Identity Management Strategies Utilized by Lesbian and Gay Employees
通过验证性因子分析，发现男女同性恋员工在职场中可能伪造异性恋身份、回避性取向话题或整合同性恋身份，且这些策略可组合使用。
Although it is commonly assumed that gay and lesbian employees face a dichotomous choice between passing as a heterosexual and openly identifying oneself as a sexual minority member, past qualitative research has suggested that the decision is more complex. A set of confirmatory factor analyses was conducted to examine this issue quantitatively and identify the factor model that best explains the patterns of behavior associated with identity management in organizational settings. The results revealed that gay and lesbian employees may counterfeit a false heterosexual identity, avoid the issue of sexuality altogether, or integrate a gay or lesbian identity into the work context. The factor pattern was the same for lesbians and gay males. In addition, the results suggest that these strategies may be used in combination. The importance of identity management strategies for the individual and the organization are discussed and suggestions for future research are provided.