Bringing social identity to work: The influence of manifestation and suppression on perceived discrimination, job satisfaction, and turnover intentions. | Zendy

Juan M. Madera | Zendy; Eden B. King | Zendy; Michelle R. Hebl | Zendy

Open Access

Bringing social identity to work: The influence of manifestation and suppression on perceived discrimination, job satisfaction, and turnover intentions.

Author(s) -

Juan M. Madera,

Eden B. King,

Michelle R. Hebl

Publication year - 2012

Publication title -

cultural diversity and ethnic minority psychology

Language(s) - English

Resource type - Journals

SCImago Journal Rank - 1.049

H-Index - 77

eISSN - 1939-0106

pISSN - 1099-9809

DOI - 10.1037/a0027724

Subject(s) - psychology , social psychology , job satisfaction , social identity theory , ethnic group , identity (music) , sexual orientation , race (biology) , job attitude , social group , job performance , gender studies , physics , sociology , anthropology , acoustics

In the current article, we explored whether manifesting or suppressing an identity (race/ethnicity, gender, age, religion, sexual orientation, or disability) at work is related to perceived discrimination, job satisfaction, and turnover intentions. Participants included 211 working adults who completed an online survey. The results showed that efforts to suppress a group identity were positively (and behavioral manifestations of group identity negatively) related to perceived discrimination, which predicted job satisfaction and turnover intentions. These results suggest that diverse employees actively manage their nonwork identities while at work and that these identity management strategies have important consequences.

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