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1 – 10 of over 5000
Article
Publication date: 8 February 2016

Alyssa McGonagle, Adam Roebuck, Hannah Diebel, Justin Aqwa, Zachary Fragoso and Sarah Stoddart

The authors sought initial validity evidence for a measure of anticipated discrimination in the workplace using three samples of working adults with various chronic illnesses. The…

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Abstract

Purpose

The authors sought initial validity evidence for a measure of anticipated discrimination in the workplace using three samples of working adults with various chronic illnesses. The purpose of this paper is to propose a single factor structure, correlations with stigma dimensions, discriminant validity from similar scales, and incremental validity in predicting work-related outcomes.

Design/methodology/approach

Adults working at least 20 hours per week with various chronic illnesses (Sample 1 n=332, Sample 2 n=193, Sample 3 n=230) voluntarily completed an online survey. Structural equation modeling and hierarchical multiple regression were used to analyze the data.

Findings

Results supported the proposed single-factor structure, along with proposed correlations with strain, and job attitudes (job satisfaction, affective commitment, and both procedural justice). Discriminant validity was observed between anticipated discrimination and procedural justice perceptions and perceived impact on performance. The scale demonstrated incremental validity in predicting strain beyond the relevant controls in all three samples, although it only demonstrated incremental validity in predicting job satisfaction in Samples 1 and 3 and affective commitment in Sample 1.

Research limitations/implications

Study limitations include the use of single-source, cross-sectional data, omission of a non-stigmatized sample, and a deductive approach to item generation. Future research should attempt to validate the scale on other stigmatized worker populations.

Practical implications

Organizations may use this scale to monitor employees’ perceptions of anticipated discrimination and researchers may use it as a measure of a workplace stressor.

Originality/value

The vast majority of existing stigma and discrimination scales do not specifically address the workplace context. This study contributes to the literature by providing psychometric information for a workplace anticipated discrimination scale using samples from an under-represented worker population.

Details

Journal of Managerial Psychology, vol. 31 no. 1
Type: Research Article
ISSN: 0268-3946

Keywords

Article
Publication date: 26 January 2022

Devalina Nag, David F. Arena and Kristen P. Jones

The purpose of this paper is to understand the implications of anticipated discrimination for women and racial minorities when they lose out on an opportunity for a promotion to a…

Abstract

Purpose

The purpose of this paper is to understand the implications of anticipated discrimination for women and racial minorities when they lose out on an opportunity for a promotion to a similarly qualified non-minority colleague.

Design/methodology/approach

A sample of 248 participants who were full-time working adults residing in the USA were randomly assigned to one of four versions of the scenario in which a coworker was either a White male, a White female, a Black male or a Black female coworker is offered a desired promotion. Participants reported on the extent to which they anticipated discrimination (i.e. expect discriminatory behaviors enacted toward them in the future) in the hypothetical workplace.

Findings

Women and racial minorities reported anticipated discrimination at greater levels than non-minorities when passed over for a promotion. The authors also found that intersectionally stigmatized, racial minority women reported the highest levels of anticipated discrimination.

Practical implications

The authors recommend transparent and honest communication about organizations’ decision-making processes that have career-related implications for underrepresented populations. Doing so may help alleviate concerns or perceptions that employees may have in regard to organizational practices being (intentionally or unintentionally) discriminatory.

Originality/value

While research has examined the psychological implications of receiving a promotion, substantially less work has focused on the characteristics of the promoted coworker or considered how those characteristics shape perceptions of anticipating discrimination.

Details

Gender in Management: An International Journal , vol. 37 no. 4
Type: Research Article
ISSN: 1754-2413

Keywords

Article
Publication date: 15 July 2022

This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.

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Abstract

Purpose

This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies.

Design/methodology/approach

This briefing is prepared by an independent writer who adds their own impartial comments and places the articles in context.

Findings

This study focuses on promotion loss at work, and how different groups of people assess the level of discrimination they now anticipate experiencing in future. The results revealed that female employees and racial minority employees reported feeling the most anticipated discrimination after missing out on a promotion to a similarly qualified, non-minority or male candidate. The highest anticipated discrimination levels were felt by racial minority women. It’s recommended that transparent communication and decision processes are among the solutions to prevent these problems festering into pervasive disengagement and distrust.

Originality/value

The briefing saves busy executives, strategists and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

Details

Human Resource Management International Digest , vol. 30 no. 6
Type: Research Article
ISSN: 0967-0734

Keywords

Article
Publication date: 1 March 2024

Kayla B. Follmer, Mackenzie J. Miller and Joy E. Beatty

Research related to workplace accommodation requests for employees with mental illness is scarce, though evidence suggests that these individuals often fail to request…

Abstract

Purpose

Research related to workplace accommodation requests for employees with mental illness is scarce, though evidence suggests that these individuals often fail to request accommodations even when needed. The authors' research study aimed to address these shortcomings by (1) assessing employees' knowledge of Americans with Disabilities Act (ADA) laws and how this knowledge influences employees' perceived need for and requests of accommodations; (2) examining the relationship between employees' perceived need for accommodations and employees' workplace outcomes and (3) examining the relationship between perceived need for accommodations and employees' actual accommodation requests, as well as how stigma influences this relationship.

