The purpose of this study is to examine the impact of identifying with multiple minority statuses on workplace experiences. Specifically, we sought to determine how holding multiple minority statuses affects job attitudes, depending on how many and which minority statuses one holds. Using an archival dataset of nearly 6,000,000 employees from multiple organizations, we examined a subset of diverse respondents’ perceptions of supervisor effectiveness, organizational effectiveness, satisfaction with pay, satisfaction with growth opportunities, and perceptions of diversity climate. Results suggest that multiple minority statuses generally do not have a straightforward additive effect (i.e., having a greater number of minority statuses does not necessarily relate to a decrease in job attitudes). Instead, the results suggest a multiplicative approach in that minority statuses intersect to impact job attitudes, and some intersecting group memberships exert stronger effects than others. Findings from this study contribute to our understanding of the effects of different combinations of minority statuses on job attitudes, as well as a stronger understanding of the impact of intersectionality in the workplace in general.

这项研究的目的是检验确定具有多个少数群体身份对工作经历的影响。具体来说，我们试图确定持有多个少数派身份如何影响工作态度，具体取决于一个人持有多少个少数派身份。通过使用来自多个组织的近6,000,000名员工的档案数据集，我们检查了不同受访者对主管有效性，组织有效性，对薪酬的满意度，对增长机会的满意度以及对多样性气候的认知的子集。结果表明，多种少数群体身份通常不会产生直接的累加效应（即，拥有更多数量的少数群体身份不一定与工作态度的降低有关）。代替，结果表明，在少数群体的状态相交会影响工作态度时，一些相交的群体成员所产生的影响要强于其他群体。这项研究的结果有助于我们了解少数群体身份的不同组合对工作态度的影响，以及对总体上工作场所的交往性影响的更深刻理解。