Sexual minority individuals suffer stigmatization which often predicts negative mental health outcomes and low self-esteem. However, specific dimensions of identity have been shown to buffer against negative outcomes in racial minorities and other stigmatized groups. Yet, limited research has examined identity as a buffer for sexual minorities. This thesis aimed to explore the moderating role of identity characteristics between sexual stigma and mental health outcomes. Findings in a sample of 209 gays, lesbians, and bisexuals suggested that public stigma, centrality, and private regard predict psychological distress. Private regard also emerged as a predictor of self-esteem. Additionally, centrality and public stigma interacted such that those who reported higher centrality of sexual minority identity did not report decrements to self-esteem in the face of public stigma to the extent as those who reported lower centrality. These findings suggest centrality and private regard are key factors in the psychological well-being of sexual minorities.

Lesbian, gay, and bisexual individuals must regularly navigate stigma, or social situations in which they are devalued because of their sexual orientation. The research has well established minority stress processes which link situations of stigma to reports of poor psychological well-being. However, protective factors leading to healthy psychological well-being are relatively understudied. This dissertation is a review of protective factors that have already emerged in the research and an assessment of these protective factors simultaneously to better understand how they influence psychological well-being. I recruited adult sexual minority participants using a comprehensive social media approach. I then tested mastery, problem-solving coping, cognitive flexibility, structural factors, social support, self-compassion, hope, community connectedness, meaning making, and emotional openness on both measurements of positive and negative psychological well-being. Boosted regression analyses were used to assess the relative influence of the protective factors and while accounting for multicollinearity among the many protective factors. This was followed by OLS regression for cross validation. Results of the boosted regression trees indicate that hope, mastery, self-compassion, and social support are the most influential protective factors. This was supported by the OLS regressions. These results point to individual and social factors that affect psychological well-being of sexual minorities. Ultimately this dissertation provides a focused target for future research on intervention using these top protective factors. Additionally, this dissertation expands protective factors previously only examined in lesbian, gay, and bisexual individuals to a broader sexual minority population.

Acculturation process has been associated with various mental health outcomes among Taiwanese/Chinese international students (Wang & Mallinckrodt, 2006; Zhang & Goodson, 2011), and those who also identify as sexual orientation minority may have unique acculturation processes compared to their heterosexual counterparts (Oba & Pope, 2013; Quach, Todd, Hepp, & Mancini, 2013). Limited understanding has been established on the impact of dual cultural exposures and the multiple marginalized identities may have on international sexual orientation minority’s sexual orientation identity development, particularly for women from countries with Chinese cultural heritages. Using Consensual Qualitative Research method, this dissertation focuses on gaining understanding of the experiences of Taiwanese sexual orientation minority women (nǚ tongzhi) developing sexual orientation identity during their residence in the U.S. Results indicate the overall accepting social and political atmosphere in the U.S. was an important factor in the acculturation and enculturation processes for Taiwanese nǚ tongzhi. Yet, these women experienced acculturative stress and multiple minority stress against their multifaceted identity. They also reported acculturative stress upon re-entry to Taiwan regarding managing their identity disclosure, and experiences of pressure to conform to cultural norms related to gender and heteronormative family structure. The manuscript concludes with strengths and limitations of the present study, suggestions for future research, and clinical implications for counseling psychologists.

The original purpose of this quantitative study was to compare 5 self-reported sexual minority stress (SMS) factors experienced by lesbian and gay police officers to discover if lesbian or gay police officers experience more SMS, and which factor, if any, is the biggest stressor for either group as measured using subscales of the Daily Heterosexist Experiences Questionnaire (DHEQ). This study partially incorporated minority-stress theory as applied to sexual minorities. This study used subscales from the DHEQ in anonymous, online surveys. Because of the low response rate, the study changed to compare the group of lesbian and gay police officers' self-reports on levels of feelings of vigilance, harassment/discrimination, isolation, vicarious trauma, and victimization as compared to the established population values. The central research question asked if there was a significant difference between lesbian and gay police officers and the established population on self-reported factors of SMS, as measured by the DHEQ. Two-tailed t tests were used to analyze the data. The results showed that lesbian and gay officers reported significantly less SMS as determined by the 5 factors on the DHEQ. The results of this study could provide an impact on how administrators treat lesbian and gay officers and how LGBT policies are created and implemented for internal and external (e.g. LGBT communities) interactions. The results of this study could also provide insight for police psychologists and other mental health practitioners about SMS.

