisfaction, flourishing) among 156 Arab Americans. Multiple moderated regression analyses revealed that perceived discrimination was negatively associated, and ethnic identity resolution and affirmation were positively associated, with psychological well-being. Ethnic identity affirmation moderated the association between perceived discrimination and flourishing by buffering the negative effect of perceived discrimination. Ethnic identity resolution and exploration did not moderate the associations between perceived discrimination and psychological well-being. Affirmation both promoted and protected well-being, resolution promoted well-being, and exploration was not associated with promoting or protecting well-being. We discuss implications to help Arab American clients develop and capitalize on their ethnic identity, promote their well-being, and buffer against perceived discrimination.

scholarly journals An Investigation of the Effects of Ethnic Identity on Well-Being of Monoethnic and Multiethnic Children and Adolescents in Malaysia

2021 ◽  
Author(s):  
◽  
Ruth Mei Yin Lum
Keyword(s):  
Life Satisfaction ◽  
Ethnic Identity ◽  
Children And Adolescents ◽  
Transition Period ◽  
Perceived Discrimination ◽  
Antisocial Behaviour ◽  
Past Research ◽  
Well Being ◽  
Self Esteem ◽  
Multiethnic Children

<p>Adolescence is the transition period from childhood into adulthood. During this period, self identity and ethnic identity become more salient. In recent years, intermarriage between different ethnicities has increased and is becoming increasingly common in Malaysia. This current study aims to investigate the relationships of ethnic identity to well-being of children and adolescents in Malaysia who are from monoethnic and multiethnic backgrounds. This study will also look at the implications ethnic identity and ethnic status (monoethnic or multiethnic) have on self-esteem, perceived discrimination, life satisfaction, bullying and antisocial behaviour. There were 261 participants from Kuala Lumpur and Petaling Jaya, Malaysia; 106 males, 152 females and 4 did not state their gender. Age ranged from 10 to 16 years old. 178 participants were monoethnic and 83 participants were multiethnic. Children and adolescents showed no differences on ethnic identity when compared by ethnic group and by ethnic state. This study also found positive correlations between ethnic identity and self esteem, self esteem and life satisfaction and perceived discrimination and antisocial behaviour. There were significant negative correlations between perceived discrimination and self esteem, antisocial behaviour and self esteem, and antisocial behaviour and life satisfaction. Those who were bullies were also more likely to engage in antisocial behaviour as compared to nonbullies/nonvictims and victims. The findings gave insight to the ethnic identity of Malaysian children and adolescents who are monoethnic and multiethnic. This research also lends support to past research regarding relationships between self esteem, life satisfaction, bullying, perceived discrimination and antisocial behaviour. All factors that were found to be good correlates of psychological well being were discussed.</p>

scholarly journals An Investigation of the Effects of Ethnic Identity on Well-Being of Monoethnic and Multiethnic Children and Adolescents in Malaysia

2021 ◽  
Author(s):  
◽  
Ruth Mei Yin Lum
Keyword(s):  
Life Satisfaction ◽  
Ethnic Identity ◽  
Children And Adolescents ◽  
Transition Period ◽  
Perceived Discrimination ◽  
Antisocial Behaviour ◽  
Past Research ◽  
Well Being ◽  
Self Esteem ◽  
Multiethnic Children

<p>Adolescence is the transition period from childhood into adulthood. During this period, self identity and ethnic identity become more salient. In recent years, intermarriage between different ethnicities has increased and is becoming increasingly common in Malaysia. This current study aims to investigate the relationships of ethnic identity to well-being of children and adolescents in Malaysia who are from monoethnic and multiethnic backgrounds. This study will also look at the implications ethnic identity and ethnic status (monoethnic or multiethnic) have on self-esteem, perceived discrimination, life satisfaction, bullying and antisocial behaviour. There were 261 participants from Kuala Lumpur and Petaling Jaya, Malaysia; 106 males, 152 females and 4 did not state their gender. Age ranged from 10 to 16 years old. 178 participants were monoethnic and 83 participants were multiethnic. Children and adolescents showed no differences on ethnic identity when compared by ethnic group and by ethnic state. This study also found positive correlations between ethnic identity and self esteem, self esteem and life satisfaction and perceived discrimination and antisocial behaviour. There were significant negative correlations between perceived discrimination and self esteem, antisocial behaviour and self esteem, and antisocial behaviour and life satisfaction. Those who were bullies were also more likely to engage in antisocial behaviour as compared to nonbullies/nonvictims and victims. The findings gave insight to the ethnic identity of Malaysian children and adolescents who are monoethnic and multiethnic. This research also lends support to past research regarding relationships between self esteem, life satisfaction, bullying, perceived discrimination and antisocial behaviour. All factors that were found to be good correlates of psychological well being were discussed.</p>

scholarly journals Impact of Electronic Monitoring on Employees: A Meta-Analysis

2021 ◽  
Author(s):  
Rudolf Siegel ◽  
Cornelius J. König ◽  
Veronika Lazar
Keyword(s):  
Job Satisfaction ◽  
Electronic Monitoring ◽  
Negative Impact ◽  
Meta Analysis ◽  
Well Being ◽  
Negative Effect ◽  
And Performance ◽  
Relationship Of ◽  
Positive Effect ◽  
Small Positive Effect

