Models of Workplace Sexual Identity Disclosure and Management
梳理了三种关于性少数员工在工作场所管理性身份的理论模型，并提出了改进定义、整合视角和扩展性身份概念的新方向，对研究者和HR从业者理解职场包容性有参考价值。
This article advances the understanding of workplace sexual identity management for lesbian, gay, and bisexual individuals by examining three conceptual frameworks recently proposed in the organizational and psychological literature (Clair, Beatty, & MacLean, 2005; Lidderdale, Croteau, Anderson, Tovar-Murray, & Davis, 2007; Ragins, 2004, 2008). After exploring two of the models that are based in stigma theory and one that is based in social cognitive theory, the article addresses new directions for understanding and studying sexual identity in the workplace through expanding and clarifying the prior conceptual work in the three models. Specifically, directions for greater clarity in definitions of identity management are suggested, recommendations for the integration and extension of perspectives on the relationship of identity management and workplace climate are made, and the need for expanding notions of sexual identity itself is promoted.