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題名 LGBTQ 特定師徒支持、一般師徒支持與LGBTQ 友善措施對LGBTQ員工工作敬業之影響：正式師徒關係之調節作用
The impacts of LGBTQ-specific mentoring support, general mentoring support, and LGBTQ-supportive policies on LGBTQ employees` work engagement: the moderating role of formal mentoring.
作者 吳凱
Boadla, Pierre
貢獻者 胡昌亞
Hu, Chang-ya
吳凱
Pierre Boadla
關鍵詞 LGBTQ
保護者
輔導
工作投入
LGBTQ支持政策
目標輔導
LGBTQ專門輔導
一般輔導
正式輔導
非正式輔導
異性戀
歧視
相對剝奪感
LGBTQ
Protégé
Mentoring
Work engagement
LGBTQ-supportive policies
Targeted mentoring
LGBTQ-specific mentoring
General mentoring
Formal mentoring
Informal mentoring
Heterosexism
Discrimination
Relative deprivation
日期 2023
上傳時間 2-Jun-2023 11:45:37 (UTC+8)
摘要 This research is aimed to explore the relationship between LGBTQ employees also called “proteges” engagement level at work and the mentoring and human resources practices in place in the workplace. It takes into consideration the possible moderating effects of whether there is a formal mentor assigned by the company or if the kind of mentorship they implement is rather informal (supervisor as a mentor for the people under his/her supervision). The main core of the study is to analyze if there is a positive relationship between the work engagement level among proteges and the existence or not of an LGBTQ-specific mentoring approach in the workplace, LGBTQ-specific mentoring refers to a mentoring approach that supports, guides, counsels, protects, encourages, and celebrate the sexual orientation of this minority group. This specific kind of mentoring can be handled by mentors from any sexual orientation, however, I believe that having a mentor from the LGBTQ community working on this kind of mentorship will have a deeper positive impact on the protege`s work engagement level, the similarity between both mentor and protégé sexual orientation will facilitate create the conditions for an ideal mentor-protégé relationship, according to the attraction paradigm (Byrne 1971). Furthermore, the present research is hoping to demonstrate that strong and clear human resources practices that ensure a safe work environment for LGBTQ employees will strengthen that positive impact. The study was conducted among 87 LGBTQ workers (N= 87), from five different countries (Honduras, USA, Taiwan, Mexico, Spain), during a 1-month period.
Results show that LGBTQ-specific mentoring is not significant when it comes to protege`s work engagement, the implications and limitations for this and potential topics for future research are discussed. However, results do show that there is a positive relationship between the existence of general mentoring and the protege`s work engagement level, furthermore, the results support the idea that the moderating effect of formal mentoring does have a positive impact not only on the work engagement level but it shows that when formal mentoring exists, LGBTQ-supportive policies become significant and relevant for the proteges.
參考文獻 REFERENCES

Aiken, L. S., & West, S. G. 1991. "Multiple regression: Testing and interpreting interactions". Sage Publications, Inc.
Allen, T. D., Eby, L. T., & Lentz, E. 2006. "The relationship between formal mentoring program characteristics and perceived program effectiveness." Personnel Psychology 59 (1): 125-153. doi: https://doi.org/10.1111/j.1744-6570.2006.00747.x
Allen, T. D., Eby, L. T., O`Brien, K. E., & Lentz, E. 2006. "Mentorship behaviors and mentorship quality associated with formal mentoring programs: Closing the gap between research and practice." Journal of Applied Psychology 91 (3): 567-578. doi: https://doi.org/10.1037/0021-9010.91.3.567
Badgett, M. V. L., & Choi, S. 2017. "Employment discrimination against LGBTQ people: A review of the literature." Policy Insights from the Behavioral and Brain Sciences 77-84.
Badgett, M.V. Lee Durso, Laura E. Mallory, Christy. 2013. The Business Impact of LGBT-Supportive Workplace Policies. 01 05. https://escholarship.org/content/qt3vt6t9zx/qt3vt6t9zx.pdf?t=mpsapk&v=lg.
Bakker, Wilmar B. Schaufeli and Arnold B. 2010. "Defining and measuring work engagement: Bringing clarity to the concept”. Work engagement: A handbook of essential theory and research (Psychology Press) 10-24. https://psycnet.apa.org/record/2010-06187-002
Bozionelos, N., & Kostopoulos, K. C. 2010. "Mentoring functions and their associations with protégé perceived support, motivation, and goal progress." Journal of vocational behavior 77 (2): 267-277.
