This investigation integrates research on organizational identity safety cues and intersectionality theories by examining whether single-stigmatized (Asian American men, White women) and double-stigmatized identities (Asian American women) react differently to organizational identity safety cues. A series of online experimental surveys were developed to determine if there were differences in responses to cues between Asian American women vs. Asian American men, and Asian American women vs. White women in a leadership context, when presented with a racial or gender identity safety cue, respectively. Results did not reveal differences in how subgroups responded to identity safety cues. A third survey investigated whether Asian American women in a leadership context (a double-stigmatized identity) responded to different types of identity safety cues that tapped either racial, gender, or racial-gender cues. Results did not reveal differences between types of cues. Ultimately, evidence emerged to support anticipated authenticity at work perceptions as a mediator of cue-outcome relationships, specifically for the outcome of feelings of belonging. Furthermore, exploratory analyses revealed that participants' trait authenticity and level of acculturation affect how they perceive and respond to identity safety cues. Limitations and future research directions are discussed.
Read
