Racial-based Impression Management, Sense of Belonging and Work Engagement among Black Professionals in South African Organisations

Abstract

Despite the increasing prevalence of diversity in many organisations in South Africa, the lack of inclusivity is an issue that most of these organisations are still challenged with. This is evidenced by the racial-based impression management (RIM) strategies that are still used by Black professionals to manage aspects of their racial identities and to navigate multiracial dynamics in workplaces in South Africa. Therefore, the purpose of this study was to explore how RIM strategies (avoidance, affiliation, racial humour, enhancement) relates to work engagement (vigour, dedication, absorption) of Black professionals in organisations in South Africa and, whether this proposed relationship is mediated by the sense of belonging at work. A cross-sectional, correlational design with purposive sampling and snowballing was used. 206 Black professionals in a sample of various organisations in South Africa completed a self- developed demographic questionnaire, Schaufeli et al.’s (2002) Utrecht work engagement scale, Roberts et al.’s (2014) adapted RIM scale and Hagerty and Patusky’s (1995) sense of belonging instrument. The results indicated that racial humour was used least and affiliation most amongst the RIM strategies. There were weak to moderate correlations between the RIM strategies of affiliation, racial humour and enhancement with work engagement, none for avoidance. Similarly, there were weak and moderate correlations between sense of belonging at work and work engagement and RIM strategies of affiliation, racial humour, none for avoidance and enhancement. Sense of belonging acted as a mediator only between RIM (affiliation, racial humour) and work engagement, with an exception of avoidance and enhancement. The results suggest that the use of RIM strategies seems to be successful in so far as they might ‘free’ Black professionals up in organisations in South Africa to engage in their work. The mediating role of sense of belonging at work indicates the importance of allowing employees to feel like valued ‘insiders’ and the need for organisations to prioritise and strive to create working environments that are inclusive for all versus expecting assimilation.