When thriving requires effortful surviving: Delineating manifestations and resource expenditure outcomes of microaggressions for Black employees.

Abstract

Although overt racism is condemned by many organizations, insidious forms of racism persist. Drawing on the conservation of resources framework (Hobfoll, 1989), this article identifies forms and outcomes of racial microaggressions-daily verbal, behavioral, and environmental indignities that denigrate individuals from racially minoritized groups (Sue, Capodilupo, et al., 2007). Leveraging survey data from 345 Black employees, open-ended question qualitative insights delineate three overarching themes of workplace microaggression toward Black employees: anti-Black stereotype expression, racialized role assignment, and interactional injustice. We also detail how these themes manifest in nine distinct ways. Then, we model the cognitive and emotional resource recovery and protection processes that Black employees engage in to overcome workplace microaggressions. Quantitative results demonstrated that workplace microaggressions related to subsequent resource replenishment (i.e., co-rumination, or discussing feelings and venting about problems with coworkers; Rose, 2002) and protection (i.e., racism-related vigilance, or mentally preparing for anticipated racism; Clark et al., 2006) efforts. Further, results suggested undesirable effects of microaggressions on burnout and job satisfaction. Finally, we found a positive relationship between resourcing efforts and job satisfaction but found no support for trait resiliency or organizational support as buffers of microaggression effects. Implications for future research and direct interventions are discussed.

Understanding racism in the workplace.

“…Given scholarly debate on whether allyship is comparatively more beneficial to allies than to targets, these findings highlight perceived similarity regardless of status differences as a means of strengthening the mutual advantage of allyship. Consistent with the results of King et al (2023), which suggest that individual and organizational efforts may not be sufficient for protecting targets against the harmful effects of microaggressions, Jun and colleagues also highlight allyship as an additional strategy for addressing racism. More broadly, this article sheds light on the need for research that takes a more holistic perspective on racism, exploring the involvement and impact of different racial groups.…”

“…Each article in this diverse and thought-provoking collection is discussed in detail below. King et al (2023) identify and understand anti-Black microaggression in the workplace and the mechanisms that help to explain its effects on employee outcomes. Broadly conceptualized as subtle yet day-to-day expressions of racial discrimination, racial microaggressions have been examined to reflect the lived experiences of members of marginalized groups.…”

“…As a result, those who attempt to counteract such status differences may receive less desirable career outcomes. Because accepting the status quo comes with its own costs, such as being prescribed to lower hierarchical roles in organizations, as shown by King et al (2023) Black employees may uniquely face an inherent racial paradox or double bind as part of their experiences at work. Thus, this article has important implications for research that acknowledges the polylithic nature of race and investigates differences in the underlying processes that influence variability in upward mobility and career outcomes across groups.…”

Vicarious Experiences of Major Discrimination and Psychological Distress among Black Men and Women

“…As Americans continue to grapple with the reckoning of racialized systems that marginalize racial and ethnic minorities, concerns regarding the psychological well-being of Black Americans, who continuously endure the effects of racism across multiple life contexts, has grown. Although findings on the mental health of Black Americans remain somewhat paradoxical (Erving, Thomas, and Frazier 2018; Louie and Wheaton 2018; Thomas Tobin and Moody 2021), a wealth of empirical evidence demonstrates that perceived discrimination is an important social stressor with significant psychological consequences among this population (Brondolo et al 2009; Goosby, Cheadle, and Mitchell 2018; King et al 2022; Paradies et al 2015; Pascoe and Richman 2009; Williams and Mohammed 2009). Burgeoning research also suggests that secondhand experiences of racism may negatively impact the health and well-being of Black Americans (Colen et al 2019; Louie and Upenieks 2022; Martz et al 2019; McFarland et al 2018; Moody 2022; Moody et al 2022).…”

The acceleration of emotional labor research: Navigating the past and steering toward the future

“…Another grand challenge is around gender and racial disparities and discrimination. For groups that are likely to experience discrimination as sexual/gender harassment (i.e., unwanted sexual attention, gendered mistreatment; Chawla, Gabriel, O'Leary‐Kelly, & Rosen, 2021) or race‐based mistreatment (i.e., microaggressions, King et al., 2022), the negative emotions evoked create more need to hide and fake emotions, which come with costs to performance and well‐being. Strong positive norms such as “service with a smile” constrain the ability to reduce the mistreatment—and may even exacerbate it—by signaling power differentials (Kundro et al., 2021) that allow mistreatment to continue.…”