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For employees facing identity-based stigma, bringing one's whole self to work may expose oneself to experienced prejudice; accordingly, the present dissertation examined theoretical models unpacking the notion that those seeking to conceal a stigmatized identity at work may subsequently separate their work and life spheres, regardless of their ideal boundaries between their work and home lives. Across two multi-wave studies, the current work demonstrates a novel relationship between stigmatized identity management and enacted boundary management for lesbian, gay and bisexual workers (Study 1), supporting the prediction that those engaged in distancing identity management strategies are more likely to segment their work and home lives. Study 2 provided limited support of differential boundary management congruence when comparing heterosexual and sexual minority employees, though the importance of boundary management congruence in predicting a number of work-relevant attitudes was underscored, and disparities in work-relevant attitudes across heterosexual and sexual minority employees emerged. Theoretical implications for work-life and diversity literatures, as well as practical learnings for organizations are discussed.
Theorists Griffin (1991) and Woods (1993) proposed identity management strategies used by lesbian, gay, and bisexual (LGB) individuals in the workplace. LGB individuals tend to develop identity management strategies, which range from hiding their sexual orientation to fully disclosing their sexual orientation. Researchers have designed quantitative measures to classify individuals into categories based on their management strategies for research purposes. The Workplace Sexual Identity Management Measure (WSIMM) uses the Griffin identity management style. The Identity Management Strategies (ISM) uses the Woods identity management style. Both measures were revised to be inclusive of bisexuals. To date, the measures have not been examined together with the same large population. In addition, neither measure has been examined for confirmatory factor analysis to study the construct validity. This study examines the internal consistency reliability and the construct validity of the WSIMM-R and the IMS-R. A sample totaling of 437 LGB individuals completed both measures. The IMS-R demonstrates internal consistency with its factors. The WSIMM-R only achieves internal consistency with two of the four factors. Using confirmatory factor analysis both the IMS-R three-factor model and the WSIMM-R measures do not show evidence of construct validity. The IMS-R four-factor model is adequate. An ANOVA demonstrates there is significant difference between the identity management constructs between bisexual individuals and lesbian and gay men. Using qualitative data, participants demonstrates identity management in the workplace continues to exist, but the participants reported concerns with the WSIMM-R. Participants found the items limiting compared to their experiences. Bisexual individuals also found challenges with the WSIMM-R measure. Further development of new measures is needed.
In spite of the fact that discussions regarding the social inequality of lesbian, gay and bisexual (LGB) individuals have been at the forefront of the U.S. national dialogue over the last decade, and estimates suggest that LGB employees comprise between 6 and 17 percent of the workforce (Gonsiorek & Weinrich, 1991), little is known about the experiences of these individuals at work. The limited research that exists suggests that inclusive diversity programs (e.g. gay-friendly organizational policies and practices, such as same-sex partner benefit programs), LGB employee experiences and fears of discrimination, and decisions regarding the disclosure of their sexual orientation are of central concern for LGB employees. However, at present only a small number of empirical studies have been conducted, resulting in relatively inconclusive findings. For example, research on the role of the environment at work with respect to LGB employee disclosure decisions has generated evidence that disclosure is related to both reduced and increased levels of discrimination. Explanations for these mixed findings includes evidence that the decision to disclose or not disclose one's LGB identity is driven by a multitude of factors such as individual attitudes suggesting that elements of the organizational environment may be more useful if considered a context in which LGB employees enact disclosure decisions. In addition, evidence suggests that the decision to disclose one's LGB identity is much more complex than a simple "to tell" or "not to tell" dichotomy. This complexity, theoretically and empirically captured in the concept of identity management strategies, has been argued to have detrimental effects on the well-being and productivity of LGB employees. However, as of yet there has been little research conducted to empirically investigate these claims. I propose that employee engagement, articulated by Kahn (1990) as a psychological presence in which workers are able and motivated to fully employ and express themselves physically, cognitively and emotionally at work, offers a useful framework in which to examine the potential effects of identity management.
Justice is everyone's concern. It plays a critical role in organizational success and promotes the quality of employees' working lives. For these reasons, understanding the nature of justice has become a prominent goal among scholars of organizational behavior. As research in organizational justice has proliferated, a need has emerged for scholars to integrate literature across disciplines. Offering the most thorough discussion of organizational justice currently available, The Oxford Handbook of Justice in the Workplace provides a comprehensive review of empirical and conceptual research addressing this vital topic. Reflecting this dynamic and expanding area of research, chapters provide cutting-edge reviews of selection, performance management, conflict resolution, diversity management, organizational climate, and other topics integral for promoting organizational success. Additionally, the book explores major conceptual issues such as interpersonal interaction, emotion, the structure of justice, the motivation for fairness, and cross-cultural considerations in fairness perceptions. The reader will find thorough discussions of legal issues, philosophical concerns, and human decision-making, all of which make this the standard reference book for both established scholars and emerging researchers.
This book brings together current research on stigma, stigma management, and stigma theory as applied to business and management at the micro, meso, and macro levels. It provides a comprehensive perspective of the literature on stigmas and is relevant to those working in organizational behavior, human resource management, and management studies more broadly. The book includes chapters covering topics at the individual level (e.g., religious belief, illness, obesity, and sexual preference), occupational level (e.g., healthcare workers, garbage collectors, butchers, medical doctors), and organizational level (e.g., organizational image, multinational organizations). It offers readers a truly international perspective on this growing area of study.
Sexual Orientation at Work: Contemporary Issues and Perspectives brings together contemporary international research on sexual orientation and draws out its implications for lesbian, gay, bisexual, trans and heterosexual employees and managers. It provides new empirical and theoretical insights into sexual orientation employment discrimination and equality work in countries such as South Africa, Turkey, Australia, Austria, Canada, US and the UK. This book is novel in its focus on how sexual orientation intersects with other aspects of difference such as age, class, ethnicity and disability. It adopts new theoretical perspectives (e.g. queer theory) to analyze the rise of new ‘gay-friendly’ organizations, and examines important methodological issues in collecting socio-economic data about sexual minorities. Providing an accessible account of key issues and perspectives on sexual orientation in the workplace, Sexual Orientation at Work caters to a wide range of readers across business, feminist, and LGBT/Queer Studies fields.
Workplace aggression is a serious problem for workers and their employers. As such, an improved scientific understanding of workplace aggression has important implications. This volume, which includes chapters written by leading workplace aggression scholars, addresses three primary topics: the measurement, predictors and consequences of workplace aggression; the social context of workplace aggression; and the prevention of workplace aggression. Of note, the book encompasses the various labels used by researchers to refer to workplace aggression, such as 'abusive supervision', 'bullying', 'incivility' and 'interpersonal conflict'. This approach differs from those of previous books on the topic in that it does not focus on a particular type of workplace aggression, but covers an intentionally broad conceptualization of workplace aggression - specifically, it considers aggression from both the aggressors' and the targets' perspectives and includes behaviors enacted by several types of perpetrators, including supervisors, coworkers and customers.
"What corporations fear most are consumers who ask questions. Naomi Klein offers us the arguments with which to take on the superbrands." Billy Bragg from the bookjacket.