The effects between Coming Out and Workplace Friendship on Job Satisfaction in Taiwan

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(1)The Effects between Coming Out and Workplace Friendship on Job Satisfaction in Taiwan. by Yu-Cin Lin. A Thesis Submitted to the Graduate Faculty in Partial Fulfillment of the Requirements for the Degree of MASTER OF BUSINESS ADMINISTRATION Major: International Human Resource Development. Advisor:. Chih-Chien Steven Lai, Ph.D. National Taiwan Normal University Taipei, Taiwan June, 2018.

(2) ACKNOWLEDGEMENT I would first like to thank my thesis advisor, Steven Lai. He was always open whenever I ran into a trouble or had a question about my thesis and when I had trouble choosing topic. He consistently allowed this paper to be my own work, but steered me in the right the direction whenever he thought I needed it. I would also like to thank friends who were involved in the pilot test for this research including Debby Hsia with her friends and Haha Wang. Without their passionate participation and input, this research could not have been successfully conducted. I would also like to acknowledge my classmates including Edison, Anna, Debby, Ainsley, Richard, Jasmine and Karen, giving me lots of suggestions and guidance. I am very gratefully indebted to his/her for his/her very valuable comments on this thesis. Finally, I must express my very profound gratitude to my parents for providing me with unfailing support and continuous encouragement throughout my years of study and through the process of researching and writing this thesis. This accomplishment would not have been possible without them. Thank you..

(3) ABSTRACT Recently, more attention has been paid to the right and awareness of homosexual people. More and more scholars abroad have studied the related issues. For homosexual, however, whether to come out in the workplace remains a difficult decision. It is possible that after coming out in the workplace, the homosexual people might be discriminated or treated unequally. To put it differently, coming out will not only let homosexual gain self-confidence but also release the stress from the workplace, furthermore, it can be transformed to a positive attitude to advance the degree of job satisfaction. As a consequence, the mission of this study is to investigate: (a) how will coming out influence job satisfaction; (b) the relationship between workplace friendship and job satisfaction; (c) how workplace friendship will influence coming out choice. In total, 515 valid responses were collected by online questionnaire and respondents were asked for filling demographic information then data were analyzed by AMOS and SPSS. Results showed that coming out and workplace friendship will improve job satisfaction. This study hopes to understand coming out status and the level of workplace friendship that homosexual people are treated in the company, giving them the guidance to help improve job satisfaction.. Keywords: come out, workplace friendship, job satisfaction, homosexual.

(4) TABLE OF CONTENTS ABSTRACT………………………………………………………………..……I TABLE OF CONTENTS…………………………………...…........................III LIST OF TABLES…………………………......……………….........................V LIST OF FIGURES……………………..…………………….........................VII CHAPTER I. INTRODUCTION……………………………………...…….....1. Background of the Study………………………………………………………………………1 Statement of the Problem……………………………………………...……...……………….3 Purpose of the Study……………………….…………………….……………………………3 Questions of the Study………………….…………………….……………………..………...4 Significance of the Study………………….…………………….…………………..……...…4 Delimitation of the Study……………………………………….…………………..…………5 Definition of Terms………………….…………………….…………………………..………5. CHAPTER II. LITERATURE REVIEW…………….………………………..7. Coming Out………………….…………………….…………………….………….…………7 Workplace Friendship……………………………………........……………………………..11 Job Satisfaction………………………………………………...…….…………..…….…….14 Coming Out and Job Satisfaction………………….…………………….………….………..15 Workplace Friendship and Job Satisfaction………………………………………...………..19 Coming Out and Workplace Friendship……………………………………………...............19. CHAPTER III. METHODOLOGY…………………………………………..23. Research Framework…………………………………………………………………………23 Research Hypotheses…………………………………………………………………………23.

(5) Research Procedures…………..………………………………………………………….…..24 Participants………………………….………………………………………………………..26 Instrument…………………………………………………………………………………….27 Validity and Reliability….……………………….……………………………………...........29 Data Analysis……………………………………………………………...………………….35. CHAPTER IV. FINDINGS AND DISCUSSIONS..………………….….......39. Descriptive Analysis………………………….…………………….………………………..39 Differences in Control Variables…………………………….……………………………….41 Relationships between Three Variables…………………………………………………...43 Discussions………………………………………………………………………………… 46 Summaries…………………………………………………………………………………....47. CHAPTER V. CONCLUSIONS AND RECOMMENDATIONS…………...49. Conclusions…………………………………………………………………………………..49 Practical Implications of the Study…………………………………………………………..49 Research Limitations…………………………………………………………………………51 Future Research Suggestions…………………………………………………………………51. REFERENCES………………………………………………………………...53 APPENDIX A: ONLINE QUESTIONNAIRE………………………………...63 APPENDIX B: QUESTIONNAIRE (CHINESE VERSION)…………………73 APPENDIX C: QUESTIONNAIRE (ENGLISH VERSION)………………....79.

(6) LIST OF TABLES Table 3.1. Reliability of Pilot Test……………………………………………......................30 Table 3.2. Confirmatory Factor Analysis of Workplace Friendship...…………………........30 Table 3.3. Confirmatory Factor Analysis of Job Satisfaction………….…….……………..33 Table 3.4. Model Fit Indexes……………………………………………………………….35 Table 3.5. Criteria of Suggested Model Fit…………………………………………………37 Table 4.1. Descriptive Statistics on Sample Characteristics………….……………..............40 Table 4.2. Independent T-test for Gender Differences………….……………………….…..41 Table 4.3. Independent T-test for Coming Out Situation Differences……………………....42 Table 4.4. Independent T-test for Position Differences (N = 515).………………….............42 Table 4.5. Chi-Square Test of Coming Out………………………………………..………..43 Table 4.6. Mean, Standard Deviations, Correlations and Reliability……………………….45 Table 4.7. Hypothesis Testing Results Summary...………………………………………...48.

(7) LIST OF FIGURES Figure 3.1. Research framework............................................................................................23 Figure 3.2. Research procedure ............................................................................................25 Figure 3.3. Measurement model of workplace friendship......................................................3 Figure 3.4. Measurement model of workplace friendship (modified) ...................................32 Figure 3.5. Measurement model of job satisfaction...............................................................34 Figure 3.6. Measurement model of job satisfaction (modified)……………………..……...34.

(8) CHAPTER I INTRODUCTION This chapter consisted of Background of the study, statement of the problem, purpose of the study, questions of the study, significance of the study, delimitation, and the definition of terms.. Background of the Study Can coming out as a gay or a lesbian influence their job satisfaction in the workplace? Are there any discriminations between employers and their colleagues and those group of people? What will happen when someone talks about her/his sexual orientation? It was not until in 1930’s did the vocabulary Tong-Shin-Liang, as the same meaning of homosexual, show up in Chinese academic literature. However, different from the terms of Western countries, local Taiwanese used to call homosexuality such as Bo-Li-Chuan (the glass circle), Tu-Ze (rabbit) or Ren-Yao (man monster). In the late 1950s, finally, the English vocabulary “gay” was introduced to Taiwan through US tourists, and it was the first time that gay replace the word Bo-Li- Chuan. Recently, there is an increasingly acceptance of the Homosexual in the current society. Many scholars have reached the goal from some of the aspects so far. One of the most significant method is to look at public thought on homosexual (Lax, & Phillips, 2009). Due to the rising number of homosexual populations, there are some particular values and norms that homosexual population are unwilling to share with the homosexual population. They want to work with same sex because they think that heterosexual population are disgusting and let them feel sick. Based on Marsiglio (1993), it was reported that up to 46% of gay have lost one friend after disclosing their sexual orientation. Moreover, some of the researchers have discovered that there is a factor of increasing risk in the gay community which indicated that they may.

