Racial/ethnic harassment and discrimination, its antecedents, and its effect on job-related outcomes

Mindy E. Bergman, Patrick A. Palmieri, Fritz Drasgow, Alayne J. Ormerod

Research output: Contribution to journalArticlepeer-review


A general model of workplace prejudice acts, their antecedents, and their consequences is proposed and examined in the context of racial/ethnic harassment and discrimination (REHD). Antecedents proposed and tested here include context and climate, whereas consequences proposed and tested here include work, supervisor, and opportunity satisfaction and turnover intentions. The theoretical model is first tested and cross-validated in two ethnically diverse subsamples (approximately 2,000 each). Then, hierarchical multigroup modeling was conducted to determine whether the relationships among REHD, its antecedents, and its outcomes are equivalent across five racial/ethnic groups (N = 1,000 per group) in the U.S. military. This addresses the issue of differential exposure (i.e., varying amounts of stressors across groups) versus differential vulnerability (i.e., discrepant impact of a stressor on outcomes across groups) across racial/ethnic groups. Consistent with expectations, results suggest that although racial/ethnic groups differ in their mean exposure to REHD, the relationships among REHD and its outcomes are the same across race/ethnicity, supporting the differential exposure view. In addition, the results show some differences between antecedents and REHD across race/ethnicity.

Original languageEnglish (US)
Pages (from-to)65-78
Number of pages14
JournalJournal of occupational health psychology
Issue number1
StatePublished - 2013


  • Discrimination
  • Ethnicity
  • Harassment
  • Prejudice
  • Psychological climate
  • Race

ASJC Scopus subject areas

  • Applied Psychology
  • Public Health, Environmental and Occupational Health


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