Perceiving work as a calling has been positioned as a key pathway to enhancing work-related well-being. However, no formal theory exists attempting to explain predictors and outcomes of living a calling at work. To address this important gap, this article introduces a theoretical, empirically testable model of work as a calling - the Work as Calling Theory (WCT) - that is suitable for the contemporary world of work. Drawing from research and theory in counseling, vocational, multicultural, and industrial-organizational psychology, as well as dozens of quantitative and qualitative studies on calling, the WCT is presented in three parts: (a) predictors of living a calling, (b) variables that moderate and mediate the relation of perceiving a calling to living a calling, and (c) positive (job satisfaction, job performance) and potentially negative (burnout, workaholism, exploitation) outcomes that result from living a calling. Finally, practical implications are suggested for counselors and managers, who respectively may seek to help clients and employees live a calling. (PsycINFO Database Record

The present study examined the relations of minority stressors (i.e., experiences of prejudice, expectations of stigma, internalized biphobia, outness/concealment of bisexuality) as well as posited mental health promoters (i.e., bicultural self-efficacy, cognitive flexibility) with psychological distress and well-being in a sample of 411 bisexual people. Most of the minority stress variables were related positively with psychological distress and negatively with well-being, whereas the mental health-promoting variables were related negatively with psychological distress and positively with well-being. Results also indicated that expectations of stigma mediated the associations of antibisexual prejudice with greater distress and lower well-being, internalized biphobia was related directly with greater distress and lower well-being, and outness was linked with some costs and benefits. Moderated mediation analyses offered some evidence consistent with cognitive flexibility (but not bicultural self-efficacy) as a moderator. Specifically, within the mediation models, cognitive flexibility moderated the unique direct relation of antibisexual prejudice with psychological well-being, the relation of antibisexual prejudice with expectations of stigma, and the indirect relations of antibisexual prejudice with distress and well-being through the mediating role of expectations of stigma. These moderations were consistent with the expected buffering role of cognitive flexibility, but they also revealed that some of this buffering effect is exhausted in the context of high prejudice. Limitations of the study as well as implications for future research and practice with bisexual populations are discussed.

With a national sample of 552 transgender adults, the present study tested hypotheses drawn from minority stress theory and positive psychology research on stress-ameliorating processes. Specifically, the present study examined the relations of minority stressors (i.e., antitransgender discrimination, stigma awareness, and internalized transphobia) and individual-and group-level buffers (i.e., resilience and collective action) of minority stress. As expected, each minority stressor was positively correlated with psychological distress. In terms of buffers, resilience-though not collective action-was negatively correlated with psychological distress. Additionally, stigma awareness-but not internalized transphobia-mediated the relation of antitransgender discrimination with higher psychological distress. Moderation analyses indicated that resilience did not moderate any of the relations of the minority stressors with psychological distress. However, contrary to prediction, collective action strengthened the positive relation of internalized transphobia with psychological distress. Furthermore, at high levels of collective action, internalized transphobia became a significant mediator of the discrimination-distress relation. Strategies for developing individual (e.g., resilience building strategies) and group-level (e.g., engagement in collective action) interventions targeted toward transgender individuals who experience discrimination are discussed.

In predicting disordered eating, the core model of objectification theory (Fredrickson & Roberts, 1997) has been replicated and extended in research across most sexual minority groups (e.g., Haines et al., 2008; Wiseman & Moradi, 2010), but not bisexual women. The present study tested the tenets of objectification theory with a sample of 316 bisexual women and further extended this theory by examining the roles of 2 minority stressors-antibisexual discrimination and internalized biphobia-that are contextually salient for bisexual women. A latent variable structural equation model was conducted, and the model yielded a good fit to the data. Antibisexual discrimination and internalized biphobia (but not sexual objectification experiences) yielded significant unique links with internalization of sociocultural standards of attractiveness (internalization of CSA). Next, internalization of CSA yielded a significant unique link with body surveillance. In addition, antibisexual discrimination, internalization of CSA, and body surveillance yielded significant unique links with body shame. Finally, sexual objectification experiences, internalization of CSA, and body shame yielded significant unique links with eating disorder symptomatology. Beyond the direct relations, antibisexual discrimination yielded significant positive indirect links with body surveillance, body shame, and eating disorder symptoms. Internalization of CSA yielded significant positive indirect links with body shame and eating disorder symptoms. Lastly, body surveillance yielded a significant positive indirect link with eating disorder symptoms. Implications for research and practice with bisexual women are discussed. (PsycINFO Database Record (c) 2014 APA, all rights reserved).

The present study examined the gender transition experiences of transgender employees while in the workplace. Participants were 139 transgender-identified individuals currently employed at the time of the study. Participants were asked to respond to open-ended questions related to their experiences transitioning at work and provide any advice they might share with other transgender individuals considering a gender transition while employed. Using a thematic content analysis informed by grounded theory (Glaser & Strauss, 1967), participants' responses were coded into 4 main domains: (a) interpersonal issues, (b) intrapersonal factors, (c) systemic and organizational issues, and (d) logistics and planning. Each of these domains was comprised of thematic categories and subcategories that further elucidated participants' experiences related to these domains. Findings highlighted key areas of stress (e.g., hostile coworkers, gendered spaces, no employee protection policies) and strategies for preparing to transition genders at work (e.g., informing human resources, identifying allies). Implications of these results for practitioners, employers, and activists are discussed.