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THE COST OF BEING ME: ASSESSING THE CONSEQUENCES OF COMPLIANCE WITH PERCEIVED PRESSURE TO ASSIMILATE IN WORK ROLES
Title
THE COST OF BEING ME: ASSESSING THE CONSEQUENCES OF COMPLIANCE WITH PERCEIVED PRESSURE TO ASSIMILATE IN WORK ROLES.
Creator
Phillips, Tangela, Jones, Foard, University of Central Florida
Abstract / Description
Acculturation refers to the process of change and adaptation that occurs between members of cultural groups, especially when one or more minority groups merge with the majority (Berry, 1980). In order to effectively manage diversity, organizational leaders are beginning to realize the importance of understanding the dynamics associated with cross cultural interactions in the workplace. This dissertation focuses on the acculturation mode of assimilation relative to the experiences of 101...
Show moreAcculturation refers to the process of change and adaptation that occurs between members of cultural groups, especially when one or more minority groups merge with the majority (Berry, 1980). In order to effectively manage diversity, organizational leaders are beginning to realize the importance of understanding the dynamics associated with cross cultural interactions in the workplace. This dissertation focuses on the acculturation mode of assimilation relative to the experiences of 101 African Americans employed in faculty and staff positions in colleges and universities located in the Southeastern United States. Specifically, the moderating role of ethnic identity on the relation between perceived pressure to assimilate and compliance, and the relations between compliance and both work stress and turnover intentions were assessed. The concept of perceived pressure to assimilate in organizations suggests that employees perceive that they are expected to deny their ethnic identities, or at least their expression, at work in order to conform to the norms of the organization. However, for employees with strong ethnic identities, their ethnicity is an essential component of their self-concept and pressure to deny that aspect of themselves may result in a conflict where they must decide whether to comply or to leave the organization. A Model of the Individual Consequences of Assimilation Pressure is presented based upon the Role Taking Model (Katz & Kahn, 1978), the Model of the Effects of Culture on Role Behavior (Stone-Romero, Stone and Salas, 2003), the Acculturation Typology (Berry, 1980), and the Model of Social Influence (Kelman, 1958). The participants completed questionnaires designed to assess the following constructs: perceived pressure to assimilate, ethnic identity, compliance, work stress, and turnover intentions. In order to obtain an additional assessment of compliance, the primary participants' compliance behavior was rated by their coworkers. As hypothesized, the results supported a positive relation between compliance and work stress. The other hypothesized relations were not supported. The implications of these results, a discussion of the study's limitations, and directions for future research are presented.
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Date Issued
2008
Identifier
CFE0002499, ucf:47692
Format
Document (PDF)
PURL
http://purl.flvc.org/ucf/fd/CFE0002499
BULLYING: OUT OF THE SCHOOL HALLS AND INTO THE WORKPLACE
Title
BULLYING: OUT OF THE SCHOOL HALLS AND INTO THE WORKPLACE.
Creator
Cooney, Lucretia, Huff-Corzine, Lin, University of Central Florida
Abstract / Description
The primary purpose of this study is to identify those people at most risk of being bullied at work. While much research is being conducted on school bullying, little has been conducted on workplace bullying. Using data gathered from a 2004 study conducted by the National Opinion Research Center for the General Social Survey, which included a Quality of Work Life (QWL) module for the National Institute for Occupational Safety and Health (NIOSH), linear regressions indicated significant...
Show moreThe primary purpose of this study is to identify those people at most risk of being bullied at work. While much research is being conducted on school bullying, little has been conducted on workplace bullying. Using data gathered from a 2004 study conducted by the National Opinion Research Center for the General Social Survey, which included a Quality of Work Life (QWL) module for the National Institute for Occupational Safety and Health (NIOSH), linear regressions indicated significant findings. As predicted, workers in lower level occupations, as ranked by prestige scoring developed at National Opinion Research, are more likely to be victimized. Data also suggest that being young, Black, and relatively uneducated may contribute to being bullied in certain situations. Future research is needed to examine influences of socio-economic, legal, and other demographic factors that may predict the chance of being bullied.
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Date Issued
2010
Identifier
CFE0003235, ucf:48512
Format
Document (PDF)
PURL
http://purl.flvc.org/ucf/fd/CFE0003235