The Importance of Being "Me": The Relation Between Authentic Identity Expression and Transgender Employees' Work-Related Attitudes and Experiences
The Importance of Being "Me": The Relation Between Authentic Identity Expression and Transgender Employees' Work-Related Attitudes and Experiences
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DOI：
10.1037/apl0000168
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发表时间：
2017-02-01
影响因子：
9.9
通讯作者：
Smith, Nicholas A.
中科院分区：
文献类型：
--
作者：
Martinez, Larry R.;Sawyer, Katina B.;Smith, Nicholas A.
本研究旨在探讨跨性别员工的真实身份表达与工作态度和工作经验之间的关系。借鉴Kernis（2003）对真实性的理论概念化，并扩展当前的工作场所身份管理研究，我们预测，采取措施减少内部性别身份与外部性别表现之间差异的员工将报告更积极的工作态度和工作场所体验，部分原因是这种差异的减少与更大的真实感有关。在研究1中，我们发现，在何种程度上一个已经过渡相关的工作满意度和感知个人-组织（P-O）的配合和较低的感知歧视。在研究2中，我们复制并扩展了这些结果，表明员工在多大程度上认为其他人在工作中以与他们如何看待自己（关系真实性）一致的方式看待他们，从而调节了过渡程度与所有3个结果之间的关系。然而，一个人的感觉和表达的身份（行动真实性）之间的对齐的看法，只有介导的工作满意度这一联系。我们讨论了我们的研究结果的理论和实践意义，以及未来研究工作场所的真实性的途径。
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.