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<p>This paper investigates how microaggressions experienced by female employees can trigger antagonistic work behaviors (AWBs). By drawing on social exchange and reciprocity perspectives, we test a moderated-mediated model of microaggressions toward women. Findings from our vignette experiments (Study 1) conducted with 236 female employees confirmed that individuals exhibit more AWBs in a high-microaggressions condition and vice versa. Additionally, vignette-based Study 2, which used a 2 × 2 factorial design and included 272 female employees, validated the significant interactive effect of psychological ownership (PO) and co-rumination on AWBs. Furthermore, results from a two-wave time-lagged survey (Study 3) conducted with 267 female employees confirmed that microaggressions toward women are significantly related to AWBs. Additionally, we found the significant partial mediating role of PO in the relationship between microaggressions toward women and AWBs. Results regarding the boundary condition showed that high co-rumination at work intensifies the negative relationship between PO and AWBs. We also find evidence of a moderated mediation relationship in our study. These empirical findings add to the existing knowledge on microaggressions toward women and their effects on employee outcomes. Furthermore, these results guide organizations in creating a more diverse workplace where covert forms of discrimination toward women should also be addressed.</p>

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Experienced Microaggressions at Work and Female Employees’ Antagonistic Work Behaviors–The Role of Psychological Ownership and Co-Rumination

  • 期刊论文

  • 发表日期：

    2026年5月11日

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  • Rahman Khan,
  • Ghulam Murtaza,
  • Athar Hameed,
  • Kashif Ullah Khan,
  • Benjamin Laker

摘要

This paper investigates how microaggressions experienced by female employees can trigger antagonistic work behaviors (AWBs). By drawing on social exchange and reciprocity perspectives, we test a moderated-mediated model of microaggressions toward women. Findings from our vignette experiments (Study 1) conducted with 236 female employees confirmed that individuals exhibit more AWBs in a high-microaggressions condition and vice versa. Additionally, vignette-based Study 2, which used a 2 × 2 factorial design and included 272 female employees, validated the significant interactive effect of psychological ownership (PO) and co-rumination on AWBs. Furthermore, results from a two-wave time-lagged survey (Study 3) conducted with 267 female employees confirmed that microaggressions toward women are significantly related to AWBs. Additionally, we found the significant partial mediating role of PO in the relationship between microaggressions toward women and AWBs. Results regarding the boundary condition showed that high co-rumination at work intensifies the negative relationship between PO and AWBs. We also find evidence of a moderated mediation relationship in our study. These empirical findings add to the existing knowledge on microaggressions toward women and their effects on employee outcomes. Furthermore, these results guide organizations in creating a more diverse workplace where covert forms of discrimination toward women should also be addressed.