學術產出-學位論文
文章檢視/開啟
書目匯出
-
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 6-七月-2023 15:15:30 (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 REFERENCESAiken, 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.xAllen, 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/10.1037/0021-9010.91.3.567Badgett, 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/2010-06187-002Bozionelos, 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/10.1037/0021-9010.86.1.17Byrne, Donn Erwin. 1971. The attraction Paradigm. New York, NY: Academic Press. https://thedecisionlab.com/reference-guide/sociology/similarity-hypothesisCarolyn 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-012119-044924Cech, 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/10.1080/19378629.2010.545065Coleman, 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/9780190673741.013.14Day, 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/10.1108/00483480010324706Dillman, 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/10.1080/00918369.2021.1917219Everly, Benjamin ,Schwarz, J. 2014. "Predictors of the adoption of LGBT-Friendly HR policies." Human Resource Management 54. doi: 10.1002/hrm.21622Furnham, 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.pdfHollis, 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.21109Hu, 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.2008.03.016Huffman, 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.20210Human 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.pdfInternational labour organization. 2020. "Inclusion of lesbian, gay, bisexual, transgender, intersex and queer (LGBTIQ+) persons in the world of work: A learning guide." International Labour Organization. https://www.ilo.org/wcmsp5/groups/public/---dgreports/---gender/documents/publication/wcms_846108.pdfJames 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/b268fb1adffbdfb497eda3a19fd168c6f2a67408Kaye, 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%7Ecae9de4aKingsley, 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=rjZ3QwAACAAJKram, K. E. 1985. "Mentoring at work: Developmental relationships in organizational life." Administrative Science Quarterly 30. doi: https://doi.org/10.2307/2392687Kram, K. E., & Isabella, L. A. 1985. "Mentoring alternatives: The role of peer relationships in career development." Academy of Management Journal 28: 110-132. https://www.researchgate.net/publication/230890815_Mentoring_Alternatives_The_Role_of_Peer_Relationships_in_Career_DevelopmentLankau, 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.2004.08.012Lonnie D. Inzer, C. B. Crawford. 2005. "A Review of Formal and Informal Mentoring: Processes, Problems, and Design." Journal of Leadership Education 4: 31-50. doi: http://dx.doi.org/10.12806/V4/I1/TF2McNaught, A. 1994. Gay issues in the workplace. St. Martin`s Press. https://books.google.com.tw/books/about/Gay_Issues_in_the_Workplace.html?id=G3cXw3UmNogC&redir_esc=yMichelle R. Hebl, Scott Tonidandel & Enrica N. Ruggs. 2012. "The Impact of Like-Mentors for Gay/Lesbian Employees." Human Performance, 25:1 25 (1): 52-71. doi: https://doi.org/10.1080/08959285.2011.631645Munoz, C.S. 2005. "A multi-level examination of career barriers for sexual minority employees." A Dissertation Submitted to the Graduate Faculty of The University of Georgia in Partial Fulfillment of the Requirements for the Degree. doi: https://getd.libs.uga.edu/pdfs/munoz_corey_s_200505_phd.pdfNoe, R. A. 1988. "An investigation of the determinants of successful assigned mentoring relationships." Personnel Psychology 41 (3): 457-479. doi: https://doi.org/10.1111/j.1744-6570.1988.tb00638.xNorton, A. T., & Herek, G. M. 2013. "Heterosexuals` attitudes toward transgender people: Findings from a national probability sample of U.S. adults." Sex