Lent and Brown proposed a social cognitive career self-management process model that extended prior social cognitive career theory (SCCT) content models to explain the conditions under which people will engage in career management behaviors (e.g., career exploration). We tested the SCCT self-management model in the context of workplace sexual identity management. The model hypothesizes that engagement in sexual identity management strategies in the workplace is facilitated by strong sexual identity management self-efficacy beliefs and positive outcome expectations for engaging in sexual identity management behaviors. The model also posits that additional person and contextual variables will influence engagement in sexual identity management behaviors directly as well as indirectly via self-efficacy beliefs and outcome expectations. Using a sample of 152 sexual minority participants drawn from community Internet mailing lists, partial and full mediation models of workplace sexual identity disclosure were tested using theoretically relevant person input (i.e., concealment motivation) and contextual (i.e., workplace climate) variables. Results supported a partially mediated model suggesting that concealment motivation and workplace climate influence workplace disclosure directly as well as indirectly through self-efficacy and positive outcome expectations. Policy and social justice implications for the results are discussed and future research directions are considered.
Workplace sexual identity management has drawn increasing attention in the counseling psychology literature. Disclosing a sexual minority identity at work may lead to greater levels of work satisfaction, but it may also lead to occupational barriers (e.g., lack of advancement opportunities, interpersonal harassment) when disclosing in nonaffirming workplace environments. The present study used social-cognitive career theory (SCCT)'s self-management model with a sample of 214 American sexual minority employees recruited via Facebook to examine the adaptive nature of workplace sexual identity management and its resulting impact on work satisfaction. The present model employed path analysis to hypothesize more affirmative workplace environments lead to greater levels of identity disclosure through the mediating variables of disclosure self-efficacy and outcome expectations. Further, the model posited workplace climate moderates the relationship between sexual identity disclosure and work satisfaction such that work satisfaction increases in the presence of both an affirming workplace climate and employee's decision to self-disclose. Results largely supported all hypotheses and demonstrate continued use of SCCT's self-management model for examining sexual identity management while also highlighting the importance of both an affirming workplace climate and factors that influence an employee's decision to self-disclose. Specifically, the relationship between identity disclosure and work satisfaction was strongest in the presence of more affirming workplace environments. These findings provide support for inclusive workplace policies such as nondiscrimination ordinances in order to maximize sexual minority work satisfaction. (PsycINFO Database Record (c) 2018 APA, all rights reserved).
Existing research on transgender individuals often frames the transgender population as homogeneous and tends to stratify the population into categories based on only sex assigned at birth. A growing body of literature has focused on the different experiences of those who identify as binary and those genderqueer or nonbinary (GQNB) individuals who defy binary categorization. Important distinctions between health outcomes between these subcategories of the population have begun to be elucidated. At the same time, little is known about differences in developmental trajectories between binary transgender and GQNB individuals. By understanding differences across the life span, researchers may be better suited to identify underlying milestones that serve as critical points in the development of discrepant health outcomes and use them to promote optimal health. Using data collected from the 2015 U.S. Transgender Survey (James et al., 2016), we identified 7 different transition milestones guided by Johnson's (2016) transnormative framework. Analyses of variance examined differences between binary transgender individuals and GQNB individuals. Post hoc analyses examined group differences between trans men, trans women, assigned female at birth genderqueer, and assigned male at birth genderqueer individuals. Significant differences were observed among the average age of each group with respect to each developmental milestone. Results suggest that applying a transnormative narrative to understanding the development of GQNB individuals may inadvertently marginalize the unique experiences of this heterogeneous population. Implications are discussed from clinical and social justice perspectives. Recommendations for honoring individual differences among GQNB persons are made for psychologists working this population. Public Significance StatementThe current study examined developmental differences between binary transgender and genderqueer or nonbinary individuals. Significant age differences were found regarding when individuals from four different transgender or nonconforming groups reached specific identity and transition milestones.
Previous psychological and public health research has highlighted the impact of legal recognition of same-sex relationships on individual identity and mental health. Using a sample of U.S. sexual minority (N = 313) and heterosexual (N = 214) adults, participants completed a battery of mental health inventories prior to the nationwide legalization of same-sex marriage. Analyses of covariance (ANCOVAs) examining identity revealed sexual minority participants living in states where same-sex marriage was banned experienced significantly higher levels of internalized homonegativity than sexual minority participants living in states where same-sex marriage was legal, even after controlling for state-level political climate. Mental health ANCOVAs revealed sexual minority participants residing in states without same-sex marriage experienced greater anxiety and lower subjective wellbeing compared to sexual minority participants residing in states with same-sex marriage and heterosexual participants residing in states with or without same-sex marriage. Implications for public policy and future research directions are discussed.
Interest in the roles of environmental supports and barriers in career and educational development has increased steadily over the past few decades, enough to warrant a meta-analysis of this vast and still growing literature. The current study presents the results of a meta-analytic investigation, employing 276 samples drawn from 249 published articles ( N = 104,440), on the relationships of supports and barriers to nine different career and educational outcomes. Employing a random effects meta-analytic model and sampling and measurement error-corrected effect size estimates, the study found that supports tended to account for more variance ( M = 10%) across all outcomes than did barriers ( M = 3%). Several moderators were also found, suggesting that (a) men’s self-efficacy beliefs and outcome expectations are more strongly related to supports than women’s, (b) Latino(a) students’ levels of school engagement and performance are more weakly related to supports than White students, and (c) supports (and perhaps barriers) seem to be more highly related to elementary school students’ levels school engagement than high school students. The implications of the results are discussed as well as potential avenues for future investigation suggested by some gaps in the literature uncovered in this meta-analysis.
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