Design/methodology/approach

The authors used two survey studies to investigate their research questions. Study 1 participants were recruited through Amazon's MTurk, and Study 2 participants were recruited through support groups for individuals diagnosed with mood disorders (i.e. depression and bipolar disorder).

Findings

The authors found significant gaps in both subjective and objective ADA-related knowledge among participants in their sample. The authors' Study 1 results also revealed an interaction between the perceived need for accommodations and accommodation requests in predicting job satisfaction and turnover intentions. When employees needed accommodations but did not request them, it resulted in worsened workplace outcomes. In Study 2, the authors aimed to identify barriers to requesting accommodations. The authors found that the relationship between perceived need for accommodations and actual accommodation requests was moderated by both public and self-stigma, thereby showing that stigma can impede individuals from requesting needed accommodations at work.

Originality/value

The authors' study sheds light on a population that has been relatively understudied in the workplace accommodations literature, namely those with mental illness. The authors first identify the perceived need for accommodations as an important factor in making accommodations requests at work, as prior work has failed to differentiate how the need for accommodations can vary across individuals. Next, the authors show how workplace outcomes (i.e. job satisfaction and turnover intentions) are negatively affected when employees need accommodations but do not request them. Finally, the authors demonstrate how both public stigma and self-stigma can reduce the likelihood that individuals request accommodations at work, even when needed.

Details

Equality, Diversity and Inclusion: An International Journal, vol. 43 no. 7
Type: Research Article
ISSN: 2040-7149

Keywords

Book part
Publication date: 30 October 2018

Taylan Acar

This study examines the educational aspirations of immigrant students, who are descendants of eight different immigrant communities in Germany. First, the article shows that…

Abstract

This study examines the educational aspirations of immigrant students, who are descendants of eight different immigrant communities in Germany. First, the article shows that compared to native German students, the educational aspirations of students with migration origin vary substantially. Challenging previous narratives of immigrant optimism and information deficit, the article suggests that the students of Turkish origin develop a conscious appraisal of obtaining an academic high-school qualification (AHSQ), even if they realize they will not be able to receive one by the end of the high-school. The study also shows that the duration of their stay in Germany plays a significant role in attenuating the high educational aspirations of most immigrant communities. However, Turkish students constitute an exception to this finding as they maintain high idealistic aspirations from first- to third-generation. The return migrant students from the former Soviet Union are the only group who report high educational aspirations, when asked about both their idealistic and realistic aspirations. Finally, the findings indicate that the position of the particular immigrant groups within the German social status hierarchy is a strong determinant of the educational aspirations of immigrant students and their parents.

Details

Research in the Sociology of Education
Type: Book
ISBN: 978-1-78769-077-6

Keywords

Article
Publication date: 31 December 2008

Belinda Arthur, Lee Knifton, Margaret Park and Ellen Doherty

People who have used mental health services in Scotland have the lowest employment rates of all working ages, despite a national programme for mental health and well‐being that…

Abstract

People who have used mental health services in Scotland have the lowest employment rates of all working ages, despite a national programme for mental health and well‐being that provides significant investment in anti‐stigma initiatives and employment support services. This paper qualitatively identifies barriers to employment from the perspectives of people who have experienced mental health issues by conducting in‐depth focus groups with 20 people who have experienced mental health issues undertaken through collaborative research involving people who have experienced mental health issues alongside practitioners and academics. Researchers who have experienced mental health issues instigated and determined the direction, execution and dissemination of the study. The findings add to the growing evidence base outlining the complex and interlinked barriers to employment which include previous experience of workplace discrimination, financial uncertainty, disclosure concerns, quality of jobs available and the potential of work at times to worsen mental health conditions. Despite this, most participants expressed hopefulness and resilience. Many wanted paid work and outlined practical steps that employers can take in terms of recruitment and retention. However, participants also stressed the equal importance of voluntary work and not just as a step to paid employment. A multiple‐perspectives approach provides important insights into the complex and sensitive policy area of mental health and employment. Meaningful involvement of people who have used mental health services should be a central aspect of further research that aims to understand and address these barriers. This study has shaped the development of a national service user research consortium in Scotland.

Details

Journal of Public Mental Health, vol. 7 no. 4
Type: Research Article
ISSN: 1746-5729

Keywords

Article
Publication date: 20 March 2024

Alastair Pipkin and Luz Helena Rodriguez Forero

The following study aimed to better understand rural dwelling LGBTQ+ adults’ experiences of the challenges and opportunities facing their working lives in England.

Abstract

Purpose

The following study aimed to better understand rural dwelling LGBTQ+ adults’ experiences of the challenges and opportunities facing their working lives in England.

Design/methodology/approach

A qualitative, focus group design was utilized, using online recruitment and an online, one-off focus group. Data were analyzed using thematic analysis.

