ABSTRACT

Grounded in the situational theory of problem-solving (STOPS), two survey studies investigated how racial minority employees in the U.S. perceive and communicate about discriminatory situations within their organizations and how they are related to their engagement levels. Results of Study 1 suggested that experiences of discriminatory acts at work are negatively associated with racial minority employees’ engagement, whereas their situational perceptions are positively associated with their communicative behaviors toward direct supervisor and peers. Communicative behaviors with supervisors, not peers, in turn, fostered their engagement. Study 2 replicated and extended Study 1 in different contexts, revealing the moderating role of a diverse climate in affecting employees’ situational perceptions about workplace discrimination. Theoretical and practical implications for communication studies are discussed.

摘要

基于问题解决情境理论 (STOPS)，两项调查研究调查了美国少数族裔员工如何看待和交流组织内的歧视情况，以及这些情况与他们的敬业度水平之间的关系。研究 1 的结果表明，工作中的歧视行为经历与少数族裔员工的敬业度呈负相关，而他们的情境感知与他们对直接主管和同事的沟通行为呈正相关。与主管而非同事的交流行为反过来促进了他们的参与。研究 2 在不同的背景下复制和扩展了研究 1，揭示了多元化气候在影响员工对工作场所歧视的情境感知方面的调节作用。