Microagressões e intenção de rotatividade de profissionais LGBTQIA+: o papel mediador da percepção de suporte organizacional

Abstract

Microaggressions are subtle forms and often naturalized forms of discrimination that can significantly impact the health and professional trajectories of historically marginalized groups, such as the LGBTQIA+ population. In the workplace, experiences of microaggressions may compromise these individuals' retention within organizations; however, there is a gap in the literature regarding the mechanisms that explain this relationship among LGBTQIA+ professionals. This study aimed to investigate the mediating role of perceived organizational support in the relationship between workplace microaggression experiences and turnover intention among Brazilian LGBTQIA+ professionals. This was a quantitative, cross-sectional survey conducted with 140 LGBTQIA+ professionals aged between 19 and 58 years (M = 30.33; SD = 7.31). Participants completed the LGBT Workplace Microaggressions Scale (EEM-LGBT), the Perceived Organizational Support Scale (EPSO), the Turnover Intention Scale (EIR), and a sociodemographic questionnaire. The results indicated that experiences of microaggressions positively predicted turnover intention and negatively predicted perceived organizational support, whereas perceived organizational support negatively predicted turnover intention. Perceived organizational support fully mediated the relationship between experiences of microaggressions and turnover intention, explaining 27% of the variance. These findings contribute to a better understanding of the mechanisms underlying the retention of LGBTQIA+ professionals in the workplace and suggest that strengthening perceived organizational support may be a relevant strategy for mitigating some of the negative effects of experiences of microaggressions on these professionals.