(9) have depression, anxiety or even low in self-esteem. Also, there are still psychological health issues in gay and lesbians, due to the discrimination (Chakraborty, McManus, Brugha, Bebbington, & King, 2011) and the reason might because of being unable to come out. It will prevent homosexual employees from getting good performance if the workplace is discriminated and hostile. Furthermore, it will gain more costs because of employees’ absenteeism, and they will also be lack of self-confidence, reporting in low job satisfaction, and need someone else to motivate them. Many scholars (Badgett, Lau, Sears, and Ho, 2007; Blandford, 2003; Clain and Leppel, 2001) suggest that homosexual might have experienced a very difficult time in the labor market outcome, to put it differently, there may be some discriminations on their wages or income. Badgett et al. (2007) found a positive connection between coming out and a non-discrimination policy in their workplace. Winfeld and Spielman (2001), asserted that we should create a supportive workplace in order to let these gay and lesbians have a more positive work environment and attitude. At the same time, researchers have continuously proved a theory that there is a positive effect on the employees’ achievement including work-related attitude and their behaviors. It was indicated that the employees may get assistances or feedbacks from the workplace, subordinates, supervisors and the clients in their companies. Only when after we improve the level of workplace friendship can one employee come out with comfort. Therefore, there is a need to study whether coming out or workplace friendship will influence job satisfaction. By this method, we can find the relevant issues and ways to help homosexual enhance their self-capability in order to gain their job satisfaction..

(10) Statement of the Problem Come out to be a lesbian or gay, or so called “disclosure”, might be a stressful topic for homosexual. Coming out contains the very beginning action of admitting the sexual orientation. In this step, sometimes it will be followed with the uncertainty and some questions inquired by someone else of being as a homosexual (Savin-Williams, 1990). Even though many societies have stated that the rate of acceptance of LGBT group has already grown up, still other researchers are continuing to provide attention and care about what will happen after the choice of coming out, and have put plenty of emphasis on the problem of safety first. Vargo (1998) has warned that there will be some potential problems after coming out including in their family, society, and even finance. In addition, how will the workplace be in order to accept homosexual? What Although the workplace may be friendly, but still, there are lots of people have the opposition aspect toward homosexual. As a consequence, the problem of coming out in the workplace should not be neglected, and it is important to enhance the level and the content of the real workplace friendship in order to let those gay and lesbian employees to reach the goal of their company and have a higher job satisfaction.. Purpose of the Study Nowadays, it is such a progressive and civilized society that we are receiving the latest news and conceptions. For example, the gay marriage will be one of the instances. There are some problems that Homosexual are easier to experience and affected by the perspectives after they have chosen to come out. To understand what will happen after one person decide to come out and try to open his or her sexual orientation in the workplace will help strengthen the awareness of how their job satisfaction will be. The main purpose of this research is to measure.

(11) his or her job satisfaction after someone decides to come out and also want to examine how the workplace friendly level or degree will influence not only the choice of coming out but also how openly will someone disclosure his or her sexual orientation. Juster, Smith, Ouellet, Sindi, and Lupien (2013) stated that “Completely disclosing one’s sexual orientation is correlated with less stress (and its various manifestations)” (p. 105). Therefore, we will explore homosexual job satisfaction to see whether there is any correlation with before they came out and the affection.. Questions of the Study Based on the preceding part of background of study and the purpose of the research, the research questions were developed below: 1.. Whether coming out will influence job satisfaction and how does the level of coming out will influence job satisfaction?. 2.. Does workplace friendship have any relationships with job satisfaction?. 3.. Does workplace friendship influence the degree and choice of coming out?. Significance of the Study This research intends to give a new perspective of job satisfaction of homosexuality. The result of the study will not only focus on the homosexual’s job satisfaction but also give a guidance to them when they are in the dilemma of whether to come out in their workplace or not. The research will help those gays and lesbians pay attention to their sexual identity instead of being hiding in the closet for a long time. Although there are lots of reasons that will influence the behavior of homosexual, but based on the self-experience, it is believed that disclose one’s sexual orientation is the first step to identify themselves. This study is also expected to make the working environment in a friendly way for gays and lesbians as well as.

(12) all the employees. Moreover, we hope that through this research, we can rebuild the concept of workplace friendly and gain their job satisfaction for those who have come out openly in order to prevent them from being treated with discrimination and Stigma.. Delimitations of the Study This research aims to check out the relationships between coming out, workplace friendship, and job satisfaction. There are four items in coming out in order to recognize the participant’s coming out status. It contains completely concealed, incline to conceal, incline to disclose, and completely disclosed to let them choose. This study will only focus on homosexual, as a consequence, which means that it only includes gay and lesbians and limits the participants. However, the originally participants were thought to be LBGTQ, which stands for Lesbian, Bisexual, Gay, Transgender, Queer. After considering the study scope, the study narrows the scope due to the number of the population and let it to be more specific. To put it another way, the study will focus on gay and lesbians whether they have come out or not, having friendly or discriminate experience in the workplace that influence their choice of coming out. Last, thanks for the convenience of internet, some of the participants will fill out the questionnaire by the internet, while others will use traditional paper questionnaire. Additionally, we hope that every participant can share the precious thoughts, experiences, and feedbacks.. Definition of Terms Come Out In this study, coming out is defined as not only about the process by one individual accepts one person’s sexual orientation, gender identity, (to “come out” to oneself) but also the process by which one shares one’s sexuality, gender identity, or sexed status with in their current.

(13) relationship (to “come out” to others). Come out can be a continual, life-long process for homosexual. The theory of Button (1996) will be adopted in order to measure the level of coming out in this study and test by the 4-point scale.. Workplace Friendship In this study, workplace friendship is defined as, “a voluntary, personal relationship typically providing intimacy and assistance” (p.20). It will be measured by the method called, “Treatment Discrimination toward Sexual Minorities Scale” (Button, 2001), and it will grade the level of discrimination of the participants in the workplace. It contains 9 items in the scale with satisfactory internal consistency (α = .97). The participants need to answer according to a 5-point Likert Scale, and some of the questions are designed in reversed.. Job Satisfaction The definition from Locke (1976) was: “a pleasurable or positive emotional state resulting from an appraisal of one’s job or job experiences” (p. 1304). Hulin and Judge (2003) noted that job satisfaction is made of multidimensional responses to one person’s job and those responses includes affective, cognitive and behavioral. In this study, job satisfaction will be measured by Weiss, Dawis, and England’ s (1967) Minnesota Satisfaction Questionnaire (MSQ) short form, and there are 20 questions in the questionnaire. Each participant should rate their degree of their current job’s satisfaction.. Gay A sexual and affectional orientation toward people of the same gender.. Lesbian A woman whose primary sexual and affectional orientation is toward people of the same gender..

