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We investigated the relationship between racial microaggressions and work volition in a sample of racially diverse adults ( N = 171) in the United States for this online cross-sectional study. Correlation analyses revealed that higher levels of racial microaggressions across five of the six racial microaggression dimensions (i.e., criminality, environmental invalidations, foreigner, invisibility, and low-achieving/undesirable culture) related to lowered work volition. We explored how the relationship between dimensions of racial microaggressions and work volition varied by level of bicultural self-efficacy. Regression analyses indicated that bicultural self-efficacy significantly moderated the relationship between four dimensions of racial microaggressions (i.e., criminality, invisibility, low- achieving/undesirable culture, and sexualization) and work volition. More specifically, high levels of bicultural self-efficacy buffered some of the effects of these racial microaggressions on work volition. Implications for practice, limitations, and future directions for career research are discussed.

In this study, we examined the degree to which two forms of perceived interpersonal influence relate to college women’s plans to become leaders in their career fields. We also tested whether those associations vary as a function of the nontraditionality of the women’s majors (as indexed by the percentage of male students in their majors). The responses of 673 female undergraduate students to an online survey revealed that perceived support/guidance for career decision-making and perceived inspiration from career role models both had unique and positive associations with leadership aspirations, but those associations did not differ based on major nontraditionality. We discuss implications for career interventions designed to facilitate college women’s leadership aspirations and identify future research directions.

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