L12: Workplace mistreatment Flashcards
galupo 2016 & onwards
Define microaggressions
sublte forms of mistreatment often embedded in everyday interactions that communicate hostile/derogatory/negative slights & insluts toward specific groups
What do microagressions to LGBT ppl lead to?
- unwelcoming environment for LGBT employees
- impact on mental well being
- decreased job satisfaction
- worsened workplace relationships
What are the 3 main types of microaggressions?
- microassaults
- microinsults
- microinvalidations
Define micro assaults
direct, explicit slights or attacks meant to harm, such as derogatory language like “fag” or “dyke”
closest to over discrimination
Define microinsults
indirect comments that convery rudeness or insensitivity & often belittle the person’s identity, like a supervisor ignoring an LGBT employee’s contributions in meetings
Define microinvalidation
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
What did Galupo (2016)’s study find were the 3 main themes associated w workplace microaggressions?
- workplace climate
- organizational structure
- workplace policy
How is the workplace climate associated w workplace queer microaggressions?
- 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
How is the organisational structure associated w workplace queer microaggressions?
- 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
How is the workplace policy related to workplace queer microaggressions?
- theres gaps in policies that should protect against queer discrimination
- leads to feelings of lack of support
What are the implications of Galupo (2016)’s research on LGBT microaggresions in workplace?
- 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
What are different types of mistreatment?
- abusive supervision
- bullying
- discrimination
- harassment
- incivility
- interpersonal conflict
- ostracism
- physical aggression
- microagressions
- verbal aggression
- sexist treatment/sexual harassment, gender discrimination
- racist treatment/harassment.discrimination
Define abusive supervision
“subordinates” perceptions of the extent to which supervisors engage in the sustained display of hostile verbal and nonverbal behaviours, excluding physical contact
Define bullying
repeated and enduring aggressive behaviours that are intended to be hostile and/or perceived as hostile by the recipient
Define discrimination
when persons in a social category are put at a disadvantage in the workplace relative to other groups w comparable potential or proven success
Define harassment
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
Define incivility
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)
Define interpersonal conflict
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)
Define workplace ostracism
form of social exclusion that doesnt involve overt conflict but instead involves ignoring or excluding a colleague
What is a specific characteristic of ostracism?
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
Define physical aggression
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.
Define verbal aggression
Overt, hostile verbal behaviors, such as yelling
According to Mccord’s study on sex & race differences in worplace mistreatment, what should be future directions?
- 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
define sexual harassment
unwelcome sexual advances creating a hostile environment or
behaviors suggesting that workplace consequences are contingent upon sexual favors
define racial harassment
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
What is a key finding regarding sex differences in perceptions of mistreatment?
Women report significantly more sex-based mistreatment (e.g., harassment) than men, with a notable effect size (d = .46).
Do men and women report similar levels of general mistreatment?
Yes, men and women report similar levels of general mistreatment, indicating no significant gender differences for mistreatment unrelated to sex.
Which types of mistreatment are men more likely to report?
Men report higher levels of abusive supervision and interpersonal conflict.
What is a key finding regarding race differences in mistreatment perceptions?
Racial minorities report significantly more race-based mistreatment (e.g., discrimination) with an effect size of .71.
How do race-based and non-race-based mistreatment differ in subgroup impacts?
Non-race-based mistreatment shows minor differences between racial groups, while race-based mistreatment is more relevant for racial minorities
What are the three main theoretical explanations for subgroup differences in mistreatment?
- Historical stereotypes and social dominance hierarchies (lead to negative attributions which leads to negative interpersonal behaviours)
- Increased visibility of women/minorities in traditionally dominated workplaces (which leads to stereotypes, exaggerated group differences, motivation to retaine xisting hierarchies -> mistreatment)
- Heightened sensitivity to mistreatment due to past discrimination (due to stigma consciousness & meta stereotypes & vigilance perspective they perceive more mistreatment)
define stigma consciousness
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
define metastereotypes
beliefs about what other groups think about their group
define vigilance perspective
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)
In what fields does workplace ostracism affect employees?
- emotional well being decreased
- emotional exhaustion
- worsened job performance
- effects on family life (incl fam emotional exhaustion)
Define emotional exhaustion?
feeling over extended and depleted of emotional resources
What is emotional exhaustion associated w?
long term stress & negative work and family outcomes
What does the Work-Home Resources Model propose?
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
What does Crossover theory describe?
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
What is the spillover effect of workplace ostracism on family life?
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
What is the crossover effect of workplace ostracism on spouses?
the target’s distress impacts their spouse’s emotional well-being, often through behaviors like emotional distance or criticism, leading to spousal emotional exhaustion.
Which has a broader impact in the work context, positive mood or psychological distress?
psych distress
What are the key theoretical contributions of Thompsons study on workplace ostracism?
shows ostracism reduces personal resources, leading to emotional exhaustion at work and home, impacting family well-being.
How can organizations prevent workplace ostracism?
By fostering an inclusive work culture through mentoring programs, setting behavioral norms, and leadership modeling.
What role do mentoring programs play in reducing ostracism?
Mentoring programs help new employees feel integrated and valued, reducing the risk of exclusion
How can leadership discourage ostracism?
Leaders should model inclusive behavior, discourage social exclusion, and emphasize respect and cooperation in performance reviews
What is the overall conclusion of the study on workplace ostracism?
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
define workplace mistreatment
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
what are the consequences of workplace mistreatment?
- lower job performance
- higher job burnout
- higher job turnover!
- higher sickness & absenteeism
- higher mental health isues
- reduced satisfaction
what are some other groups that are targets of mistreatment?
- 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
what is double jeapordy?
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
