Publisher
University of Tennessee at Chattanooga
Place of Publication
Chattanooga (Tenn.)
Abstract
This proposed project aims to examine the impact of microaggressions and stereotypes on Black women in both traditional and virtual workplaces, specifically focusing on how experiences microaggression, and stereotypes affect job satisfaction and organizational contribution. Black women face unique microaggressions, rooted in both racial and gender biases, which hinder their career progression and access to leadership roles. These microaggressions often manifest as being underestimated or unfairly scrutinized, leading to negative consequences such as emotional stress, decreased job satisfaction, and reduced organizational engagement. Microaggressions and stereotypes are prevalent challenges faced by Black women, and they significantly contribute to negative workplace experiences. Stereotypes, such as those portraying Black women as domineering or angry, compound the harm caused by microaggressions and lead to a lack of inclusion and support at work. In traditional settings, these issues contribute to burnout and lower job satisfaction, while in virtual environments, microaggressions appear in the form of micromanagement or insensitive virtual interactions. The current study hypothesizes that microaggressions and stereotypes will correlate positively, with Black women in traditional settings experiencing more frequent instances than those in virtual environments. Additionally, microaggressions and stereotypes are expected to negatively affect both job satisfaction and contributions to organizational impact. The methodology involves surveying Black women working in corporate and non-corporate roles, both in-person and remotely. Self-report measures will include the Daily Life Experiences (DLE) subscale of the Racism and Life Experiences Scale (RaLES), the Gendered Racial Microaggressions Scale (GRMS), the Job Satisfaction Survey (JSS), and the Work Effort Scale (WESC), all of which demonstrate high reliability. The implications of the current study include influencing DEI policies by highlighting the impact of microaggressions on Black women’s job satisfaction and organizational contribution in both traditional and virtual workplaces.
Date
11-9-2024
Subject
Industrial and organizational psychology
Document Type
posters
Language
English
Rights
http://rightsstatements.org/vocab/InC/1.0/
License
http://creativecommons.org/licenses/by/4.0/
Included in
Impact of Microaggressions and Stereotypes on Black Women in a Traditional vs. Virtual Workplace
This proposed project aims to examine the impact of microaggressions and stereotypes on Black women in both traditional and virtual workplaces, specifically focusing on how experiences microaggression, and stereotypes affect job satisfaction and organizational contribution. Black women face unique microaggressions, rooted in both racial and gender biases, which hinder their career progression and access to leadership roles. These microaggressions often manifest as being underestimated or unfairly scrutinized, leading to negative consequences such as emotional stress, decreased job satisfaction, and reduced organizational engagement. Microaggressions and stereotypes are prevalent challenges faced by Black women, and they significantly contribute to negative workplace experiences. Stereotypes, such as those portraying Black women as domineering or angry, compound the harm caused by microaggressions and lead to a lack of inclusion and support at work. In traditional settings, these issues contribute to burnout and lower job satisfaction, while in virtual environments, microaggressions appear in the form of micromanagement or insensitive virtual interactions. The current study hypothesizes that microaggressions and stereotypes will correlate positively, with Black women in traditional settings experiencing more frequent instances than those in virtual environments. Additionally, microaggressions and stereotypes are expected to negatively affect both job satisfaction and contributions to organizational impact. The methodology involves surveying Black women working in corporate and non-corporate roles, both in-person and remotely. Self-report measures will include the Daily Life Experiences (DLE) subscale of the Racism and Life Experiences Scale (RaLES), the Gendered Racial Microaggressions Scale (GRMS), the Job Satisfaction Survey (JSS), and the Work Effort Scale (WESC), all of which demonstrate high reliability. The implications of the current study include influencing DEI policies by highlighting the impact of microaggressions on Black women’s job satisfaction and organizational contribution in both traditional and virtual workplaces.
Department
University of Tennessee at Chattanooga. Dept. of Psychology