(14) CHAPTER II LITERATURE REVIEW This chapter is used to develop the framework of the study and the related literature that needed in this study is being arranged by the researcher. It was divided into coming out, workplace friendship and job satisfaction. Also, we will talk about the relationship between all variables.. Coming Out Basic Definition of Coming Out Homosexual is a sexual orientation that describes sexual attraction or sexual behavior between members of the same sex (Sanders, Reinisch, & McWhirter, 1990). It has been a long time that the group of Homosexual seen as mental illness, guilt behavior, or destroy traditional culture in most of the eastern countries (Wong & Tang, 2003). In contrast, in the western history, the very beginning word that used to described this kind of book was “Homosexual”. Homosexual was viewed as not only a physical or mental illness but also basically focused on the sexual behavior on males. (Wang, 1999) Homosexuality was originally defined as metamorphosis or deviation's behavior in medical system. As the same meaning that translated into Chinese, a large number of people thought it as a negative vocabulary. In 1957, Hooker grouped some of gay together in order to observe the contrast with a group of their heterosexual friends and found that the expert just could not distinguish any differences between the testing two groups. Additionally, they also found that there were rarely differences in adjustment ratings of them. Referred to Gonsiorek (1995), Hooker’s study provided significant evidence that homosexual wasn’t an indication of psychological disturbance. This provided an important turning milestone for the study of gay men and.

(15) lesbians because it challenged the pervious theory that homosexual was considered as a mental illness (Gonsiorek, 1995). Moreover, Chung (1998) has mentioned that there are two viewpoints on the meaning of Homosexual. One is essentialism and the other is constructivism. Essentialism assert that the Homosexuality have constant sexual orientation. They think that sexual orientation can present one person’s internal nature. One person belongs to one particular sexual orientation, which means that there are only two types of sexual orientation. If one person is not a Heterosexual then he will be a Homosexual (Chou, 1995). On the other hand, constructivism hold in different aspect. They think that sexual orientation is not fixed by one person, or we can call it “fluid.” It can be considered as culture related to those complicate relationship of traditional power (Lin, 2001). American Psychiatric Association has already removed Homosexuality out of Psychological abnormality list on 15 December ,1973 (Rothblum, 2000). A large number of researchers have concluded homosexual is a natural situation and some of them have pointed out that it had a relationship in our human beings’ origin, and it’s something about biology, hormones, heritability and genetics; to put it in other words, homosexuality was born in innateness (Alanko et al., 2010; Morgan, 2013). Bailey, Hoskins, Green, and Ritchie (2013) pointed that there was a high heritability rate in homosexual. Differ in heritability, arguments that homosexual was formed biologically, hormonally or genetically were put forward by various scholars (Rice, Friberg, & Gavrilets, 2012). It was not only partly genetic, but also related to a biologically reason. Goodman (1997) asserted that homosexual was a genetically heritable trait and tentatively identified a region of the X chromosome as the cause of same-sex sexual attraction. Other scholars had noted incidents of high heritability of homosexual (Bailey, Willerman, & Parks, 1991; Bailey & Bell, 1993; Bailey et al., 1999) that.

(16) implied that there was a biological/genetic (Blanchard, Zucker, Cohen-Kettenis, Gooren, & Bailey, 1996) or hormonal (Schwartz, Kim, Kolundzija, Rieger, & Sanders, 2010; Blanchard, 2012; Alanko et al., 2010; Diamond, 2013) component to the same-sex sexual attractions of gay men. Nowadays, Heterosexual is still the mainstream group all over the world while Heterosexual account for a minority. Obviously, it is definitely the truth that Homosexual being attached a “label” that some people have the reaction of homophobia, which means that the group of Homosexuality are being discriminated and despised (Warren, 2003; Wong & Tang, 2004).. Process of Coming Out For gay or lesbian group, coming out is almost a struggling problem. They have to come out to lots of groups, such as friends, classmates, families or colleagues. Especially, it is very difficult to come out to their parents, but the most difficult challenge (Ben-Ari, 1995). Coming out is considered a complex process. For homosexual, some of them choose to come out as a gay or lesbian but still others want to keep this secret in mind and act like Heterosexual. Yet, the reasons why they choose to hide in the closet including: (1) irrelevance: feel that being gay matters little; (2) have no improvement but maybe there will be more discrimination more after coming out; (3) due to personal religious beliefs or rules (for example, being a Christian); and (4) politics reason: it may harm the gay community after choosing to come out (Bohan, 1996) Also, coming out is also a difficult process and the choice may be influenced by a wide range of reasons, for instance, the various individual character, social support. Theories on the formation of homosexual identity and the coming out process have outlined through which an individual passed (Cass, 1979). According to Zera (1992), Cass.

(17) would be the pioneer to show a model of homosexual identity in 1979. Cass (1979) held on a theory that every person would experience six non-age-specific stages: (1) identity awarenessone person will find that he or she is different from others; (2) identity comparison- someone believes that he or she might be homosexual, but does his or her best to hide and conceal, acting to be heterosexual; (3) identity tolerance- someone discovers that he or she will be attracted by the same gender and he or she is homosexual; (4) identity acceptance- he or she starts to enter the gay community and tries to get more information that can be found; (5) identity pride- the person turns to be active in the gay community; and (6) synthesis- the person finally completely accepts himself or herself. Still, there are many other different models which had explained the reasons and processes that how a person identity themselves to be a gay or lesbian. De Cecco and Shively (1984) proposed three forms in which they identity formulation has been discussed about: biological, psychological, and socio-cultural. Ben-Ari (1995) and Bohan (1996) have proposed a study in when gay comes out to their parents, In the beginning, they focus on the functions of coming out, while the next part focusing on parents’ concerns their children’s incident of the disclosure. Furthermore, even though there is a rising acceptance of LGBT (lesbian, gay, bisexual, and transgender) group, a lot of researchers still devoting themselves continuing to emphasize about the safety issues after they choose to come out. Vargo (1998) has warned that if you want to come out, you should care about the potential familial, social, and financial problems. Additionally, many researchers have advised the group of LGBT that after they establish the financial and housing stability should they come out but to avoid being kicked out from his or her parents’ home. (Savin-Williams, 1998)..

