Beyond identity management: proactive strategies of LG employees against workplace heterosexism in China
Why this work is in the frame
A frame that forgets how it found something cannot be audited. These are the routes that admitted this work.
Bibliographic record
Abstract
Purpose This study investigates proactive change-oriented behaviors among lesbian and gay (LG) employees who confront workplace heterosexism (Study 1). By integrating institutional change theory and the theory of reasoned action, the research demonstrates that institutional contradictions – stemming from direct and indirect experiences of heterosexism – trigger intentions toward change. These intentions subsequently mediate the relationship between the institutional contradictions experienced and the employees’ proactive, change-oriented behaviors (Study 2). Design/methodology/approach Study 1 involved semi-structured interviews with 65 LG employees, followed by factor analyses conducted on two independent samples. In Study 2, the proposed hypotheses were further tested using a larger independent sample (N = 840). Findings Study 1 yielded a robust two-factor scale of change-oriented behaviors. Study 2 further confirmed that experiences of institutional contradictions related to direct and indirect heterosexism stimulate intentions to change, mediating the relationship between these contradictions and proactive behaviors. Moreover, continuance commitment moderates these effects by dampening change intentions in response to indirect heterosexism, while simultaneously enhancing overt voice behaviors when change intentions are present. Originality/value Departing from traditional identity management strategies, our research highlights the use of both overt voice and subtle change-oriented behaviors to challenge discriminatory practices. Additionally, our findings advance the understanding of micro-level institutional change processes and provide practical insights for fostering more inclusive workplace environments.
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Full frame distilled prediction
Teacher imitationNot calibrated prevalence, not ground truth. Human validation pending. Learned from the 10,348 direct Codex labels and 10,348 direct Gemma labels. Candidate is the union of thresholded teacher heads; consensus is their intersection. These outputs are machine_predicted_unvalidated and are not human labels or direct frontier model labels.
Codex and Gemma teacher scores by category
| Category | Codex | Gemma |
|---|---|---|
| Metaresearch | 0.001 | 0.000 |
| Meta-epidemiology (narrow) | 0.000 | 0.000 |
| Meta-epidemiology (broad) | 0.000 | 0.000 |
| Bibliometrics | 0.000 | 0.001 |
| Science and technology studies | 0.000 | 0.000 |
| Scholarly communication | 0.000 | 0.000 |
| Open science | 0.000 | 0.000 |
| Research integrity | 0.000 | 0.000 |
| Insufficient payload (model declined to judge) | 0.000 | 0.000 |
Machine scores (provisional)
The two teacher heads of the student model, read on this work. A score orders the frame for review; it never asserts a category, and the validation status ships verbatim with every row.
Baseline scores from an immature model (maturity gate not passed, 7 training rounds). Scores rank; they never assert a category.
score_only:v0-immature-baseline · verbatim from the scoring run: score_only means the number may rank works, and no category label ships from it