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Resources

Here you can find some resources to help guide you through your own LGBTA research.

REVIEW ARTICLES

  1. Ozeren, E. (2014). Sexual Orientation Discrimination in the Workplace: A Systematic Review of Literature. Procedia-Social and Behavioral Sciences, 109, 1203-1215.

  2. Croteau, J. M., Anderson, M. Z., & VanderWal, B. L. (2008). Models of workplace sexual identity disclosure and management: Reviewing and extending concepts. Group & Organization Management, 33(5), 532-565.

  3. Croteau, J. M. (1996). Research on the work experiences of gay, lesbian, and bisexual people: An integrative review of methodology and findings. Journal of Vocational Behavior, 48(2), 195–209.

 

WORKPLACE DISCRIMINATION AGAINST LGBTQ EMPLOYEES

  1. Pichler, S., Varma, A., & Bruce, T. (2010). Heterosexism in employment decisions: the role of job misfit. Journal of Applied Social Psychology, 40(10), 2527-2555.

  2. Ragins, B. R., Cornwell, J. M., & Miller, J. S. (2003). Heterosexism in the workplace: Do race and gender matter? Group & Organization Management, 28(1), 45-74.

  3. Ragins, B. R., & Cornwell, J. M. (2001). Pink triangles: Antecedents and consequences of perceived workplace discrimination against gay and lesbian employees. Journal of Applied Psychology, 86(6), 1244-1261. 

 

ORGANIZATIONAL POLICIES, PROCEDURES, & STRATEGIES FOR SEXUAL DIVERSITY

  1. Bell, M. P., Özbilgin, M. F., Beauregard, T. A., & Sürgevil, O. (2011). Voice, Silence, And Diversity In 21st Century Organizations: Strategies For Inclusion of Gay, Lesbian, Bisexual, and Transgender Employees. Human Resource Management, 50(1), 131-146.

  2. King, E. B., & Cortina, J. (2010). The social and economic imperative of lesbian, gay, bisexual, and transgendered supportive organizational policies. Industrial and Organizational Psychology: Perspectives on Science and Practice, 3, 69–78.

  3. Martinez, L. R. & Hebl, M. R. (2010). Additional Agents of Change in Promoting Lesbian, Gay, Bisexual, and Transgendered Inclusiveness in Organizations. Industrial and Organizational Psychology: Perspectives on Science and Practice, 3, 82–85.

  4. Day, N. E., & Greene, P. G. (2008). A case for sexual orientation diversity in small and large organizations. Human Resource Management, 47(3), 637–654.

  5. Button, S. B. (2001). Organizational efforts to affirm sexual diversity: A cross-level examination. Journal Of Applied Psychology, 86(1), 17-28. 

 

DISCLOSURE OF SEXUAL ORIENTATION AT WORKPLACE

  1. King, E. B, Reilly C., & Hebl, M. (2008). The best of times, the worst of times: exploring dual perspectives of "coming out" in the workplace. Group & Organization Management. 33(5), 566-601.

  2. Ragins, B., Singh, R., & Cornwell, J. M. (2007). Making the invisible visible: Fear and disclosure of sexual orientation at work. Journal of Applied Psychology, 92(4), 1103-1118. 

  3. Griffith, K. H., & Hebl, M. R. (2002). The disclosure dilemma for gay men and lesbians: 'Coming out' at work. Journal pf Applied Psychology, 87(6), 1191-1199.

  4. Rostosky, S. S., & Riggle, E. D. B. (2002). “Out” at work: The relation of actor and partner workplace policy and internalized homophobia to disclosure status. Journal of Counseling Psychology, 49, 411–419.

  5. Day, N. E. & Schoenrade, P. (2000). The relationship among reported disclosure of sexual orientation, anti-discrimination policies, top management support and work attitudes of gay and lesbian employees. Personnel Review, 29(3), 346-363.

 

WORK OUTCOMES/CAREER SUCCESS/WORKPLACE EXPERIENCES OF LGBTQ EMPLOYEES

  1. Carter, L., Mollen, D., & Smith, N. (2014). Locus of control, minority stress, and psychological distress among lesbian, gay, and bisexual individuals. Journal of Counseling Psychology, 61(1), 169-175.

  2. Kwon, P. (2013). Resilience in Lesbian, Gay, and Bisexual Individuals. Personality and Social Psychology Review, 17(4), 371-383.

  3. Law, C. L., Martinez, L. R., Ruggs, E. N., Hebl, M. R., & Akers, E. (2011). Trans-parency in the workplace: How the experiences of transsexual employees can be improved. Journal of Vocational Behavior, 79(3), 710-723.

  4. Johnston, D., & Malina, M. A. (2008). Managing sexual orientation diversity: the impact on firm value. Group and Organization Management, 33(5), 602-625.

  5.  Button, S. B. (2004). Identity management strategies utilized by lesbian and gay employees: A Quantitative investigation. Group & Organization Management, 29(4), 470-494.

  6. Ragins, B. R. (2004). Sexual orientation in the workplace: The unique work and career experiences of gay, lesbian, and bisexual workers. Research in Personnel and Human Resources Management, 23, 25–120.

  7. Allegretto, S. A., & Arthur, M. M. (2001). An empirical analysis of homosexual/heterosexual male earnings differentials: unmarried and unequal? Industrial and Labor Relations Review, 631-646.

 

CROSS-CULTURAL PERSPECTIVES ON LGBTQ ISSUES

  1. Church, R. (2012). National differences in effects of perceived workplace discrimination on the mentoring relationships of gay and lesbian protégés. Journal of Organizational Culture, Communications & Conflict, 16(2), 115-123.

  2. Ozturk, M. B. (2011). Sexual orientation discrimination: Exploring the experiences of lesbian, gay and bisexual employees in Turkey. Human Relations, 64(8), 1099–1118.

  3. Adams, E. M., Cahill, B. J., & Ackerlind, S. J. (2005). A qualitative study of Latino lesbian and gay youths’ experiences with discrimination and the career development process. Journal of Vocational Behavior, 66, 199-218.

 

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