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Abstract
Lesbian, gay, bisexual, and transgender (LGBT) employee sexual identity development stage, organizational identity, and the resultant organizational affirmation of employee sexual identity help to explain the relationships that develop between LGBT employees and the organizations that employ them. Using a developed theoretical framework, potential relationships are identified and examined. The outcomes of these relationships can have positive or negative impact on the individual, and in turn, can impact business performance. This should fuel research and policy development to improve outcomes.