Ragins B R, Cornwell J M
School of Business Administration, University of Wisconsin-Milwaukee, 53211, USA.
J Appl Psychol. 2001 Dec;86(6):1244-61. doi: 10.1037/0021-9010.86.6.1244.
A model of perceived sexual orientation discrimination was tested in a national sample of 534 gay and lesbian employees. The effects of legislation, organizational policies and practices, and work group composition on perceived sexual orientation discrimination were examined, as well as the attitudinal and organizational outcomes associated with discrimination. Gay employees were more likely to report discrimination when employed in groups that were primarily heterosexual and in organizations that lacked supportive policies and were not covered by protective legislation. Disclosure of sexual orientation at work was related to discrimination and antecedent variables. Perceived discrimination was associated with negative work attitudes and fewer promotions. Organizational policies and practices had the strongest impact on perceived discrimination and were directly related to outcomes.
在一个由534名同性恋员工组成的全国性样本中，对一种感知到的性取向歧视模型进行了测试。研究了立法、组织政策与实践以及工作群体构成对感知到的性取向歧视的影响，以及与歧视相关的态度和组织结果。同性恋员工在主要由异性恋者组成的群体中工作，以及在缺乏支持性政策且未受保护性立法覆盖的组织中工作时，更有可能报告受到歧视。在工作中披露性取向与歧视及先行变量有关。感知到的歧视与负面工作态度以及较少的晋升机会相关。组织政策与实践对感知到的歧视影响最大，且与结果直接相关。
