L12: Workplace mistreatment

Question 1

Define microaggressions

Answer 1

sublte forms of mistreatment often embedded in everyday interactions that communicate hostile/derogatory/negative slights & insluts toward specific groups

Question 2

What do microagressions to LGBT ppl lead to?

Answer 2

• unwelcoming environment for LGBT employees
• impact on mental well being
• decreased job satisfaction
• worsened workplace relationships

Question 3

What are the 3 main types of microaggressions?

Answer 3

• microassaults
• microinsults
• microinvalidations

Question 4

Define micro assaults

Answer 4

direct, explicit slights or attacks meant to harm, such as derogatory language like “fag” or “dyke”
closest to over discrimination

Question 5

Define microinsults

Answer 5

indirect comments that convery rudeness or insensitivity & often belittle the person’s identity, like a supervisor ignoring an LGBT employee’s contributions in meetings

Question 6

Define microinvalidation

Answer 6

comments that dismiss or negate the experiences or identities of LGBT ppl, like expressing surprise when someone identifies as gay or questioning the authenticity of an individual’s experience

Question 7

What did Galupo (2016)’s study find were the 3 main themes associated w workplace microaggressions?

Answer 7

• workplace climate
• organizational structure
• workplace policy

Question 8

How is the workplace climate associated w workplace queer microaggressions?

Answer 8

• microaggressions contribute to hostile & heterosexist work enviironment
• results in isolation, especially for ppl who hadnt come out as they might have to witness microaggressions w/o feeling safe enough to address them

Question 9

How is the organisational structure associated w workplace queer microaggressions?

Answer 9

• microaggressions often reflect power dynamics within the workplace (ex: between supervisors & employees)
• ex: supervisors sometimes made stereotypical remarks about LGBT employees
• additional burden to speak up cause youre in a hierarchy

Question 10

How is the workplace policy related to workplace queer microaggressions?

Answer 10

• theres gaps in policies that should protect against queer discrimination
• leads to feelings of lack of support

Question 11

What are the implications of Galupo (2016)’s research on LGBT microaggresions in workplace?

Answer 11

• clarify anti discrimination policies to include examples of microaggressions
• provide training on LGBT inclusivity, like correct pronoun usage & understanding of diverse identities
• ensure all departments, including HR are aware of & enforce inclusivity policies
• align their workplace policies with their mission & diversity statements to avoid contradictions that might alienate LGBT employees

Question 12

What are different types of mistreatment?

Answer 12

• abusive supervision
• bullying
• discrimination
• harassment
• incivility
• interpersonal conflict
• ostracism
• physical aggression
• microagressions
• verbal aggression
• sexist treatment/sexual harassment, gender discrimination
• racist treatment/harassment.discrimination

Question 13

Define abusive supervision

Answer 13

“subordinates” perceptions of the extent to which supervisors engage in the sustained display of hostile verbal and nonverbal behaviours, excluding physical contact

Question 14

Define bullying

Answer 14

repeated and enduring aggressive behaviours that are intended to be hostile and/or perceived as hostile by the recipient

Question 15

Define discrimination

Answer 15

when persons in a social category are put at a disadvantage in the workplace relative to other groups w comparable potential or proven success

Question 16

Define harassment

Answer 16

Neg workplace interactions that affect the terms, conditions, or employment decisions related to an individual’s job, or create a hostile, intimidating, or offensive working environment

Question 17

Define incivility

Answer 17

Low-intensity deviant behavior with ambiguous intent to harm the target, in violation of workplace norms for mutual respect.

less explicit & severe bullyiing (like being rude)

Question 18

Define interpersonal conflict

Answer 18

Minor disagreements between coworkers to physical assaults on others. The conflict may be overt (e.g., being rude to a coworker) or may be covert (e.g., spreading rumors about a coworker)

Question 19

Define workplace ostracism

Answer 19

form of social exclusion that doesnt involve overt conflict but instead involves ignoring or excluding a colleague

Question 20

What is a specific characteristic of ostracism?

Answer 20

its ambiguous & lacks clear intent, making it hard for the target to understand why it happens, yet it can be more damaging that over mistreatment

Question 21

Define physical aggression

Answer 21

Any aggressive physical contact regardless of whether an injury was sustained. e.g. hitting, biting, scratching [and] threatening behavior; statements indicating intention to harm or threatening by virtue of overt behavior. e.g. punching the wall or overturning furniture.

Question 22

Define verbal aggression

Answer 22

Overt, hostile verbal behaviors, such as yelling

Question 23

According to Mccord’s study on sex & race differences in worplace mistreatment, what should be future directions?

Answer 23

• investigating subgroup differences across non protected groups like queer employees
• examining role of power dynamics & mistreatment sources within this
• exploring intersectional dynamics
• measuring both objective & subjective perceptions of mistreatment

Question 24

define sexual harassment

Answer 24

unwelcome sexual advances creating a hostile environment or
behaviors suggesting that workplace consequences are contingent upon sexual favors

Question 25

define racial harassment

Answer 25

threatening verbal conduct or exclusionary behavior that is directed towards an individual
because of his or her race or ethnicity”, including intimidation and using verbal slurs

Question 26

What is a key finding regarding sex differences in perceptions of mistreatment?