Button, S. B., & Tholkes, J. A. 2013. "Organizational efforts to affirm sexual diversity: a cross-level examination." Journal of Managerial Psychology 86 (1): 17-28. doi: https://doi.org/10.1037/0021-9010.86.1.17
Byrne, Donn Erwin. 1971. The attraction Paradigm. New York, NY: Academic Press. https://thedecisionlab.com/reference-guide/sociology/similarity-hypothesis
Carolyn A. McAllister, Rena D. Harold, Brian K. Ahmedani & Elizabeth P. Cramer. 2009. "TARGETED MENTORING: EVALUATION OF A PROGRAM." Journal of Social Work Education 45 (1): 89-104. doi: https://doi.org/10.1146/annurev-orgpsych-012119-044924
Cech, E. A., & Waidzunas, T. J. 2011. "Navigating the heteronormativity of engineering: The experiences of lesbian, gay, and bisexual students." Engineering Studies 3 (1): 1-24. doi: https://doi.org/10.1080/19378629.2010.545065
Coleman, J. S. 1988. "Social capital in the creation of human capital." American Journal of Sociology 94: s95-s120. http://www.jstor.org/stable/2780243.
Corrales, Javier. 2020. "The Expansion of LGBT Rights in Latin America and the Backlash." In The Oxford Handbook of Global LGBT and Sexual Diversity Politics, Oxford Handbooks, by Sandra M. McEvoy, and Momin Rahman Michael J. Bosia, 547-575. Oxford Handbooks. doi: https://doi.org/10.1093/oxfordhb/9780190673741.013.14
Day, N. E., & Schoenrade, P. 2000. "The relationship among reported disclosure of sexual orientation, anti-discrimination policies, top management support and work attitudes of gay and lesbian employees." Personnel Review 29 (3): 346–363. doi: https://doi.org/10.1108/00483480010324706
Dillman, D. A., Smyth, J. D., & Christian, L. M. 2014. Mail and Internet surveys: The tailored design method. John Wiley & Sons.
Drake, B. 2013. As more Americans have contacts with gays and lesbians, social acceptance rises. 18 June. https://www.pewresearch.org/fact-tank/2013/06/18/as-more-americans-have-contacts-with-gays-and-lesbians-social-acceptance-rises/
Elizabeth Grace Holman, Brian G. Ogolsky & Ramona Faith Oswald. 2022. "Concealment of a Sexual Minority Identity in the Workplace: The Role of Workplace Climate and Identity Centrality." Journal of Homosexuality 69 (9): 1467-1484. doi: https://doi.org/10.1080/00918369.2021.1917219
Everly, Benjamin ,Schwarz, J. 2014. "Predictors of the adoption of LGBT-Friendly HR policies." Human Resource Management 54. doi: 10.1002/hrm.21622
Furnham, A., & Cheng, H. 2019. "Research on culture and psychology: limitations and recommendations." Journal of Cross-Cultural Psychology 50 (4): 563-576.
Goldfried, M. R., & Wampold, B. E. 2005. "From psychotherapy outcome research to practice-based evidence: A pluralistic perspective." Canadian Psychology/Psychologie Canadienne 53 (2): 179-190.
Grant, J. M., Mottet, L. A., Tanis, J., Herman, J. L., Harrison, J., & Keisling, M. 2010. "National transgender discrimination survey report on health and health care." National Center for Transgender Equality and the National Gay and Lesbian Task Force. October. https://cancer-network.org/wp-content/uploads/2017/02/National_Transgender_Discrimination_Survey_Report_on_health_and_health_care.pdf
Hollis, L. P., & McCalla, S. A. 2013. "Bullied back in the closet: Disengagement of LGBT employees facing workplace bullying." Journal of Gay & Lesbian Social Services 4 (2): 6-16. doi: https://doi.org/10.1002/jpoc.21109
Hu, C. 2008. "Analyses of measurement equivalence across gender in the Mentoring Functions Questionnaire (MFQ-9)." Personality and Individual Differences 45 (3): 199-205. doi: https://doi.org/10.1016/j.paid.2008.03.016
Huffman, A. H., Watrous-Rodriguez, K. M., & King, E. B. 2008. "Supporting a diverse workforce: What type of support is most meaningful for lesbian and gay employees?" Human Resource Management 47 (2): 237-253. doi: https://doi.org/10.1002/hrm.20210
Human Rights Campaign Foundation. 2022. Corporate Equality Index 2022. https://www.hrc.org/resources/corporate-equality-index.
