Influence of Immigrants’ Attributes on Unfair Discrimination in Organizations

Stone, Dianna L.; Lukaszewski, Kimberly M.; Krueger, Dianna Contreras; Canedo, Julio C.

doi:10.1108/s1877-636120190000022005

Cited by 3 publications

(8 citation statements)

References 21 publications

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“…Alarmingly, despite the high prevalence of mental disorders, less than 50% of people will seek out or receive formal support and treatment ( National Alliance on Mental Illness, 2022 ). The concomitant challenges of not seeking treatment for mental disorders can be attributed to factors outside a person’s control; for example, out of network providers, financial costs to follow-through with receiving care, and the societal stigma (i.e., a negative social attitude associated with a characteristic of an individual; American Psychological Association, 2023a ; Stone et al, 2023 ) of pursuing help and support. This is particularly concerning given that mental disorders almost always require professional intervention and ongoing treatment to successfully manage or eliminate symptoms ( National Alliance on Mental Illness, 2022 ).…”

Section: Mental Health: Prevalence Stigma and Seeking Carementioning

confidence: 99%

“…Furthermore, organizational cultural change will occur only when supervisors reinforce positive mental health supportive behaviors through what they say and do. This type of role modeling by supervisors and managers can also help to reduced stigma and increase the self-efficacy of stigmatized people in organizations ( Stone et al, 2023 ). Reducing stigma is also discussed below in more detail, as a responsive strategy.…”

Section: Proactive Mhssb Strategiesmentioning

confidence: 99%

“…People in workplaces who experience mental health challenges have been stigmatized, similar to people who are stigmatized based on race, gender, and physical disabilities ( Stone et al, 2023 ). While such stigmatization varies based on the degree of mental health disorder, reducing such stigma is critical to afford people with mental health challenges the same workplace opportunities as others.…”

Section: Proactive Mhssb Strategiesmentioning

confidence: 99%

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A Framework for Protecting and Promoting Employee Mental Health through Supervisor Supportive Behaviors

Hammer,

Dimoff,

Mohr

et al. 2024

Occup Health Sci

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The attention to workplace mental health is timely given extreme levels of burnout, anxiety, depression and trauma experienced by workers due to serious extraorganizational stressors – the COVID-19 pandemic, threats to climate change, and extreme social and political unrest. Workplace-based risk factors, such as high stress and low support, are contributing factors to poor mental health and suicidality (Choi, 2018; Milner et al., 2013, 2018), just as low levels of social connectedness and belonging are established risk factors for poor mental health (Joiner et al., 2009), suggesting that social support at work (e.g., from supervisors) may be a key approach to protecting and promoting employee mental health. Social connections provide numerous benefits for health outcomes and are as, or more, important to mortality as other well-known health behaviors such as smoking and alcohol consumption (Holt-Lundstad et al., 2015), and can serve as a resource or buffer against the deleterious effects of stress or strain on psychological health (Cohen & Wills, 1985). This manuscript provides an evidence-based framework for understanding how supervisor supportive behaviors can serve to protect employees against psychosocial workplace risk factors and promote social connection and belongingness protective factors related to employee mental health. We identify six theoretically-based Mental Health Supportive Supervisor Behaviors (MHSSB; i.e., emotional support, practical support, role modeling, reducing stigma, warning sign recognition, warning sign response) that can be enacted and used by supervisors and managers to protect and promote the mental health of employees. A brief overview of mental health, mental disorders, and workplace mental health is provided. This is followed by the theoretical grounding and introduction of MHSSB. Suggestions for future research and practice follow, all with the focus of developing a better understanding of the role of supervisors in protecting and promoting employee mental health in the workplace.

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Section: Mental Health: Prevalence Stigma and Seeking Carementioning

confidence: 99%

Section: Proactive Mhssb Strategiesmentioning

confidence: 99%

Section: Proactive Mhssb Strategiesmentioning

confidence: 99%

See 1 more Smart Citation

A Framework for Protecting and Promoting Employee Mental Health through Supervisor Supportive Behaviors

Hammer,

Dimoff,

Mohr

et al. 2024

Occup Health Sci

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“…Despite the possible salience of justice in diverse teams, only a few attempts have been made to analyze organizational justice in diverse teams (Adamovic, 2020b). To clarify the inconsistent findings of previous diversity research, organizational justice is a promising framework, as dissimilar members often suffer from justice‐related problems such as prejudices, stereotypes, categorization, or even discrimination (Stone et al, 2020; Stone‐Romero & Stone, 2005). Therefore, the establishment of a just work environment could be a key mechanism or condition for exploiting the potential associated with diversity and dissimilarity (Cachat‐Rosset, Carillo, & Klarsfeld, 2019; Le et al, 2018).…”

Section: A Research Agenda For Organizational Justice Researchmentioning

confidence: 99%

Organizational justice research: A review, synthesis, and research agenda

Adamovic

2023

European Management Review

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We conducted a general, semi‐systematic literature review on organizational justice. Based on this review, we first explored the various ways in which organizational justice was conceptualized. Second, we explained the importance of organizational justice by reviewing and synthesizing theoretical frameworks in organizational justice research and studies that analyzed the effects of justice on employee outcomes. Subsequently, we shifted the focus from the individual to the team level by reviewing and synthesizing justice climate and peer justice research. To expand prior research and stimulate future research, we presented several avenues for future research, such as the cultural sensitivity of justice, justice in diverse work environments, justice and conflict, and the changing nature of work and justice. We also created a theoretical foundation for the integration of organizational justice with research on workplace conflict, diversity and dissimilarity, cultural values, relationships with coworkers, and the changing nature of work.

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“…As a consequence of these negative perceptions, immigrants often face exclusion, low wage levels, and assignment to low level jobs in the workplace. It merits noting that some research has examined the attributes of immigrants that affect negative reactions to them in the workplace (Stone, Lukaszewski, Krueger, & Canedo, 2019), but we know of no reviews research that have specifically focused on the attributes of raters that affect biases toward immigrants. Thus, the primary purposes of this paper are to (a) consider a number of rater attributes that negatively affect reactions to immigrants and unfair discrimination against them, (b) review the existing research on these issues, and (c) offer hypotheses to foster additional research and practice on this important topic.…”

Section: Introductionmentioning

confidence: 99%

Influence of Raters’ Attributes on Biases Toward Immigrants

2019

JBD

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Although immigrants offer many benefits for organizations and our society, they continue to experience unfair discrimination, prejudice, and hostility in the employment process. One contributing factor towards the negative perceptions toward immigrants are the raters' attributes (i.e., decision makers in the workplace). These attributes include their demographic background (e.g., age, gender), differences between raters' and immigrants ' cultural values, raters' personality, and raters' previous contact with immigrants. In order to understand raters' biases toward immigrants, we used the social cognition framework (Miller & Brewer, 1984) to explain the reasons for these biases, and offered hypotheses to guide future research on the issue.

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Influence of Immigrants’ Attributes on Unfair Discrimination in Organizations

Cited by 3 publications

References 21 publications

A Framework for Protecting and Promoting Employee Mental Health through Supervisor Supportive Behaviors

A Framework for Protecting and Promoting Employee Mental Health through Supervisor Supportive Behaviors

Organizational justice research: A review, synthesis, and research agenda

Influence of Raters’ Attributes on Biases Toward Immigrants

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