Supporting a diverse workforce: What type of support is most meaningful for lesbian and gay employees?

By Ann Hergatt Huffman, Kristen M. Watrous-Rodriguez, E. King. 2008

212 citations recorded by the source corpus.

Subfields: Gender Studies, Social Psychology, Sociology and Political Science

View Paper: https://www.semanticscholar.org/paper/7382403c6df0b8b17567fe06b5be1395747a3475

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Citations in the corpus

Predictors of Identity Management (2017, result): “The results show that, consistent with previous findings (e.g., Huffman et al., 2008), organizational policies and perceptions of a supportive LGB climate promoted general revealing tendencies.”
Voice, silence, and diversity in 21st century organizations: strategies for inclusion of gay, lesbian, bisexual, and transgender employees (2011, background): “Huffman et al. (2008) recommended that diversity training include support-based training, emphasizing how to be a fair and supportive colleague or supervisor to GLBT employees.”
Workplace contextual supports for LGBT employees: A review, meta‐analysis, and agenda for future research (2018, methodology): “Other studies used multiple items asking respondent to rate the degree to which they were out to various others at work, such as coworkers, supervisors, and subordinates (Huffman et al., 2008; Rabelo & Cortina, 2014).”
Lesbian, Gay, Bisexual, and Transgender Careers and Human Resource Development (2015, background): “, 2008; Ragins, 2008; Rostosky & Riggle, 2002), leading to more productive LGBT workers (Madera, 2010) with higher levels of job satisfaction and affective commitment (Day & Schoenrade, 1997, 2000; Huffman et al., 2008).”
Thriving at work as a mediator of the relationship between workplace support and life satisfaction (2020, background): “The findings support the idea that these two kinds of workplace support should be treated as two separate constructs, rather than one construct (Huffman et al., 2008; Ng & Sorensen, 2008).”
Trans-Parency in the Workplace: How the Experiences of Transsexual Employees Can Be Improved. (2011, background): “Respondents were asked to identify their level of agreement on a 7-point Likert-type scale (1=“strongly disagree”, 7=“strongly agree”).”