Skip to main content
Disciplines
Automotive Business IT + Informatics Construction + Real Estate Electrical Engineering + Electronics Energy + Sustainability Insurance + Risk Finance + Banking Management + Leadership Marketing + Sales Mechanical Engineering + Materials
Events
DE
EN
Books
Journals
Topic Page
Marketing
Start single access now
Access for companies
EXTENDED SEARCH
Log in
Top
Published in:
Introduction Read chapter Read first chapter

2018 | OriginalPaper | Chapter

5. The Dynamic Recursive Process of Community Influences, LGBT-Support Policies and Practices, and Perceived Discrimination at Work

Authors : Raymond N. C. Trau, You-Ta Chuang, Shaun Pichler, Angeline Lim, Ying Wang, Beni Halvorsen

Published in: Stigmas, Work and Organizations

Publisher: Palgrave Macmillan US

Log in

Activate our intelligent search to find suitable subject content or patents.

search-config
loading …

Abstract

Scholars in organizational psychology have found that organizational factors (such as policies, practices, norms, and climate) influence the psychological process of lesbian, gay, bisexual, and transgender (LGBT) employees, yet it is unclear how community characteristics beyond the organizational context affect the psychological experiences of LGBT employees. In this chapter, we explore the extent to which a local community’s legal, social-normative, and cultural-cognitive features exert great influence on an organization’s stance on its LGBT policies, which in turn affect its employees’ perception of discrimination based on sexual orientation. The regulative, social-normative, and cultural-cognitive processes in a community are also influenced by individuals, groups, and organizations, particularly in relation to stigma and stigmatization toward LGBT individuals residing in the community, and in relation to the degree to which LGBT-related policies and practices are adopted within and across organizations in a community. We also offer directions for future research.

Dont have a licence yet? Then find out more about our products and how to get one now:

Springer Professional "Wirtschaft+Technik"

Online-Abonnement

Mit Springer Professional "Wirtschaft+Technik" erhalten Sie Zugriff auf:

  • über 102.000 Bücher
  • über 537 Zeitschriften

aus folgenden Fachgebieten:

  • Automobil + Motoren
  • Bauwesen + Immobilien
  • Business IT + Informatik
  • Elektrotechnik + Elektronik
  • Energie + Nachhaltigkeit
  • Finance + Banking
  • Management + Führung
  • Marketing + Vertrieb
  • Maschinenbau + Werkstoffe
  • Versicherung + Risiko

Jetzt Wissensvorsprung sichern!

inform now

Springer Professional "Wirtschaft"

Online-Abonnement

Mit Springer Professional "Wirtschaft" erhalten Sie Zugriff auf:

  • über 67.000 Bücher
  • über 340 Zeitschriften

aus folgenden Fachgebieten:

  • Bauwesen + Immobilien
  • Business IT + Informatik
  • Finance + Banking
  • Management + Führung
  • Marketing + Vertrieb
  • Versicherung + Risiko




Jetzt Wissensvorsprung sichern!

