Ethnic minorities’ paranoia and self-preservative work behaviors in response to perceived ethnic discrimination, with collective self-esteem as a buffer.
研究揭示了少数族裔员工感知到的种族歧视如何通过偏执情绪影响其建言和退缩行为，并发现集体自尊能缓冲歧视对偏执的负面影响。
The present research examines (a) how ethnic minorities' paranoia mediates the relations between perceived ethnic discrimination and 2 forms of self-preservative work behaviors and (b) how ethnic minorities' collective self-esteem moderates the relation between perceived ethnic discrimination and paranoia. Two field studies focusing on 2 ethnic minority groups (Asian and Latino/Hispanic Americans), respectively, rendered empirical support to the focal mechanisms, which appeared robust even when perceived ethnic acceptance, psychological needs satisfaction, and neuroticism were simultaneously accounted for. Specifically, paranoia mediated the relations between perceived ethnic discrimination and voice and between perceived ethnic discrimination and workplace withdrawal. Collective self-esteem attenuated the relation between perceived ethnic discrimination and paranoia. These key findings shed light on the emotional and behavioral implications of perceived ethnic discrimination in the workplace and highlight collective self-esteem as a critical factor that attenuates the negative emotional consequence of perceived ethnic discrimination. (PsycINFO Database Record