Privilege and distress intolerance at the margins: Exploring the role of critical consciousness and entitlement.

With a U.S.-based sample of 219 people of color with diverse sexual orientations, the present study aimed to reveal how perceived privilege may be associated with distress intolerance, and the mediating roles of critical consciousness and entitlement. Data were also used to explore the interaction of sexual orientation status (heterosexual or sexual minority) with these paths. Via path analysis, we found that privilege was unrelated to critical consciousness, yielded a positive direct link to entitlement, and had a negative direct link to distress intolerance. Tests of indirect relations showed that privilege had a significant indirect relation to distress intolerance via entitlement but not critical consciousness. Regarding moderation analyses, the Privilege × Sexual Minority Status interaction predicting entitlement, privilege was significantly positively associated with entitlement among both heterosexual and sexual minority participants, but the association was significantly stronger for heterosexual participants. For the Critical Consciousness × Sexual Minority Status interaction predicting distress intolerance, the association of critical consciousness with distress intolerance was nonsignificant for both heterosexual and sexual minority participants, but the association changed direction and was significantly stronger for sexual minority participants. Indirect relations did not differ for sexual minority or heterosexual participants. Implications for future research and intervention are addressed. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

Development and validation of the Gender Identity and Expression Microaggressions in Therapy Scale (GIEMTS).

Developing affirming interventions for transgender and nonbinary (TNB) therapy clients requires understanding their experiences with microaggressions in psychotherapy, yet no self-report measure of anti-TNB microaggressions in this context exists. Moreover, few studies have tested the associations between anti-TNB microaggressions and therapy processes. To better address the burden of unmet mental health care needs among TNB people, this three-study investigation designed and tested the psychometric properties of the Gender Identity and Expression Microaggressions in Therapy Scale (GIEMTS), a measure of TNB individuals' encounters with microaggressions in psychotherapy. Study 1 (N = 225) identified a four-factor model, comprising the themes of Educational Burdening, Lack of Affirmation, Inflation, and Invalidation. These subscales exhibited strong internal consistency reliabilities and demonstrated convergent and discriminant validity. The results of Study 2 (N = 435) replicated the four-factor structure through confirmatory factor analysis. However, bifactor analysis revealed that the Educational Burdening, Inflation, and Invalidation subscale scores were mostly accounted by a General Anti-TNB Microaggressions scale score-though Lack of Affirmation showed evidence of its independence. Also in Study 2, both scales were uniquely negatively associated with the working alliance. Study 3 (N = 151) found evidence for the test-retest reliability of GIEMTS scores over a 2-3-week period. Overall, the GIEMTS emerged as a robust and psychometrically sound instrument that captures the experiences of TNB individuals in therapy settings. The study concludes with valuable recommendations for training and clinical practice to bolster TNB mental health. (PsycInfo Database Record (c) 2024 APA, all rights reserved).

"Arab, brown, and other": Voices of Muslim Arab American women on identity, discrimination, and well-being.

OBJECTIVES: The purpose of the present study was to explore Muslim Arab American women's intersecting identities, the types of discrimination they experience, and the psychosocial effects of those experiences on identity and well-being. METHOD: Thirteen Muslim Arab American women were interviewed utilizing the consensual qualitative research (CQR) approach. RESULTS: Final domains that emerged from the data included conceptualization of racial, ethnic, and religious identity; experiences and effect of microaggressions; and coping strategies. CONCLUSIONS: The results document discrimination at the intersection of their multiple identities, a perceived shift in stereotypes from weak and oppressed to anti-American and violent, and within-group discrimination in the form of colorism and judgment. Reported psychological effects of discrimination include internalization of stereotypes, burden to represent all Muslims, rejection of the White racial label, and increased activism. The findings highlight resilience and coping through active self-acceptance and advocacy. (PsycInfo Database Record (c) 2023 APA, all rights reserved).

It's like herding cats: Atheist minority stress, group involvement, and psychological outcomes.

