Browsing by Author "Fattoracci, Elisa"

Now showing 1 - 2 of 2
  • Thumbnail Image
    Item
    Promised DE&I, Experienced Microaggressions: Investigating Psychological Contract Violation and (Dis)Trust in Leaders and Organizations
    (2025-04-10) Fattoracci, Elisa; King, Danielle D
    Research suggests that employees form psychological contracts (i.e., unwritten, mutual obligations between employers and employees) about diversity, equity, and inclusion (DE&I; Lee et al., 2021; Yueng & Sheh, 2020), yet little is known about how encounters with subtle racial discrimination at work may trigger violations of these contracts and subsequently influence relational outcomes. Grounded in psychological contract theory (Rousseau, 1989), this project investigates whether and why experienced and witnessed workplace racial/ethnic microaggressions, a subtle form of discrimination that targets racial/ethnic minority group members, may relate to lower trust and higher distrust in leaders and organizations via psychological contract violation. Additionally, this study examines two boundary conditions: (a) the moderating effect of DE&I psychological contract strength on the relationship between microaggressions and psychological contract violation, and (b) the moderating effect of satisfaction with leader responses to microaggressions on the relationship between psychological contract violation and the focal outcomes. Panel data collected from 315 employees across 8 weekly surveys was analyzed using multilevel structural equation modeling (MLSEM). Results suggest that across participants, psychological contract violation mediates the relationship between microaggressions and the focal outcomes. No support emerged for the hypothesized boundary conditions. Theoretical implications and practical recommendations are discussed.
  • Thumbnail Image
    Item
    Who Gets the Benefit of the Doubt? Tardiness, Trust, and Promotions Disability Concealability and Race
    (2023-04-17) Fattoracci, Elisa; King, Danielle D
    While performance variability constitutes an inevitable part of organizational life (Dalal et al., 2020), what causes such changes and who experiences them might influence how employees are evaluated. For example, not all employees with disabilities have the privilege of uncompromised health, so employers routinely anticipate lower performance and higher absenteeism among them (Braddock & Bachelder, 1994). Importantly, the extent to which disabilities are outwardly apparent may shape how readily evaluators draw a connection between disability and certain behaviors (i.e., tardiness). Further, since disabilities are more prevalent among racially minoritized groups (e.g., Kaholokula, 2016) and racial bias influences personnel decisions (e.g., Elvira & Town, 2001), race may shape how people with disabilities who engage in tardiness behaviors are evaluated. Drawing from the theoretical model of organizational trust (Mayer et al., 1995), this project investigates the intersectional effects of race (White vs. Black vs. Latinx) and disability concealability (i.e., visible vs. concealable) on promotability via perceived trustworthiness for tardy employees. Results from an experimental manipulation suggest that the ability dimension of perceived trustworthiness predicts promotability, and that race and disability concealability interact to influence the benevolence dimension of perceived trustworthiness for Black versus White targets. Implications for research and practice are discussed.