직장 내 성소수자가 경험하는 미묘한 차별 측청 척도 타당화 연구

• 영문명: Validation Study of LGBT-Microaggression Experience in the Workplace
• 발행기관: 한국다문화교육학회
• 저자명: 김지선 윤효정 배일현 신윤정
• 간행물 정보: 『다문화교육연구』제17권 제2호, 57~90쪽, 전체 34쪽
• 주제분류: 사회과학 > 교육학
• 파일형태: PDF
• 발행일자: 2024.06.30

국문 초록

This study was conduaed to identify the discrimination that gender and sexual minorities may experience in the workplace by validaring the Lesbian, Gay, Bisexual, and Transgender Microaggression Experience at Work &ale (LGBT-MEWS). To achieve this, after obtaining permission from the original authors, the scale was translated and back-translated through experts, followed by an online survey. Based on the responses of 292 participants, inappropriate items were excluded through initial item analysis, and then the factor structure of the items was confirmed and validity was established through patallel analysis and exploratory structural equation modeling. Furthermore, convergent validity, discriminant validity, and were verified through correlation analysis with other scales, and incremental validity was verified through hierarchical regression analysis. As a result, initially, one factor item related to 'value in the workplace' that did not meet the assumption of normality was removed from the original scale through basic item analysis. The struaure consisting of two subfactors, namely heterosexism and cisgender-centric culture, with 12 items, was found to be appropriate. The convergent validity of K-LGBT-MEWS showed significant positive correlations with workplace wang-rta scale scores. Moreover, significant positive correlations were found between discrimination in the workplace and job satisfaction, sense of belonging, and depression, which were reported as criterion variables. Finally, the hierarchical regression analysis revealed that K-LGBT-MEWS demonstrated additional explanatory power for job satisfaction beyond basic working conditions and sense of belonging. This research provides insights into the impact of microaggressions on the mental health, job performance, and organizational culture for sexual and gender minorities. This can serve as a basis for multicultural education content within companies and career educational content for universirv-workplace transition students with minority identities.

목차

Ⅰ. 서론

Ⅱ. 이론적 배경

Ⅲ. 연구 방법

Ⅳ. 결과

Ⅴ. 결론

키워드

rmcroaggress10n experience LGBT workplace discrimination scale validation