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Journal of Business and Psychology

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30.05.2023 | Original Paper

“They Say They Support Diversity Initiatives, But They Don’t Demonstrate It”: The Impact of DEI Paradigms on the Emotional Labor of HR&DEI Professionals

verfasst von: Kelly P. Weeks, Nicolina Taylor, Alison V. Hall, Myrtle P. Bell, Anna Nottingham, Louwanda Evans

Erschienen in: Journal of Business and Psychology | Ausgabe 2/2024

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Abstract

Past research indicates that certain factors, such as employee personality or job requirements, are key antecedents to what is often a draining emotional labor process for customer-facing employees. The current mixed-methods study considers the emotional labor experienced by internally-facing employees who have especially emotionally demanding positions (Human Resources and Diversity, Equity, and Inclusion-HR&DEI- professionals). Study 1 uses a qualitative methodology for an in-depth analysis of emotional labor via 23 interviews with HR&DEI professionals. Study 2 replicates results with a quantitative study using a sample of 280 HR&DEI professionals. Results indicate that the way organizations approach and handle diversity greatly impacts the emotional labor process of their HR&DEI employees. Specifically, organizational diversity paradigms create an important antecedent to understanding the experiences of emotional labor. In addition, certain factors are found to mitigate the draining effects of emotional labor (e.g., social support as a coping technique). Future research and implications are discussed.

Vorheriger Artikel Hard Work Makes It Hard to Sleep: Work Characteristics Link to Multidimensional Sleep Health Phenotypes

Nächster Artikel The Effect of Negative Workplace Gossip about Supervisor on Workplace Deviance and Impression Management: The Mediating Roles of Anxiety and Guilt

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Labels are according to participants’ self-identified identity, title, and assigned participant number. For race labels, B = Black, W = White, MR = Mixed Race, POC = Person of Color. For gender labels, M = Male, F = Female, NB = non-binary. For title labels, HR = Human Resources, Div = Diversity/Inclusion, Equity = Title that involves equity issues.

We asked the Cloud Research team to intentionally recruit more Black HR&DEI employees for this dataset because we wanted to make sure our sample was more racially similar to the people who occupy HR&DEI roles. They did not exclusively recruit Black participants, but the percentage of Black participants was higher in this sample than in the other two.

We also tested an alternative model in which emotional social support was the moderator. Results indicated that emotional support did not significantly impact burnout (b = .07, p = .35). Similarly, emotional support did not significantly moderate the relationship between surface acting and burnout (b = .06, p = .30).

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Titel: “They Say They Support Diversity Initiatives, But They Don’t Demonstrate It”: The Impact of DEI Paradigms on the Emotional Labor of HR&DEI Professionals
verfasst von: Kelly P. Weeks
Nicolina Taylor
Alison V. Hall
Myrtle P. Bell
Anna Nottingham
Louwanda Evans
Publikationsdatum: 30.05.2023
Verlag: Springer US
Erschienen in: Journal of Business and Psychology / Ausgabe 2/2024
Print ISSN: 0889-3268
Elektronische ISSN: 1573-353X
DOI: https://doi.org/10.1007/s10869-023-09886-8

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