Prior research indicates that employees from ethnic minority backgrounds are more likely to experience depression and other mental health problems than their ethnic majority counterparts. To understand what drives these negative outcomes, we integrate research on ethnic minorities at work with the job demands-resources (JDR) model. Based on the JDR model, we consider climate for inclusion as a key job resource for ethnic minority employees that mitigates the deleterious effects of ethnic minority status on job self-efficacy, perceived job demands, and depressive symptoms. We conducted a two-wave survey study (Time 1: N = 771; Time 2: N = 299, six months apart) with employees from five medium sized not-for-profit and local government organizations in Australia. Our empirical results indicate that ethnic minorities report a higher job-self-efficacy and fewer depressive symptoms when they perceive a high climate for inclusion.

先前的研究表明，来自少数族裔背景的员工比他们的少数族裔同行更容易出现抑郁症和其他心理健康问题。为了了解导致这些负面结果的原因，我们将对工作中的少数族裔的研究与工作需求-资源 (JDR) 模型相结合。基于 JDR 模型，我们认为包容性氛围是少数族裔员工的关键工作资源，可减轻少数族裔身份对工作自我效能、感知工作需求和抑郁症状的有害影响。我们对来自澳大利亚五个中型非营利组织和地方政府组织的员工进行了两波调查研究（时间 1：N = 771；时间 2：N = 299，相隔六个月）。