Abstract
Given that 68% of Americans are overweight or obese, research indicates that weight discrimination occurs in the workplace at each stage of the employment process, from selection to separation. Building from attribution, social exchange, and social cognitive theories, this study explores generalized self-efficacy (GSE) as a moderator to determine if it alters the relationship between perceived weight discrimination (PWD) and the employee attitudes and behaviors of organizational citizenship behavior, organizational commitment (OC), job satisfaction (JS), and turnover intentions. Using ANOVA and moderated hierarchical regression to analyze the data, it was determined that GSE moderated the relationship between PWD and both OC and JS. Implications for practitioners and researchers are indicated.
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