Across 6 studies, Whites expressed more negative attitudes toward strongly identified racial minorities than toward weakly identified minorities. Whites who personally endorsed worldviews that legitimize the status hierarchy were particularly likely to express negative attitudes toward strongly identified minorities relative to weakly identified minorities, whereas Whites who personally rejected status-legitimizing worldviews displayed the opposite pattern. In addition, Whites' biases against strongly identified minorities dissipated when strongly identified minorities expressed strong endorsement of statuslegitimizing worldviews. These studies suggest that Whites do not distribute their prejudicial attitudes equally among all members of minority groups and that some subsets of minorities (the strongly identified) might bear the brunt of racial prejudice.

Research shows that being a target of organizational incivility is associated with negative outcomes, including declines in job satisfaction, physical health, and psychological well-being. Two studies (90 property management company employees; 210 undergraduate students) were conducted to examine whether 2 types of social support-emotional and organizational-act as buffers of the relationship between incivility and outcomes in workplace and academic contexts. Two types of incivility were also examined: general workplace incivility and gendered incivility. Consistent with the hypotheses, the results of both studies indicated that employees and students who experienced higher levels of incivility reported better outcomes when they felt organizationally and emotionally supported. Implications for organizations are discussed.j asp_891 340..372

The intersection of race and gender may create unique experiences for Black and White women in terms of work, family, domestic roles, and interpersonal relationships. Dissimilar gender-role norms may foster different perceptions of gender for these two groups of women. In the current study, we examined similarities and differences in Black and White women’s perceptions of their gender using qualitative focus group methodology and grounded theory data analysis. The results identified five themes that were common to Black and White women: Gender-Based Mistreatment, Perceived Advantage, Friendships and Community, Caretaking, and Work and Family Options. One additional theme, Inner Strength, emerged only for Black women. Although many of the broad perceptions of womanhood were similar for Black and White women, analysis of the content within each theme highlighted important differences. We discuss the results in terms of how they may reflect socio-historical factors, gender discrimination, stereotypes, and gender-role norms.

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Few empirical studies have explored the mechanisms through which racial identity, the importance of racial group membership, affects well-being for racial/ethnic minorities. Using a community sample of 161 African American adults, the present study examined whether the association between racial identity (centrality, public regard, and private regard) and life satisfaction is mediated by two identity functions, belongingness and discrimination. Our results indicated that the relationships of centrality and private regard with life satisfaction were mediated by perceptions of belongingness. Furthermore, gender moderated the strength of each of these mediating effects, such that belongingness mediated these relationships for women but not for men. Our results also indicated that the relationship between public regard and life satisfaction was mediated by perceptions of discrimination. Furthermore, higher public regard was related to lower perceptions of discrimination for women but not men. However, a combined model for public regard and life satisfaction as mediated by discrimination failed to show moderated mediation. We discuss these results in relation to research and theory on racial identity and intersectionality.