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Organizational Efforts to Affirm Sexual Diversity: A Cross-Level Examination
A growing number of organizations have enacted policies intended to recognize and affirm sexual diversity in the workforce. This research demonstrates that the more prevalent these policies, the less likely sexual minority members are to experience treatment discrimination. Further, as expected, mor...
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| Published in: | Journal of applied psychology 2001-02, Vol.86 (1), p.17-28 |
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| Format: | Article |
| Language: | English |
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| cited_by | cdi_FETCH-LOGICAL-a489t-2eef1c0b05fe34350d47dc539ed24c7188e74dd3e8642f155b92e89ee147d1833 |
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| cites | cdi_FETCH-LOGICAL-a489t-2eef1c0b05fe34350d47dc539ed24c7188e74dd3e8642f155b92e89ee147d1833 |
| container_end_page | 28 |
| container_issue | 1 |
| container_start_page | 17 |
| container_title | Journal of applied psychology |
| container_volume | 86 |
| creator | Button, Scott B |
| description | A growing number of organizations have enacted policies intended to
recognize and affirm sexual diversity in the workforce. This research
demonstrates that the more prevalent these policies, the less likely
sexual minority members are to experience treatment discrimination.
Further, as expected, more equitable treatment was associated with
higher levels of satisfaction and commitment among lesbian and gay
employees. Treatment discrimination was also systematically related to
the use of 3 identity management strategies (i.e.,
counterfeiting, avoiding, integrating). Findings also
illustrate the importance of considering individual attributes in diversity
research. In particular, group identity attitudes were associated
with work-related attitudes and identity management.
Overall, the research demonstrates the importance of organizational
efforts to affirm sexual diversity and highlights the need for future research
in this area. |
| doi_str_mv | 10.1037/0021-9010.86.1.17 |
| format | article |
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recognize and affirm sexual diversity in the workforce. This research
demonstrates that the more prevalent these policies, the less likely
sexual minority members are to experience treatment discrimination.
Further, as expected, more equitable treatment was associated with
higher levels of satisfaction and commitment among lesbian and gay
employees. Treatment discrimination was also systematically related to
the use of 3 identity management strategies (i.e.,
counterfeiting, avoiding, integrating). Findings also
illustrate the importance of considering individual attributes in diversity
research. In particular, group identity attitudes were associated
with work-related attitudes and identity management.
Overall, the research demonstrates the importance of organizational
efforts to affirm sexual diversity and highlights the need for future research
in this area.</description><identifier>ISSN: 0021-9010</identifier><identifier>EISSN: 1939-1854</identifier><identifier>DOI: 10.1037/0021-9010.86.1.17</identifier><identifier>PMID: 11302229</identifier><identifier>CODEN: JAPGBP</identifier><language>eng</language><publisher>Washington, DC: American Psychological Association</publisher><subject>Adult ; Affirmation ; Applied psychology ; Attitude ; Biological and medical sciences ; Business organization ; Cultural Diversity ; Discrimination ; Diversity in the Workplace ; Diversity training ; Employee Attitudes ; Employees ; Female ; Fundamental and applied biological sciences. Psychology ; Homosexuality ; Human ; Humans ; Lesbianism ; Male ; Male Homosexuality ; Minorities ; Organizational analysis ; Organizational Culture ; Organizational Policy ; Organizations ; Personnel ; Policy Making ; Prejudice ; Psychology ; Psychology. Psychoanalysis. Psychiatry ; Psychology. Psychophysiology ; Sex Discrimination ; Sexual Minority Groups ; Sexual orientation ; Sexuality ; Social attribution, perception and cognition ; Social equality ; Social psychology ; Studies ; Work</subject><ispartof>Journal of applied psychology, 2001-02, Vol.86 (1), p.17-28</ispartof><rights>2001 American Psychological Association</rights><rights>2001 INIST-CNRS</rights><rights>Copyright American Psychological Association Feb 2001</rights><rights>2001, American Psychological Association</rights><lds50>peer_reviewed</lds50><woscitedreferencessubscribed>false</woscitedreferencessubscribed><citedby>FETCH-LOGICAL-a489t-2eef1c0b05fe34350d47dc539ed24c7188e74dd3e8642f155b92e89ee147d1833</citedby><cites>FETCH-LOGICAL-a489t-2eef1c0b05fe34350d47dc539ed24c7188e74dd3e8642f155b92e89ee147d1833</cites></display><links><openurl>$$Topenurl_article</openurl><openurlfulltext>$$Topenurlfull_article</openurlfulltext><thumbnail>$$Tsyndetics_thumb_exl</thumbnail><link.rule.ids>314,780,784,27924,27925,30999,31000,33223,33224</link.rule.ids><backlink>$$Uhttp://pascal-francis.inist.fr/vibad/index.php?action=getRecordDetail&idt=931169$$DView record in Pascal Francis$$Hfree_for_read</backlink><backlink>$$Uhttps://www.ncbi.nlm.nih.gov/pubmed/11302229$$D View this record in MEDLINE/PubMed$$Hfree_for_read</backlink></links><search><contributor>Murphy, Kevin R</contributor><creatorcontrib>Button, Scott B</creatorcontrib><title>Organizational Efforts to Affirm Sexual Diversity: A Cross-Level Examination</title><title>Journal of applied psychology</title><addtitle>J Appl Psychol</addtitle><description>A growing number of organizations have enacted policies intended to
recognize and affirm sexual diversity in the workforce. This research
demonstrates that the more prevalent these policies, the less likely
sexual minority members are to experience treatment discrimination.
