Holman Elizabeth Grace, Fish Jessica N, Oswald Ramona Faith, Goldberg Abbie
Bowling Green State University, Bowling Green, OH, USA.
University of Maryland, College Park, MD, USA.
J Career Assess. 2019 Aug;27(3):544-559. doi: 10.1177/1069072718788324. Epub 2018 Jul 15.
Workplace climate matters significantly for lesbian, gay, bisexual, queer, or other sexual minority (LGBQ) employees, given that the presence of workplace hostility or support can affect well-being. The Lesbian, Gay, Bisexual, and Transgender Climate Inventory (LGBTCI) is a measure of workplace climate for LGBQ individuals, intended to capture the full range of workplace climate from hostility to support. The purpose of this article is to provide evidence that the recommended scoring approach of the LGBTCI needs to be reconsidered. We used latent class analysis to estimate classes of work-related experiences in our sample of 442 LGBQ employees who completed the LGBTCI. A four-class solution fit the data best. Characteristics of each class were identified and consequently labeled: supportive work climate, tolerant work climate, ambiguous work climate, and hostile work climate. Findings suggest that a more accurate measure of workplace climate would include independent scales for support and hostility.
职场氛围对女同性恋、男同性恋、双性恋、酷儿或其他性少数群体（LGBQ）员工至关重要，因为职场中的敌意或支持会影响他们的幸福感。女同性恋、男同性恋、双性恋和跨性别者职场氛围量表（LGBTCI）是一种用于衡量LGBQ个体职场氛围的工具，旨在涵盖从敌意到支持的整个职场氛围范围。本文的目的是提供证据表明，LGBTCI推荐的计分方法需要重新考虑。我们使用潜在类别分析，对完成LGBTCI的442名LGBQ员工样本中的工作相关经历类别进行了估计。四类解决方案最适合这些数据。我们确定并标记了每一类的特征：支持性的职场氛围、宽容的职场氛围、模糊的职场氛围和敌对的职场氛围。研究结果表明，对职场氛围更准确的衡量应该包括支持和敌意的独立量表。
