Supporting a diverse workforce: What type of support is most meaningful for lesbian and gay employees?

Ann H. Huffman; Kristen M. Watrous-Rodriguez; Eden B. King

doi:10.1002/hrm.20210

Supporting a diverse workforce: What type of support is most meaningful for lesbian and gay employees?

Ann H. Huffman, Kristen M. Watrous-Rodriguez, Eden B. King

Psychological Sciences

Research output: Contribution to journal › Article › peer-review

163 Scopus citations

Abstract

We examine differences in type of support (i.e., supervisor, coworker, organizational) received by lesbian, gay, and bisexual (LGB) employees and the relationship between type of support and relevant outcomes (job and life satisfaction, outness of sexual orientation). Surveys were administered to 99 LGB individuals, and results indicate that support is best viewed as a multidimensional construct composed of supervisor, coworker, and organizational support for LGB employees. Overall, supervisor support was related to job satisfaction, coworker support was related to life satisfaction, and organizational support for LGB employees was related to outness. Thus, support for LGB employees is related to important outcomes. Practical suggestions for increasing organizational support for LGB employees are offered.

Original language	English (US)
Pages (from-to)	237-253
Number of pages	17
Journal	Human Resource Management
Volume	47
Issue number	2
DOIs	https://doi.org/10.1002/hrm.20210
State	Published - Jun 2008

ASJC Scopus subject areas

Applied Psychology
Strategy and Management
Organizational Behavior and Human Resource Management
Management of Technology and Innovation

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Supporting a diverse workforce: What type of support is most meaningful for lesbian and gay employees?

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