The Role of Racial Microaggressions and Bicultural Self-Efficacy on Work Volition in Racially Diverse Adults

Abstract

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.

An Examination of the Psychology of Working Theory With Employed Asian American Women

“…Contrary to the previous PWT finding with employed women (predominantly White; England et al, 2020) or racially diverse adults in the United States (Marks et al, 2020), no relationship was reported between microaggressions and work volition among Asian American women. Furthermore, work volition did not mediate the effect of gendered racial microaggressions on decent work.…”

“…Furthermore, work volition did not mediate the effect of gendered racial microaggressions on decent work. This may be because our study focused on gendered racial microaggressions in a broad context not specific to the workplace or potential factors may mediate or moderate the relationship between microaggressions and work volition (e.g., bicultural self-efficacy; Marks et al, 2020). Given that work volition represents an important attitudinal variable within the PWT, the current findings call for further exploration of possible factors associated with work volition that explains how marginalized experiences can link to limited access to decent work.…”

“…Our results also point to a number of implications for future research. As mentioned previously, future research can test a modified or extended version of PWT to explore potential moderators (e.g., bicultural self-efficacy; Marks et al, 2020) or other mediators (e.g., workplace climate; Allan et al, 2019). Findings from the present study also suggest that further refinement and examination of the theory may be necessary to fully capture the intersection of multiple identities pertaining to vocational outcomes of a specific cultural group (Blustein, Ali, & Flores, 2019).…”

Dyadic bicultural competence: A new way of conceptualizing patterns of cultural competence in close relationships

“…Differing patterns of dyadic bicultural competence indicate differing levels of ability to cope with challenges associated with dominant and heritage cultures. Individual bicultural competence has been associated with increased ability to cope with culturally based challenges, including seeking employment (Marks et al, 2022) and managing academic demands (Diemer, 2007). As with individual bicultural competence, high dyadic bicultural competence couples will be more effective across a wider range of cultural contexts than if both partners identified with only one culture.…”

Integrating trauma‐informed care into career counseling: A response to COVID‐19 job loss for Black, indigenous, and people of color

“…Career practitioners should be knowledgeable about multiple events of racial injustice and violence that can overload the physical, cognitive, and emotional fatigue of BIPOC clients (Fortuna et al., 2020; Misra et al., 2020 ). Career practitioners can be attentive and willing to broach the confluence of racial injustice with career development (Kantamneni, 2020 ), especially as opportunity foreclosure, job loss, and racism in the workplace have been symptoms of pervasive societal issues in the United States (see Cornileus, 2013 ; Marks et al., 2020 ; Tovar‐Murray et al., 2012 ). In this vein, career practitioners can discuss how experiences of racism and COVID‐19 cascade the effect of trauma (Liu & Modir, 2020 ) and alter perceptions of choice (SAMHSA, 2014 ).…”