8,901
Views
17
CrossRef citations to date
0
Altmetric
Articles

Employee voice mechanisms for lesbian, gay, bisexual and transgender expatriation: the role of Employee-Resource Groups (ERGs) and allies

, , , &

References

  • Bader, B. (2014). The power of support in high-risk countries: Compensation and social support as antecedents of expatriate work attitudes. The International Journal of Human Resource Management, 26, 1712–1736.
  • Baert, S. (2014). Career lesbians: Getting hired for not having kids? Industrial Relations Journal, 45, 543–561.10.1111/irj.2014.45.issue-6
  • Barry, M., & Wilkinson, A. (2015). Pro-social or pro-management? A critique of the conception of employee voice as a pro-social behaviour within organizational behaviour. British Journal of Industrial Relations, 54, 261–284.
  • Beilock, S., Jellison, W., Rydell, R., McConnell, A., & Carr, T. (2006). On the causal mechanisms of stereotype threat: Can skills that don’t rely heavily on working memory still be threatened? Personality and Social Psychology Bulletin, 32, 1059–1071.10.1177/0146167206288489
  • Bell, M., Ozbilgin, M., Beauregard, T., & Surgevil, O. (2011). Voice, silence and diversity in 21st century organizations: Strategies for inclusion of gay, lesbian, bisexual and transgender employees. Human Resource Management, 50, 131–146.10.1002/hrm.v50.1
  • Bellis, R. (2016, March 3). Here’s everywhere in America you can still get fired for being gay or trans. Fast Company. Retrieved from https://www.fastcompany.com/3057357/heres-everywhere-in-america-you-can-still-get-fired-for-being-lgbt
  • Ben-Zeev, T., Fein, S., & Inzlicht, M. (2005). Arousal and stereotype threat. Journal of Experimental Social Psychology, 41, 174–181.10.1016/j.jesp.2003.11.007
  • Berry, J. (2016). Diversity and equity. Cross Cultural & Strategic Management, 23, 413–430.10.1108/CCSM-03-2016-0085
  • Blatter, J., & Haverland, M. (2012). Designing case studies: Explanatory approaches in small-n research. Hampshire: Palgrave Macmillan.10.1057/9781137016669
  • Boxall, P., & Purcell, J. (2011). Strategy and human resource management (3rd ed.). London: Palgrave Macmillan.
  • Brinsfield, C. (2012). Employee silence motives: Investigation of dimensionality and development of measures. Journal of Organisational Behaviour, 34, 671–697.
  • Brooks, A., & Edwards, K. (2009). Allies in the workplace: Including LGBT in HRD. Advances in Developing Human Resources, 11, 136–149.10.1177/1523422308328500
  • Brooks, A., Robards, D., Gibbs, D., Lozano, R., & Edwards, K. (2007, June). Allies on campus: Do they have a role? Paper presented at the LGBTQ Adult Education Research Conference, Halifax, Canada.
  • Brown, J. (2010). Employee resource groups that drive business. New York, NY: Jennifer Brown Consulting and Cisco.
  • Brown, K., & Ostrove, J. (2013). What does it mean to be an ally? The perception of allies from the perspective of people of color. Journal of Applied Psychology, 43, 2211–2222.
  • Colgan, F. (2011). Equality, diversity and corporate responsibility: Sexual orientation and diversity management in the UK private sector. Equality, Diversity and Inclusion: An International Journal, 30, 719–734.10.1108/02610151111183225
  • Colgan, F., & McKearney, A. (2012). Visibility and voice in organisations: Lesbian, gay, bisexual and transgendered employee networks. Equality, Diversity, and Inclusion: An International Journal, 31, 359–378.10.1108/02610151211223049
  • Collins, D. (2009). ‘We’re there and queer’: Homonormative mobility and lived experience among gay expatriates in Manila. Gender and Society, 23, 465–493.10.1177/0891243209340570
  • Collins, P. H. (2007). Pushing the boundaries or business as usual? Race, class, and gender studies and sociological inquiry. In C. Calhoun (Ed.), Sociology in America: A History (pp. 572–604). Chicago, IL: University of Chicago Press.