This dissertation describes a qualitative study that explored the perceived barriers to reporting military sexual assaults that servicewomen experienced following a sexual assault while on active duty. The study aimed to answer the following research questions: (1) What barriers to reporting did servicewomen who survived sexual assault in a military setting perceive?; (2) What role did betrayal (the act of going against a promise) play in their decision? Semi-structured interviews with three servicewomen who were sexually assaulted while on active duty and did not report the assaults were analyzed using Interpretative Phenomenological Analysis. Four superordinate themes emerged from the data including (1) external factors, (2) internal processes, (3) interpersonal aspects, and (4) need for a cultural shift. A review of existing literature, research methodology implemented, a review of results including supporting quotes from participant narratives, and a discussion of the results will be presented in this dissertation. A minority stress model adapted for servicewomen will be explored, as well as implications for clinicians and suggestions for future research.

This study explored the influence of minority stress on the career and life-space developmental trajectory (Super, 1990) with a sample of gay, bisexual, and queer men. Approximately 202 self-identifying sexual minority males were recruited across the United States via the internet. The study tested a model in which dyadic adjustment and career satisfaction mediated the relationship between three specific minority stressors (internalized homophobia, concealment motivation, and stigma sensitivity) and four specific life roles (partner, occupational, homemaker, and parental life roles). A measured variable path analysis (MVPA) was conducted with the following measures: the Internalized Homophobia Scale (Martin & Dean, 1987); Stigma Sensitivity Scale (Mohr & Kendra, 2011); Concealment Motivation Scale (Mohr & Kendra, 2011); Dyadic Adjustment Scale (Sharpley & Rogers, 1984); Career Satisfaction Scale (Greenhaus, Parasuraman, & Wormley, 1990); and the Life Role Salience Scales (Amatea, Cross, Clark, & Bobby, 1986). The data fit the proposed model well. Internalized homophobia and stigma sensitivity significantly contributed to dyadic adjustment, while dyadic adjustment significantly contributed to partner role saliency. Dyadic adjustment partially mediated the relationship between internalized homophobia and partner role saliency, as internalized homophobia directly contributed to ratings of partner role saliency and parental role saliency. Dyadic adjustment fully mediated the relationship between stigma sensitivity and partner role saliency. None of the minority stressors significantly contributed to ratings of career satisfaction, nor did career satisfaction mediate the relationship between minority and the life role saliency measures. Implication for practitioners, recommendations for social justice, as well as limitation and directions for future research were provided.

Body dissatisfaction is a growing problem in the gay male population, with serious implications for psychological and social well-being. Gay men tend to be at higher risk of body dissatisfaction than their heterosexual counterparts. They report lower levels of body satisfaction and have higher rates of risky behaviors such as anabolic steroid use, eating disorders, and over-exercising (Gil, 2007; Willoughby et al., 2008; Kaminski et al., 2004). It is difficult to determine the cause of this issue in the gay community; however, two theories have been proposed to help explain this phenomenon. Minority stress theory posits that it relates to added stress involved with being part of a minority group. Gender role strain theory identifies these concerns with the strain to conform to masculine gender roles. A common link to bridge the two theories together may be visibility management, which is the way gay men carefully disclose behaviors that would identify their sexual orientation (Lasser & Tharinger, 2003). The proposed method will include participants that will be approximately 130 gay men 18-23 years of age. Participants will be sought through online collection from universities in the United States. Participants will respond to empirically validated measures in regards to Minority Stress, Gender Role Strain, Visibility Management, and Body Dissatisfaction to help determine if what links there are between these variables. / text

