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Comedy that challenges race ideology is transformative, widely available, and has the potential to affect processes of identity formation and weaken hegemonic continuity and dominance. Outside of the rules and constraints of serious discourse and cultural production, these comedic corrections thrive on discursive and semiotic ambiguity and temporality. Comedic corrections offer alternate interpretations overlooked or silenced by hegemonic structures and operating modes of cultural common sense. The view that their effects are ephemeral and insignificant is an incomplete and misguided evaluation. Since this paper adopts Hegel's understanding of comedy as the spirit (Geist) made material, its very constitution, and thus its power, resides in exposing the internal thought processes often left unexamined, bringing them into the foreground, dissecting them, and exposing them for ridicule and transformation. In essence, the work of comedy is to consider all points of human processing and related structuration as fair game. The phenomenological nature of comedy calls for a micro-level examination. Select examples from The Smothers Brothers Comedy Hour (1968), The Richard Pryor Show (1977), Saturday Night Live (1990), and Chappelle's Show (2003) will demonstrate representative ways that comedy attacks and transforms racial hegemony.

The reconstruction of gender identities was central to the modernization process in colonial Korea (1910–1945). A consideration of how women and men of all classes individually and collectively negotiated changing political, social and economic conditions to constitute themselves as subjective agents is crucial to understanding the twentieth- century transformation of Korean society and culture. Using newspapers and magazines as primary sources, I examine their production, content, and readership to better understand their ro

The racialization of COVID-19 as an Asian virus has been linked to growing reports of racial harassment and violence targeting Asian Americans. We examine one such manifestation of racial harassment against Asians in the form of workplace microaggressions, such as a coworker referring to the virus as the "Chinese virus" and the negative impact that these forms of racial microaggressions can have on those who witness them. We also examine the influence of a leader who intervenes versus a leader who stays silent when a microaggression occurs, highlighting the positive impact of leaders who condemn microaggressions while underscoring the negative impact of leaders who stay silent. We found that, among those who witness microaggressions, Asian Americans were more likely to ruminate and report negative perceptions of the aggressor than Whites. We also found that leader intervention improved perceptions of leader effectiveness and that leader trust mediated this process, especially among Asian Americans. Additionally, we found that leader intervention decreased turnover intentions.

The purpose of this study was to uncover the racial microaggressions that Asians and Asian Americans experience in the workplace. Qualitative interviews and focus groups were conducted with 19 Asian and Asian American men and women, representing a variety of Asian ethnicities, with work experience in various industries. Results revealed seven themes of workplace racial microaggressions: (a) Invalidation of Individual Differences, (b) Unrecognized Contributions and Undervalued Employee, (c) Being Singled Out, (d) Demeaning Cultural Values and Communication Styles, (e) Ascription of Subservience, (f) Ascription of Diligence, and (g) Ascription of Math Competency. These seven themes were classified into two broader categories. The first four themes were classified into general microaggressions, which embodied microaggressions experienced by Asians but could also be experienced by other people of color. The last three themes were classified into stereotype-based microaggressions, which embodied how Asians were treated differently through the lens of stereotypes that others held of Asians. Although, Ascription of Math Competency and Ascription of Diligence may be seen as positive, these microaggressions yielded more assigned math-related work rather than the employee's preferences and longer working hours, respectively. The effect of these microaggressions rendered Asian employees as visible in terms of their race, whereas invisible in terms of their professional contributions. Implications of these findings for improving experiences of Asians in the workplace are discussed.