(18) It is thought that coming out is a complex process. Some people choose to come out, while others may hide in the closet by their own choice, such as keep it in as a secret or act as the Heterosexuality do. The coming out process is mostly designed by the people’s local culture. In American culture, it is significant if one person he wants to build self-identity, then he is supposed to come out. Take Bohan (1996) for example, he pointed that there are multiple functions as coming out. It has not only therapeutically effectiveness, but also strengthens selfesteem and helps someone relieving isolation. On the other hand, the situation will be totally different. In Chinese culture, for example, one of the gay activist groups in Taiwan named “the Taiwan Tongzhi Hotline Association” argues LBGT group that “maybe choose to hide in the closet is also a good choice of being homosexual’. It surely points out that it is significant to keep consistency and friendship in relations of how we come out to our parents.. Workplace Friendship There is a great deal of researches studying on workplace friendships which are well established right now (Bader, Hashim, & Zaharim, 2013; Berman, West, & Richter, 2002; Chen, Mao, Hsieh, Liu, & Yen, 2013; Lincoln & Miller, 1979; Riordan & Griffeth, 1995; Song, 2006). Some of these studies focus on how workplace friendships can be related to improve organizational outcomes not only includes productivity but also performance (Berman et al., 2002; Shah & Jehn, 1993; Song, 2006; Song & Olshfski, 2008). Moreover, some of the literatures are focusing on improving the turnover rate of their employees (Feeley, Hwang, & Barnett, 2008) and trying to help their own employees recognize and rebuild the latest organizational values (Gibbons, 2004). In the meanwhile, one of studies provides judgement on what reaction or behavior will these unique individuals do in a friendly workplace (Kram & Isabella, 1985), with a large amount of high quality information shared (Sias, 2005), improve.

(19) the experience of boring and repeated work (Pettinger, 2005), protect individuals from being received workplace bullying (D’Cruz & Noronha, 2011) and develop women’s self- identities to challenge traditional and organizational patriarchy (Andrew & Montague, 1998). As noted by Fehr (1996), he has defined workplace friendship as, “a voluntary, personal relationship typically providing intimacy and assistance” (p.20). The reason why there are various definitions of workplace friendship is that it is different from normal friendship that we usually call occurred in the workplace (Song, 2005). There was a definition from Berman et al. (2002) and he defined workplace friendship as “nonexclusive voluntary workplace relations that involve mutual trust, commitment, reciprocal liking and shared interests and values” (p. 218). It is said that workplace friendship is the appearance of things beyond behaviors engaged in friendly ways between people in the organization including trust, liking, interests and values sharing than rather only mutual acquaintances (Berman et al., 2002, p. 218). It is considered that Workplace Friendship is quite valuable for not only individuals but also beneficial for organizations. Based on the theory of Fine (1986), Workplace Friendship will improve people to finish their jobs, reduce the stress which gained from their work, and provide the skill of communication, cooperation, and energy by increasing support and resources. Hamilton (2007) has mentioned that when there is a friendship at your workplace, the employees in this organization may feel much more comfortable and pleased with their friends in the workplace and remove insecurity and uncertainty feeling that generating from themselves. Furthermore, they will put more empathies to their coworkers about the concerns and those work-related problems. Furthermore, Jehn and Shah (1997) have talked about that employees may have a positive attitude and gain enthusiasm that employees in a friendly workplace with encouragement, confidence, trust, respect, and critical feedback..

(20) Recently, due to the progressing society and the changes of the legislation, the lives of gays and lesbians have already been changed and improved for many decades. To be honest, different sexual orientation groups are still experiencing some discriminations and social inequalities (Ozeren, 2014). For example, In United States, it can be easily proved from the investigation that up to 3.5% of the population identified themselves as LGBT (Gates, 2011). Some of LGBT employees choose to conceal their sexual orientation rather than come out in the workplace (King, Mohr, Peddie, Jones, & Kendra, 2017). Moreover, choose whether to come out in the workplace is usually a struggling decision for them due to anxiety and being unable to get promoted (Ragins, Singh, & Cornwell, 2007; Trau, 2015). It is reported that sexual orientation minorities are often discriminated by other people no matter they are in the workplace or life, and the result is that they might suffer from low selfesteem (Ellison & Gustone, 2009; Hunt & Jensen, 2007). At the same time, there are limited studies that focusing on gay men and lesbians. In other words, the current situation that sexual orientation minorities have gone through may gather less attention and the potential disadvantages may be ignored. Nowadays, the requirements of labor legislation and some related policies has been changed (European Union Agency for Fundamental Rights, 2009). Meanwhile, due to the trend of legislation, Taiwan has been one of countries that start to focus on gender equality and gay marriage. It is a very common experience that lesbian, gay, and bisexual, as the same meaning of LGB employees will face discrimination in the workplace. One study showed that up to 25%– 66% of LGB faced discriminative situation while they were working. Also, it is estimated that 44%–60% of them may fight for their own right not to deal with some discriminations in the future (Croteau, 1996). Another survey conducted by the Williams Institute in 2008 reported.

(21) that 38% of LGB employees had the experiences of being harassed, and 27% had been treated unequaled because of their sexual orientation (Sears & Mallory, 2011). Furthermore, one study conducted by the National Transgender Discrimination Survey estimated that 78% transgender employees got harassed at work, and 47% had the experience being discriminated even in the process of hiring, promotion, or job retention (Grant et al., 2010). LGB employees usually suffer in discriminated issues in the workplace, and it may cause poor mental health, physical health, and job outcomes. There are a large number of researches indicated that if the workplace climate is much more LGB-supportive, it will have a positive mental health and job outcomes for them (Huffman, Watrous-Rodriguez, & King, 2008; Liddle, Luzzo, Hauenstein, & Schuck, 2004; Ragins & Cornwell, 2001; Waldo, 1999). Job Satisfaction It has been getting more focused on analyzing on job satisfaction for social researchers (Frey & Stutzer, 2002), and there is a great deal of researches have discussed to exploring the construction and conceptualization of job satisfaction. Locke (1976) defined job satisfaction as: “a pleasurable or positive emotional state resulting from an appraisal of one’s job or job experiences” (p. 1304). In terms of this conceptualization, Hulin and Judge (2003) proposed that job satisfaction is comprised of multidimensional psychological responses to individual’s job and responses includes cognitive, affective. An amount of research has demonstrated the influence of job satisfaction; in addition, the validity of these studies with regard to job satisfaction have proved that it’s an issue that is worth concerning with because of many factors (Saari & Judge, 2004). Green (2010) stated that job satisfaction could predict the resignation in the future. Drago and Wooden (1992) denoted that the responses of job satisfaction and the absenteeism of the employees have negative correlation with each other. A comprehensive.

(22) review conduct by Judge, Thoreson, Bono, and Patton (2001) found that the role of job satisfaction is a predictor of performance; put it differently, a worker who is of happiness can be seen as a worker who works effectively. Patterson, Warr, and West (2004) conclude the same perspective as the study mentioned above did. What is more, Mount, Ilies, and Johnson (2006) have mentioned that job satisfaction will make fairly influences on the relations between personality variables and work behaviors. Faragher, Cass, and Cooper (2005) conduct a analysis of 485 studies; the result of the analysis suggested that workers’ health could be influenced by the level of job satisfaction; in addition, the existing relations noted that it will also affect employees’ subjective well-being and the comprehension of factors making different workers feel satisfied can provide the most important labor market behaviors with a number of insights, such as productivity, absenteeism, and health behavior. Because of the popularity of the research concerning job satisfaction, there are a good deal of researches developing the measurement to measure the effect of job satisfaction, such as the scale developed by Weiss, Dawis, and England (1967). This research used the scale mentioned above the measure job satisfaction. There’s a dearth of research concerning job satisfaction of homosexuality; hence, this research intended to replenish the research gap of it.. Coming Out and Job Satisfaction Recently, the group of homosexuality have focused more on their own rights and their self-awareness and there is a dramatically rising on the rate the. Nonetheless, whether to come out in their work place is a still being a very struggle problem for them. It is risky that after coming out in their workplace, they might have to deal with discrimination and being treated unequally. On the contrary, coming out will not only allow them to gain confidence but also.

