Influences on Occupational Identity through Trans and Gender Diverse Identity: A Qualitative Study about Work Experiences of Trans and Gender Diverse Individuals
Work experiences and satisfaction as well as the feeling of belonging has been narrowly explored from the perspective of trans and gender diverse individuals. Hence, the study investigates the relationship of values, attitudes, and norms of occupational environments and the working identity of trans and gender diverse people of the Australian workforce. Based on 22 semi-structured interviews with trans and gender diverse individuals regarding their work and career experiences, a first insight about their feeling of belonging through commonality in the workplace could be established. Communality between the values, attitudes and norms of a trans and gender diverse individuals working identities and profession, organization and working environment could increase the feeling of belonging. Further reflection and evaluation of trans and gender diverse identities in the workplace need to be considered to create an equitable and inclusive workplace of the future. Consequently, an essential development step for the future of work and its fundamental values of diversity, inclusion, and belonging will consist of the acknowledgement and inclusion of trans and gender diverse people as part of a broader social identity of the workplace.
[1] J. Z. Spade and C. G. Valentine, The kaleidoscope of gender: Prisms, patterns, and possibilities. Thousand Oaks: Pine Forge Press. 2008.
[2] J. Acker, Gendered organizations and intersectionality: Problems and possibilities. Equality, Diversity and Inclusion: An International Journal, vol. 31,3, 2012, pp. 214-224.
[3] S. Srivastava and P. Madan, The relationship between resilience and career satisfaction: Trust, political skills and organizational identification as moderators. vol. 29,1, 2020, pp. 44-53.
[4] S. F. Akkerman and P. C. Meijer, A dialogical approach to conceptualizing teacher identity. Teaching and Teacher Education, vol. 27,2, 2011, pp. 308-319.
[5] S. M. Wieland, Ideal selves as resources for the situated practice of identity. Management communication quarterly, vol. 24,4, 2010, pp. 503-528.
[6] L. A. Mainiero and S. E. J. A. o. M. P. Sullivan, Kaleidoscope careers: An alternate explanation for the “opt-out “revolution. vol. 19,1, 2005, pp. 106-123.
[7] J. Acker, Hierarchies, jobs, bodies: A theory of gendered organizations. Gender & society, vol. 4,2, 1990, pp. 139-158.
[8] S. A. Shields, Gender: An intersectionality perspective. Sex roles, vol. 59,5-6, 2008, pp. 301-311.
[9] T. J. Watson, Managing identity: Identity work, personal predicaments and structural circumstances. Organization, vol. 15,1, 2008, pp. 121-143.
[10] S. Sveningsson and M. Alvesson, Managing managerial identities: Organizational fragmentation, discourse and identity struggle. Human Relations, vol. 56,10, 2003, pp. 1163-1193.
[11] L. Ramarajan and E. Reid, Shattering the myth of separate worlds: Negotiating nonwork identities at work. Academy of Management Review, vol. 38,4, 2013, pp. 621-644.
[12] K. L. Ashcraft, The glass slipper: “Incorporating” occupational identity in management studies. Academy of management review, vol. 38,1, 2013, pp. 6-31.
[13] P. G. Cummins and I. O'Boyle, Leading through others: Social identity theory in the organizational setting. Organization Development Journal, vol. 32,3, 2014, pp. 27-39.
[14] N. L. Young, Identity Trans/formations. Annals of the International Communication Association, vol. 31,1, 2007, pp. 224-272.
[15] B. E. Ashforth and F. Mael, Social identity theory and the organization. Academy of management review, vol. 14,1, 1989, pp. 20-39.
[16] S. J. Tracy and A. Trethewey, Fracturing the real-self↔ fake-self dichotomy: Moving toward “crystallized” organizational discourses and identities. Communication theory, vol. 15,2, 2005, pp. 168-195.
[17] G. E. Kreiner, E. C. Hollensbe, and M. L. Sheep, Where Is the "Me" among the "We"? Identity Work and the Search for Optimal Balance. The Academy of Management Journal, vol. 49,5, 2006, pp. 1031-1057.
