Platform riders' occupational stigma consciousness and workplace deviant behavior: the mediating role of self-depletion

PurposeThe study aims to analyze how occupational stigma consciousness affects workplace deviant behavior.Design/methodology/approachThe authors used a time-lagged research design. Data from 354 riders working on the platform were gathered, and multiple regression and bootstrapping were used to test the hypotheses.FindingsBased on the ego depletion theory and resource perspective, the study explores the relationship between the occupational stigma consciousness and workplace deviant behavior of platform riders in China. Occupational stigma consciousness promotes workplace deviant behavior; self-depletion mediates the positive relationship between occupational stigma consciousness and workplace deviant behavior and workplace mindfulness exerts a negative moderating effect on the relationship between occupational stigma consciousness and self-depletion.Originality/valueThe study provides a resource perspective to understand how occupational stigma consciousness is related to workplace deviant behavior and how workplace mindfulness alleviates resource depletion caused by occupational stigma consciousness. The research results provide practical information for managers to reduce deviant behavior, which helps to promote riders' performance on the platform.

Exploring Social Media Use and Civic Engagement on the Discussion of Antinuclear Issue

Social media has brought a new communication revolution allowing users to connect, share, and discuss public & social opinions with others. The new look at social media has shaped social movements, and provides a fair voice to anyone who can be heard online. This research explores individuals’ civic engagement concerning the environmental issue of nuclear energy on social media. Nuclear energy is a global, social, and environmental issue, the research variables included in this study are self-presentation efficacy, fear of social isolation and stigma consciousness. The findings from this study will have implications for both research and practices, especially help understanding the civic engagement of social movement on social media.

Do Members of Disadvantaged Groups Explain Group Status With Group Stereotypes?

Recent research on group attitudes in members of disadvantaged groups has provided evidence that group evaluations closely align with societal stigma, reflecting outgroup favoritism in members of those groups that are most strongly stigmatized. While outgroup favoritism is clearly evident among some groups, there is still debate about the psychological mechanisms underlying outgroup favoritism. The current research focuses on a less intensively examined aspect of outgroup favoritism, namely the use of status-legitimizing group stereotypes. We present data from members of four disadvantaged groups (i.e., persons who self-categorize as gay or lesbian, n = 205; Black or African American, n = 209; overweight n = 200, or are aged 60–75 years n = 205), who reported the perceived status of their ingroup and a comparison majority outgroup and provided explanations for their status perceptions. Contrary to assumptions from System Justification Theory, participants rarely explained perceived group status differences with group stereotypes, whereas they frequently explained ingroup disadvantage with perceived stigmatization and/or systemic reasons. Further exploratory analyses indicated that participants’ status explanations were related to measures of intergroup attitudes, ideological beliefs, stigma consciousness, and experienced discrimination. Our results highlight the need to develop a better understanding whether, under what circumstances, and with which consequences members of disadvantaged groups use group stereotypes as attributions of ingroup status and status differences.

Does TB stigma affect emotion recognition? A study with a Portuguese sample

TB stigma constitutes a major barrier to disease control and social distress. This study aims to understand better the inherent social processes on the perception of emotions. Thus far, the specific role of TB stigma in this respect was not tested. We hypothesize that individuals in TB treatment (vs. a control non-clinical group) would identify more negative emotions in the faces of others, specifically rejecting emotions (e.g., disgust) when preoccupied with TB stigma. Two groups of participants completed a questionnaire with 23 faces, identified the emotions portrayed in the pictures, and reported their level of Stigma Consciousness, Interpersonal-Rejection Related to Stigma, and Rejection Sensitivity. Results show that the two groups significantly differ in their perceptions of negative emotions: participants in treatment identify less disgust and more sadness, fear, and anger versus the control group. Findings are discussed concerning the literature on stigma and its consequences.

Stigma Consciousness and Work Outcomes of Senior Woman Administrators: The Role of Workplace Incivility

Stigmas and incivility are common across all facets of sport, yet empirical examination is lacking, especially when it comes to women in leadership positions. In intercollegiate athletics, the senior woman administrator position is designated by the National Collegiate Athletic Association as the highest ranking woman serving the athletic department, so this study examined the extent to which stigma consciousness and workplace incivility impact the work outcomes of 234 senior woman administrators. Structural equation modeling and open-ended responses demonstrated that stigma consciousness is associated with higher perceived incivility, which is associated with lower job satisfaction and perceived organizational opportunity. Thus, stigma consciousness and workplace incivility not only operate as influential independent factors within the workplace setting, but stigma consciousness also serves as an antecedent to workplace incivility. Managerial strategies empowering professionals may help reduce stigmas, prevent uncivil behaviors in the workplace, and ultimately, improve outcomes.

Angry, Frustrated, and Silent: Women’s Responses to Microaggressions Within the Discipline That Coined Microaggressions

The number of women entering the field of psychology has steadily increased to nearly 75% over the past decade (APA, 2019). During this time, the number of women in psychology who identify as racial and/or ethnic group member has also increased (APA, 2019). The discipline of psychology prides itself on inclusivity and has worked to increase the retention of members with varying cultural and gender identities (APA n.d.b., & APA, n.d.c.). Shifts in composition, however, have not been reflected among higher ranking professionals within the field (e.g., faculty, supervisors; Office of Program Consultation and Accreditation, 2015). This disparity warranted a qualitative investigation on the experiences, emotions, and reactions to microaggressions for women emerging in psychology (n = 264). Although psychology-related professionals aspire to be more inclusive and maintain an explicit orientation to social change, microaggressions have a large purview from which no field is excluded. Findings from women’s narrative responses revealed 4 types of microaggressions, 11 elicited emotion themes, and 6 types of reactions to microaggressions. Results highlight how women manage their emotions and reactions to microaggressions in institutional environments while considering individual and collective stigma consciousness. Monitoring and documenting the social conditions of this field can increase support and allyship, which facilitates retention for women pursuing and earning doctoral degrees in psychology.

An ally you say? Endorsing White women as allies to encourage perceptions of allyship and organizational identity-safety among Black women

Black women often question their belonging in organizational environments, and exposure to an allyship cue, such as a White woman endorsed as an ally, may help mitigate such concerns. We examine whether ally endorsement can help a White female employee cue allyship, and in turn, serve as an effective organizational identity-safety cue for Black women high in stigma consciousness. We found that, relative to viewing a White female employee, Black women that viewed a White female employee endorsed as an ally reported greater perceptions of allyship, which had important downstream consequences for organizational identity-safety. Specifically, perceptions of allyship predicted greater anticipated trust and belonging within the organization among participants both high (Experiments 1 and 2) and low (Experiment 2) in stigma consciousness. The present studies demonstrate that ally endorsement effectively cues allyship, and in turn, signals organizational identity-safety for Black women across varying levels of stigma consciousness.