Making the invisible visible: Fear and disclosure of sexual orientation at work.

Stigma theory was used to examine the fears underlying the disclosure of a gay identity at work. Using a national sample of 534 gay, lesbian, and bisexual employees, this study examined the antecedents that affect the degree of disclosure of a gay identity at work and, for those who had not disclosed, the factors that influence their fears about full disclosure. Employees reported less fear and more disclosure when they worked in a group that was perceived as supportive and sharing their stigma. Perceptions of past experience with sexual orientation discrimination were related to increased fears but to greater disclosure. For those who had not fully disclosed their stigma, the fears associated with disclosure predicted job attitudes, psychological strain, work environment, and career outcomes. However, actual disclosure was unrelated to these variables. The utility of fear of disclosure for understanding processes underlying the disclosure of gay and other invisible stigmatized identities in the workplace is discussed. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

Gender and power in organizations: A longitudinal perspective.

This article advances a longitudinal, resource development model of power in organizations and uses it to organize a review of empirical research and related theory concerning differences between the genders in power. The review incorporates four levels of analysis—social-systems, organizational, interpersonal, and individual—and emphasizes the accumulation of resources for power at critical career transitions. Research reveals a consistent difference favoring men in accessibility to, and utility of, resources for power. It suggests that the processes involved in the development of power differ for men and women and that the path to power for women resembles an obstacle course. Implications are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Mentors' perceptions of negative mentoring experiences: Scale development and nomological validation.

Three studies were conducted to develop a psychometrically sound, multidimensional measure of mentors' perceptions of negative experiences with their protégés. In Study 1, items were developed, and content-related validity was established. In Study 2, CFA was used to establish the dimensionality of the new measure. Construct-related (convergent and discriminant) and criterion-related validity evidence were also obtained by using data from matched mentor-protégé dyads. Study 3 replicated the factor structure of the instrument and provided additional validity evidence by using a sample of female academic mentors. The findings are discussed in terms of broadening the scope of mentoring research to consider the mentor's perspective of relationship problems and dyadic processes in mentoring relationships. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The way we were: Gender and the termination of mentoring relationships.

The relationship between gender and the termination of mentoring relationships was assessed in a matched sample of 142 male and female ex-proteges. Counter to prevailing assumptions, when gender differences in rank, salary, tenure, and other demographic and organizational variables were controlled, women did not differ from men in the number or duration of prior relationships or in their reasons for terminating the relationship. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Pink triangles: Antecedents and consequences of perceived workplace discrimination against gay and lesbian employees.

A model of perceived sexual orientation discrimination was tested in a national sample of 534 gay and lesbian employees. The effects of legislation, organizational policies and practices, and work group composition on perceived sexual orientation discrimination were examined, as well as the attitudinal and organizational outcomes associated with discrimination. Gay employees were more likely to report discrimination when employed in groups that were primarily heterosexual and in organizations that lacked supportive policies and were not covered by protective legislation. Disclosure of sexual orientation at work was related to discrimination and antecedent variables. Perceived discrimination was associated with negative work attitudes and fewer promotions. Organizational policies and practices had the strongest impact on perceived discrimination and were directly related to outcomes. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Mentor functions and outcomes: A comparison of men and women in formal and informal mentoring relationships.

The authors examined the effects of the type of mentoring relationship and the gender composition of the relationship on mentoring functions and career outcomes reported by 352 female and 257 male protégés. Protégés of informal mentors viewed their mentors as more effective and received greater compensation than protégés of formal mentors. Protégés with informal mentors also received more career outcomes than nonmentored individuals, but no significant differences were found between nonmentored and formally mentored individuals. The gender composition of the relationship affected mentoring functions and outcomes, and protégé gender interacted with the type of relationship to affect mentoring functions. (PsycINFO Database Record (c) 2010 APA, all rights reserved)