{"id":{"repo_id":"wku-diss","oai_identifier":"oai:digitalcommons.wku.edu:theses-1073"},"canonical_url":"https://search.dev.ndltd.org/etd/wku-diss/oai:digitalcommons.wku.edu:theses-1073","repository":{"repo_id":"wku-diss","name":"Western Kentucky University","base_url":"https://digitalcommons.wku.edu/do/oai/"},"display":{"title":"Racial Microaggression at Work: Implications for Caucasian and African-American Employees","abstract":"The present study is designed to extend the finding of Miner-Rubino and Cortina (2007) on bystander experiences of sexual harassment to bystander experiences of racial microaggressions. Racial microaggressions are a form of subtle racism, which are short, quick, everyday encounters that send degrading messages to people of color. The affects of racial microaggression on psychological, physical, and occupational outcomes were examined for both Caucasian and African-American employees. The results of the study indicate that racial microaggression are negatively related to psychological well-being for both races, as well as correlated to multiple negative work outcomes such as job burnout, job withdrawal, and a decrease in job commitment. The overall results demonstrate that subtle racism is pervasive in the workplace and detrimental to employee well-being.","abstract_html":"The present study is designed to extend the finding of Miner-Rubino and Cortina (2007) on bystander experiences of sexual harassment to bystander experiences of racial microaggressions. Racial microaggressions are a form of subtle racism, which are short, quick, everyday encounters that send degrading messages to people of color. The affects of racial microaggression on psychological, physical, and occupational outcomes were examined for both Caucasian and African-American employees. The results of the study indicate that racial microaggression are negatively related to psychological well-being for both races, as well as correlated to multiple negative work outcomes such as job burnout, job withdrawal, and a decrease in job commitment. The overall results demonstrate that subtle racism is pervasive in the workplace and detrimental to employee well-being.","abstract_has_math":false,"creators":["Lee, Deborah R."],"institution":null,"degree_name":"Master of Arts","degree_level":null,"degree_discipline":"Department of Psychology","degree_department":null,"school":null,"contributors":["Dr. Anthony Paquin (Director),Dr. Reagan Brown,Dr. Jacqueline Pope-Terrance"],"advisors":[],"committee_chairs":[],"committee_members":[],"year":2009,"date_issued":"2009-05-01T07:00:00Z","date_published":"2009-05-01T07:00:00Z","updated_at":"2026-07-24T06:07:03Z","subjects":["sexual harassment","racial microaggression","workplace outcomes","Social Identity Theory","Cognitive Psychology","Psychology","Social Psychology"],"languages":[],"rights":[],"rights_urls":[],"identifier_entries":[]},"links":{"outbound_url":"https://digitalcommons.wku.edu/theses/72","outbound_label":"Repository record","outbound_source":"dc:identifier"},"metadata_groups":[{"id":"people","label":"People","entries":[{"key":"dc:contributor","label":"Contributor","values":["Dr. Anthony Paquin (Director),Dr. Reagan Brown,Dr. Jacqueline Pope-Terrance"]},{"key":"dc:creator","label":"Author","values":["Lee, Deborah R."]}]},{"id":"academic_context","label":"Academic Context","entries":[{"key":"dc:type","label":"Dc Type","values":["Thesis"]},{"key":"thesis:degree_discipline","label":"Discipline","values":["Department of Psychology"]},{"key":"thesis:degree_name","label":"Degree Name","values":["Master of Arts"]}]},{"id":"subjects_keywords","label":"Subjects and Keywords","entries":[{"key":"dc:subject","label":"Dc Subject","values":["sexual harassment","racial microaggression","workplace outcomes","Social Identity Theory","Cognitive Psychology","Psychology","Social Psychology"]}]},{"id":"identifiers","label":"Identifiers","entries":[{"key":"dc:identifier","label":"Identifier","values":["https://digitalcommons.wku.edu/theses/72"]}]},{"id":"additional","label":"Additional Metadata","entries":[{"key":"dc:description.abstract","label":"Abstract","values":["The present study is designed to extend the finding of Miner-Rubino and Cortina (2007) on bystander experiences of sexual harassment to bystander experiences of racial microaggressions. Racial microaggressions are a form of subtle racism, which are short, quick, everyday encounters that send degrading messages to people of color. The affects of racial microaggression on psychological, physical, and occupational outcomes were examined for both Caucasian and African-American employees. The results of the study indicate that racial microaggression are negatively related to psychological well-being for both races, as well as correlated to multiple negative work outcomes such as job burnout, job withdrawal, and a decrease in job commitment. The overall results demonstrate that subtle racism is pervasive in the workplace and detrimental to employee well-being."]},{"key":"dc:title","label":"Title","values":["Racial Microaggression at Work: Implications for Caucasian and African-American Employees"]}]}],"canonical_facts":{"dc:contributor":["Dr. Anthony Paquin (Director),Dr. Reagan Brown,Dr. Jacqueline Pope-Terrance"],"dc:creator":["Lee, Deborah R."],"dc:description.abstract":["The present study is designed to extend the finding of Miner-Rubino and Cortina (2007) on bystander experiences of sexual harassment to bystander experiences of racial microaggressions. Racial microaggressions are a form of subtle racism, which are short, quick, everyday encounters that send degrading messages to people of color. The affects of racial microaggression on psychological, physical, and occupational outcomes were examined for both Caucasian and African-American employees. The results of the study indicate that racial microaggression are negatively related to psychological well-being for both races, as well as correlated to multiple negative work outcomes such as job burnout, job withdrawal, and a decrease in job commitment. The overall results demonstrate that subtle racism is pervasive in the workplace and detrimental to employee well-being."],"dc:identifier":["https://digitalcommons.wku.edu/theses/72"],"dc:subject":["sexual harassment","racial microaggression","workplace outcomes","Social Identity Theory","Cognitive Psychology","Psychology","Social Psychology"],"dc:title":["Racial Microaggression at Work: Implications for Caucasian and African-American Employees"],"dc:type":["Thesis"],"thesis:degree_discipline":["Department of Psychology"],"thesis:degree_name":["Master of Arts"]},"updated_at":"2026-07-24T06:07:03Z"}