Trans-parency in the workplace: How the experiences of transsexual employees can be improved - DOI: http://dx.doi.org/10.1016/j.jvb.2011.03.018

Charlie L. Law, Larry R. Martinez, Enrica N. Ruggs, Michelle R. Hebl, Emily Akers, Trans-parency in the workplace: How the experiences of transsexual employees can be improved, Journal of Vocational Behavior, Volume 79, Issue 3, December 2011, Pages 710-723, ISSN 0001-8791, 10.1016/j.jvb.2011.03.018.

Abstract: Very little research has focused exclusively on the workplace experiences of transsexual employees. Studies that have been done are either qualitative case studies (e.g., Budge, Tebbe, & Howard; 2010; Schilt & Connell, 2007), or aggregate transsexual individuals with lesbian, gay, and bisexual employees (e.g., Irwin, 2002). The current study focuses on this underexamined population and examines general workplace experiences, and both individual and organizational characteristics that influence transsexual employees' job attitudes. Results reveal that organizational supportiveness, transsexual identity centrality, and the degree to which they disclose to individuals outside of work all predict transsexual employees' disclosure behaviors in the workplace. These disclosure behaviors are positively related to job satisfaction and organizational commitment, and negatively related to job anxiety. These relations are mediated by coworker reactions. This research expands knowledge about diverse employee populations and offers both theory and some of the first large-scale empirical data collected on the workplace experiences of transsexual employees.

Keywords: Transsexual; Transgender; Disclosure; Job attitudes; Stigma; Social support

Alternate article on eurekalert: http://www.eurekalert.org/pub_releases/2011-11/ru-it111711.php

Categories: Research