[18] B. E. Ashforth, K. M. Rogers, and K. G. Corley, Identity in organizations: Exploring cross-level dynamics. Organization science, vol. 22,5, 2011, pp. 1144-1156.
[19] A. D. Brown, Identities and identity work in organizations. International journal of management reviews, vol. 17,1, 2015, pp. 20-40.
[20] S. A. Haslam and N. Ellemers, Social identity in industrial and organizational psychology: Concepts, controversies and contributions. International review of industrial and organizational psychology, vol. 20,1, 2005, pp. 39-118.
[21] C. Jones and E. H. Volpe, Organizational identification: Extending our understanding of social identities through social networks. Journal of Organizational Behavior, vol. 32,3, 2011, pp. 413-434.
[22] L. Holck, S. L. Muhr, and F. Villeseche, Identity, diversity and diversity management: On theoretical connections, assumptions and implications for practice. Equality, Diversity and Inclusion: An International Journal, vol. 35,1, 2016, pp. 48-64.
[23] A. Gorz, Critique of economic reason. London & New York: Verso Trade. 1989.
[24] T. Thanem and L. Wallenberg, Just doing gender? Transvestism and the power of underdoing gender in everyday life and work. Organization, vol. 23,2, 2016, pp. 250-271.
[25] K. A. Cerulo, Identity construction: New issues, new directions. Annual review of Sociology, vol. 23,1, 1997, pp. 385-409.
[26] S. Linstead and A. Pullen, Gender as multiplicity: Desire, displacement, difference and dispersion. Human Relations, vol. 59,9, 2006, pp. 1287-1310.
[27] K. Sawyer, C. Thoroughgood, and J. Webster, Queering the gender binary: Understanding transgender workplace experiences, in Sexual orientation and transgender issues in organizations, T. Köllen, Editor, Springer: Cham 2016, pp. 21-42.
[28] A. S. Cheung, S. Y. Leemaqz, J. W. Wong, D. Chew, O. Ooi, P. Cundill, N. Silberstein, P. Locke, S. Zwickl, and R. Grayson, Non-binary and binary gender identity in Australian trans and gender diverse individuals. Archives of sexual behavior, vol. 49,7, 2020, pp. 2673-2681.
[29] S. Stryker, P. Currah, and L. Moore, Introduction; Trans-, Trans, or Transgender? Women's Studies Quarterly, vol. 36,3/4, 2008, pp. 11-22.
[30] S. Stryker, Transgender history, homonormativity, and disciplinarity. Radical History Review, vol. 2008,100, 2008, pp. 145-157.
[31] K. Roen, "Either/or" and "both/neither": Discursive tensions in transgender politics. Signs, vol. 27,2, 2002, pp. 501-522.
[32] D. Cosgrove, C. Bozlak, and P. Reid, Service Barriers for Gender Nonbinary Young Adults: Using Photovoice to Understand Support and Stigma. Affilia, vol. 0,0, 2020, pp. 1-20.
[33] S. N. Khapova, M. B. Arthur, C. P. M. Wilderom, and J. S. Svensson, Professional identity as the key to career change intention. Career Development International, vol. 12,7, 2007, pp. 584-595.
[34] C. Day and A. Kington, Identity, well‐being and effectiveness: The emotional contexts of teaching. Pedagogy, culture & society, vol. 16,1, 2008, pp. 7-23.
[35] V. O’Reilly, M. McMahon, and P. Parker, Career development: Profession or not?, vol. 29,2, 2020, pp. 79-86.
[36] L. C. Prieto, Proactive personality and entrepreneurial leadership: exploring the moderating role of organizational identification and political skill. Academy of Entrepreneurship Journal, vol. 16,2, 2010, pp. 107-121.
[37] K. D. Elsbach, An expanded model of organizational identification, in Research in organizational behavior, R.I. Sutton and M. Staw, Editors, Elsevier Science/JAI Press 1999, pp. 163-199.
