Department of Psychology, Washington State University Vancouver, 14204 NE Salmon Creek Avenue, Vancouver, WA 98686-9600, USA.
Department of Management, University of Memphis, 3675 Central Avenue, Memphis, TN 38152, USA.
Int J Environ Res Public Health. 2018 Nov 15;15(11):2559. doi: 10.3390/ijerph15112559.
As modern workplace environments are becoming increasingly diverse, the experiences of disenfranchised employees have become a topic of great interest to scholars and business professionals alike. While the experiences of individuals with singular stigmatized identities have been well-established, a dearth of research has assessed how intersectionality, i.e., holding multiple stigmatized identities, combine and intertwine to shape workplace experiences. We contribute to a growing literature on intersectionality by assessing the extent to which employees identifying with multiple stigmatized identities may constitute a risk factor for the experience of job insecurity, a prevalent and potent economic stressor. Additionally, we propose that job insecurity will partially mediate the relationship between intersectionality and a variety of adverse workplace outcomes associated with increased job insecurity perceptions. In order to test these hypotheses, we collected survey data from 449 employed individuals within the United States over two timepoints. Results of the tests of our direct and indirect hypotheses revealed that individuals with more stigmatized identities reported greater perceptions of job insecurity, and intersectionality indirectly affected workplace outcomes via this heightened job insecurity. Our results highlight a new antecedent of job insecurity for consideration and is meant to motivate others to approach diversity-related research questions with multiple identities in mind, in an effort to encapsulate the full spectrum of one's experience based on their identity makeup.
随着现代工作环境变得越来越多样化，被剥夺权利的员工的经历引起了学者和商业专业人士的极大兴趣。虽然个体的单一污名化身份的经历已经得到了充分的证实，但很少有研究评估交叉性（即拥有多种污名化身份）如何结合和交织在一起，从而影响工作场所的经历。我们通过评估具有多种污名化身份的员工是否可能成为工作不安全感体验的一个风险因素（一种普遍而强烈的经济压力源），为不断发展的交叉性文献做出了贡献。此外，我们还提出工作不安全感将部分中介交叉性与与增加工作不安全感认知相关的各种不利工作场所结果之间的关系。为了检验这些假设，我们在美国的 449 名在职员工中在两个时间点收集了调查数据。我们对直接和间接假设的检验结果表明，具有更多污名化身份的个体报告了更高的工作不安全感感知，并且交叉性通过这种增强的工作不安全感间接地影响了工作场所的结果。我们的结果突出了工作不安全感的一个新的前置因素，这应该促使其他人在考虑多样性相关的研究问题时考虑到多种身份，努力根据自己的身份构成来包含一个人的全部经历。
