Responses to Discrimination: Relationships Between Social Support Seeking, Core Self‐Evaluations, and Withdrawal Behaviors

Wagstaff, María Fernanda; Triana, María del Carmen; Kim, Sihyun; Al-Riyami, Said

doi:10.1002/hrm.21634

Cited by 24 publications

(26 citation statements)

References 59 publications

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“…Part of the reason leaders are influential in the effectiveness of diversity management strategies is due to their contribution to the organization's diversity climate. In addition to leaders, however, peers (Wagstaff et al, 2015) and employees' direct workgroup (Boehm et al, 2014) can also have a significant impact on the perceived diversity climate of an organization because employees may seek social support from peers in response to discrimination (Wagstaff et al, 2015). Strauss and Connerley (2003) examine how social interactions influence attitudes and find that when employees have contact with diverse others, they have more positive diversity orientations.…”

Section: Diversity Climatementioning

confidence: 99%

Sixty years of discrimination and diversity research in human resource management: A review with suggestions for future research directions

Triana

Chapa

et al. 2021

Human Resource Management

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This article reviews discrimination and diversity research published in Human Resource Management (HRM) over the past 60 years. While discrimination and diversity are very different constructs, it is often informative to study them together, because when people recognize each other's diversity, this can result in bias, stereotyping, and discrimination. We conducted bibliographic searches for terms related to discrimination and diversity as well as a manual search through every title and abstract published in HRM over the last 60 years to assess article relevance. The search resulted in 135 research articles with 136 unique studies (i.e., samples) which are reviewed in this article. Sex and race are the demographics that have been examined the most in HRM, while religion has been examined the least. Moreover, the number of studies examining lesbian, gay, bisexual, transgender, and queer (LGBTQ) employees in the workplace in HRM has grown quickly within the past 10 years, culminating in a recent meta-analysis. Our review looks at some of the earliest research published, the most recent research published, and the overall trends we identified in the research over the years for both discrimination and diversity articles. We then make future research suggestions and recommendations to advance the study of discrimination and diversity in the coming years.

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Section: Diversity Climatementioning

confidence: 99%

Sixty years of discrimination and diversity research in human resource management: A review with suggestions for future research directions

Triana

Chapa

et al. 2021

Human Resource Management

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“…Research has shown that core self-evaluations are related positively to team performance [ 31 ], task and organizational performance [ 32 ], servant leadership and leader effectiveness [ 33 ], life satisfaction, and emotional wellbeing [ 19 ]; on the other hand they are related negatively to work-family conflict [ 34 ], unemployment-related stress [ 35 ], perceived job insecurity [ 36 ], and withdrawal behavior [ 37 ]. Consistently with these findings, we can also expect that core self-evaluations can play a role in affecting retirement-related outcomes (e.g., expected social adjustment, retirement goals and expectations).…”

Section: Core Self-evaluations Affecting Retirement-related Outcommentioning

confidence: 99%

Core Self-Evaluations Affecting Retirement-Related Outcomes

Zaniboni

Topa

Balducci

2020

IJERPH

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This study addressed a gap in the literature by examining the role of core self-evaluations as a predictor of retirement preparation (i.e., attitudes, expectations, and goals), compared to other important aspects such as demographic, financial, health, and work-related variables. Based on the resource-based dynamic model for retirement adjustment and the core self-evaluations theory, the present study showed that core self-evaluations significantly and positively affected the social component of retirement adjustment (H1), the retirement expectations of new beginning (H2), the retirement expectations of continuity (H3), and retirement goals (H4). Additionally, core-self evaluations negatively affected the retirement expectations of imposed disruption (H5). All the analyses were controlled for age, gender, perceived health, financial situation, job centrality, and expected retirement age. In conclusion, core self-evaluations are valuable and supportive to workers across the work lifespan, and for dealing with the retirement preparation.

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“…We expand the IMCD (Cox, ) and relative deprivation theory (Crosby, ) to consider how a societal contextual factor, specifically changes in employment law, influences the outcomes of perceived racial discrimination at work. Prior research on the consequences of perceived racial discrimination has largely adopted an individual‐lens emphasizing factors such as one's capacity to cope with discrimination (Noh & Kaspar, ), level of self‐esteem (Fischer & Shaw, ), and core self‐evaluations (Wagstaff, Triana, Kim, & Al‐Riyami, in press) as moderators. Furthermore, the IMCD considers individual, group, and organization factors that influence the outcomes of perceived discrimination at work, but it is silent on the role of the broader societal context.…”

Section: Comparison Of Current Study With Previous Meta‐analyses On Pmentioning

confidence: 99%

Perceived workplace racial discrimination and its correlates: A meta‐analysis

2015

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Summary We combine the interactional model of cultural diversity (IMCD) and relative deprivation theory to examine employee outcomes of perceived workplace racial discrimination. Using 79 effect sizes from published and unpublished studies, we meta‐analyze the relationships between perceived racial discrimination and several important employee outcomes that have potential implications for organizational performance. In response to calls to examine the context surrounding discrimination, we test whether the severity of these outcomes depends on changes to employment law that reflect increasing societal concern for equality and on the characteristics of those sampled. Perceived racial discrimination was negatively related to job attitudes, physical health, psychological health, organizational citizenship behavior, and perceived diversity climate and positively related to coping behavior. The effect of perceived racial discrimination on job attitudes was stronger in studies published after the Civil Rights Act of 1991 was passed than before. Results provide some evidence that effect sizes were stronger the more women and minorities were in the samples, indicating that these groups are more likely to perceive discrimination and/or respond more strongly to perceived discrimination. Our findings extend the IMCD and relative deprivation theory to consider how contextual factors including changes to employment law influence employee outcomes of perceived workplace discrimination. Copyright © 2015 John Wiley & Sons, Ltd.

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Responses to Discrimination: Relationships Between Social Support Seeking, Core Self‐Evaluations, and Withdrawal Behaviors

Cited by 24 publications

References 59 publications

Sixty years of discrimination and diversity research in human resource management: A review with suggestions for future research directions

Sixty years of discrimination and diversity research in human resource management: A review with suggestions for future research directions

Core Self-Evaluations Affecting Retirement-Related Outcomes

Perceived workplace racial discrimination and its correlates: A meta‐analysis

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