Microagressões de Gênero e Intenção de Rotatividade: Papel Mediador do Suporte Organizacional: https://doi.org/10.5935/rpot/2025.25505

Gabriela Trevisan Pizarro; Pricila  de Sousa Zarife

Microaggressions and Turnover Intentions: The Mediating Role of Organizational Support

https://doi.org/10.5935/rpot/2025.25505

Authors

Gabriela Trevisan Pizarro Nonino Equipamentos Agrícolas e Rodoviários Ltda, Bebedouro, São Paulo (SP), Brazil https://orcid.org/0009-0009-5413-0568
Pricila de Sousa Zarife Federal University of Uberlândia (UFU), Uberlândia, Minas Gerais (MG), Brazil https://orcid.org/0000-0002-0187-0425

Abstract

Despite the extensive literature on open discrimination and aggression against women in different contexts, few studies investigate gender microaggressions at work and their relationship with other variables. This study analyzed the mediating role of organizational support perception in the relationship between gender microaggressions at work and turnover intention. A total of 273 women, aged 18-65 years (M = 30.06; SD = 8.68), participated and responded to the Gender Microaggressions at Work Scale (EMAGT), Organizational Support Perception Scale (EPSO), and Turnover Intention Scale (EIR). The results indicated organizational support perception partially mediates the relationship, by decreasing the impact of gender microaggressions at work on turnover intention. This suggests organizational support perception plays a protective role against gender microaggressions at work, showing the importance of organizations investing in supportive environments to reduce women's turnover intention.

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Published

2026-08-06

Issue

Vol. 26 No. contínuo (2026): rPOT N. contínuo/2026

Section

Empirical Research Reports

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