  • Collins, J., McFadden, C., Rocco, T., & Mathis, M. K. (2015). The problem of transgender marginalization and exclusion: Critical actions for human resource development. Human Resource Development Review, 14, 205–226.10.1177/1534484315581755
  • Creswell, J. (2003). Research design: Qualitative, quantitative, and mixed methods approaches (2nd ed.). Thousand Oaks, CA: Sage.
  • Donaghey, J., Cullinane, N., Dundon, T., & Wilkinson, A. (2011). Reconceptualising employee silence: Problems and prognosis. Work, Employment and Society, 25, 51–67.10.1177/0950017010389239
  • Doucerain, M., Dere, J., & Ryder, A. (2013). Travels in hyper-diversity: Multiculturalism and the contextual assessment of acculturation. International Journal of Intercultural Relations, 37, 686–699.10.1016/j.ijintrel.2013.09.007
  • Dundon, T., Wilkinson, A., Marchington, M., & Ackers, P. (2004). The meanings and purpose of employee voice. The International Journal of Human Resource Management, 15, 1149–1170.10.1080/095851904100016773359
  • Everly, B., & Schwartz, J. (2014). Predictors of the adoption of LGBT-friendly HR policies. Human Resource Management, 54, 367–384.
  • Expat Gay. (2013). Oh the places you won’t go as an LGBT Expat! Retrieved from https://expatgay.com/tag/gay-expat/
  • Fee, A., McGrath-Champ, S., & Liu, H. (2013). Human resources and expatriate evacuation: A conceptual model. Journal of Global Mobility, 1, 246–263.10.1108/JGM-01-2013-0007
  • Friedman, R., & Craig, K. (2004). Predicting joining and participating in minority employee network groups. Industrial Relations: A Journal of Economy and Society, 43, 793–816.
  • Fullerton, M. (2013). Diversity and inclusion – LGBT inclusion means business. Strategic HR Review, 12, 121–125.10.1108/14754391311324462
  • Gates, T., & Viggiani, P. (2014). Understanding lesbian, gay, and bisexual worker stigmatization: A review of the literature. International Journal of Sociology and Social Policy, 34, 359–374.10.1108/IJSSP-07-2013-0077
  • Gedro, J. (2007). Conducting research on LGBT issues: Leading the field all over again!. Human Resource Development Quarterly, 18, 153–158.10.1002/(ISSN)1532-1096
  • Gedro, J. (2010). The lavender ceiling atop the global closet: Human resource development and lesbian expatriates. Human Resource Development Review, 9, 385–404.10.1177/1534484310380242
  • Gedro, J., Cervero, R., & Johnson-Bailey, J. (2004). How lesbians learn to negotiate the heterosexism of corporate America. Human Resource Development International, 7, 181–195.10.1080/1367886042000243790
  • Gedro, J., Mizzi, R., Rocco, T., & van Loo, J. (2013). Going global: Professional mobility and concerns for LGBT workers. Human Resource Development International, 16, 282–297.10.1080/13678868.2013.771869
  • Greenberg, J., & Edwards, M. (2009). Voice and silence in organizations. Bingley: Emerald.
  • Gupta, V., & Bhawe, N. (2007). The influence of proactive personality and stereotype threat on women’s entrepreneurial intentions. Journal of Leadership & Organizational Studies, 13, 73–85.10.1177/10717919070130040901
  • Guthrie, J. (2001). High-involvement work practices, turnover, and productivity: Evidence from New Zealand. Academy of Management Journal, 44, 180–190.10.2307/3069345
  • Hebl, M., Foster, J., Mannix, L., & Dovidio, J. (2002). Formal and interpersonal discrimination: A field study of bias toward homosexual applicants. Personality and Social Psychology Bulletin, 28, 815–825.10.1177/0146167202289010
  • Hill, R. (2009). Incorporating queers: Blowback, backlash, and other forms of resistance to workplace diversity initiatives that support sexual minorities. Advances in Developing Human Resources, 11, 37–53.10.1177/1523422308328128
  • Hofhuis, J., van der Zee, K., & Otten, S. (2016). Dealing with differences: The impact of perceived diversity outcomes on selection and assessment of minority candidates. The International Journal of Human Resource Management, 27, 1319–1339.10.1080/09585192.2015.1072100
  • Human Rights Campaign Foundation. (2015). Corporate equality index: A report card on lesbian, gay, bisexual and transgender equality in corporate America. Washington, DC: Author. Retrieved from http://www.hrc.org/11147.htm
  • Huselid, M., & Rau, B. (1997). The determinants of high performance work systems: Cross-sectional and longitudinal analyses. Paper presented at the Academy of Management Annual Meeting, Boston, MA.