IPSOS. 2021. "LGBT+ Pride 2021 Global Survey: A 27-country Ipsos survey." 7 May. https://www.ipsos.com/sites/default/files/ct/news/documents/2021-06/lgbt-pride-2021-global-survey-ipsos.pdf
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James M. Croteau. 1996. "Research on the Work Experiences of Lesbian, Gay, and Bisexual People: An Integrative Review of Methodology and Findings." Journal of Vocational Behavior 48 (2): 195-209. https://www.semanticscholar.org/paper/Research-on-the-Work-Experiences-of-Lesbian%2C-Gay%2C-Croteau/b268fb1adffbdfb497eda3a19fd168c6f2a67408
Kaye, Beverly Jacobson, Betsy. 1996. "Reframing mentoring." Training & Development, vol. 50, 50(8). https://go.gale.com/ps/i.do?id=GALE%7CA18660809&sid=googleScholar&v=2.1&it=r&linkaccess=abs&issn=10559760&p=AONE&sw=w&userGroupName=anon%7Ecae9de4a
Kingsley, P., & Delgado, M. 2006. Unnatural, unsuitable," unemployed!: lesbians and workplace discrimination in Latin America: a regional report focusing on Bolivia, Brazil, Colombia, Honduras and Mexico. Mexico City: ADEIM-Simbiosis. doi: https://books.google.com/books/about/Unnatural_unsuitable_unemployed.html?id=rjZ3QwAACAAJ
Kram, K. E. 1985. "Mentoring at work: Developmental relationships in organizational life." Administrative Science Quarterly 30. doi: https://doi.org/10.2307/2392687
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Lankau, Melenie J., Riordan, Christine M., Thomas, Chris H. 2005. "The effects of similarity and liking in formal relationships between mentors and protégés." Journal of Vocational Behavior 67 (3): 252-265. doi: https://doi.org/10.1016/j.jvb.2004.08.012
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描述 碩士
國立政治大學
國際經營管理英語碩士學位學程(IMBA)
110933063
資料來源 http://thesis.lib.nccu.edu.tw/record/#G0110933063
資料類型 thesis
dc.contributor.advisor 胡昌亞zh_TW
dc.contributor.advisor Hu, Chang-yaen_US
dc.contributor.author (Authors) 吳凱zh_TW
dc.contributor.author (Authors) Pierre Boadlaen_US
dc.creator (作者) 吳凱zh_TW
dc.creator (作者) Boadla, Pierreen_US
dc.date (日期) 2023en_US
dc.date.accessioned 2-Jun-2023 11:45:37 (UTC+8)-
dc.date.available 2-Jun-2023 11:45:37 (UTC+8)-
dc.date.issued (上傳時間) 2-Jun-2023 11:45:37 (UTC+8)-
dc.identifier (Other Identifiers) G0110933063en_US
dc.identifier.uri (URI) http://nccur.lib.nccu.edu.tw/handle/140.119/145082-
dc.description (描述) 碩士zh_TW
dc.description (描述) 國立政治大學zh_TW
dc.description (描述) 國際經營管理英語碩士學位學程(IMBA)zh_TW
dc.description (描述) 110933063zh_TW
dc.description.abstract (摘要) This research is aimed to explore the relationship between LGBTQ employees also called “proteges” engagement level at work and the mentoring and human resources practices in place in the workplace. It takes into consideration the possible moderating effects of whether there is a formal mentor assigned by the company or if the kind of mentorship they implement is rather informal (supervisor as a mentor for the people under his/her supervision). The main core of the study is to analyze if there is a positive relationship between the work engagement level among proteges and the existence or not of an LGBTQ-specific mentoring approach in the workplace, LGBTQ-specific mentoring refers to a mentoring approach that supports, guides, counsels, protects, encourages, and celebrate the sexual orientation of this minority group. This specific kind of mentoring can be handled by mentors from any sexual orientation, however, I believe that having a mentor from the LGBTQ community working on this kind of mentorship will have a deeper positive impact on the protege`s work engagement level, the similarity between both mentor and protégé sexual orientation will facilitate create the conditions for an ideal mentor-protégé relationship, according to the attraction paradigm (Byrne 1971). Furthermore, the present research is hoping to demonstrate that strong and clear human resources practices that ensure a safe work environment for LGBTQ employees will strengthen that positive impact. The study was conducted among 87 LGBTQ workers (N= 87), from five different countries (Honduras, USA, Taiwan, Mexico, Spain), during a 1-month period.
