Date of Conferral

2-12-2025

Degree

Ph.D.

School

Psychology

Advisor

Cynthia Loubier-Ricca

Abstract

Employees with nonnative accents sometimes avoid leadership roles, engage less in the workplace, and perform poorly. Organizational leaders need to understand how the challenges of individuals with nonnative accents specifically affect millennials. Grounded in attribution theory and social identity theory, the purpose of this qualitative study was to explore how millennial employees with nonnative accents experience leadership opportunities in the corporate workplace. The participants were 10 millennial corporate employees in the United States with nonnative accents working toward or already holding leadership positions. Data were collected using in-depth interviews for thematic and interpretive phenomenological analysis. Seven themes emerged: (a) challenges due to nonnative accents, (b) mixed messages received, (c) methods used to work towards goals, (d) resources available in the workplace to support advancement, (e) workplace peer influence (f) aspiration and drivers for leadership advancement, and (g) influence of nonnative accents on career advancement. Key findings revealed participants faced personal, organizational, and social challenges, although they demonstrated resilience through action planning and positive self-talk. Workplace resources, peer interactions, and personal motivations significantly influenced their career advancement. Empowering employees to share their experiences advocates for a more inclusive work environment where all individuals can thrive. The implications for positive social change include the potential for organizational leaders to cultivate a more supportive and welcoming workplace culture, encourage positive peer interactions, mitigate discrimination, and empower individuals with nonnative accents to realize their maximum career potential.

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