(23) have positive motivation for work due to releasing the identity pressure. There are considerable researches studying on job satisfaction that focus sexes (Clark, 1997; Gazioglu & Tansel, 2006) and health conditions (Uppal, 2005; Pagán and Malo, 2009; Drydakis, 2012) on the heterogeneous effects. The current study has examined the link between men’s sexual orientation and job satisfaction by collecting data from the Athens Area Study (AAS). This type of satisfaction that gay employees gain from their jobs could be considered as a performance of how they respond to their job characteristics, and still a lot of social scientists consider well-being to be one of their main concerns to get a better understanding what this group is, and then what the surprising discovery is that only two similar studies have been discussed about some relevant patterns. Carpenter (2005) using the 2003 Canadian Community Health Survey as a restriction to individuals living in three regions including Ontario, Newfoundland, and Saskatchewan, and the result provided evidences on various job satisfaction by sexual orientation. Although the researcher concludes that there is a statistically significant higher job satisfaction on gay, they have lower economic outcomes than normal heterosexual. On the contrary, lesbians show higher job satisfaction, though they have higher salary than those heterosexual women. Furthermore, we cannot make sure that there is any financial advantage existing among employees in their companies could directly influence more job satisfaction. Additionally, after three years doing more researches, Carpenter (2008) conducted the survey for those 22-27 years old Australian women, after that he had concluded some evidences that the group of lesbians are significant less satisfied with their work comparing to those heterosexual people. In fact, numerous literatures discovered that there is much stronger evidence of discrimination against gay men than lesbians. Badgett, Lau, Sears, and Ho (2007), Carpenter (2008), as well as, Drydakis (2011) discuss lots of correlated topics..

(24) In truth, Clark (1997), Gazioglu and Tansel (2006) and Drydakis (2012) assess women to be more pleased with their work than men, the reason might because women have gained a better job place in the labor market; this is the so-called gender/job-satisfaction transliteration. Gay estimations may be linked to this hypothesis (Carpenter, 2005). Preceding studies have proved the facts that hiding homosexuality in their company would be harmful to individual’s well-being (Button, 2001; Fassinger, 1996; Griffith & Hebl, 2002; Lane & Wegner, 1995; Levine & Leonard, 1984; Pachankis, 2007). Fassinger (1996) has proposed that lesbians’ experience in workplace and found that debilitating strain would be caused by means of maintaining secrecy, which would have repercussion on job satisfaction and universal mental health. The discussion above suggested that stay in the closet in the workplace, such as keep it in a secret, will have the consequence of lowering job satisfaction (Button, 2001; Griffith & Hebl, 2002); moreover, it will affect cognitive and emotional depletion (Lane & Wegner, 1995; Madera, 2010) Another recent discussion by Madera (2010) has the consensus of the same consequence that if someone hide his or her sexual orientation in the workplace, it would weaken the capability of one employee. In addition, there was a finding that there was a correlation among keeping secrecy and unhappiness (Maas, Wismeijer, Van Assen, & Aquarius, 2012), the result of this study mentioned that it is statistically high likelihood that employees who are of homosexuality consciously faking a heterosexual identity would grow the symptoms of being depressive, regarding the failure of presenting and could cause self-betrayal (Levine & Leonard, 1984). The previous studies not only showed that the hiding homosexuality in the work has the negative influence on vocational health, but that they also demonstrated that hiding homosexuality in workplace is pertinent to better psychological well-being (Cain, 1991;.

(25) Croteau, Anderson, & VanderWal, 2008; Day & Schoenrade, 1997; Griffith & Hebl, 2002; Jordan & Deluty, 1998; Lane & Wegner, 1995; Morris, Waldo, & Rothblum, 2001). Preceding research has shown the results that coming out in workplace is related to job satisfaction, specifically, coming out more openly at work improve job satisfaction (Day & Schoenrade, 1997; Griffith & Hebl, 2002). The research by Day and Schoenrade (1997) speculated that the reason may because coming out more openly will show lower role ambiguity, conflict, and stress (Croteau, Anderson, & VanderWal, 2008). As the discussion mentioned above, workers who is of homosexuality, closeting experiencing great internal pressure because of the struggling between the real one and the presented self in the workplace, maintaining a sense of integrity may have be much happier at work. It’s helpful to make one person to establish closer relationships with colleagues to be free from secrecy of homosexuality in workplace (Croteau, Anderson, & VanderWal, 2008), which has the possibility to have more contribution to a better job satisfaction. Additionally, it was cited that coming out at workplace enables individual to release their burden generated from emotion (Cain, 1991) and diminish the levels of emotional inhibition (Lane & Wegner, 1995). Furthermore, another study shown that higher levels of coming out at workplace is related to less anxiety, and it will have more positive influences and to let them have greater self-esteem from having too much depression (Jordan & Deluty, 1998). In order to know more about the current situation of these homosexual, we propose the first hypothesis below. Hypothesis 1: Homosexual who are open about their sexual orientation in the workplace are more likely to have higher job satisfaction..

(26) Workplace Friendship and Job Satisfaction There are a large number of literatures talking about these function values on Workplace Friendship, and some of previous experimental study in sociology, psychology indicated that Workplace Friendship can influence the working-related dimension like attitudes, behaviors, and intentions, for example, job satisfaction, job performance, and absenteeism (Riordan & Griffeth, 1995; Ross, 1997). Dotan (2007) mentioned that while the employees are getting much closer which means that they can trust in the workplace, they can get help and propositions from their colleagues who are their friends; therefore, they will feel much safer and procure the feeling of getting satisfied, comfortable, and comfortable for their job during working. What is more, Hamilton (2007) stated that employees who have friendship with each other tend to help others, guide others, and give others advices. Besides, other research has demonstrated that compared with those not having close friends, people having close friends in workplace will have low likelihood to be absent or quit the job in the company because of their having the procurement of the belongingness and commitment to their close friends who give them support, recommendation, and help at work (Sias & Cahill, 1998). Hypothesis 2: Employees’ perceptions of strong friendship in the workplace will have influence on their job satisfaction.. Coming out and Workplace Friendship Even if there are a whole lot of studies that have stood for disclosing sexual orientation in the workplace will have a better psychological well-being, while other people stand on the opposite side. It mentioned that coming out in the workplace is basically worthy except someone wants to conceal one’s sexual orientation if there is a discrimination in their company.

