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The impact of perceived organziation...

Snell, Alex C.,

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The impact of perceived organziational inclusion on job satisfaction, organizational identification, turnover intentions, and organizational cynicism /

Record Type:	Electronic resources : Monograph/item
Title/Author:	The impact of perceived organziational inclusion on job satisfaction, organizational identification, turnover intentions, and organizational cynicism // Alex C Snell.
Author:	Snell, Alex C.,
Description:	1 electronic resource (68 pages)
Notes:	Source: Masters Abstracts International, Volume: 77-10.
Contained By:	Masters Abstracts International77-10.
Subject:	LGBTQ studies. -
Online resource:	https://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=10096552
ISBN:	9781339606590

The impact of perceived organziational inclusion on job satisfaction, organizational identification, turnover intentions, and organizational cynicism /
Snell, Alex C.,

The impact of perceived organziational inclusion on job satisfaction, organizational identification, turnover intentions, and organizational cynicism /Alex C Snell. - 1 electronic resource (68 pages)

Source: Masters Abstracts International, Volume: 77-10.

The current study examined the ways in which lesbian and gay (LG) employee perception of inclusion affected job satisfaction, organizational identification, turnover intentions, and organizational cynicism. The extent to which an employee is out at work was examined as a moderator in relation to perceptions of LG-affirming climate affecting employee outcomes. A sample of 218 LG participants was recruited from the United States across various organizations. In the study, participants were asked questions related to LG-affirming policies and workplace climate conditions, as well as questions pertaining to disclosing their sexual orientation at work. Results demonstrated that LG employees that perceived their workplace as being more inclusive were also more satisfied with their job, had a stronger identity with their organization, were less likely to leave the organization, and were less cynical in relation to their organization. Level of outness did not modify the relationship between perception of LG-affirming climate and any of the four outcomes. Level of outness was not found to be related to whether LG employees valued LG-affirming climate over LG-affirming policy. LG-affirming climate explained more variance than LG-affirming policies in predicting job satisfaction, organizational identification, turnover intentions, and organizational cynicism.

English

ISBN: 9781339606590Subjects--Topical Terms:

2122706
LGBTQ studies.
Subjects--Index Terms:

Climate

The impact of perceived organziational inclusion on job satisfaction, organizational identification, turnover intentions, and organizational cynicism /
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100 1 $a Snell, Alex C., $e author. $3 3823731
245 1 0 $a The impact of perceived organziational inclusion on job satisfaction, organizational identification, turnover intentions, and organizational cynicism / $c Alex C Snell.
264 1 $a Ann Arbor : $b ProQuest Dissertations & Theses, $c 2015
300 $a 1 electronic resource (68 pages)
336 $a text $b txt $2 rdacontent
337 $a computer $b c $2 rdamedia
338 $a online resource $b cr $2 rdacarrier
500 $a Source: Masters Abstracts International, Volume: 77-10.
500 $a Publisher info.: Dissertation/Thesis.
500 $a Advisors: Sabin, Edward Committee members: Cuenca, Alexander; Harvey, Richard; Sabin, Edward.
502 $b M.S. $c Saint Louis University $d 2015.
520 $a The current study examined the ways in which lesbian and gay (LG) employee perception of inclusion affected job satisfaction, organizational identification, turnover intentions, and organizational cynicism. The extent to which an employee is out at work was examined as a moderator in relation to perceptions of LG-affirming climate affecting employee outcomes. A sample of 218 LG participants was recruited from the United States across various organizations. In the study, participants were asked questions related to LG-affirming policies and workplace climate conditions, as well as questions pertaining to disclosing their sexual orientation at work. Results demonstrated that LG employees that perceived their workplace as being more inclusive were also more satisfied with their job, had a stronger identity with their organization, were less likely to leave the organization, and were less cynical in relation to their organization. Level of outness did not modify the relationship between perception of LG-affirming climate and any of the four outcomes. Level of outness was not found to be related to whether LG employees valued LG-affirming climate over LG-affirming policy. LG-affirming climate explained more variance than LG-affirming policies in predicting job satisfaction, organizational identification, turnover intentions, and organizational cynicism.
546 $a English
590 $a School code: 0193
650 4 $a LGBTQ studies. $3 2122706
653 $a Climate
653 $a Gay
653 $a Lesbian
653 $a Organizational
653 $a Policy
653 $a Sexual orientation
690 $a 0492
690 $a 0703
710 2 $a Saint Louis University. $b Psychology. $e degree granting institution. $3 3821747
720 1 $a Sabin, Edward $e degree supervisor.
773 0 $t Masters Abstracts International $g 77-10.
790 $a 0193
791 $a M.S.
792 $a 2015
856 4 0 $u https://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=10096552