東華大學圖書館 |

語系: 繁體中文

說明(常見問題)

回圖書館首頁

手機版館藏查詢

登入

回首頁

切換: 標籤 | MARC模式 | ISBD

FindBook

Google Book

Amazon

博客來

The Development and Validation of the Workplace Racial Microaggression Scale for Asians and Asian Americans (WRMS-AAA).

紀錄類型:	書目-電子資源 : Monograph/item
正題名/作者:	The Development and Validation of the Workplace Racial Microaggression Scale for Asians and Asian Americans (WRMS-AAA)./
作者:	Nguyen, Duoc V.
面頁冊數:	1 online resource (172 pages)
附註:	Source: Dissertations Abstracts International, Volume: 82-02, Section: B.
Contained By:	Dissertations Abstracts International82-02B.
標題:	Psychology. -
電子資源:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=28025842click for full text (PQDT)
ISBN:	9798662480315

The Development and Validation of the Workplace Racial Microaggression Scale for Asians and Asian Americans (WRMS-AAA).
Nguyen, Duoc V.

The Development and Validation of the Workplace Racial Microaggression Scale for Asians and Asian Americans (WRMS-AAA). - 1 online resource (172 pages)

Source: Dissertations Abstracts International, Volume: 82-02, Section: B.

Thesis (Ph.D.)--Columbia University, 2020.

Includes bibliographical references

In this dissertation, I developed and validated the workplace racial microaggressions scale for Asians and Asian Americans, WRMS-AAA. This new scale measured the frequency of general and stereotype-based microaggressions that Asians experience in the workplace. General microaggressions are subtle forms of discrimination that could pertain to other minority groups, whereas stereotype-based microaggressions are subtle forms of discrimination that are based on stereotypes of Asians. In Phase 1, items were generated based on extant literature. These items were refined based on the feedback provided by subject matter experts who rated these items on relevancy, clarity, and provided other open-ended feedback. In phases 2 through 5, 351 participants completed a battery of measures including the WRMS-AAA and other measures to assess convergent, discriminant, and concurrent validity. These participants were then randomly split into two sample groups. In phase 2, an exploratory factor analysis using data from sample one (n = 180) revealed a four-factor structure for the WRMS-AAA. Two of these factors were general microaggressions, mistaken identity and not recognized, and the other two factors were stereotype-based microaggressions, ascription of math competency and submissiveness and lacking communication skills. In phase 3, using data from sample 2 (n=171) a confirmatory factor analysis provided further support for the four-factor structure. Both samples provided good internal consistency. In phase 4, the two samples were combined to examine the convergent and discriminant validity of the WRMS-AAA. The WRMS-AAA was highly related to the Workplace Incivility Scale (Cortina et al., 2013) and the Racial and Ethnic Microaggressions Scale (Nadal, 2011), providing support for convergent validity. There was little to no correlation between the WRMS-AAA and social desirability, and there was a weak positive correlation between the WRMS-AAA and neuroticism, providing support for discriminant validity. In phase 5, the WRMS-AAA was correlated with organizational outcomes. The WRMS-AAA was negatively correlated with organizational support, commitment, and job satisfaction. Additionally, the WRMS-AAA was positively correlated with intention to quit and burnout. These correlations provided evidence of concurrent validity, further establishing the validity of the WRMS-AAA. Subtle forms of discrimination are different from explicit discrimination, in that they can be elusive. The WRMS-AAA is one of the only known scales to measure the general and specific subtle forms of discrimination in the workplace. Results and implications of this research are discussed.