(27) (Croteau, Anderson, & VanderWal, 2008). To put it differently, we should care more about the problems happening towards homosexual, and it is also a very important variable which is worth to studying. Fassinger (1996) mentioned that the discrimination in the workplace friendship is believed to be main topic that those gays and lesbians are facing in the daily life. It is suggested that if someone come out in his or her workplace then there may be some risks of discrimination and stigmatization (Croteau, Anderson, & VanderWal, 2008). D’Augelli and Grossman (2001) mentioned in a Western research that 75 percent among 416 homosexuals responded to be physically after they come out. D’Augelli and Grossman (2001) conducted a research including 416 homosexuals reported being threatened after coming out. There is no need to be surprised that still lots of gay and lesbians prefer to stay in the closet and keep in silence about their sexual orientation in order to keep some working opportunities and are afraid of being treated by discrimination (Madera, 2010). However, Rodriguez and Kelly’s (2006) showed that to reveal a secret to a friendly acceptable group can make a much more positive result. According to another study, it suggests that coming out in the workplace would have more positive health results whether the organization is standing at the supporting side or not, to put it another way, no matter what the situation is of the organization, it should be viewed in a positive way and no need to feel fear. What’s more, it can be referred that there is relationship between coming out and workplace friendship in the workplace. Hence, we hypothesized that the more workplace friendship exists, coming out of their sexual orientation will have positive influence on job.

(28) satisfaction. That is to say, there is a relationship between coming out and workplace friendship and the relationship will also be examined in hypothesis 3. Hypothesis 3: There is a relationship between workplace friendship and coming out..

(29) CHAPTER III METHODOLOGY This chapter describes the methodology used in this study. The content is divided into the framework of the study, process of the study, research hypothesis, research method, questionnaire design, pilot test, data collection process, measurement, control variables, and data analysis.. Research Framework In this research, all variables including coming out, workplace friendship, and job satisfaction are presented as dependent variable. The research framework is demonstrated in Figure 3.1.. Coming Out. H1. H3. Job Satisfaction H2. Workplace Friendship. Figure 3.1. Research framework. Research Hypotheses Hypothesis 1: Homosexual who are open about their sexual orientation in the workplace are more likely to have higher job satisfaction. Hypothesis 2: Employees’ perceptions of strong friendship in the workplace will have influence on their job satisfaction. Hypothesis 3: There is a relationship between Workplace friendship and coming out..

(30) Research Procedures In the process of the study, the researcher has come up with lots of ideas that is related to her experience and background and tried to find an area which is not only worth studying but also interesting. In the very beginning, the researcher has collected and reviewed the related literature in order to understand the background of the research, discover whether what should be the possible information that will fit and to make the research possible. Identifying the purpose and problems of the study, develop the questionnaire. It takes time to build the framework of the study, but then it is the most important part of the study, it is the best way for people to know not only the topic but also the content. Last but not the least the final conclusion and suggestion. The process of the study will be figured as Figure 3.2..

(31) Review the Literature. Identify Research and the Subject. Set the Purpose. Select Sample and Develop Questionnaire Purpose. Design the Questionnaire. Analyze the Data. Select Sample and Develop. Analyze Data and the Result. Provide Conclusions and Suggestions. Figure 3.2. Research procedure.

(32) Participants Participants were required to be over the age of eighteen to join to the study and must identify himself as a gay or herself as a lesbian, and also have the willing to participate in this research. After, participants must have smartphone phone with Internet access for filling out the questionnaire. The participants in this study will be the Homosexuality that have already come out to their friends, families, or coworkers who have working experience no matter the work experience is full-time or part-time. The first question was set in order to delete those who were not gay and lesbians, which means if they were not our target group, the questionnaire would be stopped by the very beginning. Only these with identified themselves as Homosexuality can they do this questionnaire. The final question listed in the end of the questionnaire is that the participants were asked whether they are in management level or not.. Sampling The study will utilize non-probable methods of sampling called purposeful convenience sampling. This method includes looking for a person who fills in the questionnaire voluntarily. Those volunteers who fit the criteria we provided to participate in this study, to find some potential participants if they knew other people that also meet the criteria and may be interested in joining to this kind of research. The advantage of using convenience method is that the researchers will receive a quick response from the participants while the disadvantage is that it will be a lack of diversity of participants.. Data Collection Two recruitment methods were used in this process: (a) the social networking called Facebook, and (b) email advertisement to personal contacts. Once potential participants learned of the study, they were directed to contact the researcher directly via email with their name and.

(33) preferred contact information. Once the information was received by the participant, they were contacted via email or telephone and asked for answering the questionnaire. The Informed Consent Agreement was not only emailed and mailed to all participants, but also conduct a self-addressed stamped envelope. Participants were informed that the agreement needed to be returned in order to participate in the study. Interviews were primarily arranged via email after determining qualifications. The final data collection was conducted through March to May 2018. A total of 630 questionnaires were responded. With a rate of 81.7%, only 515 of the questionnaires were valid in the current study.. Instrument In this study, a quantitative approach is adopted in order to measure the hypothesis mentioned above; moreover, this research conducted a survey on the Homosexual group to procure the data by means of utilizing questionnaire instrument. After the data was collected, the research would use statistics to measure the hypothesis. The questionnaire includes questions related to participants’ demographic information and level of disclosure in the workplace. It also contains in total five scales measuring workplace sexual identity management, discrimination, job satisfaction, emotional exhaustion and depressive symptoms respectively. All scales were originally created in English.. Questionnaire Design This current study will adopt a questionnaire including questions of participants’ demographic information and level of coming out in the workplace. It will also use seven scales to measure the situation of discrimination in the workplace and the part of job satisfaction will adopt five scales to measure their real condition. All scales were created in English and to consider our main target participants will be Taiwanese, so a Chinese version will be made to.

(34) those participants that are not so familiar with English in order to ensure they can wellunderstood all the questions. Also, expert review and pilot test will also be tested after the questionnaire well- organized. Demographic information. Regarding participants’ background information, their age, gender, education level, whether they are in managing level, and come out or not were in the end of the questionnaire. Come out. To measure the level of coming out variable in this study adopted Button (1996) to know the level of current coming out situation in the workplace referring to their homosexual orientation. In the very beginning each participant should answer the level of disclosure in the workplace regarding the 4-point scale, 1 means “completely concealed” which means nobody knows about their homosexuality identity in their workplace; 2 represents “incline to conceal” which means that only those coworkers with a better relationships know about their homosexuality; 3 represents “incline to disclose” which indicates that most of their coworkers know that they are gay or lesbians; and 4 represents “completely disclosed” which almost everyone knows they are homosexual. However, there would be only two choices for them to select. 1 represents “incline to disclose” while 2 means “incline to conceal”. It will be a much easier way for dividing into two groups and prevent the dilemma for those who are completely conceal themselves. Workplace friendship. Button (2001) proposed one method named, “Treatment Discrimination toward Sexual Minorities Scale”, and it was adopted to grade the level of discrimination of these participants among the workplace including employers, colleagues, and to know the organization’s policies. There are 9 items in the scale with satisfactory internal consistency (α = .97). The participants need to answer according to a 5-point Likert Scale,.

