Predictors of workplace sexual identity management behaviors: A test of the social cognitive career self-management model

Lent, Robert W.; Morris, Taylor R.; Tatum, Alexander K.; Wang, Ruogu J.; Moturu, Bhanu Priya; Ireland, Glenn W.

doi:10.1016/j.jvb.2021.103566

Cited by 15 publications

(16 citation statements)

References 28 publications

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“…The present study supports the continued use of the CSM model to study the workplace experiences of sexual minority workers. Consistent with past CSM research (Lent et al, 2021; Rummell & Tokar, 2016; Tatum et al, 2017; Tatum, 2018), we found that self-efficacy regarding the disclosure of one’s sexual identity was linked to positive expectations regarding the consequences of such disclosure (i.e., outcome expectations), and, together, these two sets of beliefs explained a large portion of the variance in workers’ level of outness. Although these findings do not demonstrate causality, it is possible that the combination of self-efficacy and favorable outcome beliefs help sexual minority employees to decide on their preferred level of outness and how to display it.…”

Section: Discussionsupporting

confidence: 89%

“…The Lesbian, Gay, Bisexual, and Transgender Climate Inventory (LGBTCI; Liddle et al, 2004), which assesses the degree to which sexual and gender minority employees perceive their workplace environment as supportive of their identity, has produced adequate reliability and validity estimates in prior research (e.g., Liddle et al, 2004). We used a brief version of the LGBTCI containing seven positively worded items, such as “Coworkers are as likely to ask nice, interested questions about a same-sex relationship as they are about a heterosexual relationship.” Lent et al (2021) found that this version yielded an adequate reliability estimate and theory-consistent relations with other variables in the CSM model. Each item was modified to read “lesbian, gay, bisexual, and queer” instead of “lesbian, gay, bisexual, and transgender (LGBT).” Participants responded on a 4-point scale (1 = does not describe at all ; 4 = describes extremely well ).…”

Section: Methodsmentioning

confidence: 86%

“…The WSIMSES was originally developed by Tatum et al (2017) and contained 15 items. Lent et al (2021) created a briefer nine-item version that yielded similar psychometric properties to the original 15-item measure. The original and revised versions of the WSIMSES have yielded adequate reliability and validity estimates in prior research.…”

Section: Methodsmentioning

confidence: 99%

“…We studied these hypothesized linkages in the present study, examining both positive (supportive climate) and negative (harassment) aspects of the workplace environment. Based on prior findings, we anticipated that these contextual factors would relate directly to disclosure of self-efficacy and outcome expectations (Lent et al, 2021; Rummell & Tokar, 2016; Tatum, 2018; Tatum et al, 2017). Specifically, sexual minority employees who perceive their workplace climate as affirming and as low in harassment were expected to report higher disclosure self-efficacy and positive outcome expectations.…”

Section: A Social Cognitive Perspective On Sexual Identity Management...mentioning

confidence: 99%

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Identity management processes, contextual supports and barriers, and substance use among sexual minority workers: A social cognitive lens.

Tatum,

Lent

2024

Journal of Counseling Psychology

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Sexual minority people report substance use at higher rates than their heterosexual peers. Workplace sexual identity management, defined as the process by which sexual minority persons disclose or conceal their identities at work, may exacerbate substance use under stressful conditions, such as when faced with incivility. However, there is a paucity of research on the relation of the work environment to sexual minority workers' substance use. The present study used the social cognitive career self-management model as a conceptual framework to examine two aspects of the work environment (positive climate and harassment) in relation to the sexual identity management process and substance use of sexual minority workers. Because plurisexual employees (e.g., bisexual or pansexual) often face additional workplace stressors relative to their monosexual sexual minority peers, we also examined the links between plurisexual identity and each component of the self-management model. Participants were 418 full-time sexual minority workers residing in the United States. Results were largely consistent with the self-management model derived in terms of the prediction of sexual identity disclosure in the workplace. Workplace harassment moderated the relationship between identity disclosure and substance use, such that disclosure was linked more strongly to substance use in the context of more frequent harassment experiences. Plurisexuality was negatively related to disclosure self-efficacy, outcome expectations, and level of outness at work. Plurisexual workers also perceived their work climates as less identity-affirming. We consider implications for research and practice, including organizational interventions to minimize sexual minority workers' experience of workplace harassment. Public Significance StatementThis study examined theory-based predictors of sexual minority workers' substance use. As workplace harassment increases, the relationship between disclosing a sexual minority identity (being "out" at work) and substance use strengthens.

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Section: Discussionsupporting

confidence: 89%

Section: Methodsmentioning

confidence: 86%

Section: Methodsmentioning

confidence: 99%

Section: A Social Cognitive Perspective On Sexual Identity Management...mentioning

confidence: 99%

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Identity management processes, contextual supports and barriers, and substance use among sexual minority workers: A social cognitive lens.

Tatum,

Lent

2024

Journal of Counseling Psychology

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“…In line with the SCCT framework, self-efficacy and career interests can influence whether different antecedents, such as supports and barriers (Lent and Brown, 2019), ability/past performance (Lee et al, 2015) and personality and contextual influences (Lent et al, 2021) turn into choice goals/intentions. In other words, self-efficacy and career interests/attitudes can serve as mediators of the relationships between various predictors and career goals/ intentions (Rogers and Creed, 2011).…”

Section: Entrepreneurial Self-efficacy and Entrepreneurial Attitudes ...mentioning

confidence: 99%

A serial mediation model of the linkage between entrepreneurial education, self-efficacy, attitudes and intentions: does gender matter? A multi-group analysis

Duong

2023

OTH

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Purpose This paper aims to use the Social Cognitive Career Theory and a serial mediation model to explore how entrepreneurial self-confidence and attitudes mediate the connection between entrepreneurial education and entrepreneurial intention. Additionally, the study seeks to examine how gender impacts these relationships. Design/methodology/approach To test the formulated hypothesis and the serial mediation effect, a sample of 1,266 master’s students from nine universities/institutions across three primary regions of Vietnam was used. The structural equation modeling technique, with Gaskin (2019)'s plugin and a 5,000-bootstrapping sample, was applied. Also, a multi-group analysis was used to illustrate the differences between male and female students in the relationships between variables. Findings The research reveals that entrepreneurial education plays a contributive role in increasing entrepreneurial self-efficacy, entrepreneurial attitudes and startup intentions. Entrepreneurial self-efficacy and entrepreneurial attitudes also serve as serial mediators in the entrepreneurial education-intention relation. Moreover, this study demonstrates the significant moderation role of gender in these links. Practical implications The outcomes of the current research hold significance for educators, policymakers and practitioners, as they can use these findings to encourage individuals to engage in entrepreneurial activities and to improve the overall entrepreneurial ecosystems. Originality/value The current research sheds new light on the entrepreneurship and gender literature by using the Social Cognitive Career Theory to elucidate the serial mediating role of entrepreneurial self-efficacy and entrepreneurial attitudes in the relation between entrepreneurial education and entrepreneurial intentions.

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Career decision self-efficacy Item Bank: A Simulation study

et al. 2022

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Predictors of workplace sexual identity management behaviors: A test of the social cognitive career self-management model

Cited by 15 publications

References 28 publications

Identity management processes, contextual supports and barriers, and substance use among sexual minority workers: A social cognitive lens.

Identity management processes, contextual supports and barriers, and substance use among sexual minority workers: A social cognitive lens.

A serial mediation model of the linkage between entrepreneurial education, self-efficacy, attitudes and intentions: does gender matter? A multi-group analysis

Career decision self-efficacy Item Bank: A Simulation study

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