Exploring Power Through Co-Cultural Theory

184 Pages·2016·0.92 MB·English

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Dissertations
Fall 12-1-2012
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Leslie Yvette Rodriguez
University of Southern Mississippi
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Rodriguez, Leslie Yvette, "Employee Racial Discrimination Complaints: Exploring Power Through Co-
Cultural Theory" (2012). Dissertations. 599.
https://aquila.usm.edu/dissertations/599
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The University of Southern Mississippi

EMPLOYEE RACIAL DISCRIMINATION COMPLAINTS: EXPLORING

POWER THROUGH CO-CULTURAL THEORY

by

Leslie Yvette Rodriguez

Abstract of a Dissertation
Submitted to the Graduate School
of The University of Southern Mississippi
in Partial Fulfillment of the Requirements
for the Degree of Doctor of Philosophy

December 2012
ABSTRACT

EMPLOYEE RACIAL DISCRIMINATION COMPLAINTS: EXPLORING

POWER THROUGH CO-CULTURAL THEORY

by Leslie Yvette Rodriguez

December 2012

The primary purpose of this case study was to examine the influence of power on
an employee’s decision to file a formal racial discrimination complaint against their
employer with the Equal Employment Opportunity Commission (EEOC). Additionally,
this case study explored the communicative strategies that lead up to and follow the filing
of such a complaint. This study used both Orbe’s (1998) co-cultural theory and French
and Raven’s theory on power bases (1968) as both theoretical foundations and lenses to
analyze this occurrence.
Four minority women from Central Texas participated in this qualitative case
study. Specifically, in depth interviews were conducted where co-researchers were asked
to provide narratives regarding the events that surrounded their complaint and narratives
that revealed the communicative practices that were used to communicate with superiors
and other employees before, during, and after the complaint process. These narratives
were analyzed using the existing typologies provided by the two noted theories.
McCracken’s (1988) guidelines were used to guide the emergence of new categories.
Five central conclusions were drawn based on the analysis that materialized from
the proposed research questions. First, employees seek to address an occurrence of racial
discrimination in house prior to filing legal charges, which provides organizations an
opportunity to rectify the issue and avoid further legal consequences. Second,
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complainants maintain a heightened level of scrutiny regarding the actions of the
organization during the process of the complaint. As such, it is critical that all decisions
appear unbiased. Third, the absence of expert power and the use of coercive and
legitimate power may increase the likelihood of an employee filing a formal racial
discrimination complaint. Fourth, once an employee files a formal racial discrimination
complaint with EEOC, communicative interaction between the employee and employer
appears to halt. Fifth, a racial discrimination experience permanently alters an
individual’s future communicative experiences in current organizations. Combined,
these results offer both theoretical implications as well as practical applications.

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COPYRIGHT BY
LESLIE YVETTE RODRIGUEZ
2012
The University of Southern Mississippi

EMPLOYEE RACIAL DISCRIMINATION COMPLAINTS: EXPLORING

POWER THROUGH CO-CULTURAL THEORY

by

Leslie Yvette Rodriguez

A Dissertation
Submitted to the Graduate School
of The University of Southern Mississippi
in Partial Fulfillment of the Requirements
for the Degree of Doctor of Philosophy

Approved:

____________John Meyer______________
Director

____________Wendy Atkins-Sayre_______

___________Lawrence Hosman_________

___________Charles Tardy_____________

___________Steven Venette____________

__________Susan A. Siltanen___________
Dean of the Graduate School

December 2012
ACKNOWLEDGMENTS
I would first like to thank my dissertation director, Dr. John Meyer for his
considerable guidance and understanding as this project came to fruition. His continual
encouragement, insight, and advice made this process a positive learning experience.
Sincere gratitude is also given to my committee members, Dr. Wendy Atkins-Sayre, Dr.
Lawrence Hosman, Dr. Charles Tardy, and Dr. Steven Venette, for their assistance
throughout the duration of this project. To Susie, Lu-Lu, Karla, and Bella, thank you for
allowing me to share your stories.
A special thank you to my parents for their continual support. You three instilled
within me an unwavering pursuit for education that made this moment a reality. To Joni,
Chris, Verna, and Tina, in each a special way, you all provided the motivation I needed to
complete this process, and for that I cannot thank you enough.

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TABLE OF CONTENTS

ABSTRACT .......................................................................................................................ii
ACKNOWLEDGMENTS.................................................................................................iv
LIST OF TABLES............................................................................................................vii
CHAPTER
I. INTRODUCTION.......................................................................................1
II. REVIEW OF RELATED LITERATURE…………………………. ……..4

Co-Cultural Theory
Power
Culture and Power’s Role in Racial Discrimination Complaints
Title VII of Civil Rights Act of 1964
Research Questions

III. METHODOLOGY....................................................................................46

Co-Researchers
Narratives
Research Design
Interviews
Analysis

IV. RESULTS...................................................................................................57

Community and Organization Information
Research Question One
Research Question Two
Research Question Three
Research Question Four
Research Question Five
Summary of Results

V. DISCUSSION............................................................................................95

Strategies Employed before Legal Filing and why they Failed
Perceptions of Subordinate Power
Communicative Strategy Employed after Legal Filing
How Communication is Altered in Future Employment
Summary of Major Findings
v
Limitations and Future Research
Conclusion

APPENDIXES.................................................................................................................118

REFERENCES................................................................................................................159

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LIST OF TABLES

Table
1. Co-Cultural Communication Orientations.............................................................19

2. RQ1: Communicative Strategies used Prior to Filing Complaint.........................63

3. RQ3: Power Types Noted by Co-Researchers......................................................80

4. RQ4: Communicative Strategies used After Filing Complaint............................85

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