Date of Award
8-2023
Degree Name
Doctor of Philosophy
Department
Counselor Education and Counseling Psychology
First Advisor
Samuel Beasley, Ph.D.
Second Advisor
Mary Z. Anderson, Ph.D.
Third Advisor
Candy McCorkle, Ph.D.
Keywords
Counseling psychology, LGBT studies, psychology, social research
Abstract
This purpose of this research was to examine the impact on gendered racial microaggressions and bisexual microaggressions on the ability to access decent work for Black bisexual women. The mediation effect of proactive personality on the relationship between gendered racial microaggressions and bisexual microaggressions with decent work was explored in this study. The moderation effect of proactive personality on the relationship between gendered racial microaggressions and bisexual microaggressions with decent work was explored in this study as well. Gendered racial microaggressions was measured using the Gendered Racial Microaggression Scale (GRMS; Lewis & Neville, 2015). Bisexual microaggressions was measured by the Bisexual Microaggression Scale for Women (BMSW; Flanders et al., 2018). Decent work was measured using the Decent Work Scale (DWS; Duffy et al., 2017). Work volition was measured by the Work Volition Scale (WVS; Duffy et al., 2012) and proactive personality was measured using the Proactive Personality Scale ((PPS; Bateman & Crant, 1993). Participants were 299 Black bisexual women over the age of 18 from a community sample recruited through snowball sampling, Prolific, and MTurk.
Process Version 4.3 (Hayes, 2023) for IBM SPSS Statistics Version 28 was used for mediation and moderation analysis. The present study’s findings indicated that gendered racial microaggressions had a strong positive relationship with bisexual microaggressions. Thus, the findings implied that Black bisexual women who reported higher appraisal of gendered racial microaggressions also reported a higher frequency of bisexual microaggressions. However, there was no relationship between gendered racial or bisexual microaggressions with decent work. Proactive personality did not act as a moderator and work volition did not act as a mediator for the relationship microaggression and decent. Limitations and implications for research, practice, and training/teaching of the present study are discussed.
Access Setting
Dissertation-Open Access
Recommended Citation
Lewis, Angela Chloe, "The Impact of Gendered Racial and Bisexual Microaggressions on the Access to Decent Work for Black Bisexual Women: An Examination of the Moderation and Mediation Effects of Work Volition and Proactive Personality" (2023). Dissertations. 4014.
https://scholarworks.wmich.edu/dissertations/4014