Observing subtle discrimination at the workplace: taking a third-person perspective on workplace microaggressions

• Autor(a) principal: Schäfer, Laura Frederica
• Data de Publicação: 2021
• Tipo de documento: Dissertação
• Idioma: eng
• Título da fonte: Repositório Científico de Acesso Aberto de Portugal (Repositórios Cientìficos)
• Texto Completo: http://hdl.handle.net/10071/23376
• topic: Bystander behavior; Subtle discrimination; Racial microaggressions; Diffusion of responsibility; Workplace behavior; Comportamento do observador; Discriminação subtil; Microagressões raciais; Difusão da responsabilidade; Comportamento no local de trabalho

Despite recent interest in the construct of microaggressions, its scientific validity has been strongly criticized for its focus on the individual perceptions of those affected. Thus, the present study, with a (2x2) mixed experimental design examined third-party observers' perceptions of microaggressions in the workplace, in relation to the fundamental question of whether microaggressions are recognizable (N = 271). It was hypothesized that microaggressions can be distinguished from neutral situations as they are often unintentional and out of awareness of the deliverers, but nonetheless discriminatory. It was also expected that the effect of situation type (microaggression vs neutral) on behavioral intentions was mediated by perception of a situation as a microaggression. Furthermore, based bystander behavior research inputs, the presence of an authority figure was assumed to exacerbate the prevailing behavioral intentions, interplaying with perceived responsibility. Finally, perceived severity was expected to also exacerbate behavioral intentions. As expected, observers distinguished microaggressions from neutral interactions and resulting expected behavior was mediated by perceptions of microaggression. While significant interactions were found between authority figure and behavioral intentions, as well as situation type, moderation of perceptions of responsibility and severity could not be examined due to limitations associated with the analytical instrument. Nevertheless, associations between responsibility and severity of the situation and situation type were found, which gives rise to further research. Based on the main conclusion on the relevance of the third person perspective, recommendations for future research are developed that advance knowledge in microaggressions literature and promote diversity and inclusion in organizational practice.