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題名 職場中針對LGBTQ+族群微歧視之研究
An Examination of LGBTQ+-Related Microaggressions in Workplace
作者 劉宥群
Liu, Yu-Chun
貢獻者 胡昌亞
Hu, Chang-Ya
劉宥群
Liu, Yu-Chun
關鍵詞 職場微歧視
LGBTQ+族群
量表驗證
Workplace microaggressions
LGBTQ+ community
Scale Validation
日期 2025
上傳時間 4-Aug-2025 13:46:15 (UTC+8)
摘要 本研究探討在臺灣職場中與LGBTQ+有關的微歧視的知覺。並比較LGBTQ+員工與非LGBTQ+員工在此知覺上之差異。本研究以便利抽樣方式，對臺灣全職工作者進行網路問卷調查，共收集169份有效問卷（LGBTQ+族群75份，非LGBTQ+族群94份）。本研究以獨立樣本t檢定比較LGBTQ+員工與非LGBTQ+員工在不同向度微歧視的知覺是否有差異。分析結果發現，職場與校園中觀察到的微歧視、觀察到他人對特定族群存在低人一等的預設立場、觀察到個體被視為二等公民，並預設其具有犯罪傾向的情形、觀察到他人對特定族群所經歷情況的否認或貶低、觀察到的文化刻板印象與族群同質化假設、環境型微歧視，以上六個因素向度中，LGBTQ+族群皆呈現平均數更高的知覺，對比非LGBTQ+族群。本論文針對研究結果討論其理論與實務的意涵，並提出研究限制以及未來研究的建議。
This study explores the perception of microaggressions related to LGBTQ+ individuals in the workplace in Taiwan. It compares the differences in the perception of microaggressions between LGBTQ+ employees and non-LGBTQ+ employees. Using a convenience sampling method, an online survey was conducted among full-time workers in Taiwan, with 169 valid responses collected (75 from LGBTQ+ participants and 94 from non-LGBTQ+ participants). Independent samples t-tests were employed to compare the differences in microaggression perceptions across various dimensions. The analysis revealed that LGBTQ+ employees exhibited significantly higher perceptions of microaggressions compared to non-LGBTQ+ employees in six dimensions: observed workplace and school microaggressions, observed assumptions of inferiority, observed second-class citizen and assumptions of criminality, observed microinvalidations, environmental microaggressions, and observed exoticization/assumptions of similarity. This study discusses the theoretical and practical implications of the findings and provides suggestions for future research, along with the study's limitations.
參考文獻 中文文獻 李柏陞（2022）。司法院釋字第七四八號解釋施行法立法歷程同志因應職場性傾向歧視經驗之研究。未出版之碩士論文。中國文化大學心理輔導學系。https://hdl.handle.net/11296/868hee 胡昌亞、黃瑞傑、陳燕諭、程孝盈、田錦宏（2023）。正向心理資本量表性別測量恆等性之分析，中山管理評論，31卷2期，359~390。https://doi.org/10.6160/SYSMR.202306_31(2).0004 彭渰雯（2017）。異性戀主義下「性少數」大學教師的學術勞動處境初探。科技部；國立中山大學公共事務管理研究所。 英文文獻 Andres Medina. (2022). The impact workplace microaggressions have on those who identify as lesbian, gay and bisexual. Unpublished doctoral dissertation. National Louis University. 12-13. https://digitalcommons.nl.edu/cgi/viewcontent.cgi?article=1764&context=diss Jones, K. P., Peddie, C. I., Gilrane, V. L., King, E. B., & Gray, A. L. (2016). Not So Subtle: A Meta-Analytic Investigation of the Correlates of Subtle and Overt Discrimination. Journal of Management, 42(6), 1588-1613. https://doi.org/10.1177/0149206313506466 Kendra Cherry. (2023) Unsure about the LGBTQIA+ acronym? Here's your glossary guide. Verywell mind. https://www.verywellmind.com/what-does-lgbtq-mean-5069804 Lin, A., Sears, B., Mallory, C., & Castleberry, N. M. (2024). LGBTQ People’s Experiences of Workplace Discrimination and Harassment. The William Institute, UCLA School of Law. https://williamsinstitute.law.ucla.edu/publications/lgbt-workplace-discrimination/ Meyer, I. H. (2003). Prejudice, social stress, and mental health in lesbian, gay, and bisexual populations: Conceptual issues and research evidence. Psychological