Presentation Title

Sexual Identity Management Strategies and Employee Outcomes

Faculty Mentor

Dr. Brian Kim

Start Date

17-11-2018 3:00 PM

End Date

17-11-2018 5:00 PM

Location

CREVELING 59

Session

POSTER 3

Type of Presentation

Poster

Subject Area

behavioral_social_sciences

Abstract

This study represents an exploration into how an individual manages their sexual identity in the workplace and the effects this has on their employee outcomes. When managing one’s sexual identity at work, they must decide who they will disclose their sexual identity to and who they will conceal it from. This decision may come about for a variety of reasons, such as past experiences with workplace heterosexism and an unsupportive workplace environment. Prior literature on sexual identity disclosure has revealed a variety of implications, such as relationships with job satisfaction, workplace stress, and experiences of discrimination. Often times, however, sexual identity disclosure is discussed as a dichotomous choice between being out and being in the closet. This study expands on this notion by exploring three different sexual identity management strategies (counterfeiting, avoiding, and integrating) and how they relate to measurements of organizational citizenship behaviors, counterproductive work behaviors, job satisfaction, perceived stress, and perceived discrimination. Data collection came from three sources, including a Los Angeles area LGBT Center, Facebook, and the social media website Reddit. Results of this finding indicate that the usage of an integrating strategy had positive relationships with organizational citizenship behaviors and job satisfaction. Conversely, usage of a counterfeiting and avoiding strategy had negative relationships with counterproductive work behaviors, perceived stress, and perceived discrimination. The limitations and implications of these findings for lesbian, gay, and bisexual employees are discussed further.

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Nov 17th, 3:00 PM Nov 17th, 5:00 PM

Sexual Identity Management Strategies and Employee Outcomes

CREVELING 59

This study represents an exploration into how an individual manages their sexual identity in the workplace and the effects this has on their employee outcomes. When managing one’s sexual identity at work, they must decide who they will disclose their sexual identity to and who they will conceal it from. This decision may come about for a variety of reasons, such as past experiences with workplace heterosexism and an unsupportive workplace environment. Prior literature on sexual identity disclosure has revealed a variety of implications, such as relationships with job satisfaction, workplace stress, and experiences of discrimination. Often times, however, sexual identity disclosure is discussed as a dichotomous choice between being out and being in the closet. This study expands on this notion by exploring three different sexual identity management strategies (counterfeiting, avoiding, and integrating) and how they relate to measurements of organizational citizenship behaviors, counterproductive work behaviors, job satisfaction, perceived stress, and perceived discrimination. Data collection came from three sources, including a Los Angeles area LGBT Center, Facebook, and the social media website Reddit. Results of this finding indicate that the usage of an integrating strategy had positive relationships with organizational citizenship behaviors and job satisfaction. Conversely, usage of a counterfeiting and avoiding strategy had negative relationships with counterproductive work behaviors, perceived stress, and perceived discrimination. The limitations and implications of these findings for lesbian, gay, and bisexual employees are discussed further.