Date of Award

Winter 11-2-2024

Document Type

Dissertation

Degree Name

Doctor of Philosophy in Industrial/Organizational Psychology (PhD)

Department

Industrial/Organizational Psychology

First Advisor/Committee Member

Jorge Lumbreras

Second Advisor/Committee Member

Helen Chung

Third Advisor/Committee Member

Keyne Law

Keywords

Forgiveness, Unforgiveness, Racial Microaggressions, Psychological Safety, Organizational Citizenship Behaviors

Abstract

This dissertation investigates the intricate relationships between racial microaggressions, unforgiveness, decisional forgiveness, and workplace outcomes (i.e., psychological safety, trust, and interpersonal citizenship behaviors). Despite organizations' efforts to promote diversity, equity, and inclusion (DEI), racial microaggressions persist, leading to feelings of injustice and unforgiveness among affected employees. This research posits that forgiveness, particularly through a modified REACH intervention (Worthington, 2001), serves as a vital coping strategy for managing the emotional distress associated with microaggressions, facilitating personal and relational healing.

Using a sample of 238 participants who identified as racial or ethnic minorities, I employed a moderated mediation analysis to assess the relationships between perceived racial microaggressions and workplace outcomes, exploring the mediating role of unforgiveness and the moderating role of decisional forgiveness. Findings reveal that experiences of racial microaggressions are positively related to unforgiveness but do not support the anticipated mediating effect of unforgiveness on workplace outcomes. The forgiveness intervention effectively increased decisional forgiveness among participants, suggesting its potential as a coping tool for those facing microaggressions.

These results underscore the importance of recognizing and addressing the psychological and emotional toll of microaggressions while advocating for the implementation of forgiveness strategies as a means to improve interpersonal dynamics and overall organizational effectiveness. The implications of this research extend beyond individual experiences, highlighting the critical role organizations play in shaping the experiences of their employees.

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