Roles: A Journal of Research 68 (11-12): 738– 753. doi: https://doi.org/10.1007/s11199-011-0110-6Podsakoff PM, MacKenzie SB, Lee JY, Podsakoff NP. 2003. "Common method biases in behavioral research: a critical review of the literature and recommended remedies." Journal Applied Psychology 88 (5): 879-903. doi: https://doi.org/10.1037/0021-9010.88.5.879Ragins BR, Cornwell JM. 2001. "Pink triangles: antecedents and consequences of perceived workplace discrimination against gay and lesbian employees." J Appl Psychol 86 (6): 1244-1261. doi: https://doi.org/10.1037/0021-9010.86.6.1244Ragins, B. R. 2004. "Sexual orientation in the workplace: The unique work and career experiences of gay, lesbian and bisexual workers." Journal of Vocational Behavior 23: 35-129. doi: https://doi.org/10.1016/S0742-7301(04)23002-XRagins, B. R., & Cotton, J. L. 1999. "Mentor functions and outcomes: A comparison of men and women in formal and informal mentoring relationships." Journal of Applied Psychology 84 (4): 529-550. doi: https://doi.org/10.1037/0021-9010.84.4.529Robertson, Lillian T. Eby and Melissa M. 2020. "The Psychology of Workplace Mentoring Relationships." Annual Review of Organizational Psychology and Organizational Behavior 7 (1): 75-100. doi: https://doi.org/10.5175/JSWE.2009.200700107Saks, A. M. 2006. "Antecedents and consequences of employee engagement." Journal of Managerial Psychology 21 (7): 600-619. doi: 10.1108/02683940610690169Sears, D., & Mallory, C. 2011. Documented evidence of employment discrimination and its effects on LGBT people. July. https://williamsinstitute.law.ucla.edu/wp-content/uploads/Effects-LGBT-Employ-Discrim-Jul-2011.pdfSmith, H., Pettigrew, T. F., Pippin, G., & Bialosiewicz, S. 2012. "Relative deprivation: A theoretical and meta-analytic critique." Personality and Social Psychology Review 16 (3): 203-232. doi: https://doi.org/10.1177/1088868311430825Tatum, A. K. 2018. "Workplace climate and satisfaction in sexual minority populations: An application of social cognitive career theory." Journal of Homosexuality 65 (5): 618-628. doi: https://doi.org/10.1037/cou0000292Waldo, C.R. 1999. "Working in a majority context: A structural model of heterosexism as minority stress in the workplace." Journal of Counseling Psychology 46 (2): 218-232. doi: https://doi.org/10.1037/0022-0167.46.2.218Winfeld, L., & Spielman, S. 2001. Straight talk about gays in the workplace. San Francisco: Harrington Park Press. https://www.semanticscholar.org/paper/Straight-talk-about-gays-in-the-workplace-Winfeld-Spielman/ce0aa0199c446a7c3fcc44d72c6f57f58a82c026Wing Sue, D., & Sue, D. 2008. Counseling the culturally diverse: Theory and practice. Vol. 5. John Wiley & Sons, Inc. https://psycnet.apa.org/record/2007-13154-000Zey, M. G. 1991. The mentor connection: Strategic alliances in corporate life. Vol. 1. New York: Routledge. doi: https://doi.org/10.4324/9780429339134 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-ya en_US dc.contributor.author (作者) 吳凱 zh_TW dc.contributor.author (作者) Pierre Boadla en_US dc.creator (作者) 吳凱 zh_TW dc.creator (作者) Boadla, Pierre en_US dc.date (日期) 2023 en_US dc.date.accessioned 6-七月-2023 15:15:30 (UTC+8) - dc.date.available 6-七月-2023 15:15:30 (UTC+8) - dc.date.issued (上傳時間) 6-七月-2023 15:15:30 (UTC+8) - dc.identifier (其他 識別碼) G0110933063 en_US dc.identifier.uri (URI) http://nccur.lib.nccu.edu.tw/handle/140.119/145700 - 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) 110933063 zh_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 contents1. INTRODUCTION 12. THEORY AND HYPOTHESES 42.1. MENTORING 42.2. TYPES OF MENTORING 52.4 LGBTQ-SUPPORTIVE POLICIES FROM A HUMAN RESOURCES STANDPOINT 82.5 THE MODERATING EFFECT OF FORMAL MENTORING 92.6 RESEARCH QUESTION 113. METHOD 133.1 PARTICIPANTS AND PROCEDURE 133.2 MEASURES 143.2.1 General