Abstract
In this paper, I examine the effects of gender and race/ethnicity on American workers’ workplace identities. Literature on gender, work, and occupation suggests that gender and race are significant predictors of workers’ workplace identities. Literature also posits that self-perceived competency and reflected appraisals from others in workplaces also contribute considerably to workers’ workplace identities. However, there exists hardly any empirical study that explores the impacts of gender, race, workers’ self-perceived competency, and their reflected appraisals altogether on their workplace identities. That is what I accomplished in this study. Deriving the data from the National Study of Changing Workforce (NSCW: 2008) I ask: 1) Do women and men workers in America differ in their perceptions of workplace identities; 2) Do non-white and white workers in America differ in their perceptions of workplace identities; and 3) Do gender and race of the workers impact their workplace identities when self-perceived competency and reflected appraisals enter the equation? Analyses are based on quantitative methods. Results show that workers’ self-perceived competency and their reflected appraisals are more significant predictors of their workplace identities than gender or race.
Highlights
Deriving the data from the National Study of Changing Workforce (NSCW: 2008)—a nationally representative dateset, I ask: 1) Do women and men workers in America differ in their perceptions of workplace identities; 2) Do non-white and white workers in America differ in their perceptions of workplace identities; and 3) Do gender and race/ethnicity of the workers impact their workplace identities when self-perceived competence of workers, and reflected appraisals of others enter the equation?
This study focuses on workplace identities of salaried workers accounting for gender and race
When self-perceived competency is included in the regression (Model 2), race continues to be a significant predictor of workplace identity
Summary
Workplace identities have drawn attention of the researchers on gender, work, and occupation since the advent of women’s movements in the US Workers’ workplace identities have been studied with regards to complex workplace cultures (Kohn & Schooler, 1973); occupational status, and industries (Tharenou & Harker, 1982); work autonomy (Mortimer & Lorence, 1979); decision making abilities within workplace (Staples, Schwalbe, & Gecas, 1984); relationships with coworkers and supervisors (Gardell, 1971); and relationships supervisors and managers (Hackman & Lawler, 1971). In this study, I explore the impacts of gender, race/ ethnicity, self-perceived competence, and reflected appraisals together on workplace identities of workers. This is because all of these factors are important in determining positive workplace identities of workers which in turn increases their efficiency within workplaces (Schwalbe, 1988; Twenge & Crocker, 2002). Scholars have explored the race/ethnic variances on workers’ workplace identities from 2 specific conceptual ideas: self-perceived competence of workers, and reflected appraisals of others (Schwalbe, 1988; Twenge & Crocker, 2002).
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