Document Type
Dissertation
Degree
Doctor of Business Administration
Major
Business Administration
Date of Defense
11-6-2023
Graduate Advisor
Dr. Gerald Gao, PhD
Committee
Dr. Ekin Pellegrini, PhD
Dr. Cindy Goodwin-Sak, DBA
Abstract
Cultural microaggressions are especially problematic in multinational organizations because of the sheer and vast diversity of employees, customers, and partners across numerous countries and continents. These subtly discriminatory remarks or actions often lead to negative consequences that can cost companies immeasurable revenue and profit losses, customer and employee attrition, and brand reputational damage. This study aims to understand the impact of cultural microaggressions on job outcomes and the moderating effects of inclusivity practices and employee coping strategies. We draw upon the minority stress model and use quantitative methods to determine the relationship between cultural microaggressions and various job outcomes. Findings show a significant relationship between cultural microaggressions and job stress. Additionally, coping strategies moderate the relationship between cultural microaggressions and job stress. In the discussion, we stress the importance of multinational corporations fostering more productive and harmonious work environments through organizational inclusiveness practices and policies and equipping their employees with coping strategies to vanquish the impact of cultural microaggressions.
Recommended Citation
McWilliams, Regina, "Cultural Microaggressions in Multinational Organizations: Organizational Inclusivity and Employee Coping Strategies" (2023). Dissertations. 1377.
https://irl.umsl.edu/dissertation/1377