mentoring support 143.2.2 LGBTQ-specific mentoring support 153.2.3 LGBT-supportive policies 163.2.4 Formal mentoring 173.2.5 Control variables 183.3 DATA ANALYSES 184. RESULTS 195. DISCUSSION 245.1 THEORETICAL IMPLICATIONS 285.2 LIMITATIONS AND FUTURE RESEARCH DIRECTIONS 305.3 MANAGERIAL IMPLICATIONS 326. CONCLUSION 34REFERENCES 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/#G0110933063 en_US dc.subject (關鍵詞) LGBTQ zh_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) LGBTQ en_US dc.subject (關鍵詞) Protégé en_US dc.subject (關鍵詞) Mentoring en_US dc.subject (關鍵詞) Work engagement en_US dc.subject (關鍵詞) LGBTQ-supportive policies en_US dc.subject (關鍵詞) Targeted mentoring en_US dc.subject (關鍵詞) LGBTQ-specific mentoring en_US dc.subject (關鍵詞) General mentoring en_US dc.subject (關鍵詞) Formal mentoring en_US dc.subject (關鍵詞) Informal mentoring en_US dc.subject (關鍵詞) Heterosexism en_US dc.subject (關鍵詞) Discrimination en_US dc.subject (關鍵詞) Relative deprivation en_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) thesis en_US dc.relation.reference (參考文獻) REFERENCESAiken, 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.xAllen, 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/10.1037/0021-9010.91.3.567Badgett, 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/2010-06187-002Bozionelos, 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/10.1037/0021-9010.86.1.17Byrne, Donn Erwin. 1971. The attraction Paradigm. New York, NY: Academic Press. https://thedecisionlab.com/reference-guide/sociology/similarity-hypothesisCarolyn 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-012119-044924Cech, 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/10.1080/19378629.2010.545065Coleman, 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/9780190673741.013.14Day, 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/10.1108/00483480010324706Dillman, 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/10.1080/00918369.2021.1917219Everly, Benjamin ,Schwarz, J. 2014. "Predictors of the adoption of LGBT-Friendly HR policies." Human Resource Management 54. doi: 10.1002/hrm.21622Furnham, 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.pdfHollis, 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.21109Hu, 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.2008.03.016Huffman, 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.20210Human 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.pdfInternational labour organization. 2020. "Inclusion of lesbian, gay, bisexual, transgender, intersex and queer (LGBTIQ+) persons in the world of work: A learning guide." International Labour Organization. https://www.ilo.org/wcmsp5/groups/public/---dgreports/---gender/documents/publication/wcms_846108.pdfJames 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/b268fb1adffbdfb497eda3a19fd168c6f2a67408Kaye, 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%7Ecae9de4aKingsley, 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=rjZ3QwAACAAJKram, K. E. 1985. "Mentoring at work: Developmental relationships in organizational life." Administrative Science Quarterly 30. doi: https://doi.org/10.2307/2392687Kram, K. E., & Isabella, L. A. 1985. "Mentoring alternatives: The role of peer relationships in career development." Academy of Management Journal 28: 110-132. https://www.researchgate.net/publication/230890815_Mentoring_Alternatives_The_Role_of_Peer_Relationships_in_Career_DevelopmentLankau, 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.2004.08.012Lonnie D. Inzer, C. B. Crawford. 2005. "A Review of Formal and Informal Mentoring: Processes, Problems, and Design." Journal of Leadership Education 4: 31-50. doi: http://dx.doi.org/10.12806/V4/I1/TF2McNaught, A. 1994. Gay issues in the workplace. St. Martin`s Press. https://books.google.com.tw/books/about/Gay_Issues_in_the_Workplace.html?id=G3cXw3UmNogC&redir_esc=yMichelle R. Hebl, Scott Tonidandel & Enrica N. Ruggs. 