Transgender Employee Performance

Paper Summary:

This paper proposes a dissertation that will examine transgender employee performance. The primary research questions addressed are "What effects does transition have on transgender employee performance" and "How well do companies work with transgender employees to bolster performance and create a culturally acceptable climate, one that works to support transgender employees and works to help foster acceptance and tolerance?". The paper also describes the independent and dependent variables of the proposed study, the correlational aspects and the literature reviewed, in addition to the secondary questions that the research addresses.


Outline:
Variables And Constructs In Prior Research
Variables In Proposed Dissertation
Quality Of Measures In Prior Research
Actions To Support Quality Of Measures In Proposed Dissertation

From the Paper:

"The researcher expects the results of this proposed dissertation will fill a void present in current literature that outlines how well transgender employees assimilate regardless of their transition status, and help organizations learn how to develop independent tools for creating a culturally diverse environment, one that is more likely to be accepting of transgender employees regardless of their status. Because much of this research relates to the internal emotions, feelings and perceptions of transgender employees, it is necessary for the researcher to identify the emotions, feelings and self perceptions of transgender employees before and after transition for the proposed study. This information may be gathered through electronic or hand-delivered anonymous self-report questionnaires provided to study participants. Because of the sensitivity and nature of the proposed research subject, it is important the researcher fully inform participants of the goal and objectives of the study, the variables intended for study and for the researcher to provide study participants access to the results of the study on request. Matters of consent will be handled through NDA and confidentiality agreements with participant's assigned numbers rather than names to identify their status for purposes of data collection."

Sample of Sources Used:

• American College Personnel Association. (1995-Sept). Domestic partners project research. Richmond, VA: ACPA Standing Committee for Lesbian, Gay, Bisexual Awareness.
• Armino, J. (1993). Racial identity as development theory: Considerations for designing leadership programs. Campus Activities Programming, 25(8):40-6.
• Eisner, E.W. (1991). The enlightened eye: Qualitative inquiry and the enhancement of educational practice. New York: Macmillan Publishing Company.
• Healy, M. & Perry, C. (2000). Comprehensive criteria to judge validity and reliability of qualitative research within the realism paradigm. Qualitative Market Research, 3(3): 118.
• Landau, J. (2005). "Soft immutability" and "imputed gay identity" - Recent developments in the transgender and sexual-orientation based asylum law. Fordham Urban Law Journal, 32(2):237.

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