Using minority stress theory with a sample of 522 atheist people from the United States, the present study examined the associations of discrimination, proximal minority stressors (stigma consciousness, internalized antiatheism, outness as atheist), and atheist group involvement with psychological distress and self-esteem. Atheist group involvement was associated positively with outness and self-esteem, and negatively with discrimination. Structural equation modeling indicated that discrimination and stigma consciousness yielded significant positive direct relations with distress, whereas outness yielded a significant negative direct relation with distress. Relatedly, discrimination yielded a significant negative direct relation with self-esteem and outness yielded a significant positive direct relation with self-esteem. There was a significant positive unique indirect relation of antiatheist discrimination with distress via the mediating role of stigma consciousness, but no other proximal variables. Multigroup invariance testing of this model did not yield evidence that the pattern of relations of the minority stressors with mental health outcomes differed significantly between participants who were and who were not involved in an atheist group. Implications of these findings for research, practice, and advocacy are discussed. (PsycINFO Database Record (c) 2019 APA, all rights reserved).

Unpacking body image concerns and disordered eating for transgender women: The roles of sexual objectification and minority stress.

Synthesizing both objectification theory (Fredrickson & Roberts, 1997) and minority stress theory (Meyer, 2003), the present study used a pantheoretical model of dehumanization (Moradi, 2013) to examine body image concerns and disordered eating symptomatology with 205 transgender women from the United States. Objectification theory constructs (i.e., sexual objectification, internalization of sociocultural standards of attractiveness, body surveillance, body dissatisfaction) and minority stress-related variables (i.e., antitransgender discrimination) were examined as direct and indirect predictors of disordered eating. Results of a latent variable SEM (with a higher-order dehumanization factor comprised of sexual objectification and discrimination) generally provided support for our hypothesized direct and indirect relations. As expected, dehumanization was related directly to internalization and disordered eating and had significant indirect links to body surveillance, body dissatisfaction, and disordered eating via internalization. Potential implications of a pantheoretical model for future research with transgender women are discussed. (PsycINFO Database Record (c) 2019 APA, all rights reserved).

Work as a calling: A theoretical model.

Perceiving work as a calling has been positioned as a key pathway to enhancing work-related well-being. However, no formal theory exists attempting to explain predictors and outcomes of living a calling at work. To address this important gap, this article introduces a theoretical, empirically testable model of work as a calling - the Work as Calling Theory (WCT) - that is suitable for the contemporary world of work. Drawing from research and theory in counseling, vocational, multicultural, and industrial-organizational psychology, as well as dozens of quantitative and qualitative studies on calling, the WCT is presented in three parts: (a) predictors of living a calling, (b) variables that moderate and mediate the relation of perceiving a calling to living a calling, and (c) positive (job satisfaction, job performance) and potentially negative (burnout, workaholism, exploitation) outcomes that result from living a calling. Finally, practical implications are suggested for counselors and managers, who respectively may seek to help clients and employees live a calling. (PsycINFO Database Record

An examination of the Psychology of Working Theory with racially and ethnically diverse employed adults.

The present study tested key tenets of the Psychology of Working Theory (PWT) in a sample of 526 racially and ethnically diverse employed adults. The authors investigated how economic resources and marginalization predicted decent work through experiences of work volition and career adaptability. Support for the hypotheses was mixed. There was a direct, negative relation between marginalization and decent work; a direct, positive relation between economic resources and work volition; and a direct, negative relation between marginalization and work volition. There was a positive relation between work volition and career adaptability as well as with decent work. Work volition was also found to significantly mediate the relations between marginalization and economic resources to decent work. These results suggest that the primary reason why greater economic resources and lower experiences of marginalization predict engaging in decent work is attributable to an increased sense of choice in one's career decision making. Results suggest the need for further investigation using the PWT to understand how racially and ethnically diverse employed adults secure decent work. Practical implications are discussed. (PsycINFO Database Record

Discrimination, work outcomes, and mental health among women of color: The protective role of womanist attitudes.

