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The Social and Economic Imperative of Lesbian, Gay, Bisexual, and Transgendered Supportive Organizational Policies
16 references·16 citing·40 second hopsampled
The Social and Economic Imperative of Lesbian, Gay, Bisexual, and Transgendered Supportive Organizational Policies (2010)The Social and Economic Imperative of Les…Strategic management a stakeholder approach (2010)Strategic management a stakeh…Perceived discrimination and health: A meta-analytic review. (2009)Perceived discrimination and …Disclosure Disconnects: Antecedents and Consequences of Disclosing Invisible Stigmas across Life Domains (2008)Disclosure Disconnects: Antec…Why would corporations behave in socially responsible ways? an institutional theory of corporate social responsibility (2007)Why would corporations behave…Making the invisible visible: Fear and disclosure of sexual orientation at work. (2007)Making the invisible visible:…Best Practices or Best Guesses? Assessing the Efficacy of Corporate Affirmative Action and Diversity Policies (2006)Best Practices or Best Guesse…Misery Loves Companies: Rethinking Social Initiatives by Business (2003)Misery Loves Companies: Rethi…Corporate Social and Financial Performance: A Meta-Analysis (2003)Corporate Social and Financia…Heterosexuals' attitudes toward bisexual men and women in the United States (2002)Heterosexuals' attitudes towa…Ethical Principles of Psychologists and Code of Conduct. (2002)Ethical Principles of Psychol…Clothes Make the Person? The Tailoring of Legitimating Accounts and the Social Construction of Identity (2002)Clothes Make the Person? The …Pink triangles: Antecedents and consequences of perceived workplace discrimination against gay and lesbian employees. (2001)Pink triangles: Antecedents a…Mental Health Correlates of Perceived Discrimination Among Lesbian, Gay, and Bisexual Adults in the United States (2001)Mental Health Correlates of P…Demographics of the gay and lesbian population in the United States: Evidence from available systematic data sources (2000)Demographics of the gay and l…“Ethical Principles of Psychologists and Code of Conduct” (2000)“Ethical Principles of Psycho…The Theory of Social and Economic Organization. (1948)The Theory of Social and Econ…Not all allies are created equal: An intersectional examination of relational allyship for women of color at work (2024)Not all allies are created eq…LGBTQ Systems: A Framework and Future Research Agenda (2023)LGBTQ Systems: A Framework an…Mapping out a spectrum of the Chinese public’s discrimination toward the LGBT community: results from a national survey (2020)Mapping out a spectrum of the…The effects of attractiveness, gender and self-esteem in service jobs (2019)The effects of attractiveness…LGBT Workplace Inequality in the Federal Workforce: Intersectional Processes, Organizational Contexts, and Turnover Considerations (2019)LGBT Workplace Inequality in …Adoption of LGBT‐friendly practices: The effect of institutional pressures and strategic choice (2019)Adoption of LGBT‐friendly pra…Do LGBT-Supportive Corporate Policies Improve Credit Ratings? An Instrumental-Variable Analysis (2018)Do LGBT-Supportive Corporate …What lies beneath: How paranoid cognition explains the relations between transgender employees' perceptions of discrimination at work and their job attitudes and wellbeing (2017)What lies beneath: How parano…Subtle Discrimination in the Workplace: A Vicious Cycle (2017)Subtle Discrimination in the …Family Resilience Amid Stigma and Discrimination: A Conceptual Model for Families Headed by Same‐Sex Parents (2017)Family Resilience Amid Stigma…Who Are the Champions? Using a Multilevel Model to Examine Perceptions of Employee Support for LGBT Inclusion in Sport Organizations (2014)Who Are the Champions? Using …Two sides of the same coin: Gender harassment and heterosexist harassment in LGBQ work lives. (2014)Two sides of the same coin: G…Examining the Workplace Experiences of Sport Employees Who Are LGBT: A Social Categorization Theory Perspective (2014)Examining the Workplace Exper…The Use and Consequences of Strategic Sexual Performances (2013)The Use and Consequences of S…The force of law: The effects of sexual orientation antidiscrimination legislation on interpersonal discrimination in employment. (2012)The force of law: The effects…Toward an affirmative lesbian, gay, bisexual, and transgender leadership paradigm. 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References

  • 2010Strategic management a stakeholder approach24,023 cited
  • 1948The Theory of Social and Economic Organization.11,300 cited
  • 2003Corporate Social and Financial Performance: A Meta-Analysis7,627 cited
  • 2003Misery Loves Companies: Rethinking Social Initiatives by Business5,126 cited
  • 2007Why would corporations behave in socially responsible ways? an institutional theory of corporate social responsibility4,891 cited
  • 2009Perceived discrimination and health: A meta-analytic review.4,422 cited
  • 2000“Ethical Principles of Psychologists and Code of Conduct”4,251 cited
  • 2006Best Practices or Best Guesses? Assessing the Efficacy of Corporate Affirmative Action and Diversity Policies2,029 cited
  • 2002Ethical Principles of Psychologists and Code of Conduct.1,909 cited
  • 2001Mental Health Correlates of Perceived Discrimination Among Lesbian, Gay, and Bisexual Adults in the United States1,452 cited
  • 2000Demographics of the gay and lesbian population in the United States: Evidence from available systematic data sources777 cited
  • 2002Heterosexuals' attitudes toward bisexual men and women in the United States676 cited
  • 2008Disclosure Disconnects: Antecedents and Consequences of Disclosing Invisible Stigmas across Life Domains666 cited
  • 2001Pink triangles: Antecedents and consequences of perceived workplace discrimination against gay and lesbian employees.

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665 cited
  • 2007Making the invisible visible: Fear and disclosure of sexual orientation at work.630 cited
  • 2002Clothes Make the Person? The Tailoring of Legitimating Accounts and the Social Construction of Identity614 cited
  • Cited by

    • 2017Subtle Discrimination in the Workplace: A Vicious Cycle149 cited
    • 2014Two sides of the same coin: Gender harassment and heterosexist harassment in LGBQ work lives.120 cited
    • 2010Toward an affirmative lesbian, gay, bisexual, and transgender leadership paradigm.114 cited
    • 2020Mapping out a spectrum of the Chinese public’s discrimination toward the LGBT community: results from a national survey112 cited
    • 2019LGBT Workplace Inequality in the Federal Workforce: Intersectional Processes, Organizational Contexts, and Turnover Considerations111 cited
    • 2012The force of law: The effects of sexual orientation antidiscrimination legislation on interpersonal discrimination in employment.90 cited
    • 2017Family Resilience Amid Stigma and Discrimination: A Conceptual Model for Families Headed by Same‐Sex Parents80 cited
    • 2018Do LGBT-Supportive Corporate Policies Improve Credit Ratings? An Instrumental-Variable Analysis76 cited
    • 2017What lies beneath: How paranoid cognition explains the relations between transgender employees' perceptions of discrimination at work and their job attitudes and wellbeing61 cited
    • 2014Who Are the Champions? Using a Multilevel Model to Examine Perceptions of Employee Support for LGBT Inclusion in Sport Organizations57 cited
    • 2014Examining the Workplace Experiences of Sport Employees Who Are LGBT: A Social Categorization Theory Perspective47 cited
    • 2013The Use and Consequences of Strategic Sexual Performances44 cited
    • 2024Not all allies are created equal: An intersectional examination of relational allyship for women of color at work39 cited
    • 2023LGBTQ Systems: A Framework and Future Research Agenda36 cited
    • 2019Adoption of LGBT‐friendly practices: The effect of institutional pressures and strategic choice36 cited
    • 2019The effects of attractiveness, gender and self-esteem in service jobs33 cited