Visibility management (VM) refers to the regulation of disclosure of one’s sexual orientation for the purposes of maintaining privacy as well as minimizing stigma, harm, or marginalization. Research on how lesbian women and gay men (LGs) manage the visibility of their sexual orientation in the workplace is scarce. In this study, we tested a model that investigates the relationships between VM on the one hand, and specific job characteristics, experiencing the work environment as more or less LG friendly, and personal homonegative experiences on the other. In a non-representative sample of 4,080 employees of the Flemish government, 6.3% identified as gay or lesbian. Within this LG subsample (N = 265) we found that specific job characteristics (having a managerial position, or having a tenured or non-tenured position) were not associated with VM. Knowing other LGs within the work environment who are open about their sexual orientation was associated with being more likely to apply open VM strategies, as was perceiving the atmosphere at work as permissive towards LGs. Having witnessed negative events towards LGs at work was associated with taking the characteristics of a social setting (e.g., public or private) into account when deciding to disclose one’s sexual orientation. Finally, participants who experienced homonegative events (such as unsolicited sexual innuendo or abusive language) felt less inhibited about disclosure. Potential theoretical as well as practical implications are discussed.

中文翻译：

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什么可以预测工作中的可见性管理？对男同性恋、女同性恋和双性恋的佛兰德政府雇员的研究

可见性管理 (VM) 是指为了维护隐私以及尽量减少耻辱、伤害或边缘化而对披露个人性取向的规定。关于女同性恋和男同性恋 (LG) 如何管理其性取向在工作场所的可见度的研究很少。在这项研究中，我们测试了一个模型，该模型一方面调查 VM 与特定工作特征之间的关系，另一方面体验或多或少对 LG 友好的工作环境，以及个人的同性负面体验。在佛兰德政府 4,080 名雇员的非代表性样本中，6.3% 被确定为男同性恋或女同性恋。在这个 LG 子样本（N = 265）中，我们发现特定的工作特征（拥有管理职位，或者拥有终身职位或非终身职位）与 VM 无关。了解工作环境中对自己的性取向持开放态度的其他 LG 与更有可能应用开放 VM 策略有关，就像认为工作氛围对 LG 很宽容一样。在工作中目睹对 LG 的负面事件与在决定披露一个人的性取向时考虑社会环境（例如，公共或私人）的特征有关。最后，经历过同性恋事件（例如未经请求的性暗示或辱骂性语言）的参与者对披露的抑制程度较低。讨论了潜在的理论和实践意义。就像认为工作氛围对 LG 很宽容一样。在工作中目睹对 LG 的负面事件与在决定披露一个人的性取向时考虑社会环境（例如，公共或私人）的特征有关。最后，经历过同性恋事件（例如未经请求的性暗示或辱骂性语言）的参与者对披露的抑制程度较低。讨论了潜在的理论和实践意义。就像认为工作氛围对 LG 很宽容一样。在工作中目睹对 LG 的负面事件与在决定披露一个人的性取向时考虑社会环境（例如，公共或私人）的特征有关。最后，经历过同性恋事件（例如未经请求的性暗示或辱骂性语言）的参与者对披露的抑制程度较低。讨论了潜在的理论和实践意义。经历过同性恋事件（例如未经请求的性暗示或辱骂性语言）的参与者对披露的抑制程度较低。讨论了潜在的理论和实践意义。经历过同性恋事件（例如未经请求的性暗示或辱骂性语言）的参与者对披露的抑制程度较低。讨论了潜在的理论和实践意义。