Contextual Factors Affecting Quality of Work Life and Career Attitudes of Gay Men

Trau, Raymond N. C.; Härtel, C. E. J.

doi:10.1007/s10672-007-9046-y

Cited by 41 publications

(39 citation statements)

References 38 publications

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“…This period often coincides with adolescence-the developmental stage when one evaluates academic and career directions. At the same time, the inclination of gay men and lesbians to pursue nontraditional occupations (Chung, 1995) may conflict with the gender-role expectations imposed by the society, due to which gay men and lesbians may not enjoy the support and activities that heterosexuals do (Trau & Härtel, 2002). Those who pursue a nontraditional career are often devalued or stigmatized.…”

Section: H1mentioning

confidence: 99%

Access to the labour market for gays and lesbians: Research review

Fric

2017

Journal of Gay & Lesbian Social Services

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This article reviews findings of scientific studies looking into the bias that gay men and lesbians face when accessing the labor market. Studies in this topic were scarce before year 2000, but a considerable body of literature appeared in the Western countries in the recent years. When summed up, the findings provide robust evidence that lesbians and gay men face negative bias when accessing employment. The magnitude of the bias varies considerably across contexts. Different labor market outcomes of gay men and lesbians are also partially caused by differences in household specialization between different-sex and same-sex households. Future research needs to address the contextual differences in bias against gay men and lesbians.

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Section: H1mentioning

confidence: 99%

Access to the labour market for gays and lesbians: Research review

Fric

2017

Journal of Gay & Lesbian Social Services

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“…Being devalued by others on the basis of group membership leads to emotional distress for the stigmatized person, and this may subsequently lead to negative attitudes toward the people and the environment in which the individual with an invisible stigma is embedded (Major & O'Brien, ). Indeed, self‐reported studies on lesbian and gay workers with an invisible stigmatized identity consistently show that the feelings of being discriminated against in organizational contexts are linked to negative work‐related outcomes (Button, ; Day & Schoenrade, ; Griffith & Hebl, ; Ragins & Cornwell, ; Trau & Härtel, ). For this invisible stigmatized group, it also has been found that support from the organization (Griffith & Hebl, ; Trau & Härtel, ), supervisor (Huffman et al, ), and coworkers (Ragins et al, ) is positively related to job satisfaction.…”

Section: Theoretical Background and Hypothesesmentioning

confidence: 99%

The Impact of Discriminatory Climate Perceptions on the Composition of Intraorganizational Developmental Networks, Psychosocial Support, and Job and Career Attitudes of Employees with an Invisible Stigma

Trau

2014

Human Resource Management

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Recent diversity research recognizes that employees' social identity and perceptions of diversity openness and support shape their career experience and decisions. To build further on this line of work, this study aims to advance an understanding of the impact of discriminatory climate perceptions on the social relationships at work and work-related attitudes of employees with an invisible stigma. To achieve this purpose and test hypotheses, professional lesbians and gay men were selected as a representative group of the invisible stigmatized population. This study found that perceptions of nondiscriminatory climate toward an individual's invisible stigmatized group is positively related to her/his formation of a similar developmental network, and those who perceived nondiscriminatory climate in their organization are more likely to disclose stigmatized identity and receive higher psychosocial support from their developmental network. Further, psychosocial support was found to be positively related to job and career satisfaction. Theoretical and practical implications on workplace stigmatization, developmental network, and workplace diversity are discussed.

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“…For example, the organization might publicize its inclusive stance toward neurodiversity in newsletters and via its intranet and provide information on who neuro-atypical employees may contact to safely and confidentially disclose their diagnosis and receive the support required to perform their work. Although not including studying people with autism, research indicates that self-disclosure of an invisible identity is associated with higher self-ratings of quality of work life and more positive attitudes toward one's job and employer (Trau & Härtel, 2007). Future research needs to investigate the generalizability of these findings.…”

Section: Discussion and Directions For Future Researchmentioning

confidence: 99%

Nothing about us, without us: A case study of a consumer-run organization by and for people on the autism spectrum in the Netherlands

Bosch

Krzeminska

Song

et al. 2018

Journal of Management & Organization

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In this exploratory case study based on qualitative research, we explore the perspectives and experiences of autistic self-advocates in the Netherlands regarding autism, (self-)advocacy, and consumer-run organizations. The focus of our study is a consumer-run organization by and for adult Persons on the Autism Spectrum in the Netherlands: PAS-Nederland or PAS for short. Our analysis reveals four themes relevant to the acceptance and integration of adults with autism into society and work: (1) invisibility of autistic adults; (2) diversity of the autism spectrum; (3) autistic leadership; and (4) collaboration between people with and without autism. We discuss the practical implications of our findings for the inclusion of people with autism in work and society. Our study underscores the importance of putting autistic people at the center of decision-making processes and solutions aimed at improving their outcomes in society, in general, and in the workplace specifically.

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Contextual Factors Affecting Quality of Work Life and Career Attitudes of Gay Men

Cited by 41 publications

References 38 publications

Access to the labour market for gays and lesbians: Research review

Access to the labour market for gays and lesbians: Research review

The Impact of Discriminatory Climate Perceptions on the Composition of Intraorganizational Developmental Networks, Psychosocial Support, and Job and Career Attitudes of Employees with an Invisible Stigma

Nothing about us, without us: A case study of a consumer-run organization by and for people on the autism spectrum in the Netherlands

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