No abstract

We agree with Landers and Behrend's (2015) proposition that Amazon's Mechanical Turk (MTurk) may provide great opportunities for organizational research samples. However, some groups are characteristically difficult to recruit because they are stigmatized or socially disenfranchised (Birman, 2005; Miller, Forte, Wilson, & Greene, 2006; Sullivan & Cain, 2004; see Campbell, Adams, & Patterson, 2008, for a review). These groups may include individuals who have not previously been the focus of much organizational research, such as those of low socioeconomic status; individuals with disabilities; lesbian, gay, bisexual, or transgender (LGBT) individuals; or victims of workplace harassment. As Landers and Behrend (2015) point out, there is an overrepresentation of research using “Western, educated, industrialized, rich, and democratic” participants. It is important to extend research beyond these samples to examine workplace phenomena that are specific to special populations. We contribute to this argument by noting the particular usefulness that MTurk can provide for sampling from hard-to-reach populations, which we characterize as groups that are in the numerical minority in terms of nationwide representation. To clarify, we focus our discussion on populations that are traditionally hard to reach in the context of contemporary organizational research within the United States.

The present research examined the relation between authentic identity expression and transgender employees' work-related attitudes and experiences. Drawing on Kernis' (2003) theoretical conceptualization of authenticity and expanding on current workplace identity management research, we predicted that employees who had taken steps to reduce the discrepancy between their inner gender identities and their outward manifestations of gender would report more positive job attitudes and workplace experiences, in part because the reduction of this discrepancy is related to greater feelings of authenticity. In Study 1, we found that the extent to which one has transitioned was related to higher job satisfaction and perceived person-organization (P-O) fit and lower perceived discrimination. In Study 2, we replicate and extend these results by showing that the extent to which employees felt that others at work perceived them in a manner consistent with how they perceived themselves (relational authenticity) mediated the relations between extent of transition and all 3 of these outcomes. However, perceptions of alignment between one's felt and expressed identity (action authenticity) only mediated this link for job satisfaction. We discuss the theoretical and practical implications of our results, as well as avenues for future research on authenticity in the workplace. (PsycINFO Database Record

No abstract

This study focuses on perceived discrimination experienced by transgender employees and examines the relative importance of both external (organizational policies and supportive coworkers) and internal (transgender employees' openness) factors that influence this perceived discrimination. Data from 118 transgender employees revealed that external supports via organizational policies and coworker reactions were significantly related to lower perceptions of discrimination; however, internal support via openness about one's transgender identity was not related to lower perceptions of discrimination. Importantly, this study also examined the relative importance of these predictors of discrimination and found that the reaction of coworkers was the most salient factor. Such results provide insight on a group of employees that has received relatively little attention in the academic literature and highlight successful effortsparticularly those of supportive coworkers-that can be made to reduce the perceived discrimination that transgender employees may experience.

Individuals with visible disabilities can acknowledge their disabilities in different ways, which may differ in effectiveness. Across four studies, we investigate whether individuals with visible disabilities engage in different acknowledgment strategies (claiming, downplaying) and how and why these different strategies affect evaluations from others. Specifically, we draw from the Stereotype Content Model and Stereotype-Fit Theory to articulate a process whereby claiming and downplaying differentially affect others’ perceptions of competence and warmth, which subsequently affect overall evaluations of the individual with a disability. We found that individuals with visible disabilities intentionally manage others’ impressions by engaging in claiming and downplaying. Claiming strategies (relative to downplaying or not acknowledging) resulted in higher evaluations because they activated perceptions of competence and warmth and the benefits of claiming were stronger for jobs higher in interpersonal demands. We discuss the implications of these results for individuals with disabilities and for organizations.

Although great strides have been made in increasing equality and inclusion in organizations, a number of stigmatized groups are overlooked by diversity initiatives, including people with a history of cancer. To examine the workplace experiences of these individuals in selection contexts, we conducted 3 complementary studies that assess the extent to which cancer is disclosed, the stereotypes associated with cancer in the workplace, and discrimination resulting from these stereotypes. In a pilot study, we surveyed 196 individuals with a history of cancer (across 2 samples) about their workplace disclosure habits. In Study 1, we explored stereotypes related to employees with a history of cancer using the framework outlined by the stereotype content model. In Study 2, we used a field study to assess the experiences of job applicants who indicated they were "cancer survivors" (vs. not) with both formal and interpersonal forms of discrimination. This research shows that cancer is disclosed at relatively high rates (pilot study), those with a history of cancer are stereotyped as being higher in warmth than competence (Study 1), and the stereotypes associated with those who have had cancer result in actual discrimination toward them (Study 2). We discuss the theory behind these findings and aim to inform both science and practice with respect to this growing workplace population.

No abstract