The perceived ethnic discrimination questionnaire--community version: validation in a multiethnic Asian sample

This study evaluated the validity and reliability of the Perceived Ethnic Discrimination Questionnaire-Community Version (PEDQ-CV) Lifetime Exposure scale in a multiethnic Asian sample (N = 509). The 34-item scale measures perceived interpersonal racial/ethnic discrimination and includes four subscales assessing different types of discrimination: Social Exclusion, Stigmatization, Discrimination at Work/School, and Threat/Aggression. The Lifetime Exposure scale demonstrated excellent reliability across the full group and in all major subgroups. Subscales displayed good reliability across the full group and moderate-to-good reliability in each subgroup. The Lifetime Exposure scale was significantly correlated with the depression and anxiety subscales of the SCL-90-R, providing preliminary evidence of construct validity. The data suggest the Lifetime Exposure scale, previously validated in Black and Latino adults, is also appropriate for use with Asian samples, and can be used to examine both within-group and between-groups differences in discrimination.     

Anger-Related Traits and Response to Interpersonal Conflict Among New York City Traffic Agents1

This study evaluates the psychosocial correlates of anger-related traits. Participants include New York City traffic enforcement agents (TEAs), who issue summonses for vehicular and parking violations and are frequently confronted by angry motorists. This sample of TEAs is 53% African American and 57% female. Participants completed surveys at 2 points, 4 months apart, which measured attitudinal, affective, and expressive components of hostility and anger, as well as dimensions of workplace psychosocial response. Results indicate that trait anger-in was positively associated with frequency of conflict, anger intensity, and burnout in cross-sectional analyses; and positively associated with frequency of conflict in prospective analyses. Trait anger was positively associated with an increase in burnout over a 4-month period. These findings provide support for the transactional model of hostility and health and have implications for worksite interventions promoting cardiovascular health.     

The Perceived Ethnic Discrimination Questionnaire: Development and Preliminary Validation of a Community Version1

This paper describes 2 studies that evaluated a new instrument, the Perceived Ethnic Discrimination Questionnaire‐Community Version (PEDQ‐CV). The PEDQ‐CV can be used across ethnic groups to assess perceived racism or ethnic discrimination. The scales measure several subdimensions of racism, permitting the examination of different forms of this race‐related stressor. The first study evaluated the psychometric properties of the PEDQ‐CV in a large sample of community‐dwelling adults. The second evaluated psychometric properties of a brief version of the PEDQ‐CV, developed for research protocols requiring a shorter administration time. Tests were made of reliability and several forms of construct validity. Both versions of the PEDQ‐CV have good reliability and construct validity. The PEDQ‐CV can facilitate the development of an integrative body of knowledge across different ethnic groups regarding the existence, determinants, and consequences of discrimination.     

Sociodemographic Variations in Self-Reported Racism in a Community Sample of Blacks and Latino(a)s

This study investigated dimensions of socioeconomic status (SES) and self-reported racism among a convenience sample of 418 U.S.-born, Black and Latino(a) urban-dwelling adults. Predictors included indexes of individual and neighborhood SES. Self-reported racism was assessed with the Perceived Ethnic Discrimination Questionnaire–Community Version. Individuals at all levels of SES report racism, but the type of exposure varies by SES. Lower levels of SES predict higher levels of lifetime exposure to race-related stigmatization and threat/harassment, and more past-week discrimination. In contrast, higher levels of SES predict greater workplace discrimination. The findings highlight the importance of considering the complex ways in which SES and racism, 2 contributors to racial disparities in health, overlap and diverge.