[38] J. E. Stets and P. J. Burke, Identity theory and social identity theory. Social psychology quarterly, vol. 63,3, 2000, pp. 224-237.
[39] D. Abrams and M. A. Hogg, Social identity and self-categorization, in The SAGE Handbook of Prejudice, Stereotyping and Discrimination, J.F. Dovidio, M. Hewstone, P. Glick, and V.M. Esses, Editors, The SAGE handbook of prejudice, stereotyping and discrimination 2010.
[40] M. A. Hogg and D. Abrams, Social identity and social cognition: Historical background and current trends, in Social Identity and Social Cognition, D. Abrams and M.A. Hogg, Editors, Wiley: Oxford 1999, pp. 1-25.
[41] R. S. Livengood and R. K. Reger, That's our turf! Identity domains and competitive dynamics. Academy of Management Review, vol. 35,1, 2010, pp. 48-66.
[42] S. Ahuja, H. Heizmann, and S. Clegg, Emotions and identity work: Emotions as discursive resources in the constitution of junior professionals’ identities. Human Relations, vol. 72,5, 2019, pp. 988-1009.
[43] C. McFadden, Lesbian, gay, bisexual, and transgender careers and human resource development: A systematic literature review. Human Resource Development Review, vol. 14,2, 2015, pp. 125-162.
[44] R. Jenkins, Social identity. London & New York: Routledge. 2014.
[45] R. F. Baumeister, A self-presentational view of social phenomena. Psychological bulletin, vol. 91,1, 1982, pp. 3-26.
[46] R. Van Dick, My Job is My Castle: Identification in Organizational Contexts, in International Review of Industrial and Organizational Psychology 2004, C. Cooper and I. Robertson, Editors, John Wiley & Sons, Ltd: West Sussex 2003, pp. 171-203.
[47] J. P. Cornelissen, S. A. Haslam, and J. M. Balmer, Social identity, organizational identity and corporate identity: Towards an integrated understanding of processes, patternings and products. British journal of management, vol. 18,S1, 2007, pp. S1-S16.
[48] M. Peiperl and Y. Baruch, Back to square zero: The post-corporate career. Organizational dynamics, vol. 25,4, 1997, pp. 7-22.
[49] Y. Baruch, N. Szűcs, and H. Gunz, Career studies in search of theory: The rise and rise of concepts. Career Development International, vol. 20,1, 2015, pp. 3-20.
[50] S. M. Barr, S. L. Budge, and J. L. Adelson, Transgender community belongingness as a mediator between strength of transgender identity and well-being. Journal of Counseling Psychology, vol. 63,1, 2016, pp. 87.
[51] G. Winker and N. Degele, Intersectionality as multi-level analysis: Dealing with social inequality. European Journal of Women's Studies, vol. 18,1, 2011, pp. 51-66.
[52] R. Van Dick, O. Christ, J. Stellmacher, U. Wagner, O. Ahlswede, C. Grubba, M. Hauptmeier, C. Hoehfeld, K. Moltzen, and P. A. Tissington, Should I stay or should I go? Explaining turnover intentions with organizational identification and job satisfaction. British Journal of Management, vol. 15,4, 2004, pp. 351-360.
[53] S. L. Muhr, K. R. Sullivan, and C. Rich, Situated Transgressiveness: Exploring One Transwoman's Lived Experiences across Three Situated Contexts. Gender, work, and organization, vol. 23,1, 2016, pp. 52-70.
[54] T. Michl, K. Pegg, and A. Kracen, Gender x Culture: A pilot project exploring the study abroad experiences of trans and gender expansive students. Frontiers: The Interdisciplinary Journal of Study Abroad, vol. 31,2, 2019, pp. 32-50.
[55] T. Jones, Female-to-male (FtM) transgender employees in Australia, in Sexual Orientation and Transgender Issues in Organizations, Springer 2016, pp. 101-116.
[56] S. Dixon-Fyle, K. Dolan, V. Hunt, and S. Prince, Diversity Wins, How Inclusion Matters, McKinsey Co.: online. 2020, p. 56.
