Employee burnout is detrimental to individuals (e.g., physical and mental health concerns), as well as to organizations (e.g., diminished... Show moreEmployee burnout is detrimental to individuals (e.g., physical and mental health concerns), as well as to organizations (e.g., diminished performance). Although numerous studies have examined burnout across a variety of industries and populations, there are limited studies that have examined burnout specifically among sexual minority employees, referring to lesbian, gay, bisexual, transgender, and queer (LGBTQ) workers. This study integrated Meyer’s (2003) Minority Stress Model and Hatzenbuehler’s (2009) Psychological Mediation Framework to investigate the role of concealment, rumination, and non-discrimination organizational policies on burnout among 406 sexual minority employees working in a variety of industries (e.g., healthcare, retail, education, etc.). To test the relationships between these variables, a mediation model and a mediation with moderation model was tested using Hayes’ (2018) Process macro. Results indicated that concealing one’s sexual orientation at work was positively related to rumination, and in turn, was positively related to burnout. Contrary to one of the hypotheses, organizational non-discrimination policies that were inclusive of sexual minorities did not moderate the relationship between concealment and burnout. Previous research, implications, and limitations to this study are discussed in detail. Show less
