The current study examines the predictors and consequences of the ways coworkers react following sexual identity disclosure. We propose that employees may experience different reactions following disclosure depending on their social and sexual identities and that such reactions will impact their job attitudes, well-being, and subsequent identity concealment. Data were collected from 308 lesbian, gay, bisexual, and pansexual employees using a two-wave field survey design. Results for the predictors of coworker reactions indicate that employees who identified as Black, transgender/genderqueer, or bisexual/pansexual reported they experienced more unsupportive reactions from their coworkers following the disclosure of their sexual identity as compared to White, cisgender, and gay/lesbian employees. Supplemental analyses further indicate that Black bisexual/pansexual employees experienced the least positive reactions from coworkers as compared to the other referent groups. Results examining the outcomes of coworker reactions demonstrate that positive disclosure reactions are associated with decreased job satisfaction and increased turnover intentions, emotional exhaustion, and subsequent identity concealment, whereas negative disclosure reactions are associated with increased depressive symptoms and emotional exhaustion. Findings demonstrate a need to expand on conceptual and empirical work on identity disclosure to consider coworker reactions and underscore that the disclosure experiences of sexual minority employees are not uniform.

中文翻译：

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每个行动都会有反应：同事对性少数员工身份披露的反应模型

目前的研究探讨了同事在披露性别身份后的反应方式的预测因素和后果。我们认为，根据员工的社会和性别身份，员工在披露信息后可能会经历不同的反应，这些反应将影响他们的工作态度、幸福感以及随后的身份隐藏。采用两波现场调查设计，从 308 名女同性恋、男同性恋、双性恋和泛性恋员工中收集了数据。同事反应预测因子的结果表明，与白人、顺性别者和男同性恋者相比，黑人、跨性别者/性别酷儿或双性恋/泛性恋者在披露自己的性身份后，会受到同事更多的不支持反应雇员。补充分析进一步表明，与其他参考群体相比，黑人双性恋/泛性恋员工从同事那里得到的积极反应最少。检查同事反应结果的结果表明，积极的披露反应与工作满意度下降、离职意向增加、情绪疲惫以及随后的身份隐藏有关，而消极的披露反应与抑郁症状和情绪疲惫增加有关。研究结果表明，需要扩展身份披露的概念和实证工作，以考虑同事的反应，并强调性少数员工的披露经历并不统一。