  • Janssen, O., & Gao, L. (2015). Supervisory responsiveness and employee self-perceived status and voice behavior. Journal of Management, 41, 1854–1872.10.1177/0149206312471386
  • Johns, M., Inzlicht, M., & Schmader, T. (2008). Stereotype threat and executive resource depletion: The influence of emotion regulation. Journal of Experimental Psychology: General, 137, 691–705.10.1037/a0013834
  • Jones, K., & King, E. (2013). Managing concealable stigmas at work: A review and multilevel model. Journal of Management, 40, 1466–1494.
  • Jones, K., King, E., Gilrane, V., McCausland, T., & Cortina, J. (2013). The baby bump: Managing a dynamic stigma over time. Journal of Management, 42, 1530–1556.
  • Kaplan, D. (2014). Career anchors and paths: The case of gay, lesbian, & bisexual workers. Human Resource Management Review, 24, 119–130.10.1016/j.hrmr.2013.10.002
  • Kaplan, M., Sabin, E., & Smaller-Swift, S. (2009). Introduction to ERGs. In M. Kaplan, E. Sabin & S. Smaller-Swift (Eds.), The catalyst guide to employee resource groups. Vol. 1. Retrieved from http://www.catalyst.org/knowledge/catalyst-guide-employee-resource-groups-1-introduction-ergs
  • Knoll, M., & Redman, T. (2016). Does the presence of voice imply the absence of silence? The necessity to consider employees’ affective attachment and job engagement. Human Resource Management, 55, 829–844.10.1002/hrm.2016.55.issue-5
  • Kohn, M. L. (1976). Occupational structure and alienation. American Journal of Sociology, 82, 111–130.10.1086/226272
  • Köllen, T. (2016). Lessening the difference is more – The relationship between diversity management and the perceived organizational climate for gay men and lesbians. The International Journal of Human Resource Management, 27, 1967–1996.10.1080/09585192.2015.1088883
  • Labucay, I. (2015). Diversity management and performance: Paving the way for a revised business case. European Journal of International Management, 9, 425–441.10.1504/EJIM.2015.070228
  • Lewis, G., & Pitts, D. (2017). LGBT–heterosexual differences in perceptions of fair treatment in the federal service. The American Review of Public Administration, 47, 574–587.10.1177/0275074015605378
  • Marchington, M., & Suter, J. (2013). Where informality really matters: Patterns of employee involvement and participation (EIP) in a non-union firm. Industrial Relations: A Journal of Economy and Society, 52, 284–313.
  • Marshall, C., & Rossman, G. (2006). Designing qualitative research (4th ed.). Thousand Oaks, CA: Sage.
  • Matsunaga, M. (2015). Development and validation of an employee voice strategy scale through four studies in Japan. Human Resource Management, 54, 653–671.10.1002/hrm.2015.54.issue-4
  • McDevitt-Pugh, L. (2011). The mobility of corporate lesbians. Signs: Journal of Women in Culture and Society, 36, 798–806.10.1086/658501
  • McFadden, C. (2015). Lesbian, gay, bisexual and transgender careers and human resource development: A systematic literature review. Human Resource Development Review, 14, 125–162.10.1177/1534484314549456
  • McNulty, Y. (2014). Women as female breadwinners in non-traditional expatriate families: Status-reversal marriages, single parents, split families, and lesbian partnerships. In K. Hutchings, & S. Michailova (Eds.), Research handbook on women in international management (pp. 332–336). Cheltenham: Edward Elgar.