Findings

Three themes were identified: stressors facing LGBTQ+ people in the workplace; opportunities in employment; and ideas to improve the workplace for LGBTQ+ people. Participants spoke to the ways in which both rural living and the pandemic had impacted their working lives, including elevated fears of being discriminated against; experiencing microaggressions in the workplace which they felt were partly elevated by a lack of visibility and affirmative policies; and a sense that specific workplaces inhabited by LGBTQ+ people had been decimated by the pandemic. Conversely, participants spoke of opportunities for affirmation of their gender and/or sexual orientation identities, feeling a sense of pride and connection with their communities through work.

Originality/value

This is the first study to the authors’ knowledge that specifically explores rural dwelling LGBTQ+ adults’ experiences of the workplace post-pandemic. It builds on previous empirical research by highlighting qualitative experiences of challenges and opportunity, which can inform organizations and policymakers’ efforts to promote inclusivity.

Details

Qualitative Research Journal, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1443-9883

Keywords

Article
Publication date: 19 May 2021

Danielle M. Gardner, Caitlin Q. Briggs and Ann Marie Ryan

As COVID-19 cases rose in the US, so too did instances of discrimination against Asians. The current research seeks to understand and document discrimination toward Asians in the…

1090

Abstract

Purpose

As COVID-19 cases rose in the US, so too did instances of discrimination against Asians. The current research seeks to understand and document discrimination toward Asians in the US specifically linked to the global pandemic (study 1). The authors test hypotheses based in social categorization and intergroup contact theories, demonstrating perceived pandemic blame is a mechanism for discrimination (study 2).

Design/methodology/approach

In study 1, the authors survey Asians living in the US regarding experiences and perceptions of COVID-19-related discrimination. In study 2, a two-time point survey examined whether participant perceptions of pandemic blame toward China predict discriminatory behavior toward Asians.

Findings

Study 1 demonstrated that 22.5% of US-residing Asians report personally encountering pandemic-related discrimination. Study 2 indicated that COVID-19 blame attributions toward China predicted anticipated hiring bias and increased physical distancing of Asians at work, associated with higher levels of US identification.

Research limitations/implications

The findings have theoretical implications for research on blame and stigmatization, as well as practical implications regarding bias mitigation.

Originality/value

The present studies advance understanding of event-based blame as a driver of prejudice and discrimination at work and suggest organizations attend to bias mitigation in conjunction with uncertainty reduction communications in challenging times.

Details

Equality, Diversity and Inclusion: An International Journal, vol. 41 no. 1
Type: Research Article
ISSN: 2040-7149

Keywords

Book part
Publication date: 30 June 2004

Belle Rose Ragins

Lesbian, gay and bisexual (LGB) employees constitute one of the largest, but least studied, minority groups in the workforce. This article examines what we know, and what we need…

Abstract

Lesbian, gay and bisexual (LGB) employees constitute one of the largest, but least studied, minority groups in the workforce. This article examines what we know, and what we need to know, about the career and workplace experiences of this understudied population. The construct of sexual identity is defined, followed by a review of the research on sexual orientation in the workplace. Then an analysis of the differences between LGB employees and other stigmatized groups is presented. Three unique challenges facing LGB employees are identified, and conceptual models are developed that explain underlying processes. Finally, career theories are critically analyzed, and an identity-based longitudinal theory of LGB careers is presented.

Details

Research in Personnel and Human Resources Management
Type: Book
ISBN: 978-0-76231-103-3

Article
Publication date: 19 February 2024

Wendy A. Bradley and Caroline Fry

The purpose of the present study is to investigate the extent to which female and male university students from low-income countries express different entrepreneurial intentions…

Abstract

Purpose

The purpose of the present study is to investigate the extent to which female and male university students from low-income countries express different entrepreneurial intentions. Specifically, the study empirically tests whether the anticipated financial returns to entrepreneurship versus salaried employment, or the perceived barriers to entrepreneurship exert a stronger influence on the relationship between gender and entrepreneurial intentions.

Design/methodology/approach

To test the relationship of anticipated rewards versus barriers to entrepreneurship on gender and entrepreneurial intention, the study uses new data from a field survey in Sierra Leone and employs multiple mediation analyses.

Findings

The authors find that the relationship between gender and entrepreneurial intentions operates through the mediator of perceptions of the financial returns to entrepreneurship but not perceived barriers to entrepreneurship.

Research limitations/implications

The authors study intent, not behavior, acknowledging that cognitive intent is a powerful predictor of later behavior. Implications for future research on entrepreneurship in the African context are discussed.

Practical implications

The results from this study can be applied to both pedagogic and business settings in the field of entrepreneurship, with concrete implications for policymakers.

Originality/value

Results suggest that the gender gap in entrepreneurial intentions (EI) for science, technology, engineering and mathematics (STEM)- and business-educated students in Sierra Leone is predominantly influenced by anticipated financial returns to occupational choices, as opposed to perceived barriers to entrepreneurship, a more frequently studied antecedent to EI.

Details

International Journal of Entrepreneurial Behavior & Research, vol. 30 no. 7
Type: Research Article
ISSN: 1355-2554

Keywords

1 – 10 of over 5000