女同性恋和同性恋人口,工作经验和福祉:十年的系统审查
Marina Lacatena1, Ferdinando Ramaglia2, Federica Vallone1
1Department of Humanities, University of Naples Federico II, Via Porta di Massa 1, 80133 Naples, Italy.
International journal of environmental research and public health
|October 26, 2024
概括
对于女同性恋和同性恋 (LG) 工作者来说,尽管有平等机会的努力,但歧视仍然存在. 本次审查综合了140项关于LG工作经验的研究,确定了关键理论和影响因素,以改善工作场所的包容性.
科学领域:
- 工作场所心理学 工作场所心理学
- 组织行为 组织行为
- 劳动社会学工作的社会学.
背景情况:
- 对女同性恋和同性恋 (LG) 工人的持续歧视在职业环境中仍然是一个重大问题.
- 现有的关于LG员工工作经验的研究缺乏统一的理论框架和全面的评估工具.
研究的目的:
- 系统地审查和综合现有关于女同性恋和同性恋 (LG) 个人的工作经验的研究.
- 确定影响LG员工福祉和健康的理论框架,个体和上下文变量.
- 突出需要改进的理论模型和干预工作场所环境的需要.
主要方法:
- 在多个电子数据库 (PsycArticles,EMBASE,Scopus,Web of Science,EBSCOHost) 中进行了系统的文献审查.
- 搜索术语侧重于性少数群体 (例如",lgb*"",同性恋"",女同性恋") 和就业背景 (例如",员工"",工作场所"",职业").
- 来自140项精选研究的数据 (共1584项) 进行了叙事综合并进行了批判性讨论.
主要成果:
- 确定了五个主要的理论框架:少数群体压力,性偏见和耻辱,酷儿和福考尔的范式,社会身份理论和交叉性.
- 显著的个体变量包括外向,披露和工作与家庭冲突.
- 诸如异性存在和异性规范工作场所气候等上下文变量显著影响LG员工的体验.
结论:
- 需要一个统一的理论模型,以更好地理解和评估LG个人的工作经验.
- 开发特定的测量工具对于评估LG员工的工作场所体验至关重要.
- 干预措施是必要的,以减轻耻辱的影响,并促进包容性工作环境为LG员工.
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