Pink triangles: antecedents and consequences of perceived workplace discrimination against gay and lesbian employees.

By B. R. Ragins, J. Cornwell. Journal of Applied Psychology, 2001

649 citations recorded by the source corpus.

Subfields: Gender Studies, Law, Social Psychology

View Paper: https://www.semanticscholar.org/paper/e2b20f7d1bd7f3bafa83bf609e26ef3f43561d4a

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Gender Studies

1. Lilia M. Cortina
2. G. Adams
3. B. R. Ragins
4. E. King
5. M. Hebl
6. L. Shore
7. J. Cornwell
8. V. Magley

In Law

1. M. Hebl
2. E. King
3. A. Matthews
4. P. Corrigan
5. Michel Anteby
6. Clare Reilly
7. C. Knight
8. András Tilcsik

In Social Psychology

1. B. R. Ragins
2. M. Hebl
3. P. Corrigan
4. E. King
5. Romila Singh
6. Robyn A. Zakalik
7. J. Cornwell
8. A. Matthews

Citations in the corpus

• Surviving in Dangerous Places: Lesbian Identity Performances in the Workplace, Social Class and Psychological Health (2006, background): “Employer policies, perceived employer supportiveness and self-acceptance have all been found to be associated with sexual identity ‘disclosing’ behaviours at work (Chrobot-Mason et al., 2001; Griffith and Hebl, 2002; Ragins and Cornwell, 2001; Rostosky and Riggle, 2002).”
• Self-Esteem Within the Work and Organizational Context: A Review of the Organization-Based Self-Esteem Literature (2004, background): “Ragins and Cornwell (2001) examined a model of perceived sexual orientation discrimination in a national sample of 534 gay and lesbian employees.”
• Sexual Identity Management Strategies: An Exploration of Antecedents and Consequences (2001, background): “A recent study by Ragins and Cornwell (2001) found that greater workplace discrimination was reported among gay workers employed in primarily heterosexual work groups.”
• Slurs, Snubs, and Queer Jokes: Incidence and Impact of Heterosexist Harassment in Academia (2008, background): “(e.g., Ragins and Cornwell 2001; Rankin 2003; Waldo 1999).”
• Gone Fishing: I–O Psychologists' Missed Opportunities to Understand Marginalized Employees' Experiences With Discrimination (2013, background): “…research has found that gay and lesbian employees also perceive less workplace discrimination when organizational sexual orientation nondiscrimination policies and gay-friendly benefits are in place relative to when they are not (Button, 2001; Griffith & Hebl, 2002; Ragins & Cornwell, 2001).”
• Making the invisible visible: fear and disclosure of sexual orientation at work. (2007, background): “As part of a larger national study on heterosexism and workplace diversity (Ragins & Cornwell, 2001), anonymous surveys were sent to a national random sample of 2,919 members of three national gay rights organizations in the United States.”
• Trans-Parency in the Workplace: How the Experiences of Transsexual Employees Can Be Improved. (2011, methodology): “…having formal diversity policies that include transsexual employees in place may lead to a better workplace climate (see Huffman, Watrous-Rodriguez, & King, 2008), higher job satisfaction (Day & Schoenrade, 2000; Ragins & Cornwell, 2001) and organizational commitment (Day & Schoenrade, 2000).”
• Concealable Stigma and Occupational Segregation (2015, positive): “This is understandable, as disclosure of minority sexual orientation at work has been shown to lead to discrimination, termination, and even physical threats (D’Augelli and Grossman, 2001; Ragins and Cornwell, 2001).”
• The Motivational Theory of Role Modeling: How Role Models Influence Role Aspirants’ Goals (2015, background): “We suggest that this is attributable to changes in expectancy based on external factors such as the current job market (see also Foley et al., 2002; Ragins & Cornwell, 2001).”
• Professional Image Maintenance: How Women Navigate Pregnancy in the Workplace (2015, background): “As noted by Ragins and Cornwell (2001) in their article investigating perceptions of sexual orientation discrimination, individuals’ perceptions of any situation become their reality and can affect work attitudes and behaviors.”