Electronic reproduction.
Ann Arbor, Mich. :
ProQuest,
2023

Mode of access: World Wide Web

ISBN: 9798662480315Subjects--Topical Terms:

519075
Psychology.
Subjects--Index Terms:

Asian AmericansIndex Terms--Genre/Form:

542853
Electronic books.

The Development and Validation of the Workplace Racial Microaggression Scale for Asians and Asian Americans (WRMS-AAA).
LDR:04106nmm a2200409K 4500 001 2355320
005 20230512095443.5
006 m o d
007 cr mn ---uuuuu
008 241011s2020 xx obm 000 0 eng d
020 $a 9798662480315
035 $a (MiAaPQ)AAI28025842
035 $a AAI28025842
040 $a MiAaPQ $b eng $c MiAaPQ $d NTU
100 1 $a Nguyen, Duoc V. $3 3695727
245 1 4 $a The Development and Validation of the Workplace Racial Microaggression Scale for Asians and Asian Americans (WRMS-AAA).
264 0 $c 2020
300 $a 1 online resource (172 pages)
336 $a text $b txt $2 rdacontent
337 $a computer $b c $2 rdamedia
338 $a online resource $b cr $2 rdacarrier
500 $a Source: Dissertations Abstracts International, Volume: 82-02, Section: B.
500 $a Advisor: Block, Caryn J.
502 $a Thesis (Ph.D.)--Columbia University, 2020.
504 $a Includes bibliographical references
520 $a In this dissertation, I developed and validated the workplace racial microaggressions scale for Asians and Asian Americans, WRMS-AAA. This new scale measured the frequency of general and stereotype-based microaggressions that Asians experience in the workplace. General microaggressions are subtle forms of discrimination that could pertain to other minority groups, whereas stereotype-based microaggressions are subtle forms of discrimination that are based on stereotypes of Asians. In Phase 1, items were generated based on extant literature. These items were refined based on the feedback provided by subject matter experts who rated these items on relevancy, clarity, and provided other open-ended feedback. In phases 2 through 5, 351 participants completed a battery of measures including the WRMS-AAA and other measures to assess convergent, discriminant, and concurrent validity. These participants were then randomly split into two sample groups. In phase 2, an exploratory factor analysis using data from sample one (n = 180) revealed a four-factor structure for the WRMS-AAA. Two of these factors were general microaggressions, mistaken identity and not recognized, and the other two factors were stereotype-based microaggressions, ascription of math competency and submissiveness and lacking communication skills. In phase 3, using data from sample 2 (n=171) a confirmatory factor analysis provided further support for the four-factor structure. Both samples provided good internal consistency. In phase 4, the two samples were combined to examine the convergent and discriminant validity of the WRMS-AAA. The WRMS-AAA was highly related to the Workplace Incivility Scale (Cortina et al., 2013) and the Racial and Ethnic Microaggressions Scale (Nadal, 2011), providing support for convergent validity. There was little to no correlation between the WRMS-AAA and social desirability, and there was a weak positive correlation between the WRMS-AAA and neuroticism, providing support for discriminant validity. In phase 5, the WRMS-AAA was correlated with organizational outcomes. The WRMS-AAA was negatively correlated with organizational support, commitment, and job satisfaction. Additionally, the WRMS-AAA was positively correlated with intention to quit and burnout. These correlations provided evidence of concurrent validity, further establishing the validity of the WRMS-AAA. Subtle forms of discrimination are different from explicit discrimination, in that they can be elusive. The WRMS-AAA is one of the only known scales to measure the general and specific subtle forms of discrimination in the workplace. Results and implications of this research are discussed.
533 $a Electronic reproduction. $b Ann Arbor, Mich. : $c ProQuest, $d 2023
538 $a Mode of access: World Wide Web
650 4 $a Psychology. $3 519075
650 4 $a Southeast Asian studies. $3 3344898
653 $a Asian Americans
653 $a Asians
653 $a Incivility
653 $a Microaggression
653 $a Scale development
653 $a Workplace
655 7 $a Electronic books. $2 lcsh $3 542853
690 $a 0621
690 $a 0703
690 $a 0343
710 2 $a ProQuest Information and Learning Co. $3 783688
710 2 $a Columbia University. $b TC: Social-Organizational Psychology. $3 2099042
773 0 $t Dissertations Abstracts International $g 82-02B.
856 4 0 $u http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=28025842 $z click for full text (PQDT)