Despite organizations' growing concerns over the recruitment and retention of underrepresented minorities in the United States, not enough is known about the conditions that lead underrepresented minority professionals to exit organizations and become entrepreneurs. Through an intersectionality lens and using a phenomenological methodology to form descriptive themes, this study seeks to further explore the experiences of minority professionals in organizations. Specifically, the focus of the study is to understand the conditions prompting underrepresented minorities to become entrepreneurs and either straddle or exit when launching their ventures. Although underrepresented minorities launching their own businesses is not a new phenomenon, the idea that there may be specific drivers within their organizational environment that move them in this direction that may be different from the non-minority population could add to our understanding of what causes them to choose entrepreneurship over employment at another organization. Employing qualitative fieldwork, the study utilized in-depth interviews with 30 underrepresented minority entrepreneurs to understand their experiences. These interviews included individuals who have exited by leaving the organization and launching their own businesses and those who straddled (stayed) while launching their businesses. Examining the experiences of the participants through a lens of intersectionality sheds light on the ways that overlapping identities interact in the face of power and oppression. This study considers the intersecting identities of gender, race, class, and age as well as their relationships with power structures within organizations as reported by underrepresented minorities. It also sheds light on why some individuals choose exit over voice and provides insights about the interactions of identity, power, and organizational structures in management and organization studies. The study finds that underrepresented minorities continue to face negative identity-based experiences within organizations due to the power structures that reinforce and support oppression.
|Commitee:||Crary, Laura, Scully, Maureen|
|School:||University of Massachusetts Boston|
|Department:||Business Administration (PhD)|
|School Location:||United States -- Massachusetts|
|Source:||DAI-A 80/11(E), Dissertation Abstracts International|
|Subjects:||Management, Organizational behavior|
|Keywords:||Bias, Diversity, Entrepreneurship, Intersectionality, Oppression, Phenomenology|
Copyright in each Dissertation and Thesis is retained by the author. All Rights Reserved
The supplemental file or files you are about to download were provided to ProQuest by the author as part of a
dissertation or thesis. The supplemental files are provided "AS IS" without warranty. ProQuest is not responsible for the
content, format or impact on the supplemental file(s) on our system. in some cases, the file type may be unknown or
may be a .exe file. We recommend caution as you open such files.
Copyright of the original materials contained in the supplemental file is retained by the author and your access to the
supplemental files is subject to the ProQuest Terms and Conditions of use.
Depending on the size of the file(s) you are downloading, the system may take some time to download them. Please be