Results show that LGBTQ-specific mentoring is not significant when it comes to protege`s work engagement, the implications and limitations for this and potential topics for future research are discussed. However, results do show that there is a positive relationship between the existence of general mentoring and the protege`s work engagement level, furthermore, the results support the idea that the moderating effect of formal mentoring does have a positive impact not only on the work engagement level but it shows that when formal mentoring exists, LGBTQ-supportive policies become significant and relevant for the proteges.		en_US
dc.description.tableofcontents Table of contents
1. INTRODUCTION 1
2. THEORY AND HYPOTHESES 4
2.1. MENTORING 4
2.2. TYPES OF MENTORING 5
2.4 LGBTQ-SUPPORTIVE POLICIES FROM A HUMAN RESOURCES STANDPOINT 8
2.5 THE MODERATING EFFECT OF FORMAL MENTORING 9
2.6 RESEARCH QUESTION 11
3. METHOD 13
3.1 PARTICIPANTS AND PROCEDURE 13
3.2 MEASURES 14
3.2.1 General mentoring support 14
3.2.2 LGBTQ-specific mentoring support 15
3.2.3 LGBT-supportive policies 16
3.2.4 Formal mentoring 17
3.2.5 Control variables 18
3.3 DATA ANALYSES 18
4. RESULTS 19
5. DISCUSSION 24
5.1 THEORETICAL IMPLICATIONS 28
5.2 LIMITATIONS AND FUTURE RESEARCH DIRECTIONS 30
5.3 MANAGERIAL IMPLICATIONS 32
6. CONCLUSION 34
REFERENCES 36		zh_TW
dc.format.extent 1009370 bytes-
dc.format.mimetype application/pdf-
dc.source.uri (資料來源) http://thesis.lib.nccu.edu.tw/record/#G0110933063en_US
dc.subject (關鍵詞) LGBTQzh_TW
dc.subject (關鍵詞) 保護者zh_TW
dc.subject (關鍵詞) 輔導zh_TW
dc.subject (關鍵詞) 工作投入zh_TW
dc.subject (關鍵詞) LGBTQ支持政策zh_TW
dc.subject (關鍵詞) 目標輔導zh_TW
dc.subject (關鍵詞) LGBTQ專門輔導zh_TW
dc.subject (關鍵詞) 一般輔導zh_TW
dc.subject (關鍵詞) 正式輔導zh_TW
dc.subject (關鍵詞) 非正式輔導zh_TW
dc.subject (關鍵詞) 異性戀zh_TW
dc.subject (關鍵詞) 歧視zh_TW
dc.subject (關鍵詞) 相對剝奪感zh_TW
dc.subject (關鍵詞) LGBTQen_US
dc.subject (關鍵詞) Protégéen_US
dc.subject (關鍵詞) Mentoringen_US
dc.subject (關鍵詞) Work engagementen_US
dc.subject (關鍵詞) LGBTQ-supportive policiesen_US
dc.subject (關鍵詞) Targeted mentoringen_US
dc.subject (關鍵詞) LGBTQ-specific mentoringen_US
dc.subject (關鍵詞) General mentoringen_US
dc.subject (關鍵詞) Formal mentoringen_US
dc.subject (關鍵詞) Informal mentoringen_US
dc.subject (關鍵詞) Heterosexismen_US
dc.subject (關鍵詞) Discriminationen_US
dc.subject (關鍵詞) Relative deprivationen_US
dc.title (題名) LGBTQ 特定師徒支持、一般師徒支持與LGBTQ 友善措施對LGBTQ員工工作敬業之影響：正式師徒關係之調節作用zh_TW
dc.title (題名) The impacts of LGBTQ-specific mentoring support, general mentoring support, and LGBTQ-supportive policies on LGBTQ employees` work engagement: the moderating role of formal mentoring.en_US
dc.type (資料類型) thesisen_US
dc.relation.reference (參考文獻) REFERENCES

Aiken, L. S., & West, S. G. 1991. "Multiple regression: Testing and interpreting interactions". Sage Publications, Inc.
Allen, T. D., Eby, L. T., & Lentz, E. 2006. "The relationship between formal mentoring program characteristics and perceived program effectiveness." Personnel Psychology 59 (1): 125-153. doi: https://doi.org/10.1111/j.1744-6570.2006.00747.x
Allen, T. D., Eby, L. T., O`Brien, K. E., & Lentz, E. 2006. "Mentorship behaviors and mentorship quality associated with formal mentoring programs: Closing the gap between research and practice." Journal of Applied Psychology 91 (3): 567-578. doi: https://doi.org/10.1037/0021-9010.91.3.567
Badgett, M. V. L., & Choi, S. 2017. "Employment discrimination against LGBTQ people: A review of the literature." Policy Insights from the Behavioral and Brain Sciences 77-84.
