<p> 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.</p>
| Identifer | oai:union.ndltd.org:PROQUEST/oai:pqdtoai.proquest.com:1561076 |
| Date | 10 September 2014 |
| Creators | Pyatt, Jodie L. |
| Publisher | Southern Illinois University at Edwardsville |
| Source Sets | ProQuest.com |
| Language | English |
| Detected Language | English |
| Type | thesis |
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