Date on Master's Thesis/Doctoral Dissertation


Document Type

Doctoral Dissertation

Degree Name

Ph. D.

Department (Legacy)

Department of Educational and Counseling Psychology

Committee Chair

Stringfield, Sam

Author's Keywords

Stereotype threat; Workplace; Lesbian; Gay; Bisexual; Transgender; Employees; Negative stereotyping; Job performance


Gay rights; Gays--Employment; Bullying in the workplace


Employee retention continues to be a major drain on the resources of organizations, especially in terms of personnel, productivity, and financial resources. One of the primary motivators of employee turnovers established by research is the issue of unfairness in the workplace. This study investigated the dimensions of unfairness related to being a lesbian, gay, bisexual, or transgender employee. Specifically, the issue of stereotype threat and its effect on job performance was explored. Using an on-line survey, members of LGBT labor union caucuses and LGBT employee resource groups were asked to complete a questionnaire that assessed demographic differences and responses to issues of self-monitoring, concern for appropriateness, and self-efficacy as they related to the employee's experience of stereotype and job performance. Hierarchical regression analyses and structural equation modeling were used to ascertain the effect and systemic relationships between the variables. This study documented the presence of stereotype threat in the workplace. It was also found that self-efficacy completely mediates the effect of stereotype threat on job performance. Furthermore, more subtle indirect effects of stereotype threat were found. Additionally, mechanisms that affect how the employee adapts to his/her situation were explored. It was concluded that stereotyping of lesbian, gay, bisexual, and transgender employees can directly and indirectly affect the levels of job performance in the workplace. In short, when an employee feels unfairly treated the likelihood of employee turnovers increases.