Previous research has indicated that perceived discrimination can be a powerful work stressor influencing employees' outcomes beyond well-documented work stressors such as role ambiguity and role conflict. However, the incremental predictive validity of perceived discrimination based on foreign accent as a work stressor remains poorly understood. It was proposed that perceived discrimination based on accent influences employee outcomes such as job satisfaction and work tension above and beyond role ambiguity and role conflict. Data from 114 Hispanic employees who speak English with an accent supported this prediction. The moderating roles of group identity, self-efficacy, and perceived control in the process were examined. None of the proposed coping mechanism buffered the impact of perceived discrimination based on accent on employee outcomes.