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Perceptions of supportive organizational practices and well-being among LGBQ+ employees

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dc.contributor.authorPerpich, Rachel A., author
dc.contributor.authorFisher, Gwenith, advisor
dc.contributor.authorGardner, Danielle, committee member
dc.contributor.authorGraham, Daniel, committee member
dc.contributor.authorChen, Adela, committee member
dc.date.accessioned2024-05-27T10:31:50Z
dc.date.available2025-05-20
dc.date.issued2024
dc.description.abstractThe increasing number of workers who identify with the LGBTQ+ community illuminates a pressing question regarding how organizations are navigating and implementing DEI initiatives to support minority identities. As organizational efforts to support and retain the rising population of sexual minority workers continue, it is additionally necessary to understand how these employees perceive such practices. The purpose of the current study is to examine the relationships between perceptions of supportive organizational practices, perceived organizational support, and worker well-being among LGBQ+ employees. Participants included 352 LGBQ+ individuals recruited via Prolific who completed online surveys at two time points. I hypothesized that LGBQ+ employees who reported their organization having supportive organizational practices would perceive more support from their organization, and thus have more favorable reports of well-being. Additionally, I expected sexual orientation identity centrality to moderate the relationship between perceptions of LGBQ+ supportive practices and general perceptions of organizational support. Results show support for all hypothesized relationships besides those including anxiety symptoms. Specifically, LGBQ+ employees who reported more favorable (i.e., higher) perceptions of LGBQ+ supportive practices also perceived more general support from their organization, which ultimately served as a mechanism for higher reports of job satisfaction and work-life balance and lower reports of depressive symptoms. Additionally, the relationship between perceptions of LGBQ+ supportive organizational practices and perceptions of general organizational support was stronger for employees who identified their sexual orientation as more central to their identity. The present study contributes to a growing body of literature on sexual orientation and work by providing empirical support for the relationship between LGBQ+ employees' perceptions of workplace practices, overall perceptions of support, and important indicators of worker well-being, including job satisfaction, mental health, and work-life balance. Theoretical and practical implications and recommendations for future research are discussed.
dc.format.mediumborn digital
dc.format.mediummasters theses
dc.identifierPerpich_colostate_0053N_18204.pdf
dc.identifier.urihttps://hdl.handle.net/10217/238368
dc.languageEnglish
dc.language.isoeng
dc.publisherColorado State University. Libraries
dc.relation.ispartof2020-
dc.rightsCopyright and other restrictions may apply. User is responsible for compliance with all applicable laws. For information about copyright law, please see https://libguides.colostate.edu/copyright.
dc.rights.accessEmbargo expires: 05/20/2025.
dc.subjectLGBQ employees
dc.subjectperceived organizational support
dc.subjectorganizational practices
dc.subjectemployee well-being
dc.titlePerceptions of supportive organizational practices and well-being among LGBQ+ employees
dc.typeText
dcterms.embargo.expires2025-05-20
dcterms.embargo.terms2025-05-20
dcterms.rights.dplaThis Item is protected by copyright and/or related rights (https://rightsstatements.org/vocab/InC/1.0/). You are free to use this Item in any way that is permitted by the copyright and related rights legislation that applies to your use. For other uses you need to obtain permission from the rights-holder(s).
thesis.degree.disciplinePsychology
thesis.degree.grantorColorado State University
thesis.degree.levelMasters
thesis.degree.nameMaster of Science (M.S.)

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