...
  • 主题
高级搜索  >
历史搜索 清空历史
首页> 外文期刊>The American psychologist >Toward an Affirmative Lesbian, Gay, Bisexual, and Transgender Leadership Paradigm
【24h】

Toward an Affirmative Lesbian, Gay, Bisexual, and Transgender Leadership Paradigm

机译：建立积极的女同性恋，男同性恋，双性恋和变性者领导范式

获取原文
获取原文并翻译 | 示例
           
页面导航
  • 摘要
  • 著录项
  • 相似文献
  • 相关主题

摘要

This article presents an affirmative paradigm for under-standing the leadership of sexual minorities—that is, les-bian, gay, bisexual, and transgender (LGBT) people. Al-though research on LGBT issues in leadership to date isalmost nonexistent, there are several bodies of literaturethat can contribute to an understanding of the uniqueleadership challenges faced by sexual minority people.These include the literatures on stigma and marginaliza-tion, leadership in particular status groups (e.g., collegestudents, women), and LGBT vocational issues (especiallyworkplace climate and identity disclosure). We propose anew, multidimensional model of LGBT leadership enact-ment that incorporates sexual orientation (particularly re-garding identity disclosure), gender orientation (includingleader gender), and the situation (conceptualized here asgroup composition); the model also is embedded in context,the most relevant factors that affect the enactment of lead-ership being stigma and marginalization. We explicate thismodel with findings and concepts from relevant literatures,and we conclude the article with recommendations forbuilding a scholarly literature in LGBT leadership.
机译：本文提出了一个肯定的范式，用于了解性少数群体（即同性恋，双性恋和变性者（LGBT））的领导地位。尽管迄今为止几乎没有关于领导力中的LGBT问题的研究，但仍有许多文献可以帮助理解性少数群体面临的独特的领导力挑战，包括关于污名化和边缘化的文献，特别是关于领导地位的文献。团体（例如，大学生，妇女）和LGBT职业问题（尤其是工作场所的气候和身份披露）。我们提出了一个新的，多维的LGBT领导力制定模型，该模型包括性取向（特别是重新公开身份），性别取向（包括领导者性别）和情况（此处概念化为群体组成）;该模型还嵌入上下文中，影响领导权制定的最相关因素是污名化和边缘化。我们用来自相关文献的发现和概念来说明该模型，并以建立LGBT领导层的学术文献的建议作为本文的结尾。

著录项

相似文献

  • 外文文献
  • 中文文献
  • 专利
获取原文

客服邮箱：kefu@zhangqiaokeyan.com

京公网安备：11010802029741号 ICP备案号：京ICP备15016152号-6 六维联合信息科技 (北京) 有限公司©版权所有

  • 客服微信

  • 服务号