Badgett, M.V. Lee Durso, Laura E. Mallory, Christy. 2013. The Business Impact of LGBT-Supportive Workplace Policies. 01 05. https://escholarship.org/content/qt3vt6t9zx/qt3vt6t9zx.pdf?t=mpsapk&v=lg.
Bakker, Wilmar B. Schaufeli and Arnold B. 2010. "Defining and measuring work engagement: Bringing clarity to the concept”. Work engagement: A handbook of essential theory and research (Psychology Press) 10-24. https://psycnet.apa.org/record/2010-06187-002
Bozionelos, N., & Kostopoulos, K. C. 2010. "Mentoring functions and their associations with protégé perceived support, motivation, and goal progress." Journal of vocational behavior 77 (2): 267-277.
Button, S. B., & Tholkes, J. A. 2013. "Organizational efforts to affirm sexual diversity: a cross-level examination." Journal of Managerial Psychology 86 (1): 17-28. doi: https://doi.org/10.1037/0021-9010.86.1.17
Byrne, Donn Erwin. 1971. The attraction Paradigm. New York, NY: Academic Press. https://thedecisionlab.com/reference-guide/sociology/similarity-hypothesis
Carolyn A. McAllister, Rena D. Harold, Brian K. Ahmedani & Elizabeth P. Cramer. 2009. "TARGETED MENTORING: EVALUATION OF A PROGRAM." Journal of Social Work Education 45 (1): 89-104. doi: https://doi.org/10.1146/annurev-orgpsych-012119-044924
Cech, E. A., & Waidzunas, T. J. 2011. "Navigating the heteronormativity of engineering: The experiences of lesbian, gay, and bisexual students." Engineering Studies 3 (1): 1-24. doi: https://doi.org/10.1080/19378629.2010.545065
Coleman, J. S. 1988. "Social capital in the creation of human capital." American Journal of Sociology 94: s95-s120. http://www.jstor.org/stable/2780243.
Corrales, Javier. 2020. "The Expansion of LGBT Rights in Latin America and the Backlash." In The Oxford Handbook of Global LGBT and Sexual Diversity Politics, Oxford Handbooks, by Sandra M. McEvoy, and Momin Rahman Michael J. Bosia, 547-575. Oxford Handbooks. doi: https://doi.org/10.1093/oxfordhb/9780190673741.013.14
Day, N. E., & Schoenrade, P. 2000. "The relationship among reported disclosure of sexual orientation, anti-discrimination policies, top management support and work attitudes of gay and lesbian employees." Personnel Review 29 (3): 346–363. doi: https://doi.org/10.1108/00483480010324706
Dillman, D. A., Smyth, J. D., & Christian, L. M. 2014. Mail and Internet surveys: The tailored design method. John Wiley & Sons.
Drake, B. 2013. As more Americans have contacts with gays and lesbians, social acceptance rises. 18 June. https://www.pewresearch.org/fact-tank/2013/06/18/as-more-americans-have-contacts-with-gays-and-lesbians-social-acceptance-rises/
Elizabeth Grace Holman, Brian G. Ogolsky & Ramona Faith Oswald. 2022. "Concealment of a Sexual Minority Identity in the Workplace: The Role of Workplace Climate and Identity Centrality." Journal of Homosexuality 69 (9): 1467-1484. doi: https://doi.org/10.1080/00918369.2021.1917219
Everly, Benjamin ,Schwarz, J. 2014. "Predictors of the adoption of LGBT-Friendly HR policies." Human Resource Management 54. doi: 10.1002/hrm.21622
Furnham, A., & Cheng, H. 2019. "Research on culture and psychology: limitations and recommendations." Journal of Cross-Cultural Psychology 50 (4): 563-576.
Goldfried, M. R., & Wampold, B. E. 2005. "From psychotherapy outcome research to practice-based evidence: A pluralistic perspective." Canadian Psychology/Psychologie Canadienne 53 (2): 179-190.
Grant, J. M., Mottet, L. A., Tanis, J., Herman, J. L., Harrison, J., & Keisling, M. 2010. "National transgender discrimination survey report on health and health care." National Center for Transgender Equality and the National Gay and Lesbian Task Force. October. https://cancer-network.org/wp-content/uploads/2017/02/National_Transgender_Discrimination_Survey_Report_on_health_and_health_care.pdf
Hollis, L. P., & McCalla, S. A. 2013. "Bullied back in the closet: Disengagement of LGBT employees facing workplace bullying." Journal of Gay & Lesbian Social Services 4 (2): 6-16. doi: https://doi.org/10.1002/jpoc.21109
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