[57] K. Charmaz, The power of constructivist grounded theory for critical inquiry. Qualitative inquiry, vol. 23,1, 2017, pp. 34-45.
[58] V. Timonen, G. Foley, and C. Conlon, Challenges when using grounded theory: A pragmatic introduction to doing GT research. International Journal of Qualitative Methods, vol. 17,1, 2018, pp. 1-17.
[59] C. Oliver, Critical realist grounded theory: A new approach for social work research. British Journal of Social Work, vol. 42,2, 2012, pp. 371-387.
[60] D. G. Cope, Methods and meanings: credibility and trustworthiness of qualitative research. Oncology nursing forum, vol. 41,1, 2014, pp. 89-91.
[61] S. Kempster and K. Parry, Critical realism and grounded theory, in Studying organizations using critical realism: A practical guide, P.K. Edwards, J. O’Mahoney, and S. Vincent, Editors, Oxford University Press: Oxford 2015, pp. 86-108.
[62] S. Kempster and K. W. Parry, Grounded theory and leadership research: A critical realist perspective. The leadership quarterly, vol. 22,1, 2011, pp. 106-120.
[63] E. Dowers, C. White, K. Cook, and J. Kingsley, Trans, gender diverse and non-binary adult experiences of social support: A systematic quantitative literature review. International Journal of Transgender Health, vol., 2020, pp. 1-16.
[64] C. McFadden, Hiring discrimination against transgender job applicants–considerations when designing a study. International Journal of Manpower, vol. 41,6, 2020, pp. 731-752.
[65] J. Saldaña, The coding manual for qualitative researchers. London: Sage. 2015.
[66] K. Charmaz, Constructing grounded theory. 2 ed., Thousand Oaks: SAGE. 2014.
[67] R. W. Connell and J. W. Messerschmidt, Hegemonic Masculinity: Rethinking the Concept. Gender & Society, vol. 19,6, 2005, pp. 829-859.
[1] J. Z. Spade and C. G. Valentine, The kaleidoscope of gender: Prisms, patterns, and possibilities. Thousand Oaks: Pine Forge Press. 2008.
[2] J. Acker, Gendered organizations and intersectionality: Problems and possibilities. Equality, Diversity and Inclusion: An International Journal, vol. 31,3, 2012, pp. 214-224.
[3] S. Srivastava and P. Madan, The relationship between resilience and career satisfaction: Trust, political skills and organizational identification as moderators. vol. 29,1, 2020, pp. 44-53.
[4] S. F. Akkerman and P. C. Meijer, A dialogical approach to conceptualizing teacher identity. Teaching and Teacher Education, vol. 27,2, 2011, pp. 308-319.
[5] S. M. Wieland, Ideal selves as resources for the situated practice of identity. Management communication quarterly, vol. 24,4, 2010, pp. 503-528.
[6] L. A. Mainiero and S. E. J. A. o. M. P. Sullivan, Kaleidoscope careers: An alternate explanation for the “opt-out “revolution. vol. 19,1, 2005, pp. 106-123.
[7] J. Acker, Hierarchies, jobs, bodies: A theory of gendered organizations. Gender & society, vol. 4,2, 1990, pp. 139-158.
[8] S. A. Shields, Gender: An intersectionality perspective. Sex roles, vol. 59,5-6, 2008, pp. 301-311.
[9] T. J. Watson, Managing identity: Identity work, personal predicaments and structural circumstances. Organization, vol. 15,1, 2008, pp. 121-143.
[10] S. Sveningsson and M. Alvesson, Managing managerial identities: Organizational fragmentation, discourse and identity struggle. Human Relations, vol. 56,10, 2003, pp. 1163-1193.
[11] L. Ramarajan and E. Reid, Shattering the myth of separate worlds: Negotiating nonwork identities at work. Academy of Management Review, vol. 38,4, 2013, pp. 621-644.
[12] K. L. Ashcraft, The glass slipper: “Incorporating” occupational identity in management studies. Academy of management review, vol. 38,1, 2013, pp. 6-31.
