Department of Managerial Studies.
Department of Management.
J Appl Psychol. 2018 Dec;103(12):1307-1323. doi: 10.1037/apl0000342. Epub 2018 Aug 2.
In the workplace, employees must choose what personal information they share with others. Employees with concealable stigmas (e.g., sexual orientation, mental illness, and certain religious beliefs) face the added pressure of having to carefully manage information about a potential social liability. Yet it remains unclear how managing a concealable stigma may influence colleagues' perceptions and reactions. Using theory about impression management and social cognition, we investigated how employees strategically manage information about their concealable stigmas and the impact of these behaviors on colleague reactions. Based on a multiple-time, multiple-source study of 196 employees, we compared 4 specific strategies for managing concealable stigmas: assimilating, decategorizing, integrating, and confirming. Consistent with our theorizing, these strategies had unique effects in how they influenced the treatment that an employee received from others. These findings have implications for research about stigmas, social cognition, and impression management, as well as for practices focused on creating diverse and supportive work environments. (PsycINFO Database Record (c) 2018 APA, all rights reserved).
在工作场所，员工必须选择与他人分享哪些个人信息。具有隐蔽污名（例如，性取向、精神疾病和某些宗教信仰）的员工面临着额外的压力，他们必须仔细管理有关潜在社会责任的信息。然而，目前尚不清楚管理隐蔽污名可能如何影响同事的看法和反应。我们运用关于印象管理和社会认知的理论，研究了员工如何策略性地管理有关其隐蔽污名的信息，以及这些行为对同事反应的影响。基于对 196 名员工的多次多来源研究，我们比较了管理隐蔽污名的 4 种特定策略：同化、去类别化、整合和确认。与我们的理论一致，这些策略在影响员工从他人那里获得的待遇方面具有独特的效果。这些发现对关于污名、社会认知和印象管理的研究以及关注创造多元化和支持性工作环境的实践具有重要意义。（APA，保留所有权利）。
