From whence cometh their strength: Social support, coping, and well-being of Black women professionals.

Linnabery, Eileen; Stuhlmacher, Alice F.; Towler, Annette

doi:10.1037/a0037873

Cited by 37 publications

(42 citation statements)

References 58 publications

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“…Our interviewees also pointed to the critical importance of building networks of similar others to which they can retreat in order to regain a sense of who they are. While many of these are common strategies that minorities have relied on in work organizations (Bell & Nkomo, 2001; Linnabery, Stuhlmacher, & Towler, 2014), this strategy too imposes an added burden on these students from which their more privileged peers are exempt. This identity work enables these students to stay grounded in their primary identity despite destabilizing threats to it and to endure in college in spite of these obstacles.…”

Section: Discussionmentioning

confidence: 99%

Identity Work by First-Generation College Students to Counteract Class-Based Microaggressions

Gray

Johnson

Kish-Gephart

et al. 2017

Organization Studies

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Using an interactional approach to studying organizations, we explore how social class differences alone and coupled with racial minority status generate identity threats for first-generation college students who are already underprivileged with respect to educational attainment. For these students the markers of social class are omnipresent and, like racial minorities, they experience microaggressions that require them to engage in identity work to counter these threats. We detail manifestations of social class differences on and off campus and identify the kinds of microaggressions these students encounter including those generated by the intersection of race and class that can destabilize students’ identities and lead to what we refer to as “identity collapse.” Our results also reveal four types of identity work including mining core identity strength, passing (via dodging and code switching), and developing peer support networks that allow some first-generation students to be resilient in responding to identity threats. We consider the implications of this class work for first-to-college students and offer suggestions for future research that expands our work to workplace organizations and inquires about the potential lasting effects of social class stigma.

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Section: Discussionmentioning

confidence: 99%

Identity Work by First-Generation College Students to Counteract Class-Based Microaggressions

Gray

Johnson

Kish-Gephart

et al. 2017

Organization Studies

View full text Add to dashboard Cite

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“…If HHAs interact with patients when HHAs are in poor health, it may also affect patients’ health. Finally, compared with other working women, Black women face higher workplace stressors due to lower pay and limited career development opportunities (Linnabery, Stuhlmacher, & Towler, 2014).…”

Section: Discussionmentioning

confidence: 99%

Racial–Ethnic Differences in Turnover Intent Among Home Health Aides

Landes

Weng

2019

J Appl Gerontol

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Home health aides are crucial to ensuring quality services for the growing older adult population needing home-based care in the United States. We utilize data from the nationally representative 2007 National Home Health Aide Survey ( N = 3,344) to analyze racial–ethnic disparity in turnover intent. Non-Hispanic Black and non-Hispanic Other home health aides had higher all-cause turnover intent than Non-Hispanic Whites. Cause-specific turnover intent varied by race–ethnicity. Compared with non-Hispanic White home health aides, (a) non-Hispanic Black home health aides were more likely to leave due to low pay and educational/advancement opportunities; (b) Hispanic home health aides were more likely to leave due to a perceived lack of respect or difficulty with their supervisor/agency; and (c) non-Hispanic home health aides were more likely to leave due to an impending move. Findings suggest that efforts to address high levels of turnover intent among home health aides should account for differences in race–ethnic groups.

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“…Blustein's relational perspective emphasizes that interpersonal struggles, including careerrelated struggles, reflect human striving for connection and support. Relationships, through social support, have been shown to have a significant positive relationship with adaptive coping in the face of academic and work-related barriers (e.g., Klink, Byars-Winston, & Bakken, 2008;Linnabery, Stuhlmacher, & Towler, 2014). For career counselors and coaches, this points to the importance of maintaining an affirming perspective that encourages balanced goal pursuit and a sense of purpose across multiple life domains, thus increasing the likelihood of role congruence and positive coping.…”

Section: Theoretical Paradigms Within Vocational Psychologymentioning

confidence: 99%

Personal Growth and Well-Being at Work: Contributions of Vocational Psychology

Dik

O’Connor

Shimizu

et al. 2017

Journal of Career Development

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Positive psychology’s focus on human strengths, personal growth, and well-being is frequently applied to career development and the workplace. Such applications also fall within the purview of vocational psychology, yet despite its clear historic and contemporary emphases that support positive psychology goals, the impact of vocational psychology theory, research, and practice on positive psychology has fallen short of its potential. We encourage greater cross-fertilization by explicating how major theoretical paradigms within vocational psychology (person–environment fit, developmental/relational/constructivist perspectives, and social–cognitive career theory) support positive psychology aims. We also summarize recent work on three vocational psychology constructs (work volition, career adaptability, and a sense of calling) that may help to broaden and advance positive psychology’s applications to career development and work behavior. Finally, we discuss future directions for ongoing research related to the vocational and positive psychology intersection, and we outline several implications for career counseling practice.

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From whence cometh their strength: Social support, coping, and well-being of Black women professionals.

Cited by 37 publications

References 58 publications

Identity Work by First-Generation College Students to Counteract Class-Based Microaggressions

Identity Work by First-Generation College Students to Counteract Class-Based Microaggressions

Racial–Ethnic Differences in Turnover Intent Among Home Health Aides

Personal Growth and Well-Being at Work: Contributions of Vocational Psychology

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