With a sample of employed women of color (N = 276), we tested the associations of sexist and racist discrimination with poor work outcomes (job-related burnout and turnover intentions) and mental health outcomes (i.e., psychological distress). Drawing from the Theory of Work Adjustment, Organizational Support Theory, and scholarship on discrimination, we tested perceived person-organization (P-O) fit, perceived organizational support, and self-esteem as mediators of the associations of workplace discrimination with the outcomes. Based on intersectionality scholarship, womanist attitudes were tested as a moderator. Participants provided cross-sectional data via an online survey. Latent variable structural equation modeling results indicated that a second-order latent workplace discrimination variable yielded better fit to the data than modeling sexist and racist discrimination separately. Workplace discrimination was directly and indirectly (via the mediating role of self-esteem) associated with higher psychological distress. Furthermore, workplace discrimination was indirectly associated with poor work outcomes through the mediating roles of perceived P-O fit, perceived organizational support, and self-esteem. Last, moderation analyses indicated that higher womanist attitudes weakened the direct association of workplace discrimination with psychological distress. (PsycINFO Database Record

Examining the psychology of working theory: Decent work among sexual minorities.

Research has found heterosexist discrimination negatively relates to vocational outcomes among lesbian, gay, and bisexual (LGB) people, but no known study has examined how heterosexist discrimination relates to the attainment of decent work. Building from the Psychology of Working Theory, which proposes that specific forms of marginalization coupled with economic constraints limit a person's ability to secure decent work, the present study examined theoretically hypothesized pathways to decent work among a sample of employed sexual minority adults. Heterosexist discrimination and social class were examined as direct predictors of decent work, and indirect links were examined via work volition and career adaptability. Among our sample of 218 sexual minority people, structural equation modeling results suggested heterosexist discrimination and social class directly-and indirectly through work volition-predicted decent work. Practical implications and directions for future research are discussed. (PsycINFO Database Record

Footprints in the Sand: Personal, Psychological, and Relational Profiles of Religious, Spiritual, and Atheist LGB Individuals.

The present study offers a comparison of the demographic features and lived experiences of lesbian, gay, and bisexual (LGB) individuals with religious, spiritual, or atheist (R/S/A) belief systems. In this sample of 212 participants, the relationship of participants' R/S/A beliefs to personal variables (e.g., age, gender, race), mental health variables (e.g., life satisfaction, psychological distress, internalized heterosexism, self-esteem), and relational variables (e.g., outness, connection to LGBTQ communities) were assessed. Correlational analyses indicated that level of R/S/A belief was unrelated to self-esteem, life satisfaction, or psychological distress; however, greater religious belief was correlated positively and significantly with internalized heterosexism and outness as LGB. To test the interactions of R/S/A beliefs and categorical variables of interest (e.g., race), log-linear analyses with follow-up chi-square tests were conducted. Findings suggested more similarities than differences for LGB people across R/S/A systems of belief. Limitations and implications for future research are discussed.

Building a pantheoretical model of dehumanization with transgender men: Integrating objectification and minority stress theories.

With a national sample of 304 transgender men, the present study tested a pantheoretical model of dehumanization (Moradi, 2013) with hypotheses derived from objectification theory (Fredrickson & Roberts, 1997), minority stress theory (Meyer, 2003), and prior research regarding men's body image concerns. Specifically, we tested common objectification theory constructs (internalization of sociocultural standards of attractiveness [SSA], body surveillance, body satisfaction) as direct and indirect predictors of compulsive exercise. We also examined the roles of transgender-specific minority stress variables-antitransgender discrimination and transgender identity congruence-in the model. Results of a latent variable structural equation model yielded mixed support for the posited relations. The direct and indirect interrelations of internalization of SSA, body surveillance, and body satisfaction were consistent with prior objectification theory research, but only internalization of SSA yielded a significant direct relation with compulsive exercise. In addition, neither internalization of SSA nor body surveillance yielded significant indirect relations with compulsive exercise. However, antitransgender discrimination yielded predicted indirect relations with body surveillance, body satisfaction, and compulsive exercise, with transgender congruence playing a key mediating role in most of these relations. The implications of this pantheoretical model for research and practice with transgender men are discussed. (PsycINFO Database Record

Minority stress and the moderating role of religious coping among religious and spiritual sexual minority individuals.

