Browsing by Author "King, Danielle D"

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    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.
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    Who Can Afford to Voice? Examining the Role of Resources in the Employee Voice Process
    (2022-04-21) Phetmisy, Cassandra N; King, Danielle D
    Work, money, and the economy are the most common stressors for adults in the United States (APA, 2020a, 2020b), and economic declines can exacerbate the stress of maintaining employment and adequate finances. Financial stressors may highlight the importance and precarity of work—motivating employees to avoid risky behaviors, even those that may be necessary or beneficial. I specifically examined how financial stress impacts a critical, desired form of risk-taking at work: employee voice, through differential perceived riskiness of voice behavior. Grounded in Conservation of Resources theory (Hobfoll, 1989), the current study investigated how financial stress and leadership affects the extent that employees speak up (voice) or withhold their ideas (silence) at work. A sample of 268 employees and 40 supervisors responded to two online surveys. The data indicated that employees’ financial stress positively predicted their perceptions of risk for voice. Further, perceived riskiness of voice significantly predicted lower promotive voice and greater silence behaviors. I did not find robust support that LMX buffers these relationships. Exploratory analyses indicate the unique ability of financial stress and other objective income indicators to predict voice and silence. This work offers both theoretical integration and expansion to the voice and financial stress domains, as well as actionable practical implications for organizational leaders and decision-makers.