Survey wording showed a complex relationship to agreement. Both evaluative items and socially undesirable items generated high within-group agreement. Items with a group referent showed greater between-group variability than items with an individual referent. This research demonstrates that the more prevalent these policies, the less likely sexual minority members are to experience treatment discrimination. Further, as expected, more equitable treatment was associated with higher levels of satisfaction and commitment among lesbian and gay employees.
Findings also illustrate the importance of considering individual attributes in diversity research.
In particular, group identity attitudes were associated with work-related attitudes and identity management. Overall, the research demonstrates the importance of organizational efforts to affirm sexual diversity and highlights the need for future research in this area. The 2nd investigation relied on data provided by 144 contact employees from a network of university libraries. Using hierarchical regression in both studies, the authors found that each of the 3 types of service-oriented OCBs was best predicted by different subsets of the antecedents. Job attitudes accounted for the most unique variance in loyalty OCBs, personality accounted for the most unique variance in service delivery OCBs, and customer knowledge and personality jointly were the best predictors of participation OCBs.