Date of Conferral

2021

Degree

Doctor of Psychology (Psy.D.)

School

Psychology

Advisor

David Rentler

Abstract

AbstractScholars have studied dissent in general, but few have focused on the impact of cultural contexts and characteristics on dissent. Literature on the influence of cultural factors on expression of disagreement in organizations, by immigrant Nigerian workers in the US has not received adequate attention. There is therefore a compelling need to bridge this gap. This quantitative nonexperimental correlation study examined the impact of assertiveness and religiosity (variables that may be influenced by culture), on expression of minority dissent among Nigerian immigrant workers in the United States. The inquiry was based on two theoretical models: Bourhis et al.’s interactive acculturation model on adaptive and acculturative behavior of immigrant workers and Hirschman’s exit-voice-loyalty model of employee dissatisfaction. This study examined whether immigrant Nigerians in the United States are assertive and religious and if these cultural characteristics influence their choice of dissent strategy using these models. An online questionnaire based on Kassing’s Organizational Dissent Scale, Rathus’ Assertiveness scale and Blaine and Crocker’s Religious Belief Salience Measure were used to collect data from 58 participants in a multicultural organization in Houston, Texas. Correlational analyses were conducted. The results were mixed. Whereas, assertiveness was found to predict the choice of dissent strategy, no similar significant relationship was found between religiosity and choice of dissent styles among immigrant Nigerian workers in the United States. The findings of this study may be used for positive social change by organizational leaders in the US to achieve a better understanding of the adaptive behavior of immigrant workers in the United States and may aid minority group members’ employability, workplace engagement and diversity.

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