Salvati Marco, Sari Tunahan, Pellegrini Valerio, De Cristofaro Valeria
Department of Human Sciences, University of Verona, Verona, Italy.
Department of Human and Social Sciences, University of Bergamo, Bergamo, Italy.
Front Sociol. 2023 Mar 10;8:1108085. doi: 10.3389/fsoc.2023.1108085. eCollection 2023.
Grounded in the theoretical frameworks of the minority stress model and the model of positive identity in sexual minority people, the current research contributes to fill a gap in the previous literature, investigating the relationships among leadership self-effectiveness, internalized sexual stigma, positive identity, and adherence to traditional masculinity of gay, lesbian, and bisexual (LGB) individuals. Through a correlational study ( = 449), we collected data from 229 gay/bisexual men (51%) and 220 lesbian/bisexual women (49%). We hypothesized that lower internalized sexual stigma, higher LGB positive identity, and higher adherence to traditional masculinity were associated to higher self-perceived effectiveness. The interactive relationships among the variables, including participants' gender, were investigated from an exploratory perspective. The hypotheses were tested through two moderated regression models and the results confirmed that participants with lower internalized sexual stigma and higher LGB positive identity were more likely to perceive themselves as potential effective leaders. Also, the results showed a significant interaction between participants' gender and traditional masculinity score suggesting that high adherence to traditional masculinity was a significant predictor of self-perceived effectiveness only for gay/bisexual men, but not for lesbian/bisexual women. This research contributes to provide both confirmation and novel insights into the key role of relevant factors impacting on LGB people's leadership self-effectiveness, which might contribute to preserve the gay glass ceiling effect. The presence of antidiscrimination policies in organizations not only might reduce reports of discrimination but also enhance LGB employees' positive sense of self, which is a critical aspect to emerge as a leader.
基于少数群体压力模型和性少数群体积极身份模型的理论框架，本研究有助于填补先前文献中的空白，探讨男同性恋、女同性恋和双性恋（LGB）个体的领导自我效能感、内化性耻辱感、积极身份认同以及对传统男性气质的认同之间的关系。通过一项相关性研究（n = 449），我们收集了229名男同性恋/双性恋男性（51%）和220名女同性恋/双性恋女性（49%）的数据。我们假设，较低的内化性耻辱感、较高的LGB积极身份认同以及较高的对传统男性气质的认同与较高的自我效能感相关。从探索性角度研究了包括参与者性别在内的变量之间的交互关系。通过两个调节回归模型对假设进行了检验，结果证实，内化性耻辱感较低且LGB积极身份认同较高的参与者更有可能将自己视为潜在的有效领导者。此外，结果显示参与者性别与传统男性气质得分之间存在显著交互作用，这表明高度认同传统男性气质仅对男同性恋/双性恋男性的自我效能感有显著预测作用，而对女同性恋/双性恋女性则不然。本研究有助于证实并提供有关影响LGB人群领导自我效能感的相关因素的关键作用的新见解，这可能有助于维持同性恋的玻璃天花板效应。组织中反歧视政策的存在不仅可能减少歧视报告，还能增强LGB员工的积极自我意识，这是成为领导者的关键因素。
