Sexual Identity Management Strategies: An Exploration of Antecedents and Consequences

By Donna Chrobot-Mason, Scott B. Button, J. Diclementi. 2001

196 citations recorded by the source corpus.

Subfields: Gender Studies, Social Psychology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/e0601e563fc3506b7922f6a1f607ef9292ce06b1

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Citations in the corpus

The Motivational Effects of Diminished Self-Esteem for Employees Who Experience Abusive Supervision (2017, background): “For example, Chrobot-Mason, Button, and DiClementi (2001) found that employees who falsely portray an identity that is similar to that of group members were more likely to be included by the group than were employees who avoided discussion about or who openly revealed their true selves.”
Trans-Parency in the Workplace: How the Experiences of Transsexual Employees Can Be Improved. (2011, background): “For instance, Chrobot-Mason, Button, and DiClementi (2001) identified three identity management strategies that employees with hidden stigmas can enact: integrating, counterfeiting, and avoidance.”
Changing Faces: Professional Image Construction In Diverse Organizational Settings (2005, background): “Some gay males and lesbians choose to conceal their homosexuality and instead pass for heterosexuals to avoid discrimination in the workplace (Chrobot-Mason et al., 2001).”
Predictors of Identity Management (2017, background): “It has been widely argued that managing identity in the workplace is a major issue facing stigmatized individuals (e.g., Button, 2001; Chrobot-Mason et al., 2001; Griffith & Hebl, 2002; Ragins, 2004; Roberts, 2005; Triandis, Kurowski, & Gelfand, 1994).”
Models of Workplace Sexual Identity Disclosure and Management (2008, background): “This notion is generally supported by empirical literature that links a strong positive LGB identity, in the sense of identification with the social group, to more openness about that identity (Button, 2001; Chrobot-Mason et al., 2001; Griffith & Hebl, 2002; Rotosky & Riggle, 2002; Ragins, 2004).”
Making the invisible visible: fear and disclosure of sexual orientation at work. (2007, result): “It is also interesting to note that our sample, like others (cf. Button, 2001; Chrobot-Mason et al., 2001; Griffith & Hebl, 2002), was characterized by relatively high organizational tenure (9.3 years).”
To Disclose or Not to Disclose? Status Distance and Self-Disclosure in Diverse Environments (2009, background): “Conversely, failing to disclose any status-confirming information might create a sense of inauthenticity or aloofness (Chrobot-Mason et al., 2001), which might hinder development of high-quality relationships, whereas disclosing too much statusconfirming information, as we discussed in the propositi”
Surviving in Dangerous Places: Lesbian Identity Performances in the Workplace, Social Class and Psychological Health (2006, background): “Employer policies, perceived employer supportiveness and self-acceptance have all been found to be associated with sexual identity ‘disclosing’ behaviours at work (Chrobot-Mason et al., 2001; Griffith and Hebl, 2002; Ragins and Cornwell, 2001; Rostosky and Riggle, 2002).”