Wu Ivan H C, Lyons Brent, Leong Frederick T L
Department of Psychology.
Beedie School of Business, Simon Fraser University.
Cultur Divers Ethnic Minor Psychol. 2015 Jan;21(1):156-61. doi: 10.1037/a0037930. Epub 2014 Oct 13.
The authors built upon models of workplace bullying to examine how racial/ethnic bullying can lead to racial/ethnic minorities' sensitivity to future discrimination via its effects on race/ethnic-related stress. With a sample of racial/ethnic minorities, they found support for this process. Individual differences in social dominance orientation (SDO) also attenuated the mediation: The indirect effect of race/ethnic-related stress was weaker for minorities who endorse hierarchy legitimizing ideologies (high in SDO) compared to minorities low in SDO. Practical implications for the management of minority employees' experiences of discrimination are discussed. (PsycINFO Database Record (c) 2015 APA, all rights reserved).
作者基于职场霸凌模型，研究种族/族裔霸凌如何通过对种族/族裔相关压力的影响，导致少数族裔对未来歧视更为敏感。通过对少数族裔样本的研究，他们发现了这一过程的证据。社会支配取向（SDO）的个体差异也削弱了这种中介作用：与SDO得分低的少数族裔相比，认同等级制度合法化意识形态（SDO得分高）的少数族裔，其种族/族裔相关压力的间接影响较弱。文中还讨论了对管理少数族裔员工歧视经历的实际意义。（《心理学文摘数据库记录》（c）2015美国心理学会，保留所有权利）