In prior research with primarily heterosexual religious and spiritual individuals, positive and negative forms of religious coping have been posited to moderate the links between minority stressors and psychological outcomes (Kim, Kendall, & Webb, 2015; Szymanski & Obiri, 2011). With a sample of 143 sexual minority people, the present study extended these hypotheses by examining the moderating roles of positive and negative religious coping in the link of 2 sexual minority-specific minority stress variables (heterosexist discrimination, internalized heterosexism) with psychological distress and well-being. In partial support of our hypotheses, we found that positive religious coping moderated the relation of internalized heterosexism and psychological well-being such that greater positive religious coping weakened the deleterious impact of internalized heterosexism on psychological well-being. Negative religious coping did not moderate any links. As the first test of the moderating roles of religious coping styles in the sexual minority stress-psychological distress link, the present study yields important findings for research and practice with religious and spiritual sexual minority individuals. (PsycINFO Database Record

Tests of the theory of work adjustment with economically distressed African Americans.

The present study tested 2 competing, extended models of the theory of work adjustment (TWA) with a sample of 100 economically distressed working African Americans receiving services at a nonprofit community center. Model 1 depicted a mediated model consistent with postulations of the TWA's original theorists. Model 2 depicted a moderated mediation model consistent with cultural critiques of the TWA. Bivariate correlations indicated that perceptions of person-organization (P-O) fit were positively related to job satisfaction and negatively related to turnover intentions, and job satisfaction was negatively related to turnover intentions. Furthermore, perceptions of racial climate were positively related to perceptions of P-O fit and job satisfaction and negatively related to turnover intentions. Moreover, results of the path analyses indicated stronger support for Model 2, the moderated mediation model, in which the indirect link of P-O fit with turnover intentions through job satisfaction was conditional on levels of racial climate. Specifically, when racial climate was perceived as less supportive, the indirect link of P-O fit with turnover intentions was nonsignificant, but when employees reported moderate and more supportive levels of racial climates, this indirect relation was significant. Research and career counseling implications of the present study's findings for financially distressed African American employees are discussed.

Moving beyond the binary with disordered eating research: a test and extension of objectification theory with bisexual women.

In predicting disordered eating, the core model of objectification theory (Fredrickson & Roberts, 1997) has been replicated and extended in research across most sexual minority groups (e.g., Haines et al., 2008; Wiseman & Moradi, 2010), but not bisexual women. The present study tested the tenets of objectification theory with a sample of 316 bisexual women and further extended this theory by examining the roles of 2 minority stressors-antibisexual discrimination and internalized biphobia-that are contextually salient for bisexual women. A latent variable structural equation model was conducted, and the model yielded a good fit to the data. Antibisexual discrimination and internalized biphobia (but not sexual objectification experiences) yielded significant unique links with internalization of sociocultural standards of attractiveness (internalization of CSA). Next, internalization of CSA yielded a significant unique link with body surveillance. In addition, antibisexual discrimination, internalization of CSA, and body surveillance yielded significant unique links with body shame. Finally, sexual objectification experiences, internalization of CSA, and body shame yielded significant unique links with eating disorder symptomatology. Beyond the direct relations, antibisexual discrimination yielded significant positive indirect links with body surveillance, body shame, and eating disorder symptoms. Internalization of CSA yielded significant positive indirect links with body shame and eating disorder symptoms. Lastly, body surveillance yielded a significant positive indirect link with eating disorder symptoms. Implications for research and practice with bisexual women are discussed. (PsycINFO Database Record (c) 2014 APA, all rights reserved).

Navigating the borderlands: the roles of minority stressors, bicultural self-efficacy, and cognitive flexibility in the mental health of bisexual individuals.

