Hostname: page-component-78c5997874-s2hrs Total loading time: 0 Render date: 2024-11-17T15:43:59.102Z Has data issue: false hasContentIssue false
  • English
  • Français

I'm Confused: How Failing to Value Sexual Identities at Work Sends Stakeholders Mixed Messages

Published online by Cambridge University Press:  07 January 2015

Sabrina D. Volpone  and
Derek R. Avery
Sabrina D. Volpone*
Affiliation:
University of Houston
Derek R. Avery
Affiliation:
University of Houston
*
E-mail: sabrinavolpone@aol.com, Address: Industrial/Organizational Psychology, Department of Psychology, University of Houston, 126 Heyne Building, Houston, TX 77024
Get access Rights & Permissions [Opens in a new window]

Abstract

An abstract is not available for this content so a preview has been provided. Please use the Get access link above for information on how to access this content.
Image of the first page of this content. For PDF version, please use the ‘Save PDF’ preceeding this image.'
Type
Commentaries
Information
Industrial and Organizational Psychology , Volume 3 , Issue 1 , March 2010 , pp. 90 - 92
Copyright
Copyright © Society for Industrial and Organizational Psychology 2010 

Access options

Get access to the full version of this content by using one of the access options below. (Log in options will check for institutional or personal access. Content may require purchase if you do not have access.)

Footnotes

*

Industrial/Organizational Psychology, Department of Psychology, University of Houston

**

College of Liberal Arts & Social Sciences, C.T. Bauer College of Business, University of Houston.

References

Avery, D., & Johnson, C. (2008). Now you see it, now you don't: Mixed messages regarding workforce diversity. Diversity resistance in organizations (pp. 221–247). New York: Taylor & Francis Group/ Lawrence Erlbaum.Google Scholar
Brickson, S. L. (2007). Organizational identity orientation: The genesis of the role of the firm and distinct forms of social value. Academy of Management Review, 32, 864–888.Google Scholar
Cohen-Charash, Y., & Spector, P. (2001). The role of justice in organizations: A meta-analysis. Organizational Behavior & Human Decision Processes, 86, 278–321.Google Scholar
Colquitt, J. A. (2001). On the dimensionality of organizational justice: A construct validation of a measure. Journal of Applied Psychology, 86, 386–400.Google Scholar
Cropanzano, R., Goldman, B., & Folger, R. (2003). Deontic justice: The role of moral principles in workplace fairness. Journal of Organizational Behavior, 24, 1019–1024.Google Scholar
Folger, R., & Cropanzano, R. (1998). Organizational justice and human resource management. London: Sage.Google Scholar
Highhouse, S., & Hoffman, J. R. (2001). Organizational attraction and job choice. In Cooper, C. L. & Robertson, I. T. (Eds.), International Review of Industrial and Organizational Psychology (Vol. 16, pp. 37–64). New York: Wiley & Sons.Google Scholar
Jayne, M., & Dipboye, R. (2004). Leveraging diversity to improve business performance: Research findings and recommendations for organizations. Human Resource Management, 43, 409–424.Google Scholar
King, E. B., & Cortina, J. (2010). The social and economic imperative of lesbian, gay, bisexual, and transgendered supportive organizational policies. Industrial and Organizational Psychology: Perspectives on Science and Practice, 3, 69–78.10.1111/j.1754-9434.2009.01201.xGoogle Scholar
Roberson, Q. M., & Park, H. J. (2007). Examining the link between diversity and firm performance: The effects of diversity reputation and leader racial diversity. Group & Organization Management, 32, 548–568.Google Scholar
Wright, P., Ferris, S. P., Hiller, J. S., & Kroll, M. (1995). Competitiveness through management of diversity: Effects on stock price valuation. Academy of Management Journal, 38, 272–297.Google Scholar