Asian Americans (AsAms) carry unique group identifications that likely impact how they navigate workplace racial discrimination. Yet, extant workplace discrimination research has not thoroughly considered the implications associated with such unique group identifications, especially given the context of American society’s increasingly polarized views of AsAms as outsiders versus insiders. To gain insights into these aspects, we conducted three studies using qualitative and quantitative methods. Our qualitative interviews (Study 1) with AsAm employees during COVID-19 reveal that AsAms have internalized society’s polarization of their American and Asian group identifications and navigate their workplace discrimination accordingly. Integrating these findings with group identification research, we develop a dual-serial-mediation navigation process model, whereby AsAms with strong American group identification intend to leave their organization via blaming and then not forgiving their offenders (i.e., “suffering path”), whereas those with strong Asian group identification intend to stay in the organization via perspective taking and then forgiving their offenders (i.e., “protected path”). In a different sample of AsAms who faced workplace discrimination, we found support for our model (Study 2). Finally, we largely replicated these results in a third sample of AsAms who faced workplace discrimination and found that such navigation processes were largely unique to AsAms versus other racial-minority groups (Study 3). Theoretical and practical implications are discussed.

中文翻译：

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我们（不是）在同一个团队中：了解亚裔美国人对工作场所歧视的独特导航


亚裔美国人 （AsAms） 具有独特的群体身份，这可能会影响他们应对工作场所种族歧视的方式。然而，现有的工作场所歧视研究并未彻底考虑与这种独特的群体认同相关的影响，特别是考虑到美国社会将 AsAms 视为局外人与局内人的看法日益两极分化的背景。为了深入了解这些方面，我们使用定性和定量方法进行了三项研究。我们在 COVID-19 期间对 AsAm 员工的定性访谈（研究 1）显示，AsAms 已经内化了社会对其美国和亚洲群体身份的两极分化，并相应地应对工作场所的歧视。将这些发现与群体识别研究相结合，我们开发了一个双重序列中介导航过程模型，其中具有强烈美国群体认同感的 AsAms 打算通过责备然后不原谅他们的罪犯（即“痛苦之路”）来离开他们的组织，而那些具有强烈亚裔群体认同感的人打算通过换位思考然后原谅他们的罪犯（即 “protected path”） 的在面临工作场所歧视的不同 AsAms 样本中，我们发现我们的模型得到了支持（研究 2）。最后，我们在面临工作场所歧视的 AsAms 的第三个样本中基本复制了这些结果，并发现与其他少数种族群体相比，这种导航过程在很大程度上是 AsAms 所独有的（研究 3）。讨论了理论和实践意义。