[13] P. G. Cummins and I. O'Boyle, Leading through others: Social identity theory in the organizational setting. Organization Development Journal, vol. 32,3, 2014, pp. 27-39.
[14] N. L. Young, Identity Trans/formations. Annals of the International Communication Association, vol. 31,1, 2007, pp. 224-272.
[15] B. E. Ashforth and F. Mael, Social identity theory and the organization. Academy of management review, vol. 14,1, 1989, pp. 20-39.
[16] S. J. Tracy and A. Trethewey, Fracturing the real-self↔ fake-self dichotomy: Moving toward “crystallized” organizational discourses and identities. Communication theory, vol. 15,2, 2005, pp. 168-195.
[17] G. E. Kreiner, E. C. Hollensbe, and M. L. Sheep, Where Is the "Me" among the "We"? Identity Work and the Search for Optimal Balance. The Academy of Management Journal, vol. 49,5, 2006, pp. 1031-1057.
[18] B. E. Ashforth, K. M. Rogers, and K. G. Corley, Identity in organizations: Exploring cross-level dynamics. Organization science, vol. 22,5, 2011, pp. 1144-1156.
[19] A. D. Brown, Identities and identity work in organizations. International journal of management reviews, vol. 17,1, 2015, pp. 20-40.
[20] S. A. Haslam and N. Ellemers, Social identity in industrial and organizational psychology: Concepts, controversies and contributions. International review of industrial and organizational psychology, vol. 20,1, 2005, pp. 39-118.
[21] C. Jones and E. H. Volpe, Organizational identification: Extending our understanding of social identities through social networks. Journal of Organizational Behavior, vol. 32,3, 2011, pp. 413-434.
[22] L. Holck, S. L. Muhr, and F. Villeseche, Identity, diversity and diversity management: On theoretical connections, assumptions and implications for practice. Equality, Diversity and Inclusion: An International Journal, vol. 35,1, 2016, pp. 48-64.
[23] A. Gorz, Critique of economic reason. London & New York: Verso Trade. 1989.
[24] T. Thanem and L. Wallenberg, Just doing gender? Transvestism and the power of underdoing gender in everyday life and work. Organization, vol. 23,2, 2016, pp. 250-271.
[25] K. A. Cerulo, Identity construction: New issues, new directions. Annual review of Sociology, vol. 23,1, 1997, pp. 385-409.
[26] S. Linstead and A. Pullen, Gender as multiplicity: Desire, displacement, difference and dispersion. Human Relations, vol. 59,9, 2006, pp. 1287-1310.
[27] K. Sawyer, C. Thoroughgood, and J. Webster, Queering the gender binary: Understanding transgender workplace experiences, in Sexual orientation and transgender issues in organizations, T. Köllen, Editor, Springer: Cham 2016, pp. 21-42.
[28] A. S. Cheung, S. Y. Leemaqz, J. W. Wong, D. Chew, O. Ooi, P. Cundill, N. Silberstein, P. Locke, S. Zwickl, and R. Grayson, Non-binary and binary gender identity in Australian trans and gender diverse individuals. Archives of sexual behavior, vol. 49,7, 2020, pp. 2673-2681.
[29] S. Stryker, P. Currah, and L. Moore, Introduction; Trans-, Trans, or Transgender? Women's Studies Quarterly, vol. 36,3/4, 2008, pp. 11-22.
[30] S. Stryker, Transgender history, homonormativity, and disciplinarity. Radical History Review, vol. 2008,100, 2008, pp. 145-157.
[31] K. Roen, "Either/or" and "both/neither": Discursive tensions in transgender politics. Signs, vol. 27,2, 2002, pp. 501-522.
[32] D. Cosgrove, C. Bozlak, and P. Reid, Service Barriers for Gender Nonbinary Young Adults: Using Photovoice to Understand Support and Stigma. Affilia, vol. 0,0, 2020, pp. 1-20.
[33] S. N. Khapova, M. B. Arthur, C. P. M. Wilderom, and J. S. Svensson, Professional identity as the key to career change intention. Career Development International, vol. 12,7, 2007, pp. 584-595.
