ABSTRACT

The working experience for those in the sexual minority is not well understood, particularly with respect to interpersonal mistreatment based on sexual orientation. This study breaks new ground by utilizing a sample of 416 LGB working adults to assess the relative usefulness of two bullying measures (the Negative Acts Questionnaire-Revised (Person-Related) and the Homophobic Bullying Scale) to determine their convergent, discriminant, and criterion validity in predicting organizational commitment, turnover, and post-traumatic stress disorder (PTSD). Results show that discriminant and convergent validity exist between these scales and both measure similar levels of perceived bullying (from the victim’s perspective). We concluded that although there are similarities and differences between these measures, more research is needed to determine the most appropriate instrument to assess perceived bullying in a sexual minority population. Several areas for subsequent research are noted.

摘要

性少数群体的工作经验尚不清楚，尤其是在基于性取向的人际虐待方面。本研究通过使用 416 名 LGB 在职成年人的样本来评估两种欺凌措施（修订的负面行为问卷（与人相关）和恐同欺凌量表）的相对有用性，以确定它们的收敛性、判别性和标准，从而开辟了新天地预测组织承诺、离职和创伤后应激障碍（PTSD）的有效性。结果表明，这些量表之间存在判别效度和收敛效度，并且都测量相似程度的感知欺凌（从受害者的角度）。我们得出的结论是，尽管这些措施之间存在相似之处和不同之处，需要更多的研究来确定最合适的工具来评估性少数群体中感知到的欺凌行为。指出了后续研究的几个领域。