(35) ranging from 1 (Strongly Disagree) to 5 (Strongly Agree), and some of the items that were designed in reversed. The meaning of higher scores implies that there is a less level of workplace friendship in current organizational environment. Sample items include “My coworkers are more likely to be supportive of lesbian and gay people because of the training programs maintained by this organization” and “This organization unfairly discriminates against gays and lesbians in the distribution of benefits. For this study, this scale’s Cronbach’s alpha value will be .90. Minnesota satisfaction questionnaire (MSQ) short form. To measure job satisfaction variable in this study adopted Weiss et al.’s (1967) Minnesota Satisfaction Questionnaire (MSQ) short form, which included twenty items. Items statements of the MSQ inquired participants to rate their degree of their current job’s satisfaction. The questions for example are, “Being able to do things that don't go against my conscience”, “The competence of my supervisor in making decisions”, and “The feeling of accomplishment I get from the job.” These items would be scored on a 5-point Likert scale (1 = Very dissatisfied; 5 = Very Satisfied). Cronbach’s alpha value from the previous studies had used this measurement stood for the ranges between .85 and .91 (Field, 2002).. Validity and Reliability Pilot Test A pilot test was conducted with 30 samples, before actual data collection in an attempt to check whether the questionnaire appears problematic to homosexual people in terms of understanding the items, and this method was used to collect data to examine the validity and reliability of the measurement and research design of this study. The result was presented in Table 3.1 The commonly accepted criterion of Cronbach’s alpha is higher than 0.70 (Tavakol.

(36) & Dennick, 2011), and the results showed that the Cronbach’s alpha value of all variables were all above 0.85. Table 3.1. Reliability of Pilot Test Variables. Cronbach’s alpha. Workplace friendship. 0.96. Job satisfaction. 0.94. Note. n = 30.. Confirmatory Factor Analysis (CFA) CFA result of workplace friendship. In the beginning, all 9 items measuring the independent variable was tested through confirmatory factor analysis in AMOS. About the related result, the confirmatory factor analysis of workplace friendship (Table 3.2) and CFA measurement model (Figure 3.3) were reported in the following section. Table 3.2. Confirmatory Factor Analysis of Workplace Friendship Variable. Workplace Friendship. No.. Factor loading. 1. 0.82. 2. 0.88. 3. 0.91. 4. 0.59. 5. 0.81. 6. 0.73. 7. 0.61. 8. 0.67. 9. 0.59. CR. AVE. 0.916. 0.553. χ²= 655.705; df =27; χ²/df =24.285; RMSEA=0.213; CFI=0.812; TLI=0.750; IFI=0.813 Note. N = 515. For the independent variable, workplace friendship, all of the 9 items were run through CFA analysis. The results of the model fit are presented in Figure 3.3. However, the model was.

(37) not so good. In order to reach the criteria, the researcher decided to remove some items (Friendship1, Friendship 4, Friendship 8, Friendship 9) according to modified indices. After modification, the model fit became better. The results of the model fit are presented in Figure 3.4.. Figure 3.3. Measurement model of workplace friendship.

(38) Figure 3.4. Measurement model of workplace friendship (modified) CFA result of job satisfaction. As for the dependent variable, all 20 items were run through the confirmatory factor analysis in AMOS as well. The confirmatory factor analysis of job satisfaction (Table 3.3) and CFA measurement model (Figure 3.5) were presented below..

(39) Table 3.3. Confirmatory Factor Analysis of Job Satisfaction Variable. Job Satisfaction. No.. Factor loading. 1. 0.32. 2. 0.56. 3. 0.64. 4. 0.66. 5. 0.71. 6. 0.66. 7. 0.56. 8. 0.64. 9. 0.70. 10. 0.65. 11. 0.80. 12. 0.74. 13. 0.60. 14. 0.66. 15. 0.76. 16. 0.73. 17. 0.69. 18. 0.63. 19. 0.72. 20. 0.73. CR. AVE. 0.882. 0.487. χ² = 1604.918; df =170; χ²/df =9.441; RMSEA=0.128; CFI=0.766; TLI=0.738; IFI=0.766 Note. N = 515. For the dependent variable, job satisfaction, all of the 20 items were run through CFA analysis. The results of the model fit are presented in Figure 3.5. However, the model was not so good. In order to reach the criteria, the researcher decided to remove some items (Job1, Job2, Job3, Job4, Job5, Job6, Job8, Job9, Job10, Job11, Job12, Job13 and Job16) according to.

(40) modified indices. After modified, the model fit became better. The results of the modified model are showed in Figure 3.6.. Figure 3.5. Measurement model of job satisfaction. Figure 3.6. Measurement model of job satisfaction (modified).

(41) All the model fit summaries are demonstrated in Table 3.5. For workplace friendship from the table, it was showed that most of the indices such as CFI, NFI, IFI, TLI, and GFI were all above the criteria. χ²/df and RMSEA were presented as 4.077 and 0.77. On the other hand, in job satisfaction part, CFI = 0.968, NFI = 0.957, IFI = 0.955, TLI = 0.968, and GFI = 0.963. Also, χ²/df and RMSEA were presented as 3.781 and 0.74 which met the acceptable threshold of the suggested model fit. Please refer to Table 3.4. for more details. Table 3.4. Model Fit Indexes. Workplace Friendship Job Satisfaction. χ². df. χ²/df. RMSEA. CFI. NFI. IFI. TLI. GFI. 20.387. 5. 4.077. 0.77. 0.991. 0.987. 0.984. 0.981. 0.984. 75.619. 20. 3.781. 0.74. 0.968. 0.957. 0.955. 0.968. 0.963. Note. N = 515.. Data Analysis The collected data for this research was analyzed through Statistical Package for Social Sciences (SPSS) PC 22.0 statistical software program, and the methods are indicated in the following sections. During this process, the following methods will be adopted including descriptive statistics, confirmatory factor analysis, Pearson correlation analysis.. Descriptive Statistics First of all, the study will adopt descriptive statistics for the purpose of knowing more general background of the participants. By using this method can we generate some of the results of this study. Moreover, the means, standard deviation, variance will be showed. Additionally, we will put distribution pattern and percentages of demographic information which demonstrated in this current study, too. Because of the specific participants being chosen.

