LAUSR

Previous research on sexual identity management at work focuses on default fixed sexual categories and related strategies such as pass or reveal. What if employees experience changes in their sexual attractions and identity? The present study pioneers in incorporating the concept of sexual fluidity into organization research in order to both complement and challenge the scholarship of sexual identity management at work. It provides empirical evidence from Vietnam that is in line with queer perspective in challenging the notion of a fixed, constructed sexual identity. Through in-depth interviews with 30 female employees experiencing sexual fluidity during their work, this study aims to investigate how they manage a sexually fluid identity in the workplace. The results show that female employees first consider or choose (non)identity1 that matches their new sexual attractions. These (non)identity choices include identity change, fluid identity, non-identity, and resisting identity. Next, strategies are utilized for managing that (non)identity at work-pass, cover, implicitly out, explicitly out, inform/educate. These strategies can be used independently or multiply (mixed/change), in which mixed strategy takes account of communication objects and situations, while change strategy relies on time. Associated individual, organizational and social factors are preliminarily mentioned, in which coworker reactions to the identity changes is a notable point (e.g., surprise, curiosity, inquiry, advice). This study also provides discussion on the construction of sexual identity as stigmatized social identity and the gap of scholarship of sexual identity management at work.