In the United States, workplace discrimination against African-Americans and women has been a primary focus of Industrial/Organizational psychology research (Ruggs, Law, Cox, Roehling, Wiener, Hebl, & Barron, 2013). I hope to broaden our understanding of discrimination by examining lesbians and gay men in the workplace. In this 2 (gender) by 2 (sexual orientation) design, lesbians and gay men received the same hiring ratings and salary appointments as heterosexual applicants for a male-oriented job. There were, however, significant differences in agency with lesbians receiving the highest ratings. Results showed that applicants may want to consider the perceptions of agency for a male-oriented job instead of focusing on sexual orientation or gender in the initial hiring process. Implications, limitations, and directions for future research are discussed.
|Advisor:||Bartels, Lynn K.|
|Commitee:||Dudley, MIchael G., Nadler, Joel T.|
|School:||Southern Illinois University at Edwardsville|
|School Location:||United States -- Illinois|
|Source:||MAI 53/03M(E), Masters Abstracts International|
|Subjects:||GLBT Studies, Psychology, Gender studies|
|Keywords:||Agentic, Communal, Gender, Hiring decisions, Salary appointment, Sexual orientation|
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