Disentangling Gender-Based Attitudes from Sexuality-Based Attitude: The Person-Based Approach to Measuring Implicit Attitudes Toward Gay Men and Lesbian Women

In this paper, we present the person-based approach to measuring implicit attitudes toward gay men and lesbian women-this approach uses face stimuli rather than traditionally used symbols, and creates salient social categories through contextual variation techniques. Across 5 experiments using the Go/No Go Association Task (n = 364), we present evidence that the person-based approach can disentangle implicit gender-based attitudes from implicit sexuality-based attitudes, that these attitudes vary as a function of participant gender and sexuality, and that they are different to attitudes elicited by typically used stimuli. We demonstrate that implicit person-based gender attitudes toward straight and gay people are similar and are consistent with the literature (i.e. attitudes toward [lesbian] women are more positive than attitudes toward [gay] men). However, we reveal a reversed pattern of findings for person-based implicit sexuality attitudes (i.e. attitudes toward gay men are more positive than attitudes toward lesbian women). These findings suggest that the person-based approach uniquely captures nuanced implicit attitudes toward gay men and lesbians, raising important questions regarding previous findings.

A Systematic and Meta-Analytic Review of Identity Centrality among LGBTQ Groups: An Assessment of Psychosocial Correlates

The degree to which an identity is an important aspect of one's self-concept (i.e., identity centrality) relates to both health and prejudice experiences of minority groups. Individuals with greater levels of identity centrality view their world through the lens of that identity. This allows them to engage in more positive identity-relevant experiences. However, it could also heighten their perceptions of in-group threat. Among LGBTQ groups, the relationship between identity centrality and psychosocial outcomes is yet to be established. In this paper, we investigated the relationship between LGBTQ identity centrality and psychosocial outcomes via a comprehensive systematic (k = 89, N = 35,950) and meta-analytic (k = 57, N = 26,704) literature review. Results indicated that greater levels of LGBTQ centrality relates to more positive identity-relevant affirmations (.155 ≤ r's ≤ .419), but also greater prejudice/discrimination perceptions and experiences (-.271 ≤ r's ≤ -.128). We found no evidence of a relationship between LGBTQ centrality and health outcomes (-.052 ≤ r's ≤ .040). Importantly, we found that these relationships are more beneficial for some LGBTQ groups (gay men), than for others (bisexual/transgender individuals). Findings from this review provide important and necessary insights on the role of LGBTQ identity centrality and identify crucial gaps in the literature that should be addressed.

Employment Precarity Strengthens the Relationships Between the Dark Triad and Professional Commitment

The Dark Triad traits of Machiavellianism, narcissism, and psychopathy have been found to negatively impact work behaviors including information sharing, reporting of unethical conduct, and mistreatment of colleagues and subordinates. However, research has found the Dark Triad can also be related to forms of organizational commitment which underpin positive work behaviors, including engaging in tasks and duties beyond those required (i.e., “going above and beyond”). Professional commitment is a broader form of commitment that has been found to be significantly related to organizational commitment, sharing antecedents, and having similar outcomes. Professional commitment, the affective, normative, and continuance commitment toward one's profession or occupation, has the benefit of applying to individuals employed by organizations as well as those working for themselves or between jobs. In this research, we explore relationships between professional commitment, using previous research on the relationship between the dark triad traits of Machiavellianism, psychopathy, and narcissism and organizational commitment, as a basis for predictions. We also explored two forms of precarious employment (career interruptions and part-time or casual work) as possible moderators of the dark triad-professional commitment relationship. Participants were 184 Australian professionals (52.2% men), a slight majority of whom had experienced a career interruption (69.6%) or a year or more of part-time or casual employment (70.7%). The results showed that psychopathy had a negative association with affective commitment, whereas Machiavellianism was positively related to normative commitment, and narcissism was positively related to normative and continuance commitment. Using regression analysis, we found that among individuals who have worked in part-time/casual employment longer, Machiavellianism and psychopathy had significantly stronger negative associations with affective commitment. In contrast, among individuals who have had a significant career interruption, Machiavellianism had significantly stronger positive association with continuance commitment. These findings help expand our understanding of both the dark triad and its contingent impact on workers' attachment to their profession.