[34] C. Day and A. Kington, Identity, well‐being and effectiveness: The emotional contexts of teaching. Pedagogy, culture & society, vol. 16,1, 2008, pp. 7-23.
[35] V. O’Reilly, M. McMahon, and P. Parker, Career development: Profession or not?, vol. 29,2, 2020, pp. 79-86.
[36] L. C. Prieto, Proactive personality and entrepreneurial leadership: exploring the moderating role of organizational identification and political skill. Academy of Entrepreneurship Journal, vol. 16,2, 2010, pp. 107-121.
[37] K. D. Elsbach, An expanded model of organizational identification, in Research in organizational behavior, R.I. Sutton and M. Staw, Editors, Elsevier Science/JAI Press 1999, pp. 163-199.
[38] J. E. Stets and P. J. Burke, Identity theory and social identity theory. Social psychology quarterly, vol. 63,3, 2000, pp. 224-237.
[39] D. Abrams and M. A. Hogg, Social identity and self-categorization, in The SAGE Handbook of Prejudice, Stereotyping and Discrimination, J.F. Dovidio, M. Hewstone, P. Glick, and V.M. Esses, Editors, The SAGE handbook of prejudice, stereotyping and discrimination 2010.
[40] M. A. Hogg and D. Abrams, Social identity and social cognition: Historical background and current trends, in Social Identity and Social Cognition, D. Abrams and M.A. Hogg, Editors, Wiley: Oxford 1999, pp. 1-25.
[41] R. S. Livengood and R. K. Reger, That's our turf! Identity domains and competitive dynamics. Academy of Management Review, vol. 35,1, 2010, pp. 48-66.
[42] S. Ahuja, H. Heizmann, and S. Clegg, Emotions and identity work: Emotions as discursive resources in the constitution of junior professionals’ identities. Human Relations, vol. 72,5, 2019, pp. 988-1009.
[43] C. McFadden, Lesbian, gay, bisexual, and transgender careers and human resource development: A systematic literature review. Human Resource Development Review, vol. 14,2, 2015, pp. 125-162.
[44] R. Jenkins, Social identity. London & New York: Routledge. 2014.
[45] R. F. Baumeister, A self-presentational view of social phenomena. Psychological bulletin, vol. 91,1, 1982, pp. 3-26.
[46] R. Van Dick, My Job is My Castle: Identification in Organizational Contexts, in International Review of Industrial and Organizational Psychology 2004, C. Cooper and I. Robertson, Editors, John Wiley & Sons, Ltd: West Sussex 2003, pp. 171-203.
[47] J. P. Cornelissen, S. A. Haslam, and J. M. Balmer, Social identity, organizational identity and corporate identity: Towards an integrated understanding of processes, patternings and products. British journal of management, vol. 18,S1, 2007, pp. S1-S16.
[48] M. Peiperl and Y. Baruch, Back to square zero: The post-corporate career. Organizational dynamics, vol. 25,4, 1997, pp. 7-22.
[49] Y. Baruch, N. Szűcs, and H. Gunz, Career studies in search of theory: The rise and rise of concepts. Career Development International, vol. 20,1, 2015, pp. 3-20.
[50] S. M. Barr, S. L. Budge, and J. L. Adelson, Transgender community belongingness as a mediator between strength of transgender identity and well-being. Journal of Counseling Psychology, vol. 63,1, 2016, pp. 87.
[51] G. Winker and N. Degele, Intersectionality as multi-level analysis: Dealing with social inequality. European Journal of Women's Studies, vol. 18,1, 2011, pp. 51-66.
[52] R. Van Dick, O. Christ, J. Stellmacher, U. Wagner, O. Ahlswede, C. Grubba, M. Hauptmeier, C. Hoehfeld, K. Moltzen, and P. A. Tissington, Should I stay or should I go? Explaining turnover intentions with organizational identification and job satisfaction. British Journal of Management, vol. 15,4, 2004, pp. 351-360.
