Date of Award
Doctor of Philosophy
Despite research focused on sexual orientation in the workplace is on a rapid incline, many workplace experiences unique to subpopulations within the nested LGB+ community remain poorly understood. One critical, yet understudied, area of examination is the intersection of sexual orientation and gender as it pertains to bisexuality at work. Extant research suggests that bisexual individuals are harshly stereotyped, and may experience work in a way that is distinct from those who identify as gay or lesbian. Given that sexual orientation is a concealable dimension of ones identity, employees must navigate decisions regarding how, when, and to whom they disclose this piece of their identity at work through different identity management (IDM) strategies. The broad purpose of this work is to better understand both the similarities and differences in workplace experiences between gay men, lesbian women, bisexual men, and bisexual women. 417 LGB employees were recruited as part of a time-lagged data collection effort to better understand how mistreatment at work may be related to work outcomes through concealing as a mediating mechanism, and how the relationship between mistreatment and concealing may be moderated by employee gender or sexual orientation. Considering both primary and supplementary analyses, results indicated support for the hypothesized mediation model, but little evidence of the hypothesized moderation. This dissertation is meant to be one of the first manuscripts to speak to the similarities and differences between those who identify as bisexual and those who identify as gay or lesbian and to advance a dialogue regarding the unique experiences of these populations.
Dissertation or thesis originally submitted to ProQuest
Arena Jr., David Frank, "A Longitudinal Examination of the Identity Management Experiences of Bisexual Employees" (2020). Electronic Theses and Dissertations. 2879.