Anticipated work discrimination scale: a chronic illness application

Anticipated work discrimination scale: a chronic illness application Purpose – The authors sought initial validity evidence for a measure of anticipated discrimination in the workplace using three samples of working adults with various chronic illnesses. The purpose of this paper is to propose a single factor structure, correlations with stigma dimensions, discriminant validity from similar scales, and incremental validity in predicting work-related outcomes. Design/methodology/approach – Adults working at least 20 hours per week with various chronic illnesses (Sample 1 n =332, Sample 2 n =193, Sample 3 n =230) voluntarily completed an online survey. Structural equation modeling and hierarchical multiple regression were used to analyze the data. Findings – Results supported the proposed single-factor structure, along with proposed correlations with strain, and job attitudes (job satisfaction, affective commitment, and both procedural justice). Discriminant validity was observed between anticipated discrimination and procedural justice perceptions and perceived impact on performance. The scale demonstrated incremental validity in predicting strain beyond the relevant controls in all three samples, although it only demonstrated incremental validity in predicting job satisfaction in Samples 1 and 3 and affective commitment in Sample 1. Research limitations/implications – Study limitations include the use of single-source, cross-sectional data, omission of a non-stigmatized sample, and a deductive approach to item generation. Future research should attempt to validate the scale on other stigmatized worker populations. Practical implications – Organizations may use this scale to monitor employees’ perceptions of anticipated discrimination and researchers may use it as a measure of a workplace stressor. Originality/value – The vast majority of existing stigma and discrimination scales do not specifically address the workplace context. This study contributes to the literature by providing psychometric information for a workplace anticipated discrimination scale using samples from an under-represented worker population. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Journal of Managerial Psychology Emerald Publishing

Anticipated work discrimination scale: a chronic illness application

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Publisher
Emerald Publishing
Copyright
Copyright © Emerald Group Publishing Limited
ISSN
0268-3946
DOI
10.1108/JMP-01-2014-0009
Publisher site
See Article on Publisher Site

Abstract

Purpose – The authors sought initial validity evidence for a measure of anticipated discrimination in the workplace using three samples of working adults with various chronic illnesses. The purpose of this paper is to propose a single factor structure, correlations with stigma dimensions, discriminant validity from similar scales, and incremental validity in predicting work-related outcomes. Design/methodology/approach – Adults working at least 20 hours per week with various chronic illnesses (Sample 1 n =332, Sample 2 n =193, Sample 3 n =230) voluntarily completed an online survey. Structural equation modeling and hierarchical multiple regression were used to analyze the data. Findings – Results supported the proposed single-factor structure, along with proposed correlations with strain, and job attitudes (job satisfaction, affective commitment, and both procedural justice). Discriminant validity was observed between anticipated discrimination and procedural justice perceptions and perceived impact on performance. The scale demonstrated incremental validity in predicting strain beyond the relevant controls in all three samples, although it only demonstrated incremental validity in predicting job satisfaction in Samples 1 and 3 and affective commitment in Sample 1. Research limitations/implications – Study limitations include the use of single-source, cross-sectional data, omission of a non-stigmatized sample, and a deductive approach to item generation. Future research should attempt to validate the scale on other stigmatized worker populations. Practical implications – Organizations may use this scale to monitor employees’ perceptions of anticipated discrimination and researchers may use it as a measure of a workplace stressor. Originality/value – The vast majority of existing stigma and discrimination scales do not specifically address the workplace context. This study contributes to the literature by providing psychometric information for a workplace anticipated discrimination scale using samples from an under-represented worker population.

Journal

Journal of Managerial PsychologyEmerald Publishing

Published: Feb 8, 2016

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