Drive for muscularity and sexual orientation: Psychometric properties of the Italian version of the Drive for Muscularity Scale (DMS) in straight and gay men.

2016 ◽  
Vol 17 (2) ◽  
pp. 137-146 ◽  
Author(s):  
Amanda Nerini ◽  
Camilla Matera ◽  
Duccio Baroni ◽  
Cristina Stefanile
Keyword(s):  
Sexual Orientation ◽  
Psychometric Properties ◽  
Gay Men ◽  
Italian Version ◽  
Drive For Muscularity

Psychometric properties of the Italian version of the Personality Assessment Inventory (PAI).

2018 ◽  
Vol 30 (9) ◽  
pp. 1226-1236 ◽  
Author(s):  
Claudia Pignolo ◽  
Santo Di Nuovo ◽  
Mario Fulcheri ◽  
Adriana Lis ◽  
Claudia Mazzeschi ◽  
...  
Keyword(s):  
Psychometric Properties ◽  
Personality Assessment ◽  
Personality Assessment Inventory ◽  
Italian Version

The Decent Work Questionnaire: Psychometric properties of the Italian version

2021 ◽  
Author(s):  
Tânia Ferraro ◽  
Nuno Rebelo dos Santos ◽  
Leonor Pais ◽  
Salvatore Zappalà ◽  
João Manuel Moreira
Keyword(s):  
Psychometric Properties ◽  
Decent Work ◽  
Italian Version

Psychometric Properties of the Italian Version of the Psychological Capital Questionnaire

2015 ◽  
Vol 23 (2) ◽  
pp. 149-159 ◽  
Author(s):  
Guido Alessandri ◽  
Laura Borgogni ◽  
Chiara Consiglio ◽  
Giusy Mitidieri
Keyword(s):  
Psychometric Properties ◽  
Psychological Capital ◽  
Italian Version

The impact of demographic factors on the way lesbian and gay employees manage their sexual orientation at work

2015 ◽  
Vol 38 (9) ◽  
pp. 992-1015 ◽  
Author(s):  
Thomas Köllen
Keyword(s):  
Sexual Orientation ◽  
Gay Men ◽  
Demographic Factors ◽  
Diversity Management ◽  
Coping Resources ◽  
Cross Sectional Survey ◽  
Content Type ◽  
Lesbian And Gay ◽  
The Impact ◽  
The Way

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 1,308 gay and lesbian employees working in Germany, four regression models are proposed. The means of handling one’s homosexuality at work was measured by the 31 items containing Workplace Sexual Identity Management Measure 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. 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.

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