Bulletin, 129(5), 674-697. https://doi.org/10.1037/0033-2909.129.5.674 Nadal, K. L. (2011). The Racial and Ethnic Microaggressions Scale (REMS): Construction, reliability, and validity. Journal of Counseling Psychology, 58(4), 470–480. https://doi.org/10.1037/a0025193 Sue, D. W. (2010). Microaggressions in everyday life: Race, gender, and sexual orientation. John Wiley & Sons, Inc.. Sue, D. W., Capodilupo, C. M., Torino, G. C., Bucceri, J. M., Holder, A. M. B., Nadal, K. L., & Esquilin, M. (2007). Racial microaggressions in everyday life: Implications for clinical practice. American Psychologist, 62(4), 271–286. https://doi.org/10.1037/0003-066X.62.4.271 Weber, A., Collins, S. A., Robinson-Wood, T., Zeko-Underwood, E., & Poindexter, B. (2017). Subtle and Severe: Microaggressions Among Racially Diverse Sexual Minorities. Journal of Homosexuality, 65(4), 540–559. https://doi.org/10.1080/00918369.2017.1324679
描述 碩士
國立政治大學
企業管理研究所(MBA學位學程)
112363070
資料來源 http://thesis.lib.nccu.edu.tw/record/#G0112363070
資料類型 thesis
dc.contributor.advisor 胡昌亞zh_TW
dc.contributor.advisor Hu, Chang-Yaen_US
dc.contributor.author (Authors) 劉宥群zh_TW
dc.contributor.author (Authors) Liu, Yu-Chunen_US
dc.creator (作者) 劉宥群zh_TW
dc.creator (作者) Liu, Yu-Chunen_US
dc.date (日期) 2025en_US
dc.date.accessioned 4-Aug-2025 13:46:15 (UTC+8)-
dc.date.available 4-Aug-2025 13:46:15 (UTC+8)-
dc.date.issued (上傳時間) 4-Aug-2025 13:46:15 (UTC+8)-
dc.identifier (Other Identifiers) G0112363070en_US
dc.identifier.uri (URI) https://nccur.lib.nccu.edu.tw/handle/140.119/158442-
dc.description (描述) 碩士zh_TW
dc.description (描述) 國立政治大學zh_TW
dc.description (描述) 企業管理研究所(MBA學位學程)zh_TW
dc.description (描述) 112363070zh_TW
dc.description.abstract (摘要) 本研究探討在臺灣職場中與LGBTQ+有關的微歧視的知覺。並比較LGBTQ+員工與非LGBTQ+員工在此知覺上之差異。本研究以便利抽樣方式，對臺灣全職工作者進行網路問卷調查，共收集169份有效問卷（LGBTQ+族群75份，非LGBTQ+族群94份）。本研究以獨立樣本t檢定比較LGBTQ+員工與非LGBTQ+員工在不同向度微歧視的知覺是否有差異。分析結果發現，職場與校園中觀察到的微歧視、觀察到他人對特定族群存在低人一等的預設立場、觀察到個體被視為二等公民，並預設其具有犯罪傾向的情形、觀察到他人對特定族群所經歷情況的否認或貶低、觀察到的文化刻板印象與族群同質化假設、環境型微歧視，以上六個因素向度中，LGBTQ+族群皆呈現平均數更高的知覺，對比非LGBTQ+族群。本論文針對研究結果討論其理論與實務的意涵，並提出研究限制以及未來研究的建議。zh_TW
dc.description.abstract (摘要) This study explores the perception of microaggressions related to LGBTQ+ individuals in the workplace in Taiwan. It compares the differences in the perception of microaggressions between LGBTQ+ employees and non-LGBTQ+ employees. Using a convenience sampling method, an online survey was conducted among full-time workers in Taiwan, with 169 valid responses collected (75 from LGBTQ+ participants and 94 from non-LGBTQ+ participants). Independent samples t-tests were employed to compare the differences in microaggression perceptions across various dimensions. The analysis revealed that LGBTQ+ employees exhibited significantly higher perceptions of microaggressions compared to non-LGBTQ+ employees in six dimensions: observed workplace and school microaggressions, observed assumptions of inferiority, observed second-class citizen and assumptions of criminality, observed microinvalidations, environmental microaggressions, and observed exoticization/assumptions of similarity. This study discusses the theoretical and practical implications of the findings and provides suggestions for future research, along with the study's limitations.en_US
