The Struggle Is Real: Employee Reactions to Indirect Trauma from Anti-Black Policing.

Despite increased media coverage of police using lethal force against Black civilians, little research aims to understand how such events affect employees, particularly Black employees, at work. We draw on spillover-transferring emotions and/or behaviors from one domain to another-to examine how collective, indirect trauma, or trauma experienced by a large group of people not directly involved in an event, affected employees at work. Across two studies, we investigated Black and White employees' differential cognitive (Study 1), emotional, and interpersonal reactions (Studies 1 & 2) to hearing about police officers' use of lethal force against Black civilians (i.e., collective, indirect racial trauma). Results from a survey with open- and close-ended questions (Study 1) supported our predictions that Black (vs. White) employees would be more upset about police shootings and would think about, talk about, and be more distracted by these incidents while at work. Open-ended responses revealed social support, seeking advice and comfort from our social networks, as a strategy Black and White employees may use to cope with collective, indirect racial trauma at work. Importantly, support communicating mutual understanding-or shared perspective-was particularly important for Black employees. An experiment (Study 2) further probed the emotional and relational consequences of interactions with coworkers and, counter to predictions, found coworkers who expressed pro-police attitudes (i.e., not communicating mutual understanding) in the aftermath of a racially biased shooting were negatively evaluated by Black and White employees. Our findings provide implications for research on spillover and understanding coworker/team dynamics in organizations.

Experiencing Burnout: John Henryism, Gender Role Conflict, and Anxiety Among Incarcerated Black Men.

At the intersection of race and gender, Black men encounter conflicting and often stress-inducing gender norms. Research suggests Black men may utilize John Henryism Active Coping (JHAC), a culturally-relevant strategy to manage stress. However, little is known about how incarcerated Black men cope with gender role conflict (GRC) and resulting psychological distress. To better understand stressors and coping strategies among Black male prisoners, the current study examined the relationships between GRC, anxiety, and JHAC among N = 193 incarcerated Black men nearing community reentry. Hierarchical linear regression results showed length of incarceration, GRC, and anxiety were all negatively associated with JHAC. Full-time employment prior to incarceration was positively associated with JHAC. Moderation analyses indicated anxiety increased the strength of the negative association between GRC and JHAC. Implications highlight incarcerated Black men may benefit from interventions that encourage active coping strategies to manage gender-related stress and anxiety.

Discrimination and health: The mediating role of daily stress processes.

OBJECTIVE: Exposure to discrimination is consistently linked with worse physical and mental health outcomes. One potential reason is that discriminatory experiences shape the way people interpret and affectively react to daily stressful events which in turn impacts health. The current study examined the role of these two daily psychological stress processes as a pathway linking the longitudinal association between perceived discrimination and health outcomes. METHOD: Participants in the National Study of Daily Experiences (NSDE), a subset of the Midlife in the United States (MIDUS) study, were followed over three waves spanning 20 years (N = 1,315). Perceptions of lifetime and everyday discrimination were measured by questionnaire at Wave 1; daily assessments of stress, threat appraisals, and negative affect were assessed through 8 days of daily dairies at Wave 2; measures of physical health (chronic conditions, functional limitations, and self-rated physical health) and mental health (depression, anxiety, and self-rated mental health) were assessed at Wave 3. Each wave of data was collected 9-10 years apart. RESULTS: Lifetime and everyday discrimination were associated with worse physical and mental health outcomes 20 years later. Daily threat appraisals and negative affective reactivity to daily stressors mediated the effect of discrimination on physical and mental health. CONCLUSION: Daily psychological stress processes are a potential mechanism by which exposure to unfair treatment relates to health. Findings underscore the insidious nature of unfair treatment and demonstrate how such experiences may be particularly consequential for daily stress processes and later physical and mental health outcomes. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

Workplace Anger Costs Women Irrespective of Race.

The current research investigated the role that a person's race, gender, and emotional expressions play in workplace evaluations of their competence and status. Previous research demonstrates that women who express anger in the workplace are penalized, whereas men are not, and may even be rewarded. Workplace sanctions against angry women are often attributed to a backlash resulting from the violation of gender stereotypes. However, gender stereotypes may differ by race. The present study addressed this question using a between-subjects experimental design where participants (N = 630) read a vignette describing a new employee, which varied with respect to the employee's race (White, Black, Asian, and Latino/a/x), gender (male and female), and a prior emotional response (anger and sadness). Participants then evaluated the employee's competence and status. Findings revealed that men and women were both viewed as more competent when expressing anger relative to sadness, and this pattern did not differ across employee race. However, despite anger being associated with greater competence, women who violated stereotypes (i.e., expressed anger) were accorded lower status than stereotype-inconsistent (sad) men. Furthermore, exploratory analyses revealed that this pattern was consistent regardless of target and participant race. The current study replicates and extends previous research by employing an intersectional perspective and using a large, ethnically diverse sample to explore the interaction between gender and emotional expression on workplace evaluations across races.

Discrimination and the HPA axis: current evidence and future directions.

Numerous studies suggest that discrimination is associated with poor physical and mental health outcomes. Whereas the cardiovascular system has been extensively studied as a potential pathway linking discrimination with disease, the role of the hypothalamic-pituitary-adrenal (HPA) axis remains understudied. We conducted a systematic review of research on discrimination and related constructs as predictors and correlates of HPA axis activity. Twenty seven studies (10 experimental, 17 observational) met inclusion criteria. Studies suggest that discrimination is associated with alterations in HPA axis activity and that the direction of this association depends on the timing and chronicity of the discrimination experience. There is also evidence of important modulating variables (race, socioeconomic status) and contextual confounders (emotional, situational) that warrant further study. Accounting for the HPA axis in addition to the cardiovascular system will contribute to a more comprehensive understanding of the biobehavioral pathways contributing to physical and mental health inequities related to discrimination.

Reducing implicit racial preferences: II. Intervention effectiveness across time.

Implicit preferences are malleable, but does that change last? We tested 9 interventions (8 real and 1 sham) to reduce implicit racial preferences over time. In 2 studies with a total of 6,321 participants, all 9 interventions immediately reduced implicit preferences. However, none were effective after a delay of several hours to several days. We also found that these interventions did not change explicit racial preferences and were not reliably moderated by motivations to respond without prejudice. Short-term malleability in implicit preferences does not necessarily lead to long-term change, raising new questions about the flexibility and stability of implicit preferences. (PsycINFO Database Record