(42) in present study; also, there’s no arbitrary participants joining this study. The main objective of conducting descriptive statistics is to interpret the data concretely such as the meaning, the standard deviation, demographics, and the distribution of the data (Green & Salkind, 2016).. Factor Analysis This research will adopt Confirmatory factor analysis (CFA) in AMOS, which was conducted to ensure that the measurement is correct in order to make sure the validity and the Cronbach’s alpha value. In this study, we will use CFA to measure if there were some inappropriate questions in pilot test. (Green & Salkind, 2016). Furthermore, CFA will be used to delete some inappropriate questions which existing in the whole questionnaire. Before testing the hypotheses, the researcher would conduct Confirmatory Factor Analysis (CFA) first by using AMOS 22.0 to verify whether our data were fit into a measurement model. CFA is a widespread statistical technique which has been used for examining the relations among three latent variables. By adopting CFA, it will not only provide a more rigorous standard approach to our research, but also offer a quantitative evidence to let the researcher to ensure internal and external consistency among all measures (Segars, 1997). There is a more important thing that when have to determine model fit, we should really take some common important indices into consideration, such as chi square divided by degree of freedom (χ²/df), RMSEA (root mean square error of approximation), CFI (comparative fit index), and GFI (goodness of fit index). More details about the criteria of suggested model fit are listed in Table 3.5. Fornell and Larcker (1981) proposed that if we want to get a proper construct validity, CR (composite reliability) should be higher than .80 while AVE (average variance extracted) should be higher than .50..

(43) Table 3.5. Criteria of Suggested Model Fit Index. Threshold. χ²/df. 2-5. RMSEA. Root mean square error of approximation. < 0.08 Good fit 0.08 ~ 0.10 Mediocre fit. CFI. Comparative fit index. > 0.90. NFI. Normed fit index. > 0.90. IFI. Incremental fit index. > 0.90. TLI. Tucker-Lewis index =. > 0.90. Non normed fit index (NNFI) GFI. Goodness of fit index. > 0.90. AVE. Average variance extracted. > 0.50. CR. Composite reliability. > 0.80. Note. Adapted from “Structural Equation Modeling: Guidelines for determining model fit,” by D. Hooper, J. Coughlan, and M. R. Mullen. 2008, Electronic Journal of Business Research Methods, 6(1), pp. 53-60. Copyright 2008 by Dublin Institute of Technology.. Correlation Analysis It will adopt the correlation analysis to measure the relationship between coming out, workplace friendship, and job satisfaction. The researcher will use correlation analysis to provide the researcher with the correlation coefficients; therefore, researcher can refer the correlation coefficients to judge if the variable changes, the other variable will change as well; what is more, correlation coefficients can demonstrate the extent of the significance between the variables and the extent of the influence between the variable, also, the relationship among variables, demographics, and control variable. When the correlation is high, it represents that there is a strong relationship between two variables. The figure of correlation should between 1 and -1. When γ = 1 represents perfect correlation, γ = 0, it is no correlation; while γ = -1 means perfect negative correlation. When γ is lower to 0.4, it is regarded as low.

(44) correlation; medium correlation is considered γ between 0.4 and 0.7; high correlation is considered γ over 0.7. The correlation coefficient will demonstrate whether variables are related and considered as the base when explaining whether a variable can make predictions of the outcome variable.. Reliability Analysis To make sure of the reliability of the questionnaire will fit the standard, the reliability analysis was conducted for the consistent results of the data (Green & Salkind, 2016). Cronbach’s alpha should at least reach a level of .70. to reach the standard..

(45) CHAPTER IV FINDINGS AND DISCUSSIONS These chapter explained the hypothesis testing results. Firstly, a descriptive analysis was conducted to gain a basic idea about the sample distribution, including the information about gender, age, education level, coming out situation, and position level. Secondly, independent T-test, Person’s correlation analysis, and regression analysis were utilized to examine hypothesis 1, 2, and 3. Finally, based on previous studies, discussions on the findings were included in the last section.. Descriptive Analysis Detailed demographic information about 515 participants is provided in this part including gender, sexual orientation, coming out situation, age, current educational level, and position level. These 515 participants are all Taiwanese workers who are working in Taiwan currently no matter their job is full-time or part-time. Data of this study were collected from 515 participants. Among them, there are 314 (61%) in the range of 18~27 years old, 201 (39%) are above 28 years old. Among them, there are 162 males (31.5%) and 353 females (68.5%). All of the questionnaires are online survey. The age of respondents ranges from below 18 to above 67. As for their educational level, there are 39 (7.6%) participants owning high school degree, 356 (69.1%) owning bachelor degree, 120 (23.3%) owning degrees that is above master degree. For coming out situation, there are 254 (49.3%) stated that they are prefer telling other people about their sexual orientation while 261 (50.7%) respondents showed that they would conceal their sexual orientations. As for the position level, only 18.6% of them are right now in management level, 81.4% of the respondents are in non-management level. Table 4.1 shows the detailed information of the data as follow..

(46) Table 4.1. Descriptive Statistics on Sample Characteristics Item. Frequency. Percentage (%). 18~27. 314. 61. Above 28. 201. 39. Male. 162. 31.5. Female. 353. 68.5. High school. 39. 7.6. Bachelor. 356. 69.1. Above Master. 120. 23.3. Open. 254. 49.3. Conceal. 261. 50.7. Management. 96. 18.6. Non-management. 419. 81.4. Total. 515. 100. Age. Gender. Education level. Coming Out Situation. Position level. Note. N = 515..

(47) Differences in Control Variables Gender Differences According to the result, different genders didn’t show difference in both workplace friendship and job satisfaction. For workplace friendship variable, the mean of male was 3.463 while female was 3.600. For job satisfaction variable, the mean of male was 3.645 while female was 3.600. As a result, the conclusion would be that workplace friendship and job satisfaction have no significant different means in different genders. The results were showed in Table 4.2. Table 4.2. Independent T-test for Gender Differences Variable. Male (n = 162) Mean. Std.. WF. 3.463. 1.103. JS. 3.645. .755. Female (n = 353) Mean. Std.. Sig.. 3.600. 1.010. .180. 3.600. .775. .545. Note. N = 515.. Coming Out Situation Differences According to the result, workplace friendship and job satisfaction had significantly different means between different situation of coming out choices which stood for open or conceal about their sexual orientations. As for workplace friendship, it had significantly different means between open and conceal. The mean for open was 3.976 while conceal was 3.143. As for job satisfaction, it also had significantly different means between open and conceal. The mean for open was 3.833 while conceal was 3.402. The results were showed in Table 4.3..

(48) Table 4.3. Independent T-test for Coming out Situation Differences Variable. Open (n = 254). Conceal (n = 261). Mean. Std.. Mean. Std.. Sig.. WF. 3.976. .927. 3.143. .980. .000***. JS. 3.833. .715. 3.402. .759. .000***. Note. N = 515; ***p < 0.001.. Position Differences According to the result, job satisfaction has significantly different means between different positions about management level or non-management level. The mean of management was 3.872 while the mean of non-management was 3.556. As for workplace friendship, workplace friendship had no significant different means in different positions. The results were showed in Table 4.4. Table 4.4. Independent T-test for Position Differences Management. Non-management. (n = 96). (n = 419). Variable Mean. Std.. Mean. Std.. WF. 3.667. 1.047. 3.528. 1.038. JS. 3.872. .699. 3.556. .772. Sig. .239 .000***. Note. N = 515; ***p < 0.001.. Chi-Square Test In order to test the relationships between coming out with gender, age, education level, and position level, the researcher conducted Chi-Square test. It can be easily found that coming out choice had a significant difference in age. Please refer to Table 4.5 to get more information..