Background: Although overt discrimination has declined,
subtle everyday discrimination known as microaggressions (MAs) continues to
undermine employee well-being and organisational effectiveness. These
behaviours contribute to psychological strain, interpersonal tension, and
reduced work performance, making MAs an ongoing organisational concern.
Problem
statement:
Despite growing research interest, no empirically grounded conceptual model
exists that integrates the antecedents, mediators, moderators, and outcomes of
workplace MAs based solely on quantitative evidence. This limits theoretical
cohesion and hinders the development of targeted, evidence-based interventions.
Methodology: A systematic literature review was conducted
following PRISMA 2020 guidelines, focusing exclusively on quantitative studies
published between 2015 and 2025. Twenty studies met the inclusion criteria, and
data were synthesised to identify verified antecedents, consequences, and
conditional mechanisms. The review was registered on the Open Science Framework
(OSF).
Results: Findings show that MAs arise from individual,
interpersonal, and organisational antecedents such as biased beliefs,
discriminatory climates, and leadership-related factors. MAs consistently
predict negative psychological, health, work-related, and organisational
outcomes. Their effects operate through mediating mechanisms and are
conditioned by moderators including ethnicity, military rank, cognitive
reappraisal, and identity-related factors.
Conclusion:
This review consolidates fragmented quantitative findings into a coherent
conceptual model of workplace MAs. The model advances theoretical understanding
and provides a practical foundation for designing organisational interventions
to identify, address, and mitigate the impact of MAs.
