Mor Kshitij, Gündemir Seval, van der Toorn Jojanneke
Organizational Behavior Group, Faculty of Behavioral and Social Sciences, Utrecht University, Heidelberglaan 1, 3584 CH Utrecht, Netherlands.
Rotterdam School of Management, Erasmus University Rotterdam, Rotterdam, Netherlands.
J Bus Psychol. 2025;40(3):593-617. doi: 10.1007/s10869-024-09975-2. Epub 2024 Aug 7.
Organizations vary in diversity approaches. Some recognize and celebrate group differences (identity consciousness), while others deem these differences unimportant and deemphasize them (identity blindness). Research on diversity approaches' impact on workplace perceptions and experiences of marginalized groups has grown but focuses mainly on "visible" groups (e.g., racial minorities, women) while largely overlooking the potential impact on "invisible" groups (e.g., LGBTQ + individuals). Integrating the diversity approaches paradigm with signaling and identity safety theory, this research addresses this oversight. Three pre-registered studies ( = 1318) investigate whether LGBTQ + individuals prefer identity-conscious organizations for employment because they perceive this approach as a signal of safety and acceptance for their identity. Findings reveal that identity consciousness (vs. identity blindness) is associated with increased attraction towards organizations among prospective (Studies 1 and 2) and lower turnover intentions among incumbent (Study 3) LGBTQ + workers. Identity safety (measured through employees' sense of authenticity, belonging, and justice) mediates these relationships. Exploratory analyses indicate that, compared to their cisgender counterparts, transgender participants generally report more negative workplace experiences and expectations (Studies 1-3). Furthermore, there is suggestive evidence that transgender individuals who publicly disclose their identity may exhibit an even more positive response towards diversity-conscious organizations. We discuss the implications of these findings and conclude that identity consciousness signals and creates an identity-safe working environment for LGBTQ + individuals, improves their workplace experiences, and enhances organizations' ability to attract and retain LGBTQ + talent.
The online version contains supplementary material available at 10.1007/s10869-024-09975-2.
各组织在多元化方式上存在差异。一些组织认可并颂扬群体差异（身份意识），而另一些组织则认为这些差异不重要并淡化它们（身份盲目）。关于多元化方式对边缘化群体的职场认知和经历影响的研究有所增加，但主要集中在“可见”群体（如少数族裔、女性），而在很大程度上忽视了对“不可见”群体（如同性恋、双性恋、跨性别者及酷儿群体+个体）的潜在影响。本研究将多元化方式范式与信号传递和身份安全理论相结合，以解决这一疏漏。三项预先注册的研究（n = 1318）调查了 LGBTQ + 个体是否因认为这种方式是对其身份的安全和接纳信号，而更倾向于选择具有身份意识的组织就业。研究结果表明，身份意识（与身份盲目相比）与潜在员工（研究 1 和 2）对组织吸引力的增加以及在职 LGBTQ + 员工（研究 3）较低的离职意愿相关。身份安全（通过员工的真实感、归属感和正义感来衡量）介导了这些关系。探索性分析表明，与顺性别同事相比，跨性别参与者通常报告更多负面的职场经历和期望（研究 1 - 3）。此外，有迹象表明，公开披露身份的跨性别个体可能对具有多元化意识的组织表现出更积极的反应。我们讨论了这些发现的意义，并得出结论，身份意识为 LGBTQ + 个体传递信号并创造了一个身份安全的工作环境，改善了他们的职场体验，并增强了组织吸引和留住 LGBTQ + 人才的能力。
在线版本包含可在 10.1007/s10869-024-09975-2 查阅的补充材料。
