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A stake in the fight: When do heterosexual employees resist organizational policies that deny marriage equality to LGB peers?

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  • Dahling, Jason J.
  • Wiley, Shaun
  • Fishman, Zachary A.
  • Loihle, Amber

Abstract

Many organizations in the United States have articulated positions to support or oppose marriage equality for LGB individuals. To date, minimal research has considered how employees react to these positions, and none has considered the conditions that encourage heterosexual employees to stand in solidarity with LGB peers in favor of equal treatment. Two experiments grounded in social identity theory, the social identity model of collective action, and intergroup emotions theory examine these processes. Study 1 found that heterosexual employees’ intentions to neglect work, quit, and engage in other acts of resistance in response to organizational marriage equality positions are highly contingent on identification with the LGB community. Study 2 replicated this pattern of results and found that this interaction was additionally contingent on identification with the organization itself. Further, the effects of the three-way interaction on behavioral intentions were fully mediated by the emotional experience of moral outrage.

Suggested Citation

  • Dahling, Jason J. & Wiley, Shaun & Fishman, Zachary A. & Loihle, Amber, 2016. "A stake in the fight: When do heterosexual employees resist organizational policies that deny marriage equality to LGB peers?," Organizational Behavior and Human Decision Processes, Elsevier, vol. 132(C), pages 1-15.
    • Handle: RePEc:eee:jobhdp:v:132:y:2016:i:c:p:1-15
    DOI: 10.1016/j.obhdp.2015.11.003
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    References listed on IDEAS

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    1. Oecd, 2011. "Fiscal consolidation: targets, plans and measures," OECD Journal on Budgeting, OECD Publishing, vol. 11(2), pages 15-67.
    2. King, Eden B. & Cortina, José M., 2010. "The Social and Economic Imperative of Lesbian, Gay, Bisexual, and Transgendered Supportive Organizational Policies," Industrial and Organizational Psychology, Cambridge University Press, vol. 3(1), pages 69-78, March.
    3. repec:cup:judgdm:v:5:y:2010:i:5:p:411-419 is not listed on IDEAS
    4. Martinez, Larry R. & Hebl, Michelle R., 2010. "Additional Agents of Change in Promoting Lesbian, Gay, Bisexual, and Transgendered Inclusiveness in Organizations," Industrial and Organizational Psychology, Cambridge University Press, vol. 3(1), pages 82-85, March.
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    Cited by:

    1. Wang, Jianrong & Anand, Smriti & Li, Hui & Du, Wei, 2022. "Marriage equality for everyone? The business case for same sex marriage legislation," Journal of Business Research, Elsevier, vol. 148(C), pages 190-202.
    2. Arnett, Rachel D. & Sidanius, Jim, 2018. "Sacrificing status for social harmony: Concealing relatively high status identities from one’s peers," Organizational Behavior and Human Decision Processes, Elsevier, vol. 147(C), pages 108-126.

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