inform now
previous chapter The Complex Nature of Disability Stigma in Employment: Impact on Access and Opportunity
next chapter Sinners and Saints: Morally Stigmatized Work
Literature
Armstrong, E. A. (2002). Forging gay identities: Organizing sexuality in San Francisco, 1950–1994. Chicago: University of Chicago Press.
Armstrong, E. A., & Crage, S. M. (2006). Movements and memory: The making of the stonewall myth. American Sociological Review, 71, 724–751.CrossRef
Badgett, L. (1995). The wage effects of sexual orientation discrimination. Industrial and Labor Relations Review, 48, 726–739.CrossRef
Badgett, M. V. L., Durso, L. E., Kastanis, A., & Mallory, C. (2013). The business impact of LGBT-supportive workplace policies. Los Angeles: The Williams Institute.
Battilana, J., Leca, B., & Boxenbaum, E. (2009). How actors change institutions: Towards a theory of institutional entrepreneurship. The Academy of Management Annals, 3, 65–107.CrossRef
Bell, M. P., Özbilgin, M., Beauregard, T. A., & Surgevil, O. (2011). Voice, silence, and diversity in 21st century organizations: Strategies for inclusion of gay, lesbian, bisexual and transgender employees. Human Resource Management, 50, 131–146.CrossRef
Bernstein, M. (2002). Identities and politics toward a historical understanding of the lesbian and gay movement. Social Science History, 26, 531–581.
Bilodeau, B. (2005). Beyond the gender binary: A case study of two transgender students at a Midwestern research university. Journal of Gay and Lesbian Issues in Education, 3, 29–44.CrossRef
Black, D., Gates, G., Sanders, S., & Taylor, L. (2000). Demographics of the gay and lesbian population in the United States: Evidence from available systematic data sources. Demography, 37, 139–154.CrossRef
Brief, A. P., Umphress, E. E., Dietz, J., Burrows, J. W., Butz, R. M., & Scholten, L. (2005). Community matters: Realistic group conflict theory and the impact of diversity. Academy of Management Journal, 48, 830–844.CrossRef
Briscoe, F., & Gupta, A. (2016). Social activism in and around organizations. The Academy of Management Annals, 10, 671–727.CrossRef
Chuang, Y., Church, R., & Ophir, R. (2011). Taking sides: The interactive influences of institutional mechanisms on the adoption of same-sex partner health benefits by fortune 500 corporations, 1990–2003. Organization Science, 22, 190–209.CrossRef
Chuang, Y., Church, R., & Hu, C. (2016). Effects of movement and opportunities on the adoption of same-sex partner health benefits by corporations. Journal of Management. Published online February 12, 2016.
Clark, S. J. (1997). Gay and lesbian at Microsoft. The Advocate, March, 41–43.
Creed, W. E. D. (2003). Voice lessons: Tempered radicalism and the use of voice and silence. Journal of Management Studies, 40, 1503–1536.CrossRef
Crocker, J., & Major, B. (1989). Social stigma and self-esteem: The self-protective properties of stigma. Psychological Review, 96, 608–630.CrossRef
Crocker, J., Major, B., & Steele, C. (1998). Social stigma. In D. Gilbert, S. Fiske, & G. Lindzey (Eds.), The handbook of social psychology (4th ed., pp. 504–553). Boston: McGraw Hill.
Davies, P. G., Spencer, S. J., Quinn, D. M., & Gerhardstein, R. (2002). Consuming images: How television commercials that elicit stereotype threat can restrain women academically and professionally. Personality and Social Psychology Bulletin, 28, 1615–1628.CrossRef
Davies, P. G., Spencer, S. J., & Steele, C. M. (2005). Clearing the air: Identity safety moderates the effects of stereotype threat on women’s leadership aspirations. Journal of Personality and Social Psychology, 88, 276–287.CrossRef
Deitch, E. A., Barsky, A., Butz, R. M., Chan, S., Brief, A. P., & Bradley, J. C. (2003). Subtle yet significant: The existence and impact of everyday racial discrimination in the workplace. Human Relations, 56, 1299–1324.CrossRef
Edelman, L. B., & Suchman, M. C. (1997). The legal environments of organizations. Annual Review of Sociology, 23, 479–515.CrossRef
Edelman, L. B., Uggen, C., & Erlanger, H. S. (1999). The endogeneity of legal regulation: Grievance procedures as rational myth. American Journal of Sociology, 105, 406–454.CrossRef
Everly, B. A., & Schwarz, J. L. (2015). Predictors of the adoption of LGBT-friendly HR policies. Human Resource Management, 54, 367–384.CrossRef
Githens, R. P., & Aragon, S. R. (2009). LGBT employee groups: Goals and organizational structures. Advances in Developing Human Resources, 11, 121–135.CrossRef
Goffman, E. (1963). Stigma: Notes on the management of spoiled identity. Eaglewood Cliffs, NJ: Prentice-Hall.
Greenwood, R., Suddaby, R., & Hinings, C. R. (2002). Theorizing change: The role of professional associations in the transformation of institutionalized fields. Academy of Management Journal, 45, 58–80.CrossRef
