Dissecting the Pathways between Minority Stress and Depression Among Chinese LGBTQ People: A Moderated Mediation Model of Workplace Climate and Resilience

Background and Purpose:

This study examined both the interpersonal-level (i.e., workplace climate) and intrapersonal-level (i.e., resilience) mechanisms through which minority stressors are associated with depression among Chinese lesbian, gay, bisexual, trans, and queer (LGBTQ) individuals. A more nuanced understanding of how these stressors affect the mental health of LGBTQ people is required. Further, despite growing interest in the work-related outcomes experienced by LGBTQ people, most research has focused on the economic aspects of working life, such as earning differentials and employee productivity, with limited attention given to non-pecuniary aspects of employment, including workplace climate and mental health. This research addressed these dual gaps by examining the negative impacts of minority stressors and their potential pathways to depression among Chinese LGBTQ individuals in Hong Kong, where there is currently no legislation protecting LGBTQ individuals from discrimination at work or in society. Building on the minority stress model and adapting the psychological mediation framework, we hypothesized that: (a) perceived workplace climate would mediate the association between minority stressors and depression; and (b) resilience would moderate the indirect relationship between minority stressors and depression via perceived workplace climate.

Methods:

Using a cross-sectional online survey, data were collected on a sample of 706 Chinese self-identified LGBTQ individuals. Participants were recruited through local LGBTQ organizations, online platforms, and referrals. This study only included respondents who had engaged in formal employment within the previous year (age M = 29.79 [range = 18–57]; female = 62.46%, male = 36.26%, other genders = 1.27%). The study tested four mediation models and four moderated mediation models to examine the direct and indirect effects of different minority stressors (experiences of discrimination, internalized homophobia, expectations of rejection, and concealment of identity) on depression through the mediating factor of the perceived workplace climate and the moderating factor of resilience. For the analyses, we used PROCESS Macro version 4.2 with a bootstrapping approach.

Results:

Mediation results showed that minority stressors, including experiences of discrimination, internalized homophobia, expectations of rejection, and concealment of identity, were each negatively associated with perceived workplace climate, which was, in turn, associated with higher levels of depressive symptoms. Moderated mediation models further demonstrated that the conditional indirect effects of different types of minority stressors on depression through perceived workplace climate were only significant for those with lower levels of resilience.

Conclusions and Implications:

The findings highlight the importance of improving workplace climates and individual resilience to mitigate the impacts of minority stressors on depression. Interventions at both the intrapersonal and interpersonal levels should be considered. At the intrapersonal level, the protective role of resilience that was found in this study shows that social work interventions to improve mental health should integrate components that will enhance resilience among LGBTQ people. At the interpersonal level, social workers and policymakers should promote social campaigns and inclusive policies to foster stigma-free and LGBTQ-inclusive work environments with the goal of enhancing the well-being of LGBTQ people.