近幾年來，同性戀在職場的相關研究逐漸受到重視，包括職場的性別歧視、性傾向與職業選擇，或職場出櫃等議題。然而職場領導作為組織行為的重要議題，目前未有研究直接討論同性戀者的職場領導。我的研究彌補了以上的研究缺口。透過訪談的機會，我與二十七位男同志主管接觸，了解他們的成長經歷，以及在職場中的領導風格。我整理出他們在職場領導風格上的共通性（即「保護自己」與「尊重他人」），並且推敲可能的形成緣由。最後提出我身為研究者的自我反思，以及對於未來研究方向的建議。

In recent years, the lesbian, gay, bisexual, and transgender (LGBT) persons have drawn increasing attention in the field of organizational behavior. Some emerging research streams include the career choice among LGBT, the decision on coming out at work, and the discrimination again LGBT in the workplaces. However, little attention has been paid to the intersection between leadership and LGBT persons. The present research fills this gap by exploring 27 Taiwanese gay managers’ life stories as well as their lived experiences as a leader in the workplaces. My analysis suggests that their leadership is centered on two guiding principles: “protecting oneself” and “showing respect for others”. Implications and my reflections are also discussed.

論文審訂書 ................................................................................. i
致謝 ........................................................................................... ii
摘要 .......................................................................................... iii
ABSTRACT ............................................................................ iv
圖次 .......................................................................................... vi
表次 .......................................................................................... vi
第一章 緒論 .............................................................................. 1
第二章 文獻回顧 ...................................................................... 3
第一節男同志的刻板印象........................................................................................ 3
第二節 污名（STIGMA） .......................................................................................... 6
第三節 刻板印象與污名遇上領導 .......................................................................... 9
第三章 研究方法 .................................................................... 10
第一節 研究方法的選定 ........................................................................................ 10
第二節 訪談對象 .................................................................................................... 11
第三節 訪談大綱 .................................................................................................... 19
第四節 資料分析 .................................................................................................... 20
第四章 研究結果 .................................................................... 26
第一節 同性戀污名下的職訓局 ............................................................................ 26
第二節 演技訓練與公事公辦 ................................................................................ 32
第三節 公事公辦的矛盾：不能做自己 ................................................................ 41
第四節 換位訓練與適才適所 ................................................................................ 43
第五節 適才適所的限制：帶不到心 .................................................................... 52
第五章 研究討論 .................................................................... 54
第一節 男同志主管領導風格的緣由：男同志（污名）的職訓局 .................... 54
第二節男同志主管的領導風格：職訓局下的領導風格...................................... 55
第三節研究反思...................................................................................................... 57
第五節 研究限制與延伸 ........................................................................................ 59
參考文獻 .................................................................................. 60
附錄 .......................................................................................... 63
附錄1：訪談大綱................................................................................................... 63
附錄2：PPT 徵人文 ............................................................................................... 67
附錄3：FACEBOOK 徵人文 .................................................................................... 67
圖次
圖5-1 男同志主管領導理論模型 ............................................................................. 55
表次
表3-1 受訪者簡介 ...................................................................................................... 13
表3-2 逐字稿範例 ...................................................................................................... 21
表3-3 主題整理範例 .................................................................................................. 22

中文文獻
趙彥寧. (2001). 戴著草帽到處旅行-試論中國流亡, 女性主體, 與記憶間的建構關
係. 台灣社會研究季刊, (41), 53-97.
劉杏元, 黃玉, & 趙淑員. (2009). 當性別遇見同志: 女同志性取向認同發展相關理
論探討. 長庚科技學刊, (10), 137-153.
王家豪. (2002). 娘娘腔男同性戀者的社會處境及其自我認同. 臺北: 世新大學社會
發展研究所碩士論文.
英文文獻
Adams, M., & Bell, L. A. (Eds.). (2016). Teaching for Diversity and Social Justice.
New York, Routledge.
Allport, G. W. (1954). The nature of prejudice. Cambridge, MA: Addison-Wesley.
Anteby, M., & Anderson, C. (2014). The shifting landscape of LGBT organizational
research. Research in Organizational Behavior, 34, 3-25.
Biernacki, P., & Waldorf, D. (1981). Snowball sampling: Problems and techniques of
chain referral sampling. Sociological Methods & Research, 10(2), 141-163.
Schuiling, K. D., & Likis, F. E. (Eds.). (2016). Women’s Gynecologic Health. Jones &
Bartlett Publishers.
Goffman, E. (1963). Stigma: Notes on the management of spoiled identity. New York:
Touchstone.
Greene, K., Derlega, V. J., Yep, G. A., & Petronio, S. (2003). Privacy and Disclosure of
HIV in Interpersonal Relationships: A Sourcebook for Researchers and
Practitioners. Mahwah, NJ: Erlbaum.
61
Herek, G. M. (Ed.). (1997). Stigma and Sexual Orientation: Understanding Prejudice
Against Lesbians, Gay Men and Bisexuals (Vol. 4). California, Sage Publications.
Jones, E. E., & French, R. S. (1984). Social Stigma: The Psychology of Marked
Relationships. New York, NY: Freeman.
Kosofsky, S. (1993). Toward Gender Equality in Professional Sports. Hastings Women's
LJ, 4, 209.
Likert, R. (1961). New York, New patterns of management. New York: McGraw-Hill.
London, B., Downey, G., Romero-Canyas, R., Rattan, A., & Tyson, D. (2012). Genderbased
rejection sensitivity and academic self-silencing in women. Journal of
Personality and Social Psychology.
Markus, H., & Nurius, P. (1986). Possible selves. American Psychologist, 41, 954–969.
Pachankis, J. E. (2007). The psychological implications of concealing a stigma: a
cognitive-affective-behavioral model. Psychological Bulletin, 133(2), 328.
Pike, K. (1954). Language in Relation to a Unified Theory of the Structure of Human
Behavior Glendale, CA: Summer Institute of Linguistics.
Ragins, B. R., Singh, R., & Cornwell, J. M. (2007). Making the invisible visible: Fear
and disclosure of sexual orientation at work. Journal of Applied Psychology, 92(4),
1103.
Renzetti, C. M., & Edleson, J. L. (Eds.). (2008). Encyclopedia of interpersonal violence.
Sage Publications.
Sedgwick, E. (1993). How to bring your kids up gay: The war on effeminate boys. In E.
Sedgwick, Tendencies (pp. 154-66). Durham Duke University Press.
62
Sedgwick, K. E. (1985) Between Men: English Literature and Male Homosexual
Desire. New York: Columbia University Press.
Sedlovskaya, A., Purdie-Vaughns, V., Eibach, R. P., LaFrance, M., Romero-Canyas, R.,
& Camp, N. P. (2013). Internalizing the closet: Concealment heightens the
cognitive distinction between public and private selves. Journal of Personality and
Social Psychology, 104(4), 695.
Tilcsik, A. (2011). Pride and Prejudice: Employment Discrimination against Openly
Gay Men in the United States American Journal of Sociology, 117(2), 586-626.
Tilcsik, A., Anteby, M., & Knight, C. R. (2015). Concealable stigma and occupational
segregation: Toward a theory of gay and lesbian occupations. Administrative
Science Quarterly, 60(3), 446-481.
Weinberg, G. H. (1972). Society and the Healthy Homosexual. Macmillan.
Yukl, G. A. (Eds.). (2013). Leadership in organizations. London: Pearson Education.