2012. "The Impact of Like-Mentors for Gay/Lesbian Employees." Human Performance, 25:1 25 (1): 52-71. doi: https://doi.org/10.1080/08959285.2011.631645Munoz, C.S. 2005. "A multi-level examination of career barriers for sexual minority employees." A Dissertation Submitted to the Graduate Faculty of The University of Georgia in Partial Fulfillment of the Requirements for the Degree. doi: https://getd.libs.uga.edu/pdfs/munoz_corey_s_200505_phd.pdfNoe, R. A. 1988. "An investigation of the determinants of successful assigned mentoring relationships." Personnel Psychology 41 (3): 457-479. doi: https://doi.org/10.1111/j.1744-6570.1988.tb00638.xNorton, A. T., & Herek, G. M. 2013. "Heterosexuals` attitudes toward transgender people: Findings from a national probability sample of U.S. adults." Sex Roles: A Journal of Research 68 (11-12): 738– 753. doi: https://doi.org/10.1007/s11199-011-0110-6Podsakoff PM, MacKenzie SB, Lee JY, Podsakoff NP. 2003. "Common method biases in behavioral research: a critical review of the literature and recommended remedies." Journal Applied Psychology 88 (5): 879-903. doi: https://doi.org/10.1037/0021-9010.88.5.879Ragins BR, Cornwell JM. 2001. "Pink triangles: antecedents and consequences of perceived workplace discrimination against gay and lesbian employees." J Appl Psychol 86 (6): 1244-1261. doi: https://doi.org/10.1037/0021-9010.86.6.1244Ragins, B. R. 2004. "Sexual orientation in the workplace: The unique work and career experiences of gay, lesbian and bisexual workers." Journal of Vocational Behavior 23: 35-129. doi: https://doi.org/10.1016/S0742-7301(04)23002-XRagins, B. R., & Cotton, J. L. 1999. "Mentor functions and outcomes: A comparison of men and women in formal and informal mentoring relationships." Journal of Applied Psychology 84 (4): 529-550. doi: https://doi.org/10.1037/0021-9010.84.4.529Robertson, Lillian T. Eby and Melissa M. 2020. "The Psychology of Workplace Mentoring Relationships." Annual Review of Organizational Psychology and Organizational Behavior 7 (1): 75-100. doi: https://doi.org/10.5175/JSWE.2009.200700107Saks, A. M. 2006. "Antecedents and consequences of employee engagement." Journal of Managerial Psychology 21 (7): 600-619. doi: 10.1108/02683940610690169Sears, D., & Mallory, C. 2011. Documented evidence of employment discrimination and its effects on LGBT people. July. https://williamsinstitute.law.ucla.edu/wp-content/uploads/Effects-LGBT-Employ-Discrim-Jul-2011.pdfSmith, H., Pettigrew, T. F., Pippin, G., & Bialosiewicz, S. 2012. "Relative deprivation: A theoretical and meta-analytic critique." Personality and Social Psychology Review 16 (3): 203-232. doi: https://doi.org/10.1177/1088868311430825Tatum, A. K. 2018. "Workplace climate and satisfaction in sexual minority populations: An application of social cognitive career theory." Journal of Homosexuality 65 (5): 618-628. doi: https://doi.org/10.1037/cou0000292Waldo, C.R. 1999. "Working in a majority context: A structural model of heterosexism as minority stress in the workplace." Journal of Counseling Psychology 46 (2): 218-232. doi: https://doi.org/10.1037/0022-0167.46.2.218Winfeld, L., & Spielman, S. 2001. Straight talk about gays in the workplace. San Francisco: Harrington Park Press. https://www.semanticscholar.org/paper/Straight-talk-about-gays-in-the-workplace-Winfeld-Spielman/ce0aa0199c446a7c3fcc44d72c6f57f58a82c026Wing Sue, D., & Sue, D. 2008. Counseling the culturally diverse: Theory and practice. Vol. 5. John Wiley & Sons, Inc. https://psycnet.apa.org/record/2007-13154-000Zey, M. G. 1991. The mentor connection: Strategic alliances in corporate life. Vol. 1. New York: Routledge. doi: https://doi.org/10.4324/9780429339134 zh_TW
