Abstract

By linking intersectionality to relational demography, this study examines the effects of different gender and racial contexts on overall satisfaction with job and organization among four employee groups in U.S. federal agencies: minority women, minority men, White women, and White men. As opposed to previous research that treated each demographic identity as an independent category, this study considers the intersection of privileged and marginalized identities to help illuminate varying organizational experiences among different employee groups. The analyses find that all four employee groups react negatively to an increased minority percentage and positively to an increased female percentage in their organizations. In general, Whites are affected by gender and racial dissimilarity to a greater extent than minorities. However, the extent to which gender and racial dissimilarity have significant impacts differs between Whites and minority women, but not between White women and minority men. This study discusses the implications of these findings and calls for a consideration of intersectionality in relational demography research.

摘要

通过将交叉性与关系人口统计学联系起来，本研究检查了不同性别和种族背景对美国联邦机构四个员工群体（少数族裔女性、少数族裔男性、白人女性和白人男性）对工作和组织的整体满意度的影响。与之前将每个人口统计特征视为独立类别的研究不同，本研究考虑了特权身份和边缘化身份的交叉点，以帮助阐明不同员工群体之间的不同组织体验。分析发现，所有四个员工群体都对其组织中的少数族裔百分比增加产生负面反应，而对女性百分比增加产生积极反应。一般来说，白人比少数族裔在更大程度上受到性别和种族差异的影响。然而，性别和种族差异对白人和少数族裔女性产生显着影响的程度有所不同，但在白人女​​性和少数族裔男性之间没有差异。本研究讨论了这些发现的含义，并呼吁在关系人口学研究中考虑交叉性。