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Justice, Peace, and Belonging: The E...

Robinson, Clotia Lynette.

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Justice, Peace, and Belonging: The Effect of Negative Emotions on Distributive Justice and Ostracism.

紀錄類型:	書目-電子資源 : Monograph/item
正題名/作者:	Justice, Peace, and Belonging: The Effect of Negative Emotions on Distributive Justice and Ostracism./
作者:	Robinson, Clotia Lynette.
出版者:	Ann Arbor : ProQuest Dissertations & Theses, : 2019,
面頁冊數:	159 p.
附註:	Source: Dissertations Abstracts International, Volume: 81-04, Section: B.
Contained By:	Dissertations Abstracts International81-04B.
標題:	Ethnic studies. -
電子資源:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=27541615
ISBN:	9781687997081

Justice, Peace, and Belonging: The Effect of Negative Emotions on Distributive Justice and Ostracism.
Robinson, Clotia Lynette.

Justice, Peace, and Belonging: The Effect of Negative Emotions on Distributive Justice and Ostracism. - Ann Arbor : ProQuest Dissertations & Theses, 2019 - 159 p.

Source: Dissertations Abstracts International, Volume: 81-04, Section: B.

Thesis (Ph.D.)--Seattle Pacific University, 2019.

This item must not be sold to any third party vendors.

More than 50 years after the passage of the Civil Rights Act of 1964, racial minorities still experience discrimination in the workplace, disparate treatment and unfair distributive justice outcomes. A history of being undervalued by a White entitlement cultural paradigm, caused racial minority out groups-African Americans, Asians, Hispanic/Latinos, and Native Americans-to develop a sensitivity to subtle (microaggressions and interpersonal slights) and not so subtle forms of racism at work. This study explored the potential impact of emotional labor and how racial minority employees respond to overt and covert acts of racism and unfair distributive justice outcomes. Hypotheses 1, 2, and 3 proposed trait negative affect is related to distributive injustice which is related to expressed negative affect (state negative affect or SNA) which in turn leads to ostracism. Hypotheses 4, 5 and 6 proposed that ethnicity (race) moderates all the relationships such that the effects are particularly pronounced for racial minority out-group employees. Results indicated that hypothesis 1 was supported, trait negative affect inversely predicts distributive justice (r = -.198, p < .01); hypothesis 2 was not supported, distributive justice was inversely related to state negative affect but the relationship was not significant (r = -.058, p =.173) although the subsequent relationship between trait negative affect and ostracism was strong and significant (r = .370, p < .01); and hypothesis 3 was supported, state negative affect was positively related to perceived ostracism (r = .291, p < .01). The moderation hypotheses were not supported using ethnicity as the moderating variable nor when a post hoc analysis was conducted replacing ethnicity with ethnic identity. However, results of the data analysis revealed interesting relationships that were not hypothesized to occur but are nonetheless related to the literature review. Post hoc analysis revealed that having an increasingly stronger ethnic identity served as protection that buffer racialized minority employees from perceiving workplace ostracism (R2 = .10, p < .05). The implications of all findings are discussed that include strategies to enhance employee health, reduce discrimination lawsuits and that minimize income inequality.

ISBN: 9781687997081Subjects--Topical Terms:

1556779
Ethnic studies.

Justice, Peace, and Belonging: The Effect of Negative Emotions on Distributive Justice and Ostracism.
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