Workplace Support, Discrimination, and Person-Organization Fit: Tests of the Theory of Work Adjustment with LGB Individuals

Autor/inn/en	Velez, Brandon L.; Moradi, Bonnie
Titel	Workplace Support, Discrimination, and Person-Organization Fit: Tests of the Theory of Work Adjustment with LGB Individuals
Quelle	In: Journal of Counseling Psychology, 59 (2012) 3, S.399-407 (9 Seiten) PDF als Volltext Verfügbarkeit
Sprache	englisch
Dokumenttyp	gedruckt; online; Zeitschriftenaufsatz
ISSN	0022-0167
DOI	10.1037/a0028326
Schlagwörter	Validity; Job Satisfaction; Employees; Vocational Adjustment; Structural Equation Models; Work Environment; Social Bias; Homosexuality; Personality Theories; Correlation; Context Effect; Comparative Analysis; Measurement + Suchen Sie Ihr Suchwort? Gültigkeit; Labor; Labour; Satisfaction; Arbeit; Zufriedenheit; Employee; Arbeitnehmer; Beschäftigter; Personalanpassung; Arbeitsmilieu; Homosexualität; Personality theory; Persönlichkeitstheorie; Korrelation; Messverfahren
Abstract	The present study explored the links of 2 workplace contextual variables--perceptions of workplace heterosexist discrimination and lesbian, gay, and bisexual (LGB)-supportive climates--with job satisfaction and turnover intentions in a sample of LGB employees. An extension of the theory of work adjustment (TWA) was used as the conceptual framework for the study; as such, perceived person-organization (P-O) fit was tested as a mediator of the relations between the workplace contextual variables and job outcomes. Data were analyzed from 326 LGB employees. Zero-order correlations indicated that perceptions of workplace heterosexist discrimination and LGB-supportive climates were correlated in expected directions with P-O fit, job satisfaction, and turnover intentions. Structural equation modeling (SEM) was used to compare multiple alternative measurement models evaluating the discriminant validity of the 2 workplace contextual variables relative to one another, and the 3 TWA job variables relative to one another; SEM was also used to test the hypothesized mediation model. Comparisons of multiple alternative measurement models supported the construct distinctiveness of the variables of interest. The test of the hypothesized structural model revealed that only LGB-supportive climates (and not workplace heterosexist discrimination) had a unique direct positive link with P-O fit and, through the mediating role of P-O fit, had significant indirect positive and negative relations with job satisfaction and turnover intentions, respectively. Moreover, P-O fit had a significant indirect negative link with turnover intentions through job satisfaction. (Contains 1 figure, 2 tables, and 1 footnote.) (As Provided).
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Update	2017/4/10