Halvorsen, B., Treuren, G. J. M., & Kulik, C. T. (2015). Job embeddedness among migrants: Fit and links without sacrifice. International Journal of Human Resource Management, 26, 1298–1317.CrossRef
Hinman, P., & Sanders, S. (2016). Marriage delay: No more delays. Green Left Weekly., 1108, 5.
Hogg, M. A., & Terry, D. J. (2000). Social identity and self-categorization process in organizational context. Academy of Management Review, 25, 121–140.
Holtom, B. C., Mitchell, T. R., & Lee, T. W. (2006). Increasing human and social capital by applying job embeddedness theory. Organizational Dynamics, 35, 316–331.CrossRef
Hu, X., & Wang, Y. (2013). LGB identity among young Chinese: The influence of traditional culture. Journal of Homosexuality, 60, 667–684.CrossRef
Human Rights Campaign. (2001). Gay and lesbian families in the United States: Same-sex unmarried partner households. Washington, DC: Human Rights Campaign.
Jones, E. E., Farina, A., Hastorf, A. H., Markus, H., Miller, D. T., & Scott, R. A. (1984). Social stigma: The psychology of marked relationships. New York: Freeman.
Joshi, A., Liao, H., & Roh, H. (2011). Bridging domains in workplace demography research: A review and reconceptualization. Journal of Management, 37, 521–552.CrossRef
Kauth, M. R., & Kalichman, S. C. (1995). Sexual orientation and development: An interactive approach. In L. Diamant & R. D. McAnulty (Eds.), The psychology of sexual orientation, behavior, and identity: A handbook (pp. 81–103). Westport, CT: Greenwood.
King, E. B., & Cortina, J. (2010). The social and economic imperative of LGBT-supportive organizational policies. Industrial and Organizational Psychology: Perspectives on Science and Practice, 3, 69–78.CrossRef
King, E. B., Dawson, J. F., West, M. A., Gilrance, V. L., Peddie, C., & Bastin, L. (2011). Why organizational and community diversity matter: Representativeness and the emergence of incivility and organizational performance. Academy of Management Journal, 54, 1103–1118.CrossRef
Klawitter, M. M., & Flatt, V. B. (1998). The effects of state and local anti-discrimination policies on the earnings of gays and lesbians. Journal of Policy Analysis and Management, 17, 658–686.CrossRef
Lee, T. W., Mitchell, T. R., Sablynski, C. J., Burton, J. P., & Holtom, B. C. (2004). The effects of job embeddedness on organizational citizenship, job performance, volitional absences, and voluntary turnover. Academy of Management Journal, 47, 711–722.CrossRef
Lounsbury, M. (2007). A tale of two cities: Competing logics and practice variation in the professionalizing of mutual funds. Academy of Management Journal, 50(2), 289–307. doi:10.​5465/​AMJ.​2007.​24634436
Marquis, C., & Battilana, J. (2009). Acting global but thinking locally? The enduring influence of local communities on organizations. Research in Organizational Behavior, 29, 283–302.CrossRef
Marquis, C., Davis, G. F., & Glynn, M. A. (2011). Golfing alone? Corporate, elites, and nonprofit growth in 100 American communities. Organization Science, 24, 39–57.CrossRef
McKay, P. F., Avery, D. R., Liao, H., & Morris, M. (2011). Does diversity climate lead to customer satisfaction? It depends on the service climate and business unit demography. Organization Science, 22, 788–803.CrossRef
Mignonac, K. (2008). Individual and contextual antecedents of older managerial employees’ willingness to accept intra-organizational job changes. International Journal of Human Resource Management, 4, 582–599.CrossRef
Murphy, M. C., Steele, C. M., & Gross, J. J. (2007). Signaling threat: How situational cues affect women in math, Science and engineering settings. Psychological Science, 18, 879–885.CrossRef
Ng, T. W. H., & Feldman, D. C. (2014). Community embeddedness and work outcomes: The mediating role of organizational embeddedness. Human Relations, 67, 71–103.CrossRef
Pescosolido, B. A., & Martin, J. K. (2015). The stigma complex. Annual Review of Sociology, 41, 87–116.CrossRef
Petriglieri, J. L. (2011). Under threat: Responses to and the consequences of threats to individual identities. Academy of Management Review, 36(4), 641–662. doi:10.​5465/​amr.​2009.​0087
Pichler, S. (2007). Heterosexism in the workplace. In P. Raskin & M. Pitt-Catsouphes (Eds.), Work and family encyclopedia. Sloan Work and Family Research Network: Chestnut Hill, MA.
Pichler, S. (2012). Sexual orientation harassment: An integrative review with directions for future research. In S. Fox & T. Lituchy (Eds.), Gender and the dysfunctional organization. Massachusetts: Edward Elgar.
Pichler, S., Blazovich, J., Cook, K. A., Huston, J. M., & Strawser, W. R. (2016). Do LGBT-supportive corporate policies enhance firm performance? Accounting Faculty Publications, 75.
Pichler, S., & Holmes, O. (2016). An investigation of fit perceptions and promotability in gay and lesbian candidates. Working paper.
