Racial identity, self-esteem, and job satisfaction among Black female corporate managers and executives.

다국어 초록 (Multilingual Abstract)

This study examined the relationships among racial identity, self-esteem, and job satisfaction in 790 Black women occupying low-, middle-, and top-level positions in Fortune 500 and 1000 companies. Because few such women have been able to break through the glass ceiling to occupy these power positions, no empirical studies were found that examined the work experience of Black women in corporate settings as it relates to the relationships among these three variables. This study analyzed a sample of Black female corporate managers and executives in order to determine whether racial identity and self-esteem are related to job satisfaction and how differences in levels of racial identity and self-esteem interact either together or separately to predict job satisfaction.
The construct of racial identity has the potential to explain particular aspects of career development such as satisfaction that has otherwise been ignored in examining the experiences of Black women managers and executives. The conflicts these women face in corporate settings formed the conceptual basis of this study. Research has shown a relationship between racial identity status and self-esteem. Job satisfaction has also been linked to self-esteem in the literature. Therefore, it seems possible that racial identity and self-esteem can predict job satisfaction independently, but they also may interact in promoting healthier identity functioning in Black women.
Nearly 800 participants completed three measures: the Racial Identity Attitude Scale-Short Form (Parham & Helms, 1981), the Rosenberg Self-Esteem Scale (Rosenberg, 1965), the Job Satisfaction Scale (Toepfer, 1996), and a demographic questionnaire. Correlational and regression analyses were used to test the hypotheses. More advanced racial identity attitudes and self-esteem were related to job satisfaction. Less advanced racial identity attitudes were not related to job satisfaction and lower levels of self-esteem were not related to lower levels of job satisfaction. The interaction of self-esteem and racial identity was a stronger predictor of job satisfaction than either variable alone. The implications of the findings are discussed for Black women in corporate settings as well as for counseling theory and practice with Black women working in these organizations as another resource for understanding their career development.