  • McNulty, Y. (2015a). Acculturating non-traditional expatriates: A case study of single parent, overseas adoption, split family, and lesbian assignees. International Journal of Intercultural Relations, 49, 278–293.10.1016/j.ijintrel.2015.05.006
  • McNulty, Y. (2015b). Till stress do us part: The causes and consequences of expatriate divorce. Journal of Global Mobility, 3, 106–136.10.1108/JGM-06-2014-0023
  • McNulty, Y., & Hutchings, K. (2016). Looking for global talent in all the right places: A critical literature review of non-traditional expatriates. The International Journal of Human Resource Management, 27, 699–728.10.1080/09585192.2016.1148756
  • McNulty, Y., De Cieri, H., & Hutchings, K. (2013). Expatriate return on investment in Asia Pacific: An empirical study of individual ROI versus corporate ROI. Journal of World Business, 48, 209–221.10.1016/j.jwb.2012.07.005
  • McPhail, R., & McNulty, Y. (2015). “Oh, the places you won’t go as an LGBT expatriate!” A study of HR’s duty of care to lesbian, gay, bisexual and transgender expatriates in dangerous locations. European Journal of International Management, 9, 737–765.10.1504/EJIM.2015.072227
  • McPhail, R., McNulty, Y., & Hutchings, K. (2016). Lesbian and gay expatriation: Opportunities, barriers and challenges for global mobility. The International Journal of Human Resource Management, 27, 382–406.10.1080/09585192.2014.941903
  • Mercer. (2011). ERGs come of age: The evolution of employee resource groups. Geneva: Author.
  • Mercer. (2014). North America LGBT global mobility pulse survey. London: Author.
  • Milliken, F., Schipani, C., Bishara, N., & Prado, A. (2015). Linking workplace practices to community engagement: The case for encouraging employee voice. Academy of Management Perspectives, 29, 405–421.10.5465/amp.2013.0121
  • Morrison, E., See, K., & Pan, C. (2015). An approach-inhibition model of employee silence: The joint effects of personal sense of power and target openness. Personnel Psychology, 68, 547–580.10.1111/peps.12087
  • Mowbray, P., Wilkinson, A., & Tse, H. (2015). An integrative review of employee voice: Identifying a common conceptualization and research agenda. International Journal of Management Reviews, 17, 382–400.10.1111/ijmr.12045
  • Munoz, C., & Thomas, K. (2006). Challenging homophobia and heterosexism: Lesbian, gay, bisexual, transgender and queer issues in organizational settings. In R. J. Hill (Ed.), LGBTQ issues in organizational settings: What HRD professionals need to know and do (pp. 85–95). San Francisco, CA: Jossey-Bass.
  • Nelson, T. (Ed.). (2015). Handbook of prejudice, stereotyping, and discrimination (2nd ed.). New York, NY: Psychology Press.
  • Noknoi, C., & Wutthirong, P. (2007). Workforce diversity: Sexual orientation discrimination in Thailand. International Journal of Diversity in Organisations, Communities, and Nations, 5, 181–194.10.18848/1447-9532/CGP
  • Ohana, M. (2016). Voice, affective commitment and citizenship behavior in teams: The moderating role of neuroticism and intrinsic motivation. British Journal of Management, 27, 97–115.10.1111/bjom.2016.27.issue-1
  • Osborne, J. (2007). Linking stereotype threat and anxiety. Educational Psychology, 27, 135–154.10.1080/01443410601069929
  • Paisley, V., & Tayar, M. (2016). Lesbian, gay, bisexual and transgender (LGBT) expatriates: An intersectionality perspective. The International Journal of Human Resource Management, 27, 766–780.10.1080/09585192.2015.1111249
  • Perkins, S., & Shortland, S. (2006). Strategic international human resource management: Choices and consequences in multinational people management (2nd ed.). London: Kogan Page.
  • Priola, V., Lasio, D., De Simone, S., & Serri, F. (2014). The sound of silence. Lesbian, gay, bisexual and transgender discrimination in ‘inclusive organizations’. British Journal of Management, 25, 488–502.10.1111/bjom.2014.25.issue-3
  • Richards, L. (2005). Handling qualitative data: A practical guide. London: Sage.
  • Sackett, P., Hardison, C., & Cullen, M. (2004). On interpreting stereotype threat as accounting for african American-white differences on cognitive tests. American Psychologist, 59, 7–13.10.1037/0003-066X.59.1.7
  • Saldana, J. (2009). The coding manual for qualitative researchers. Thousand Oaks, CA: Sage.