Further, as expected, more equitable treatment was associated with
higher levels of satisfaction and commitment among lesbian and gay
employees. Treatment discrimination was also systematically related to
the use of 3 identity management strategies (i.e.,
counterfeiting, avoiding, integrating). Findings also
illustrate the importance of considering individual attributes in diversity
research. In particular, group identity attitudes were associated
with work-related attitudes and identity management.
Overall, the research demonstrates the importance of organizational
efforts to affirm sexual diversity and highlights the need for future research
in this area.</description><subject>Adult</subject><subject>Affirmation</subject><subject>Applied psychology</subject><subject>Attitude</subject><subject>Biological and medical sciences</subject><subject>Business organization</subject><subject>Cultural Diversity</subject><subject>Discrimination</subject><subject>Diversity in the Workplace</subject><subject>Diversity training</subject><subject>Employee Attitudes</subject><subject>Employees</subject><subject>Female</subject><subject>Fundamental and applied biological sciences. Psychology</subject><subject>Homosexuality</subject><subject>Human</subject><subject>Humans</subject><subject>Lesbianism</subject><subject>Male</subject><subject>Male Homosexuality</subject><subject>Minorities</subject><subject>Organizational analysis</subject><subject>Organizational Culture</subject><subject>Organizational Policy</subject><subject>Organizations</subject><subject>Personnel</subject><subject>Policy Making</subject><subject>Prejudice</subject><subject>Psychology</subject><subject>Psychology. Psychoanalysis. Psychiatry</subject><subject>Psychology. Psychophysiology</subject><subject>Sex Discrimination</subject><subject>Sexual Minority Groups</subject><subject>Sexual orientation</subject><subject>Sexuality</subject><subject>Social attribution, perception and cognition</subject><subject>Social equality</subject><subject>Social psychology</subject><subject>Studies</subject><subject>Work</subject><issn>0021-9010</issn><issn>1939-1854</issn><fulltext>true</fulltext><rsrctype>article</rsrctype><creationdate>2001</creationdate><recordtype>article</recordtype><sourceid>7QJ</sourceid><sourceid>8BJ</sourceid><recordid>eNqF0V1LHDEUBuBQKnW1_QHelKVCLwqzzcnHJLkUq60geKG9DtnMiURmZ6bJTOn21zfrLrYV0asQ8pwTeF9CjoAugHL1mVIGlaHlqusFLEC9IjMw3FSgpXhNZg_v--Qg5ztKQXBD35B9AE4ZY2ZG4Crdui7-dmPsO9fOz0Lo05jnYz8_CSGm1fwaf03l4Uv8iSnHcf2W7AXXZny3Ow_J9_Ozm9Nv1eXV14vTk8vKCW3GiiEG8HRJZUAuuKSNUI2X3GDDhFegNSrRNBx1LVgAKZeGoTaIUBxozg_Jx-3eIfU_JsyjXcXssW1dh_2UrVJU6FqzF6FUokh4GZZsmJD3Gz88gnf9lEo82dYlQmkk188hBtwIKLkXBFvkU59zwmCHFFcurS1Qu-nQbjqym46sri1YUGXm_W7xtFxh83diV1oBxzvgsndtSK7zMT84wwHqjfq0VW5wdshr79IYfYvZTylhN1o3tP_8efw0_k_9AUcdu2Q</recordid><startdate>200102</startdate><enddate>200102</enddate><creator>Button, Scott B</creator><general>American Psychological Association</general><scope>IQODW</scope><scope>CGR</scope><scope>CUY</scope><scope>CVF</scope><scope>ECM</scope><scope>EIF</scope><scope>NPM</scope><scope>AAYXX</scope><scope>CITATION</scope><scope>7QJ</scope><scope>8BJ</scope><scope>FQK</scope><scope>JBE</scope><scope>7RZ</scope><scope>PSYQQ</scope><scope>7X8</scope></search><sort><creationdate>200102</creationdate><title>Organizational Efforts to Affirm Sexual Diversity</title><author>Button, Scott B</author></sort><facets><frbrtype>5</frbrtype><frbrgroupid>cdi_FETCH-LOGICAL-a489t-2eef1c0b05fe34350d47dc539ed24c7188e74dd3e8642f155b92e89ee147d1833</frbrgroupid><rsrctype>articles</rsrctype><prefilter>articles</prefilter><language>eng</language><creationdate>2001</creationdate><topic>Adult</topic><topic>Affirmation</topic><topic>Applied psychology</topic><topic>Attitude</topic><topic>Biological and medical sciences</topic><topic>Business organization</topic><topic>Cultural Diversity</topic><topic>Discrimination</topic><topic>Diversity in the Workplace</topic><topic>Diversity training</topic><topic>Employee Attitudes</topic><topic>Employees</topic><topic>Female</topic><topic>Fundamental and applied biological sciences. Psychology</topic><topic>Homosexuality</topic><topic>Human</topic><topic>Humans</topic><topic>Lesbianism</topic><topic>Male</topic><topic>Male Homosexuality</topic><topic>Minorities</topic><topic>Organizational analysis</topic><topic>Organizational Culture</topic><topic>Organizational