Progress has occurred in recent years for lesbian, gay, bisexual, transgender equal rights. However, there are still areas where discrimination is evident such as the workplace. Some lesbian, gay, bisexual, transgender employees may not share their identity at work due to discrimination concerns. Such forms of discrimination may be passive acts such as microaggressions. These microaggressions can make work-life stressful; furthermore, the stress experienced at work may impact other areas such as home life. This study explored two areas. The first area investigated was whether identity disclosure at work affected workplace microaggressions. The sample size was 88 working adults who identified as cisgender and lesbian, gay, or bisexual. Participants completed an online survey posted through social media. The survey consisted of the Lesbian, Gay, and Bisexual Identity Scale and the Microaggressions Experiences at Work Scale. A multiple linear regression model assessed whether identity disclosure, specifically acceptance concerns and concealment motivation, could predict workplace microaggressions. Findings indicated the model was a good fit, and there was statistical significance for both acceptance concerns and concealment motivation as predictors for workplace microaggressions. However, acceptance concerns were the stronger predictor. The second area investigated relationship satisfaction with romantic partner. Sixty-two participants met the inclusion criteria, investigating whether acceptance concerns, concealment motivation, and workplace microaggressions could predict relationship satisfaction. The analysis was also multiple linear regression, and the model was determined to be a good fit. However, acceptance concerns were the only statistically significant predictor for relationship satisfaction. The findings provided insight on how lesbian, gay, bisexual identity disclosure and microaggressions spill into relationship life.
","abstract_html":"<p>Progress has occurred in recent years for lesbian, gay, bisexual, transgender equal rights. However, there are still areas where discrimination is evident such as the workplace. Some lesbian, gay, bisexual, transgender employees may not share their identity at work due to discrimination concerns. Such forms of discrimination may be passive acts such as microaggressions. These microaggressions can make work-life stressful; furthermore, the stress experienced at work may impact other areas such as home life. This study explored two areas. The first area investigated was whether identity disclosure at work affected workplace microaggressions. The sample size was 88 working adults who identified as cisgender and lesbian, gay, or bisexual. Participants completed an online survey posted through social media. The survey consisted of the Lesbian, Gay, and Bisexual Identity Scale and the Microaggressions Experiences at Work Scale. A multiple linear regression model assessed whether identity disclosure, specifically acceptance concerns and concealment motivation, could predict workplace microaggressions. Findings indicated the model was a good fit, and there was statistical significance for both acceptance concerns and concealment motivation as predictors for workplace microaggressions. However, acceptance concerns were the stronger predictor. The second area investigated relationship satisfaction with romantic partner. Sixty-two participants met the inclusion criteria, investigating whether acceptance concerns, concealment motivation, and workplace microaggressions could predict relationship satisfaction. The analysis was also multiple linear regression, and the model was determined to be a good fit. However, acceptance concerns were the only statistically significant predictor for relationship satisfaction. The findings provided insight on how lesbian, gay, bisexual identity disclosure and microaggressions spill into relationship life.</p>","abstract_has_math":false,"creators":["Medina, Andres"],"institution":null,"degree_name":"Psy.D. Doctor of Clinical Psychology","degree_level":"Dissertation - Public Access","degree_discipline":"Clinical Psychology","degree_department":null,"school":null,"contributors":["Elizabeth Lane, Ph.D.","Gary Howell, Psy.D."],"advisors":[],"committee_chairs":[],"committee_members":[],"year":2022,"date_issued":"2022-12-01T08:00:00Z","date_published":"2022-12-01T08:00:00Z","updated_at":"2026-07-24T03:21:28Z","subjects":["LGBT","Identity","Microaggressions","Workplace dissatisfaction","Relationship satisfaction","Industrial and Organizational Psychology","Multicultural Psychology","Other Psychology","Social Justice","Social Psychology"],"languages":[],"rights":[],"rights_urls":[],"identifier_entries":[]},"links":{"outbound_url":"https://digitalcommons.nl.edu/diss/715","outbound_label":"Repository record","outbound_source":"dc:identifier"},"metadata_groups":[{"id":"people","label":"People","entries":[{"key":"dc:contributor","label":"Contributor","values":["Elizabeth Lane, Ph.D.","Gary Howell, Psy.D."]