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Celebrating the “Invisible”: The Role of Organizational Diversity Approaches on Attracting and Retaining LGBTQ + Talent
16 references·0 citing·48 second hop
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References

  • 2007G*Power 3: A flexible statistical power analysis program for the social, behavioral, and biomedical sciences65,813 cited
  • 1973Job Market Signaling16,329 cited
  • 2003Prejudice, social stress, and mental health in lesbian, gay, and bisexual populations: Conceptual issues and research evidence.14,713 cited
  • 2010Signaling Theory: A Review and Assessment6,720 cited
  • 2001On the dimensionality of organizational justice: A construct validation of a measure.5,743 cited
  • 1990WHAT'S IN A NAME? REPUTATION BUILDING AND CORPORATE STRATEGY.5,424 cited
  • 2009How does sexual minority stigma “get under the skin”? A psychological mediation framework.2,681 cited
  • 2002Signaling in Retrospect and the Informational Structure of Markets2,446 cited
  • 2010Inclusion and Diversity in Work Groups: A Review and Model for Future Research2,127 cited
  • 2013Justice at the millennium, a decade later: A meta-analytic test of social exchange and affect-based perspectives.1,460 cited
  • 1975Michigan Organizational Assessment Questionnaire1,248 cited
  • 2017Inclusive workplaces: A review and model1,034 cited
  • 2003A Review and Evaluation of Exploratory Factor Analysis Practices in Organizational Research939 cited
  • 2005Signaling Theory, Strategic Interaction, and Symbolic Capital910 cited

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  • 2009The role of overall justice judgments in organizational justice research: A test of mediation.872 cited
  • 2003Measuring Attraction to Organizations853 cited
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