[53] S. L. Muhr, K. R. Sullivan, and C. Rich, Situated Transgressiveness: Exploring One Transwoman's Lived Experiences across Three Situated Contexts. Gender, work, and organization, vol. 23,1, 2016, pp. 52-70.
[54] T. Michl, K. Pegg, and A. Kracen, Gender x Culture: A pilot project exploring the study abroad experiences of trans and gender expansive students. Frontiers: The Interdisciplinary Journal of Study Abroad, vol. 31,2, 2019, pp. 32-50.
[55] T. Jones, Female-to-male (FtM) transgender employees in Australia, in Sexual Orientation and Transgender Issues in Organizations, Springer 2016, pp. 101-116.
[56] S. Dixon-Fyle, K. Dolan, V. Hunt, and S. Prince, Diversity Wins, How Inclusion Matters, McKinsey Co.: online. 2020, p. 56.
[57] K. Charmaz, The power of constructivist grounded theory for critical inquiry. Qualitative inquiry, vol. 23,1, 2017, pp. 34-45.
[58] V. Timonen, G. Foley, and C. Conlon, Challenges when using grounded theory: A pragmatic introduction to doing GT research. International Journal of Qualitative Methods, vol. 17,1, 2018, pp. 1-17.
[59] C. Oliver, Critical realist grounded theory: A new approach for social work research. British Journal of Social Work, vol. 42,2, 2012, pp. 371-387.
[60] D. G. Cope, Methods and meanings: credibility and trustworthiness of qualitative research. Oncology nursing forum, vol. 41,1, 2014, pp. 89-91.
[61] S. Kempster and K. Parry, Critical realism and grounded theory, in Studying organizations using critical realism: A practical guide, P.K. Edwards, J. O’Mahoney, and S. Vincent, Editors, Oxford University Press: Oxford 2015, pp. 86-108.
[62] S. Kempster and K. W. Parry, Grounded theory and leadership research: A critical realist perspective. The leadership quarterly, vol. 22,1, 2011, pp. 106-120.
[63] E. Dowers, C. White, K. Cook, and J. Kingsley, Trans, gender diverse and non-binary adult experiences of social support: A systematic quantitative literature review. International Journal of Transgender Health, vol., 2020, pp. 1-16.
[64] C. McFadden, Hiring discrimination against transgender job applicants–considerations when designing a study. International Journal of Manpower, vol. 41,6, 2020, pp. 731-752.
[65] J. Saldaña, The coding manual for qualitative researchers. London: Sage. 2015.
[66] K. Charmaz, Constructing grounded theory. 2 ed., Thousand Oaks: SAGE. 2014.
[67] R. W. Connell and J. W. Messerschmidt, Hegemonic Masculinity: Rethinking the Concept. Gender & Society, vol. 19,6, 2005, pp. 829-859.
@article{"International Journal of Business, Human and Social Sciences:80295", author = "Robin C. Ladwig", title = "Influences on Occupational Identity through Trans and Gender Diverse Identity: A Qualitative Study about Work Experiences of Trans and Gender Diverse Individuals", abstract = "Work experiences and satisfaction as well as the feeling of belonging has been narrowly explored from the perspective of trans and gender diverse individuals. Hence, the study investigates the relationship of values, attitudes, and norms of occupational environments and the working identity of trans and gender diverse people of the Australian workforce. Based on 22 semi-structured interviews with trans and gender diverse individuals regarding their work and career experiences, a first insight about their feeling of belonging through commonality in the workplace could be established. Communality between the values, attitudes and norms of a trans and gender diverse individuals working identities and profession, organization and working environment could increase the feeling of belonging. Further reflection and evaluation of trans and gender diverse identities in the workplace need to be considered to create an equitable and inclusive workplace of the future. Consequently, an essential development step for the future of work and its fundamental values of diversity, inclusion, and belonging will consist of the acknowledgement and inclusion of trans and gender diverse people as part of a broader social identity of the workplace.", keywords = "Belonging, future of work, working identity, trans and gender diverse identity.", volume = "15", number = "5", pages = "394-9", }
