Modeling job effectiveness in the context of coming out as a sexual minority: a socio-cognitive model

被引：7

作者：

Tsai, Yuan-Hui ^{[1
]}

Joe, Sheng-Wuu ^{[2
]}

Liu, Wei-Te ^{[3
]}

Lin, Chieh-Peng ^{[4
]}

Chiu, Chou-Kang ^{[5
]}

Tang, Chiao-Chih ^{[4
]}

机构：

[1] Chihlee Inst Technol, Dept Finance, Taipei, Taiwan

[2] Vanung Univ, Dept Business Adm, Taoyuan, Taiwan

[3] Natl Yunlin Univ Sci & Technol, Grad Sch Technol & Vocat Educ, Yunlin, Taiwan

[4] Natl Chiao Tung Univ, Inst Business & Management, Taipei, Taiwan

[5] Natl Taichung Univ Educ, Grad Inst Business Adm, Taichung, Taiwan

来源：

REVIEW OF MANAGERIAL SCIENCE | 2015年 / 9卷 / 01期

关键词：

Disclosure self-efficacy; Outcome expectation; Social support; Job advancement satisfaction; SOCIAL COGNITIVE THEORY; GAY MEN; SELF-EFFICACY; RELATIONSHIP STRESS; LESBIAN WOMEN; SUPPORT; PERFORMANCE; DISCLOSURE; ORIENTATION; WORK;

D O I：

10.1007/s11846-014-0125-9

中图分类号：

C93 [管理学];

学科分类号：

12 ; 1201 ; 1202 ; 120202 ;

摘要：

Previous literature describes "coming out of the closet" as an important job career issue that is conducive to personal stress and job effectiveness in business firms. Previous research of human resources and organizational behavior has rarely assessed homosexual employees' coming out and their job effectiveness. This study aims to complement previous research by proposing and testing a research model of job effectiveness of homosexual workers based on social cognitive theory. In the model, job effectiveness is indirectly affected by disclosure self-efficacy, disclosure outcome expectation, and social support via the mediation of disclosure, stress, and job advancement satisfaction. Empirical tests from a preliminary survey of 319 gay and lesbian adults in Taiwan are conducted herein, their results are presented, and managerial implications and limitations of this study are provided.

引用

页码：197 / 218

页数：22

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