Policy</topic><topic>Organizations</topic><topic>Personnel</topic><topic>Policy Making</topic><topic>Prejudice</topic><topic>Psychology</topic><topic>Psychology. Psychoanalysis. Psychiatry</topic><topic>Psychology. Psychophysiology</topic><topic>Sex Discrimination</topic><topic>Sexual Minority Groups</topic><topic>Sexual orientation</topic><topic>Sexuality</topic><topic>Social attribution, perception and cognition</topic><topic>Social equality</topic><topic>Social psychology</topic><topic>Studies</topic><topic>Work</topic><toplevel>peer_reviewed</toplevel><toplevel>online_resources</toplevel><creatorcontrib>Button, Scott B</creatorcontrib><collection>Pascal-Francis</collection><collection>Medline</collection><collection>MEDLINE</collection><collection>MEDLINE (Ovid)</collection><collection>MEDLINE</collection><collection>MEDLINE</collection><collection>PubMed</collection><collection>CrossRef</collection><collection>Applied Social Sciences Index & Abstracts (ASSIA)</collection><collection>International Bibliography of the Social Sciences (IBSS)</collection><collection>International Bibliography of the Social Sciences</collection><collection>International Bibliography of the Social Sciences</collection><collection>PsycArticles (via ProQuest)</collection><collection>ProQuest One Psychology</collection><collection>MEDLINE - Academic</collection><jtitle>Journal of applied psychology</jtitle></facets><delivery><delcategory>Remote Search Resource</delcategory><fulltext>fulltext</fulltext></delivery><addata><au>Button, Scott B</au><au>Murphy, Kevin R</au><format>journal</format><genre>article</genre><ristype>JOUR</ristype><atitle>Organizational Efforts to Affirm Sexual Diversity: A Cross-Level Examination</atitle><jtitle>Journal of applied psychology</jtitle><addtitle>J Appl Psychol</addtitle><date>2001-02</date><risdate>2001</risdate><volume>86</volume><issue>1</issue><spage>17</spage><epage>28</epage><pages>17-28</pages><issn>0021-9010</issn><eissn>1939-1854</eissn><coden>JAPGBP</coden><abstract>A growing number of organizations have enacted policies intended to
recognize and affirm sexual diversity in the workforce. This research
demonstrates that the more prevalent these policies, the less likely
sexual minority members are to experience treatment discrimination.
Further, as expected, more equitable treatment was associated with
higher levels of satisfaction and commitment among lesbian and gay
employees. Treatment discrimination was also systematically related to
the use of 3 identity management strategies (i.e.,
counterfeiting, avoiding, integrating). Findings also
illustrate the importance of considering individual attributes in diversity
research. In particular, group identity attitudes were associated
with work-related attitudes and identity management.
Overall, the research demonstrates the importance of organizational
efforts to affirm sexual diversity and highlights the need for future research
in this area.</abstract><cop>Washington, DC</cop><pub>American Psychological Association</pub><pmid>11302229</pmid><doi>10.1037/0021-9010.86.1.17</doi><tpages>12</tpages></addata></record> |
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| ispartof | Journal of applied psychology, 2001-02, Vol.86 (1), p.17-28 |
| issn | 0021-9010 1939-1854 |
| language | eng |
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| source | Applied Social Sciences Index & Abstracts (ASSIA); EBSCO_PsycARTICLES; International Bibliography of the Social Sciences (IBSS); Business Source Ultimate【Trial: -2024/12/31】【Remote access available】 |
| subjects | Adult Affirmation Applied psychology Attitude Biological and medical sciences Business organization Cultural Diversity Discrimination Diversity in the Workplace Diversity training Employee Attitudes Employees Female Fundamental and applied biological sciences. Psychology Homosexuality Human Humans Lesbianism Male Male Homosexuality Minorities Organizational analysis Organizational Culture Organizational Policy Organizations Personnel Policy Making Prejudice Psychology Psychology. Psychoanalysis. Psychiatry Psychology. Psychophysiology Sex Discrimination Sexual Minority Groups Sexual orientation Sexuality Social attribution, perception and cognition Social equality Social psychology Studies Work |
| title | Organizational Efforts to Affirm Sexual Diversity: A Cross-Level Examination |
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