Disengagement by a thousand cuts: The impact of microaggressions on employee engagement
MetadataShow full item record
Type of Work131 leaves
DepartmentUniversity of Baltimore. College of Public Affairs.
ProgramUniversity of Baltimore. Doctor of Public Administration.
RightsThis item is protected under Title 17 of the U.S. Copyright Law. It is made available by the University of Baltimore for non-commercial research and educational purposes.
Employee engagement has been explored in many fields and is recognized as an important factor in organizational success (Prasad, 2013). However, less is known about how microaggressions impact employee engagement. This cross-sectional study was conducted to examine the association between the psychological components of employee engagement and occurrence of racial and ethnic microaggressions on Black, Indigenous, People of Color (BIPOC) in the workplace, and the impact of coping style and perceived stress levels in attenuating or exacerbating the impact of microaggressions on employee engagement. The results indicated that BIPOC employees have significantly lower employee engagement compared to White employees; race/ethnicity is a significant factor in the relationship between frequency of occurrences of racial and ethnic microaggressions and the psychological safety element of employee engagement; intersectionality significantly impacts the occurrence of microaggressions and employee engagement, respectively; and coping style and perceived stress act as partial mediators in the relationship between frequency of occurrence of microaggressions and employee engagement. Importance, limitation, implications, and future directions are discussed.