A Multicultural Test of the Theory of Work Adjustment: Investigating the Role of Heterosexism and Fit Perceptions in the Job Satisfaction of Lesbian, Gay, and Bisexual Employees.

Abstract

Two expanded models (i.e., mediated and moderated) of the theory of work adjustment (TWA; R. V. Dawis, G. England, & L. H. Lofquist, 1964; R. V. Dawis & L. H. Lofquist, 1984) were tested for their capacity to explain the job satisfaction of a sample of lesbian, gay, and bisexual employees (N 397). Consistent with cultural critiques of the TWA, person–organization fit perceptions were tested as the mediator of the relationship between heterosexism and job satisfaction in one set of hypotheses, and experiences with informal heterosexism were tested as a moderator in the relationship between person– organization fit perceptions and job satisfaction in a separate set of hypotheses. The mediated model but not the moderated model was supported. Results were confirmed by a cross-validation sample.