An Investigation of LGBTQ+-Specific Workplace Microaggressions: Their Impact on Job Engagement and the Buffering Effects of Organizational Trust and Identity Disclosure
Abstract
Minoritized employees are not protected from all forms of discrimination such as microaggressions. These are subtle discriminatory acts, with or without intent to harm, that target minoritized identities. Little research has investigated LGBTQ+ microaggressions even though the community is particularly at risk or tried to discern the unique nature of microaggressions when compared to other forms of subtle discrimination such as incivility. This study tested the relationship between LGBTQ+ microaggressions and job engagement, the roles of organizational trust and outness as moderators, as well as the unique contribution of microaggressions over and above incivility. LGBTQ+ microaggressions were not significantly related to job engagement in all but one tested model. Organizational trust and outness did significantly positively predict job engagement but did not moderate the relationship between LGBTQ+ microaggressions and engagement. Incivility was significantly negatively related to job engagement and was also highly correlated with LGBTQ+ workplace microaggressions.