Answer 26

Women report significantly more sex-based mistreatment (e.g., harassment) than men, with a notable effect size (d = .46).

Question 27

Do men and women report similar levels of general mistreatment?

Answer 27

Yes, men and women report similar levels of general mistreatment, indicating no significant gender differences for mistreatment unrelated to sex.

Question 28

Which types of mistreatment are men more likely to report?

Answer 28

Men report higher levels of abusive supervision and interpersonal conflict.

Question 29

What is a key finding regarding race differences in mistreatment perceptions?

Answer 29

Racial minorities report significantly more race-based mistreatment (e.g., discrimination) with an effect size of .71.

Question 30

How do race-based and non-race-based mistreatment differ in subgroup impacts?

Answer 30

Non-race-based mistreatment shows minor differences between racial groups, while race-based mistreatment is more relevant for racial minorities

Question 31

What are the three main theoretical explanations for subgroup differences in mistreatment?

Answer 31

1. Historical stereotypes and social dominance hierarchies (lead to negative attributions which leads to negative interpersonal behaviours)
2. Increased visibility of women/minorities in traditionally dominated workplaces (which leads to stereotypes, exaggerated group differences, motivation to retaine xisting hierarchies -> mistreatment)
3. Heightened sensitivity to mistreatment due to past discrimination (due to stigma consciousness & meta stereotypes & vigilance perspective they perceive more mistreatment)

Question 32

define stigma consciousness

Answer 32

lower power, often stigmatized groups are more likely to perceive cues in their environment as signs of mistreatment cause they are aware of the stigma associated with their group, this makes them more sensitive to (potential) cues of mistreaztment

Question 33

define metastereotypes

Answer 33

beliefs about what other groups think about their group

Question 34

define vigilance perspective

Answer 34

past experiences with mistreatment increases base rate assumptions about whether or not to categorize behaviours as mistreatment. cause minorities/women have more experiences, base rate is higher, making them more likely to categorize occurences as mistreatment (based on signal detection theory)

Question 35

In what fields does workplace ostracism affect employees?

Answer 35

• emotional well being decreased
• emotional exhaustion
• worsened job performance
• effects on family life (incl fam emotional exhaustion)

Question 36

Define emotional exhaustion?

Answer 36

feeling over extended and depleted of emotional resources

Question 37

What is emotional exhaustion associated w?

Answer 37

long term stress & negative work and family outcomes

Question 38

What does the Work-Home Resources Model propose?

Answer 38

that personal resources (like positive mood & psych well being) mediate the link between work demands & family life
- when personal resources are depleted at work, individuals have fewer resources to manage family demands, leading to emotional exhaustion

Question 39

What does Crossover theory describe?

Answer 39

how the emotional experiences of one person, such as stress from work, can “cross over” and affect the emotional well being of another , like a spouse

Question 40

What is the spillover effect of workplace ostracism on family life?

Answer 40

Increased psychological distress spills into family emotional exhaustion, affecting relationships and well-being within the family
what happens at work influencing how i am at work

Question 41

What is the crossover effect of workplace ostracism on spouses?

Answer 41

the target’s distress impacts their spouse’s emotional well-being, often through behaviors like emotional distance or criticism, leading to spousal emotional exhaustion.

Question 42

Which has a broader impact in the work context, positive mood or psychological distress?

Answer 42

psych distress

Question 43

What are the key theoretical contributions of Thompsons study on workplace ostracism?

Answer 43

shows ostracism reduces personal resources, leading to emotional exhaustion at work and home, impacting family well-being.

Question 44

How can organizations prevent workplace ostracism?

Answer 44

By fostering an inclusive work culture through mentoring programs, setting behavioral norms, and leadership modeling.

Question 45

What role do mentoring programs play in reducing ostracism?

Answer 45

Mentoring programs help new employees feel integrated and valued, reducing the risk of exclusion

Question 46

How can leadership discourage ostracism?

Answer 46

Leaders should model inclusive behavior, discourage social exclusion, and emphasize respect and cooperation in performance reviews

Question 47

What is the overall conclusion of the study on workplace ostracism?

Answer 47

Workplace ostracism has far-reaching effects, impacting job satisfaction, emotional resources, family life, and even spousal well-being, highlighting the need to address social exclusion in workplaces

Question 48

define workplace mistreatment

Answer 48

specific, antisocial variety of organizational deviance, involving a situation in which min 1 individual takes counter normative negative actions, or terminates normative positive actions, againt another member

can be stublet/covert to explicit/overt

Question 49

what are the consequences of workplace mistreatment?

Answer 49

• lower job performance
• higher job burnout
• higher job turnover!
• higher sickness & absenteeism
• higher mental health isues
• reduced satisfaction

Question 50

what are some other groups that are targets of mistreatment?

Answer 50

• working mothers are ‘mommy tracked’, stereotyped as incompetent, and passed over for promotions regardles of their qualifications or performance
• trad. fathers (so not taking intense parent role) are not harmed
• stay at home dads get backlash too cause theyre disconforming their stereotype

Question 51

what is double jeapordy?

Answer 51

when ur part of 2 or more minority groups (black woman for ex) than the effects of that can compound or become a new one
intersectionality