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首页> 外文期刊>Journal of occupational health psychology >It's self defense: How perceived discrimination promotes employee withdrawal
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It's self defense: How perceived discrimination promotes employee withdrawal

机译：这是自我防御：感知到的歧视如何促进员工退出

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摘要

Integrating theory on stress, stigma, and coping, the present study sheds light on how employees react to perceived discrimination (PD) in the workplace. Using three national samples, we found that PD based on race, sex, age, family obligation, and sexual orientation related to physical withdrawal (i.e., lateness, absenteeism, and intent to quit) indirectly through psychological withdrawal (i.e., burnout and engagement) such that PD corresponded in less engagement and more burnout, which related to increased lateness, absenteeism, and intent to quit. Further, these indirect relationships were moderated by employees' coping mechanisms with those who were more apt to change the situation or to avoid the stressor exhibiting weaker relationships between PD and psychological withdrawal. Though each of these studies is cross-sectional in nature and therefore cannot provide strong evidence of causal ordering of the variables in our model, the replication and extension of results over three databases and multiple forms of discrimination, coping, psychological, and physical withdrawal demonstrates that understanding the relationships explored in these studies can aid researchers and practitioners in enhancing employee quality of life and productivity.
机译：本研究综合了有关压力，污名和应对的理论，阐明了员工如何应对工作场所中的感知歧视（PD）。使用三个国家样本，我们发现基于种族，性别，年龄，家庭义务和性取向与身体退缩（即迟到，旷工和戒烟意图）有关的PD通过心理退缩（即倦怠和订婚）间接获得这样，PD会减少参与，增加倦怠，这与增加迟到，旷工和戒烟意愿有关。此外，这些间接关系通过员工的应对机制来缓和，这些机制更倾向于改变情况或避免压力源表现出PD和心理退缩之间较弱的关系。尽管每项研究本质上都是横断面的，因此不能提供强有力的证据证明我们模型中变量的因果顺序，但结果在三个数据库中的复制和扩展以及多种形式的歧视，应对，心理和身体退缩证明理解这些研究中探索的关系可以帮助研究人员和从业人员提高员工的生活质量和生产力。

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