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Evaluating Employees Following FMLA Leave: Negative Personality and Financial Biases Against LGBT Employees

Evaluating Employees Following FMLA Leave: Negative Personality and Financial Biases Against LGBT Employees

dc.contributor.advisor Kelley, Karl N.
dc.contributor.author Post, Marissa L.
dc.contributor.editor Jackson, Jennifer
dc.date.accessioned 2018-01-17T15:53:37Z
dc.date.available 2018-01-17T15:53:37Z
dc.date.issued 2017-01-27
dc.date.submitted 2017-01-27
dc.identifier.uri http://hdl.handle.net/10969/1210
dc.description.abstract The current research examines justice perceptions related to the Family and Medical Leave Act of 1993 (FMLA) and the LGBT community. Undergraduate and graduate students were asked to role-play as a manager in an organization where an employee has to request leave for the adoption of a child. In this 4 (sexual identity: heterosexual, homosexual, transgender, no information) x 2 (outcome: high success, low success) design, participants completed evaluations designed to measure attitudes towards the employee and her decision to take leave. A main effect for success was found across several dependent variables indicating employees in the low project success group received more harsh judgments. An interaction for sexual identity and success indicated that homosexual and transgender individuals received significantly less bonus money than other groups. These results suggest than managers many not be directly discriminating against members of the LGBT community, but may have a subtler negative bias. en_US
dc.language.iso en_US en_US
dc.title Evaluating Employees Following FMLA Leave: Negative Personality and Financial Biases Against LGBT Employees en_US
dc.type Thesis

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