},{"key":"dc:creator","label":"Author","values":["Medina, Andres"]}]},{"id":"academic_context","label":"Academic Context","entries":[{"key":"dc:date.available","label":"Dc Date Available","values":["2023-01-03T08:00:00Z"]},{"key":"thesis:degree_discipline","label":"Discipline","values":["Clinical Psychology"]},{"key":"thesis:degree_level","label":"Degree Level","values":["Dissertation - Public Access"]},{"key":"thesis:degree_name","label":"Degree Name","values":["Psy.D. Doctor of Clinical Psychology"]}]},{"id":"subjects_keywords","label":"Subjects and Keywords","entries":[{"key":"dc:subject","label":"Dc Subject","values":["LGBT","Identity","Microaggressions","Workplace dissatisfaction","Relationship satisfaction","Industrial and Organizational Psychology","Multicultural Psychology","Other Psychology","Social Justice","Social Psychology"]}]},{"id":"identifiers","label":"Identifiers","entries":[{"key":"dc:identifier","label":"Identifier","values":["https://digitalcommons.nl.edu/diss/715"]}]},{"id":"additional","label":"Additional Metadata","entries":[{"key":"dc:description.abstract","label":"Abstract","values":["Progress has occurred in recent years for lesbian, gay, bisexual, transgender equal rights. However, there are still areas where discrimination is evident such as the workplace. Some lesbian, gay, bisexual, transgender employees may not share their identity at work due to discrimination concerns. Such forms of discrimination may be passive acts such as microaggressions. These microaggressions can make work-life stressful; furthermore, the stress experienced at work may impact other areas such as home life. This study explored two areas. The first area investigated was whether identity disclosure at work affected workplace microaggressions. The sample size was 88 working adults who identified as cisgender and lesbian, gay, or bisexual. Participants completed an online survey posted through social media. The survey consisted of the Lesbian, Gay, and Bisexual Identity Scale and the Microaggressions Experiences at Work Scale. A multiple linear regression model assessed whether identity disclosure, specifically acceptance concerns and concealment motivation, could predict workplace microaggressions. Findings indicated the model was a good fit, and there was statistical significance for both acceptance concerns and concealment motivation as predictors for workplace microaggressions. However, acceptance concerns were the stronger predictor. The second area investigated relationship satisfaction with romantic partner. Sixty-two participants met the inclusion criteria, investigating whether acceptance concerns, concealment motivation, and workplace microaggressions could predict relationship satisfaction. The analysis was also multiple linear regression, and the model was determined to be a good fit. However, acceptance concerns were the only statistically significant predictor for relationship satisfaction. The findings provided insight on how lesbian, gay, bisexual identity disclosure and microaggressions spill into relationship life.
"]},{"key":"dc:title","label":"Title","values":["The Impact Workplace Microaggressions Have On Those Who Identify As Lesbian, Gay And Bisexual."]}]}],"canonical_facts":{"dc:contributor":["Elizabeth Lane, Ph.D.","Gary Howell, Psy.D."],"dc:creator":["Medina, Andres"],"dc:date.available":["2023-01-03T08:00:00Z"],"dc:description.abstract":["Progress has occurred in recent years for lesbian, gay, bisexual, transgender equal rights. However, there are still areas where discrimination is evident such as the workplace. Some lesbian, gay, bisexual, transgender employees may not share their identity at work due to discrimination concerns. Such forms of discrimination may be passive acts such as microaggressions. These microaggressions can make work-life stressful; furthermore, the stress experienced at work may impact other areas such as home life. This study explored two areas. The first area investigated was whether identity disclosure at work affected workplace microaggressions. The sample size was 88 working adults who identified as cisgender and lesbian, gay, or bisexual. Participants completed an online survey posted through social media. The survey consisted of the Lesbian, Gay, and Bisexual Identity Scale and the Microaggressions Experiences at Work Scale. A multiple linear regression model assessed whether identity disclosure, specifically acceptance concerns and concealment motivation, could predict workplace microaggressions. Findings indicated the model was a good fit, and there was statistical significance for both acceptance concerns and concealment motivation as predictors for workplace microaggressions. However, acceptance concerns were the stronger predictor. The second area investigated relationship satisfaction with romantic partner. Sixty-two participants met the inclusion criteria, investigating whether acceptance concerns, concealment motivation, and workplace microaggressions could predict relationship satisfaction. The analysis was also multiple linear regression, and the model was determined to be a good fit. However, acceptance concerns were the only statistically significant predictor for relationship satisfaction. The findings provided insight on how lesbian, gay, bisexual identity disclosure and microaggressions spill into relationship life.
"],"dc:identifier":["https://digitalcommons.nl.edu/diss/715"],"dc:subject":["LGBT","Identity","Microaggressions","Workplace dissatisfaction","Relationship satisfaction","Industrial and Organizational Psychology","Multicultural Psychology","Other Psychology","Social Justice","Social Psychology"],"dc:title":["The Impact Workplace Microaggressions Have On Those Who Identify As Lesbian, Gay And Bisexual."],"thesis:degree_discipline":["Clinical Psychology"],"thesis:degree_level":["Dissertation - Public Access"],"thesis:degree_name":["Psy.D. Doctor of Clinical Psychology"]},"updated_at":"2026-07-24T03:21:28Z"}