Browsing by Author "Cheng, Shannon"

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    Co-Conspirators in the Fight for Racial Justice?: Understanding How Asian Americans Respond to Anti-Black Discrimination at Work
    (2021-04-30) Cheng, Shannon; King, Eden B.
    Asians are the fastest growing racial/ethnic group in the United States, and although there is increasing research and attention on Asian American issues, Asians have previously been left out of many discussions surrounding race relations. This not only negatively impacts Asians and their racial identity development, but also can hinder progress towards racial justice. Previous research has demonstrated how awareness of anti-Asian discrimination (i.e., a similar experience) can lead to Asians forming a common ingroup identity with other racially minoritized groups, and consequently more positive attitudes and behaviors towards these groups. This study builds on this research by examining how the formation of a common ingroup identity may be dependent on Asians’ internalization of the model minority myth, and how the translation to behaviors of challenging anti-Black discrimination at work may be dependent on three different psychological mechanisms in decision-making (calculation-based, affect-based, and recognition-based). A moderated mediation model was tested using a two-wave panel study of 427 Asians working in the U.S., and results demonstrated support for the mediating effect of common ingroup identity on the relationship between perceived discrimination and the likelihood of challenging anti-Black discrimination at work. However, the proposed interactive effects were not supported, and although the results demonstrated a negative main effect of the internalization of the model minority myth on common ingroup identity, as well as main effects of outcome expectations, fear of retaliation, and psychological standing (positive, negative, and positive effects, respectively) on the likelihood of challenging anti-Black discrimination, these effects did not hold when tested with relevant covariates. These results support previous research on intraminority intergroup relations that highlights the importance of the formation of a common ingroup identity in creating more positive intergroup attitudes and behaviors, and provide additional insight into what factors may impact these relationships for Asians and how they perceive and respond to other racial groups.
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    Examining the Social Identity of Being a Muslim in the American Workplace
    (2019-08-29) Cheng, Shannon; King, Eden
    Religion is often seen as a taboo and controversial topic in the workplace; however, it also plays an important role in many people’s lives. Over the past few decades, the religious landscape of the American workforce has become increasingly diverse. Unfortunately, as religious diversity in organizations has grown, so has the number of Equal Employment Opportunity Commission (EEOC) charges involving religious discrimination, especially against Muslims. Even though many Muslims consider religion to be an important part of their lives, they may hesitate to fully identify with their religion publicly, such as in the workplace. This research used semi-structured interviews (N = 70) to examine current Muslim American workplace experiences through a social identity lens, exploring how intersectionality with other identities (i.e., gender) and interactions with other people (i.e., coworkers and leaders as allies) influence how Muslims experience religion at work. Although many participants talked about how their organizations are generally inclusive and supportive of providing accommodations, they also mentioned ways in which they feel like they are treated differently or excluded from social or professional opportunities. These results revealed that although many organizations are trying to be more tolerant of different faith groups, there are subtle ways in which organizations are signaling to their employees about who they value and are trying to advance. Participants discuss clear, tangible steps that leaders and coworkers can take to improve the experiences of Muslim Americans in the workplace, and future research and practical implications are discussed.
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    How do aggression source, employee characteristics and organisational response impact the relationship between workplace aggression and work and health outcomes in healthcare employees? A cross-sectional analysis of the National Health Service staff survey in England
    (BMJ Publishing Group Ltd., 2020) Cheng, Shannon; Dawson, Jeremy; Thamby, Julie; Liaw, Winston R.; King, Eden B.
    Organisational response was found to buffer the negative effects of aggression from patients for turnover intentions and the negative effects of aggression from patients and colleagues for employee health. The results also demonstrated that nurses/midwives, women and Black employees are more likely to experience aggression; however, no clear patterns emerged on how aggression differentially impacts employees of different races, genders and occupations with respect to the outcome variables. Conclusions: Although aggression from patients and colleagues both have negative effects on healthcare employees’ turnover intentions, health and work engagement, these negative effects are worse when it is aggression from colleagues. Having an effective organisational response can help ameliorate the negative effects of aggression on employees’ health; however, it may not always buffer negative effects on turnover intentions and work engagement. Future research should examine other approaches, as well as how organisational responses and resources may need to differ based on aggression source.