A stake in the fight: When do heterosexual employees resist organizational policies that deny marriage equality to LGB peers?

Jason J. Dahling, Shaun Wiley, Zachary A. Fishman and Amber Loihle

Organizational Behavior and Human Decision Processes, 2016, vol. 132, issue C, 1-15

Abstract: Many organizations in the United States have articulated positions to support or oppose marriage equality for LGB individuals. To date, minimal research has considered how employees react to these positions, and none has considered the conditions that encourage heterosexual employees to stand in solidarity with LGB peers in favor of equal treatment. Two experiments grounded in social identity theory, the social identity model of collective action, and intergroup emotions theory examine these processes. Study 1 found that heterosexual employees’ intentions to neglect work, quit, and engage in other acts of resistance in response to organizational marriage equality positions are highly contingent on identification with the LGB community. Study 2 replicated this pattern of results and found that this interaction was additionally contingent on identification with the organization itself. Further, the effects of the three-way interaction on behavioral intentions were fully mediated by the emotional experience of moral outrage.

Keywords: Social identity; LGBT employees; Organizational diversity; Intergroup emotions; Collective action (search for similar items in EconPapers)
Date: 2016
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Citations: View citations in EconPapers (2)

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Persistent link: https://EconPapers.repec.org/RePEc:eee:jobhdp:v:132:y:2016:i:c:p:1-15

DOI: 10.1016/j.obhdp.2015.11.003

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