dc.description.tableofcontents 摘要 I Abstract II 目次 III 表次 IV 第一章 緒論 1 第一節 研究動機 1 第二節 研究目的 2 第二章 文獻探討 3 第一節 微歧視的定義與特性 3 第二節 LGBTQ+族群與職場環境 3 第三節 性傾向差異與微歧視 5 第四節 LGBTQ+族群與異性戀族群的比較 7 第三章 研究方法 8 第一節 抽樣設計方法 8 第二節 研究變數定義與測量量表 8 第三節 資料分析方法 16 第四章 研究結果 17 第一節 樣本描述 17 第二節 驗證性因素分析結果 20 第三節 獨立樣本t檢定 24 第五章 結論與建議 26 第一節 研究結論與實務意涵 26 第二節 研究限制與建議 27 參考文獻 28zh_TW
dc.format.extent 851060 bytes-
dc.format.mimetype application/pdf-
dc.source.uri (資料來源) http://thesis.lib.nccu.edu.tw/record/#G0112363070en_US
dc.subject (關鍵詞) 職場微歧視zh_TW
dc.subject (關鍵詞) LGBTQ+族群zh_TW
dc.subject (關鍵詞) 量表驗證zh_TW
dc.subject (關鍵詞) Workplace microaggressionsen_US
dc.subject (關鍵詞) LGBTQ+ communityen_US
dc.subject (關鍵詞) Scale Validationen_US
dc.title (題名) 職場中針對LGBTQ+族群微歧視之研究zh_TW
dc.title (題名) An Examination of LGBTQ+-Related Microaggressions in Workplaceen_US
dc.type (資料類型) thesisen_US
dc.relation.reference (參考文獻) 中文文獻 李柏陞（2022）。司法院釋字第七四八號解釋施行法立法歷程同志因應職場性傾向歧視經驗之研究。未出版之碩士論文。中國文化大學心理輔導學系。https://hdl.handle.net/11296/868hee 胡昌亞、黃瑞傑、陳燕諭、程孝盈、田錦宏（2023）。正向心理資本量表性別測量恆等性之分析，中山管理評論，31卷2期，359~390。https://doi.org/10.6160/SYSMR.202306_31(2).0004 彭渰雯（2017）。異性戀主義下「性少數」大學教師的學術勞動處境初探。科技部；國立中山大學公共事務管理研究所。 英文文獻 Andres Medina. (2022). The impact workplace microaggressions have on those who identify as lesbian, gay and bisexual. Unpublished doctoral dissertation. National Louis University. 12-13. https://digitalcommons.nl.edu/cgi/viewcontent.cgi?article=1764&context=diss Jones, K. P., Peddie, C. I., Gilrane, V. L., King, E. B., & Gray, A. L. (2016). Not So Subtle: A Meta-Analytic Investigation of the Correlates of Subtle and Overt Discrimination. Journal of Management, 42(6), 1588-1613. https://doi.org/10.1177/0149206313506466 Kendra Cherry. (2023) Unsure about the LGBTQIA+ acronym? Here's your glossary guide. Verywell mind. https://www.verywellmind.com/what-does-lgbtq-mean-5069804 Lin, A., Sears, B., Mallory, C., & Castleberry, N. M. (2024). LGBTQ People’s Experiences of Workplace Discrimination and Harassment. The William Institute, UCLA School of Law. https://williamsinstitute.law.ucla.edu/publications/lgbt-workplace-discrimination/ Meyer, I. H. (2003). Prejudice, social stress, and mental health in lesbian, gay, and bisexual populations: Conceptual issues and research evidence. Psychological Bulletin, 129(5), 674-697. https://doi.org/10.1037/0033-2909.129.5.674 Nadal, K. L. (2011). The Racial and Ethnic Microaggressions Scale (REMS): Construction, reliability, and validity. Journal of Counseling Psychology, 58(4), 470–480. https://doi.org/10.1037/a0025193 Sue, D. W. (2010). Microaggressions in everyday life: Race, gender, and sexual orientation. John Wiley & Sons, Inc.. Sue, D. W., Capodilupo, C. M., Torino, G. C., Bucceri, J. M., Holder, A. M. B., Nadal, K. L., & Esquilin, M. (2007). Racial microaggressions in everyday life: Implications for clinical practice. American Psychologist, 62(4), 271–286. https://doi.org/10.1037/0003-066X.62.4.271 Weber, A., Collins, S. A., Robinson-Wood, T., Zeko-Underwood, E., & Poindexter, B. (2017). Subtle and Severe: Microaggressions Among Racially Diverse Sexual Minorities. Journal of Homosexuality, 65(4), 540–559. https://doi.org/10.1080/00918369.2017.1324679zh_TW