Purpose : The purpose of this paper is to explore the influence demographic factors have on the way lesbians and gay men manage their sexual orientation at work. Design/methodology/approach : Based on data taken from a cross-sectional survey of 1308 gay and lesbian employees working in Germany, four regression models are proposed. The means of managing one's homosexuality at work was measured by the 31 items containing WSIMM from Anderson et al. (2001). Findings : Results indicate that being in a relationship is related to increased openness about one's homosexuality at work. Furthermore, it appears that the older and the more religious lesbian and gay employees are, the more open (and therefore less hidden) about their sexuality they are. Having a migratory background is related to being more guarded about one's sexual orientation, whereas personal mobility within the country is not related to the way one manages one's sexual orientation at work. Lesbians tend to be a little more open and less guarded about their homosexuality compared to gay men. Research limitations/implications : The focus of this research (and the related limitations) offers several starting and connecting points for more intersectional research on workforce diversity and diversity management. Practical implications : The study's findings indicate the need for an intersectional approach to organizational diversity management strategies. Exemplified by the dimension "sexual orientation" it can be shown that the impact each dimension has for an employee's everyday workplace experiences and behavior in terms of a certain manifestation of one dimension of diversity, can only be understood in terms of its interplay with other dimensions of diversity. Theoretical implications : The intersectional perspective on employees' stigma-related minority stress allows a deeper and more comprehensive understanding of the experiences of individuals in workplace settings. This theoretical framework proposed in this article can therefore be a connecting point for theoretically framing future studies on workforce diversity and diversity management. Originality/value : It is shown that manifestations of demographic factors that tend to broaden the individual's coping resources for stigma-relevant stressors, lead to more openness about one's homosexuality in the workplace. (author's abstract)

The goal of this dissertation is to examine minority stress in the lives of gay and lesbian individuals and couples. To do this I conducted three separate, but empirically and conceptually related studies using data from 68 self-identified gay men and lesbians. Of these, 38 participants were coupled (n = 19 couples). All three studies were informed by minority stress theory. In the first study I examined individual (N = 68) and partner (n = 38) correlates and associations with concern for safety because of sexual orientation and harassment because of sexual orientation. Comfort with homosexuality was the strongest negative predictor of concern for safety because of sexual orientation. Further, involvement with gay related activities was found to be the strongest positive predictor of harassment because of sexual orientation. In the next two studies I examined the daily influence of minority stress for same-sex couples (n = 19). In the second study I examined how daily public displays (PDA) of affection are associated with daily relationship satisfaction, daily concern for safety because of sexual orientation, and daily harassment because of sexual orientation. I found daily PDA to be positively associated with concurrent and lagged relationship satisfaction, positively associated with concurrent and lagged concern for safety, and concurrent, lagged, and prospective increases in harassment because of sexual orientation. In the third and final study I examined the moderating effect of daily relationship satisfaction on the relationships between daily concern for safety and harassment in predicting daily physical health and well-being. I find that daily concern for safety and harassment are not associated with daily physical health suggesting that the negative effects of minority stress on physical health are more cumulative and do not fluctuate from day-to-day. I also find that daily relationship satisfaction does moderate the relationship between daily concern for safety and harassment and their daily well-being in unexpected ways. Collectively, this dissertation illustrates the complex influence of minority stress in the lives of gay and lesbian individuals and couples in two ways: first, as it pertains to how personal characteristics and behaviors (e.g. involvement with gay related activities and engagement in PDA) are associated with minority stress overall and on a daily basis; second, by illustrating the daily influence of minority stress on daily physical health and well-being. In conclusion, in these studies I highlight the complexity of life and how minority stress, stress that is unique to gay men and lesbian individuals and couples, complicates otherwise beneficial behaviors. Further, I illustrate the long and short term ramifications minority stress has on gay men and lesbian individuals and couples.

Every employee embodies manifestations of every demographic that attach to him or her different minority and majority statuses at the same time. As these statuses are often related to organizational hierarchies, employees frequently hold positions of dominance and subordination at the same time. Thus, a given individual's coping strategies (or coping behavior) in terms of minority stress due to organizational processes of hierarchization, marginalization and discrimination, are very often a simultaneous coping in terms of more than one demographic. Research on minority stress mostly focuses on single demographics representing only single facets of workforce diversity. By integrating the demographics of age, disability status, nationality, ethnicity, race, sexual orientation, and religion into one framework, the intersectional model proposed in this article broadens the perspective on minorities and related minority stress in the workplace. It is shown that coping with minority stress because of one demographic must always be interpreted in relation to the other demographics. The manifestation of one demographic can limit or broaden one's coping resources for coping with minority stress because of another dimension. Thus the manifestation of one demographic can determine the coping opportunities and coping behavior one applies to situations because of the minority status of another demographic. This coping behavior can include disclosure decisions about invisible demographics. Therefore organizational interventions aiming to create a supportive workplace environment and equal opportunities for every employee (e.g. diversity management approaches) should include more demographics instead of focusing only on few. (author's abstract)