Breaking Barriers: Analyzing Gender Microaggressions, Job Satisfaction and Psychological Capital on Quality of Life

Description

Page: 298-308

Aishee Ghosh¹, Rooprekha Baksi², and Ananjan Maiti³ (Amity Institute of Psychology & Allied Sciences, Amity University Kolkata, West Bengal^1,2 and Department of Computer Science, Guru Nanak Institute of Technology, Kolkata, West Bengal³)

The persistence of gender microaggressions in workplaces underscores the ongoing challenges of sexism and discrimination, requiring sustained awareness and action. Limited research explores how psychological capital (PsyCap) influences women professionals’ responses to gender microaggressions and job satisfaction, particularly in the Indian context. Major objectives of the study were to establish the relationship between gender microaggression and job satisfaction, secondly, to check the moderating effect of psychological capital between gender microaggression and job satisfaction, and lastly, to develop a comprehensive model on gender microaggression, psychological capital, job satisfaction, and quality of life. The study collected data from 164 female participants (aged 25 to 45 years), currently or recently employed, using an online survey with the Microinvalidation and Microinsult Scale-16 (MIMI-16), Psychological Capital (PsyCap) Questionnaire, and Job Satisfaction Scale. Additionally, Focused Group Discussions and semi-structured Interviews were conducted with 18 participants. Quantitative analyses revealed that Gender microaggression was negatively correlated with psychological capital and job satisfaction. While psychological capital positively influenced job satisfaction, it negatively moderated the relationship between gender microaggression and job satisfaction. Qualitative interviews highlighted gender-related challenges in the workplace and emphasized the importance of continuous learning, feedback, and support for career advancement. There was consensus on the need for supportive workplace environments and comprehensive policies tailored to the diverse needs of working women and their families. The study advocates reducing workplace gender microaggressions and strengthening psychological capital to enhance job satisfaction, promoting women’s empowerment.