Electronic monitoring is more and more widespread and affects many employees around the globe. The current meta analysis collected data of 59 independent samples (with 223 effect sizes) to estimate the effect of electronic monitoring on job satisfaction, stress, and performance. A random-effects model indicated a small negative effect of monitoring on job satisfaction, r=-.09, and a small positive effect on stress, r=.12. There was no relationship with performance, r=-.01. Even if the effects of monitoring on job satisfaction and stress are small, taking the large number of employees who are monitored for several hours a day into account, these effects may have a severe and negative impact on employees’ well-being. Performance maintenance is the main justification for the use of electronic monitoring, but the non-existing relationship of monitoring with performance questions the validity of this justification.

scholarly journals Antecedents and outcomes of work–nonwork conflict in hospitality: a meta-analysis

2019 ◽  
Vol 31 (10) ◽  
pp. 3919-3942 ◽  
Author(s):  
Shi Xu ◽  
Zheng Chris Cao
Keyword(s):  
Structural Equation ◽  
Turnover Intentions ◽  
Meta Analysis ◽  
Well Being ◽  
Hospitality Management ◽  
Equation Modeling ◽  
Positive Affectivity ◽  
Content Type ◽  
Work Conflict ◽  
The Relationship

Purpose This paper aims to provide and meta-analytically investigate a theoretical framework of work–nonwork conflict and its antecedents and outcomes in hospitality management. Design/methodology/approach This paper adopts the psychometric meta-analytical methods and meta-structural equation modeling methods to synthesize the relationships between work-to-nonwork conflict (WNC) and nonwork-to-work conflict (NWC) and its antecedents and outcomes. Findings WNC and NWC are found to be correlated with antecedents including social support; positive affectivity and negative affectivity; work characteristics; and outcomes including job-related well-being, life-related well-being, burnout, performance and turnover intentions. Originality/value This paper is the very first meta-analysis in International Journal of Contemporary Hospitality Management. It is also the first meta-analysis on the relationship between overall work–nonwork conflict and its antecedents and outcomes in hospitality and tourism.

scholarly journals The global prevalence of turnover intention among general practitioners: a systematic review and meta-analysis

2020 ◽  
Vol 21 (1) ◽  
Author(s):  
Xing Shen ◽  
Heng Jiang ◽  
Hongbin Xu ◽  
Jun Ye ◽  
Chuanzhu Lv ◽  
...  
Keyword(s):  
Systematic Review ◽  
Job Satisfaction ◽  
General Practitioners ◽  
Turnover Intention ◽  
Prevalence Rate ◽  
Turnover Intentions ◽  
Meta Analysis ◽  
Policy Implications ◽  
Global Prevalence ◽  
Professional Title

Abstract Background General practitioners (GPs) are the foundation of any primary healthcare system. Their quality and quantity are directly associated with the effectiveness and quality of the health services of a nation. GPs’ shortage and turnover have become an important issue in developed and developing countries. An accurate estimate of turnover intention prevalence among GPs would have important health policy implications, but the overall prevalence is unknown. We aimed to summarize the global prevalence of turnover intention and associated factors among GPs. Methods We systematically reviewed the PubMed, Embase, Web of Science and China National Knowledge Infrastructure (CNKI) databases from their inception up to May 2020, as well as the reference lists of all included studies. We included observational studies that reported data on turnover intention or their prevalence rate among GPs could be calculated based on the information provided. The prevalence rate of the turnover intentions was estimated using a random-effects meta-analysis. The heterogeneity was evaluated using I2 statistic. Differences by study level characteristics were estimated via subgroup analysis and meta-regression. Results A total of 25 cross-sectional studies were included (a total of 27,285 participants). The prevalence of turnover intention was 0.47 (95% CI: 0.39–0.55). Those having a lower level of salary (OR = 1.38, 95% CI: 1.13–1.63) and job satisfaction (OR = 1.35, 95% CI: 1.12–1.70) or having lower level of morale (OR = 2.68, 95% CI: 1.56–3.80) had a higher intention. In contrast, GPs with a lower level of professional title had a lower turnover intention (OR = 0.81, 95% CI: 0.65–0.98). Conclusions In this systematic review, approximately half of the GPs had the intention to leave their current posts worldwide. The factors associated with turnover intention were higher professional title, lower income level, lower job satisfaction and lower morale.

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