Although overt racism is condemned by many organizations, insidious forms of racism persist. Drawing on the conservation of resources framework (Hobfoll, 1989), this article identifies forms and outcomes of racial microaggressions-daily verbal, behavioral, and environmental indignities that denigrate individuals from racially minoritized groups (Sue, Capodilupo, et al., 2007). Leveraging survey data from 345 Black employees, open-ended question qualitative insights delineate three overarching themes of workplace microaggression toward Black employees: anti-Black stereotype expression, racialized role assignment, and interactional injustice. We also detail how these themes manifest in nine distinct ways. Then, we model the cognitive and emotional resource recovery and protection processes that Black employees engage in to overcome workplace microaggressions. Quantitative results demonstrated that workplace microaggressions related to subsequent resource replenishment (i.e., co-rumination, or discussing feelings and venting about problems with coworkers; Rose, 2002) and protection (i.e., racism-related vigilance, or mentally preparing for anticipated racism; Clark et al., 2006) efforts. Further, results suggested undesirable effects of microaggressions on burnout and job satisfaction. Finally, we found a positive relationship between resourcing efforts and job satisfaction but found no support for trait resiliency or organizational support as buffers of microaggression effects. Implications for future research and direct interventions are discussed. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

中文翻译：

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当繁荣需要努力生存时：描述黑人员工微攻击的表现和资源支出结果。

尽管公开的种族主义受到许多组织的谴责，但阴险的种族主义形式仍然存在。借鉴资源保护框架（Hobfoll，1989），本文确定了种族微攻击的形式和结果——日常口头、行为和环境侮辱，这些侮辱来自种族少数群体的个人（Sue、Capodilupo 等，2007）。利用来自 345 名黑人员工的调查数据，开放式问题定性洞察描绘了工作场所对黑人员工的微攻击的三个总体主题：反黑人刻板印象表达、种族化角色分配和互动不公正。我们还详细介绍了这些主题如何以九种不同的方式体现。然后，我们模拟黑人员工为克服工作场所的微攻击而参与的认知和情感资源恢复和保护过程。定量结果表明，工作场所的微攻击与随后的资源补充（即共同反省，或与同事讨论感受和发泄问题；Rose，2002）和保护（即与种族主义相关的警惕，或为预期的种族主义做好心理准备；Clark等人，2006 年）的努力。此外，结果表明微攻击对职业倦怠和工作满意度产生不良影响。最后，我们发现资源配置努力与工作满意度之间存在正相关关系，但没有发现支持特质弹性或组织支持作为微攻击效应的缓冲。讨论了对未来研究和直接干预的影响。