Workplace Heterosexist Discrimination, Workplace Sexual Identity Management Strategies and Job satisfaction of LGB Employees
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Abstract
This study aimed to examine the relationship between heterosexist discrimination in the workplace and job satisfaction of LGB employees based on the mediating roles of the four types of workplace sexual identity management strategies. The strategies included Passing (PA), Covering (CO), Implicitly Out (IO), and Explicitly Out (EO). This research used a quantitative research methodology. The data was collected through an online test from 200 employees with gender diversity in three groups: gay men, lesbians, and bisexual employees. The results showed that workplace heterosexist discrimination was negatively related to job satisfaction among these LGB employees. The findings indicated that (1) the job satisfaction of LGB employees who are perceived as highly heterosexist in the workplace would be decreased and (2) workplace sexual identity management strategies of PA, CO, IO, and EO significantly mediated the effect of workplace heterosexist discrimination on job satisfaction. It means that such strategies influence the relationship between heterosexual discrimination in the workplace and the work satisfaction of LGB employees.
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References
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