Pinsky, M. I. (2004). The gospel according to Disney: Faith, trust, and pixie dust. Louisville: Westminster John Knox Press.
Pugh, S. D., Dietz, J., Brief, A. P., & Wiley, J. W. (2008). Looking inside and out: The impact of employee and community demographic composition on organizational diversity climate. Journal of Applied Psychology, 93, 1422–1428.CrossRef
Raeburn, N. C. (2004). Lesbian and gay workplace rights: Changing corporate America from inside out. Minneapolis: University of Minnesota Press.
Ragins, B. R. (1997). Diversified mentoring relationships in organizations: A power perspective. Academy of Management Review, 22, 482–521.
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 Resource Management, 23, 37–122. doi:10.​1016/​S0742-7301(04)23002-X
Ragins, B. R. (2008). Disclosure disconnected: Antecedents and consequences of disclosure invisible stigmas across life domains. Academy of Management Review, 33. doi:10.​5465/​amr.​2008.​27752724
Ragins, B. R., Gonzalez, J. A., Ehrhardt, K., & Singh, R. (2012). Crossing the threshold: The spillover of community racial diversity and diversity climate to the workplace. Personnel Psychology, 65, 755–787.CrossRef
Ragins, B. R., Singh, R., & Cornwell, J. M. (2007). Making the invisible visible: Fear and disclosure of sexual orientation at work. Journal of Applied Psychology, 92, 1103–1118.CrossRef
Scott, W. R. (2001). Institutions and organizations (4th ed.). Thousand Oaks, CA: Sage Publications.
Shapiro, J. R., & Neuberg, S. L. (2007). From stereotype threat to stereotype threats: Implications of a multi-threat framework for causes, moderators, mediators, consequences, and interventions. Personality and Social Psychology Review, 11, 107–130.CrossRef
Shrauger, J. S., & Schohn, M. (1989). Symbolic interactionist view of self-concept: Through the looking glass darkly. Psychological Bulletin, 86, 549–573.CrossRef
Stone, D. L., & Colella, A. (1996). A model of factors affecting the treatment of disabled individuals in organizations. Academy of Management Review, 21, 352–401.
Stone-Romero, E. F., & Stone, D. L. (2007). Cognitive, affective and cultural influences on stigmatization: Impact on human resource management processes and practices. In J. Martocchio (Ed.), Research in personnel and human resource management (Vol. 27, pp. 111–161). Oxford: JAI.
Strang, D., & Meyer, J. W. (1993). Institutional conditions for diffusion. Theory and Society, 22, 487–511.CrossRef
Tanova, C., & Holtom, B. C. (2008). Using job embeddedness factors to explain voluntary turnover in four European countries. International Journal of Human Resource Management, 19, 1553–1568.CrossRef
Taylor, V., Kimport, K., Van Dyke, N., & Andersen, E. A. (2009). Culture and mobilization: Tactical repertoires, same-sex weddings, and the impact of gay activism. American Sociological Review, 74, 865–890.CrossRef
Theodorakopoulos, N., & Budhwar, P. (2015). Diversity and inclusion in different work settings: Emerging patterns, challenges, and research agenda. Human Resource Management, 54, 177–197.CrossRef
Thomas, D. A., & Ely, R. J. (1996). Making differences matter: A new paradigm for managing diversity. Harvard Business Review, 74, 79–90.
Tilscik, A. (2011). Pride and prejudice: Employment discrimination against open gay men in the United States. American Journal of Sociology, 117, 586–626. doi:10.​1086/​661653 CrossRef
Trau, R. N. C. (2015). The impact of discriminatory climate perceptions on the composition of interorganizational developmental networks, psychosocial support, and job and career attitudes of employees with an invisible stigma. Human Resource Management, 54, 345–366. doi:10.​1002/​hrm.​21630 CrossRef
Trau, R. N. C., & Härtel, C. E. J. (2007). Contextual factors affecting the quality of work life and career attitudes of gay men. Employee Responsibilities and Rights Journal, 19, 207–219. doi:10.​1007/​s10672-007-9046-y CrossRef
Wang, P., & Schwarz, J. L. (2010). Stock price reactions to LGBT nondiscrimination policies. Human Resource Management, 49(2), 195–216.CrossRef
Woods, J. D. (1993). The corporate closet. New York: Free Press.
Zhang, M., Fried, D. D., & Griffeth, R. W. (2012). A review of job embeddedness: Conceptual, measurement issues, and directions for future research. Human Resource Management Review, 22, 220–231.CrossRef
Metadata
Title
The Dynamic Recursive Process of Community Influences, LGBT-Support Policies and Practices, and Perceived Discrimination at Work
Authors
Raymond N. C. Trau
You-Ta Chuang
Shaun Pichler
Angeline Lim
Ying Wang
Beni Halvorsen
Copyright Year
2018
Book
Stigmas, Work and Organizations

Print ISBN: 978-1-137-57571-5

Electronic ISBN: 978-1-137-56476-4

Copyright Year: 2018

DOI
https://doi.org/10.1057/978-1-137-56476-4_5

Premium Partner

    Image Credits