  • Saunders, M., & Townsend, K. (2016). Reporting and justifying the number of interview participants in organization and workplace research. British Journal of Management, 27, 836–852.10.1111/bjom.2016.27.issue-4
  • Schuler, R., Jackson, S., & Tarique, I. (2011). Global talent management and global talent challenges: Strategic opportunities for IHRM. Journal of World Business, 46, 506–516.10.1016/j.jwb.2010.10.011
  • Selmer, J., & Leung, A. (2007). Symptom and problem focused coping strategies of business women expatriates and their socio-cultural adjustment in Hong Kong. Women in Management Review, 22, 588–605.10.1108/09649420710825742
  • Shapiro, J., Aronson, J., &McGlone, S. (2015).Stereotype threat. In T. Nelson (Ed.), Handbook of prejudice, stereotyping, and discrimination (2nd ed.) (pp. 87–101). New York, NY: Psychology Press.
  • Silver, M.(2014, January 15). In many cultures, gay life is fraught with risk. Sydney Morning Herald, B3.
  • Sorter, D. (2014). ERGs build diversity and create value (pp.18–22). New York, NY: Affinity Inc. Magazine.
  • Steele, C. (1997). A threat in the air: How stereotypes shape intellectual identity and performance. American Psychologist, 52, 613–629.10.1037/0003-066X.52.6.613
  • Steele, C., Spencer, S., & Aronson, J. (2002). Contending with group image: The psychology of stereotype and social identity threat. Advances in Experimental Social Psychology, 34, 379–440.10.1016/S0065-2601(02)80009-0
  • Strauss, G. (1998). An overview. In F. Heller (Ed.), Organizational participation: Myth and reality (pp. 8–39). Oxford: Oxford University Press.
  • Süssmuth-Dyckerhoff, C., Wang, J., & Chen, J. (2012). Women matter: An Asia perspective – Harnessing female talent to raise corporate performance. Shanghai: McKinsey &.
  • Tharenou, P. (2010). Women’s self-initiated expatriation as a career option and its ethical issues. Journal of Business Ethics, 95, 73–88.10.1007/s10551-009-0348-x
  • Tilcsik, A., Anteby, M., & Knight, C. (2015). Concealable stigma and occupational segregation: Toward a theory of gay and lesbian occupations. Administrative Science Quarterly, 60, 446–481.10.1177/0001839215576401
  • Townsend, K., Wilkinson, A., & Burges, J. (2011). Filling the gaps: Patterns of formal and informal voice. Economic and Industrial Democracy, 34, 337–354.
  • Ungar, M. (2000). State violence and lesbian, gay, bisexual and transgender (LGBT) rights. New Political Science, 22, 61–75.10.1080/073931400113521
  • Wagstaff, M., del Carmen Triana, M., Kim, S., & Al-Riyami, S. (2015). Responses to discrimination: Relationships between social support seeking, core self-evaluations, and withdrawal behaviors. Human Resource Management, 54, 673–687.10.1002/hrm.2015.54.issue-4
  • Washington, J., & Evans, N. (1991). Becoming an ally. In J. Evans, & V. Wall (Eds.), Beyond tolerance: Gays, lesbians, and bisexuals on campus (pp. 195–204). Alexandria, VA: American College Personnel Association.
  • Weiss, A. (2007). Federalism and the gay family: Free movement of same-sex couples in the United States and the European Union Columbia Journal of Law and Social Problems, 81, 81–124.
  • Wilkinson, A., & Fay, C. (2011). New times for employee voice? Human Resource Management, 50, 65–74.10.1002/hrm.v50.1
  • Wilkinson, A., Gollan, P. J., Marchington, M., & Lewin, D. (2010).The Oxford handbook of participation in organizations. Oxford: Oxford University Press.10.1093/oxfordhb/9780199207268.001.0001
  • Wilkinson, A., Donaghey, J., Dundon, T., & Freeman, R. (Eds.). (2014). The handbook of research on employee voice. Cheltenham: Edward Elgar.
  • Wilkinson, A., Townsend, K., Graham, T., & Muurlink, O. (2015). Fatal consequences: An analysis of the failed employee voice system at the Bundaberg Hospital. Asia Pacific Journal of Human Resources, 53, 265–280.10.1111/aphr.2015.53.issue-3