This study examined the relationship between ambient workplace heterosexism, emotional reactions (i.e., fear and anger), and outcomes for sexual minority and heterosexual employees. Five hundred thirty-six restaurant employees (68% female, 77% White) completed an online survey assessing the variables of interest. Results showed that greater experiences of ambient workplace heterosexism were associated with heightened fear and anger and, in turn, with heightened psychological distress (for fear) and greater physical health complaints, turnover intentions, and lowered job satisfaction (for anger). Fear also mediated the relationship between ambient workplace heterosexism and psychological distress. In addition, sexual orientation moderated the relationship between ambient workplace heterosexism and fear such that sexual minority employees reported more fear than heterosexuals with greater ambient heterosexism. These effects occurred after controlling for personal experiences of interpersonal discrimination. Our findings suggest that ambient workplace heterosexism can be harmful to all employees, not only sexual minorities or targeted individuals.

The workplace is an environment where individuals have little choice about with whom they interact. As such, employees may find themselves engaged in conversations with coworkers whose political opinions and perspectives are divergent from their own. In the present study, we examined how coworkers' (dis)similarity in political identity is related to the quality of their interpersonal interactions and subsequent well‐being. We predicted that political identity dissimilarity is associated with experiences of workplace incivility and, in turn, declines in psychological and occupational well‐being. We tested our hypotheses in a four‐wave survey study conducted during the 2012 U.S. presidential election using structural equation modeling. Consistent with our expectations, results indicated that political identity dissimilarity was associated with increased reports of incivility experiences instigated by coworkers, which, in turn, was associated with increased burnout and turnover intentions and diminished job satisfaction. The relationship between incivility and well‐being was mediated by psychological distress. Overall, the findings demonstrate that political identity dissimilarity is detrimentally related to job attitudes and well‐being via triggering workplace incivility, which provides meaningful implications for organizations on how to mitigate the negative influences of identity dissimilarity.

While research on microaggressions has accumulated in recent decades, doubts have arisen over their impact on individuals. Hence, the purpose of this study was to analyze the relations between microaggressions and psychological well-being, physical health, job outcomes, and positive and negative coping. Potential moderators (i.e., microaggression target, publication year, publication status, sample occupation, and inclusion of nonstigmatized group members) were also examined. A meta-analytic approach was chosen to summarize the findings in the microaggression literature.Several search terms and databases were used to identify articles for inclusion. After review, a total of 141 articles with 154 samples contributed effect sizes to our analyses.The results showed that microaggressions were negatively related to psychological well-being and physical health and positively related to coping. The pattern of results was generally the same regardless of the microaggression target, the year the study was conducted, the publication status of the paper, the occupation of the sample, and whether the sample included nonstigmatized groups members or not. This meta-analysis demonstrates the stable, harmful effects associated with experiencing microaggressions. Specifically, microaggressions predicted negative outcomes across individuals and contexts. Thus,

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