The present study examined the relations of minority stressors (i.e., experiences of prejudice, expectations of stigma, internalized biphobia, outness/concealment of bisexuality) as well as posited mental health promoters (i.e., bicultural self-efficacy, cognitive flexibility) with psychological distress and well-being in a sample of 411 bisexual people. Most of the minority stress variables were related positively with psychological distress and negatively with well-being, whereas the mental health-promoting variables were related negatively with psychological distress and positively with well-being. Results also indicated that expectations of stigma mediated the associations of antibisexual prejudice with greater distress and lower well-being, internalized biphobia was related directly with greater distress and lower well-being, and outness was linked with some costs and benefits. Moderated mediation analyses offered some evidence consistent with cognitive flexibility (but not bicultural self-efficacy) as a moderator. Specifically, within the mediation models, cognitive flexibility moderated the unique direct relation of antibisexual prejudice with psychological well-being, the relation of antibisexual prejudice with expectations of stigma, and the indirect relations of antibisexual prejudice with distress and well-being through the mediating role of expectations of stigma. These moderations were consistent with the expected buffering role of cognitive flexibility, but they also revealed that some of this buffering effect is exhausted in the context of high prejudice. Limitations of the study as well as implications for future research and practice with bisexual populations are discussed.

Testing the tenets of minority stress theory in workplace contexts.

The links of minority stressors (workplace discrimination, expectations of stigma, internalized heterosexism, and identity management strategies) with psychological distress and job satisfaction were examined in a sample of 326 sexual minority employees. Drawing from minority stress theory and the literature on the vocational experiences of sexual minority people, patterns of mediation and moderation were tested. Minority stressors were associated with greater distress and lower job satisfaction. A mediation model was supported in which the links of discrimination and internalized heterosexism with psychological distress were mediated by a concealment-focused identity management strategy (i.e., avoiding), and the links of discrimination, expectations of stigma, and internalized heterosexism with job satisfaction were mediated by a disclosure-focused identity management strategy (i.e., integrating). Tests of moderation indicated that for sexual minority women (but not men), the positive association of discrimination with distress was stronger at higher levels of internalized heterosexism than at lower levels. In addition, lower levels of internalized heterosexism and concealment strategies (i.e., counterfeiting and avoiding) and higher levels of a disclosure strategy (i.e., integrating) were associated with higher job satisfaction in the context of low discrimination, but this buffering effect disappeared as level of discrimination increased. The implications of these findings for minority stress research are discussed, and clinical recommendations are made.

Workplace support, discrimination, and person-organization fit: tests of the theory of work adjustment with LGB individuals.

The present study explored the links of 2 workplace contextual variables--perceptions of workplace heterosexist discrimination and lesbian, gay, and bisexual (LGB)-supportive climates--with job satisfaction and turnover intentions in a sample of LGB employees. An extension of the theory of work adjustment (TWA) was used as the conceptual framework for the study; as such, perceived person-organization (P-O) fit was tested as a mediator of the relations between the workplace contextual variables and job outcomes. Data were analyzed from 326 LGB employees. Zero-order correlations indicated that perceptions of workplace heterosexist discrimination and LGB-supportive climates were correlated in expected directions with P-O fit, job satisfaction, and turnover intentions. Structural equation modeling (SEM) was used to compare multiple alternative measurement models evaluating the discriminant validity of the 2 workplace contextual variables relative to one another, and the 3 TWA job variables relative to one another; SEM was also used to test the hypothesized mediation model. Comparisons of multiple alternative measurement models supported the construct distinctiveness of the variables of interest. The test of the hypothesized structural model revealed that only LGB-supportive climates (and not workplace heterosexist discrimination) had a unique direct positive link with P-O fit and, through the mediating role of P-O fit, had significant indirect positive and negative relations with job satisfaction and turnover intentions, respectively. Moreover, P-O fit had a significant indirect negative link with turnover intentions through job satisfaction.