Perceived LGBT-supportive HR System and LGBT Employees’ Voice: The Psychological Ownership View

Abstract

Voice behaviors of invisible sexual minorities, such as lesbian, gay, bisexual, transgender, and individuals whose gender expressions fall outside of heterosexual norms (LGBT), have received scant attention in prior research. Based on the psychological ownership (PO) perspective, the current study investigates the relationships among perceived LGBT-supportive HR system, LGBT employees’ PO, and their voice. Moreover, grounded on the situational strength and leadership literature, this study examines the boundary conditions of the perceived strength of an LGBT-supportive HR system and leader inclusiveness of the relationship between perceived LGBT-supportive HR system and LGBT employees’ voice. Data collected from LGBT employees in three waves show that PO can mediate the influence of perceived LGBT-supportive HR system on LGBT employees’ voice. In addition, the perceived strength of an LGBT-supportive HR system moderates the relationship between perceived LGBT-supportive HR system and PO in the first stage, while leader inclusiveness moderates the PO–voice relationship in the second stage. Overall, the perceived strength of an LGBT-supportive HR system and leader inclusiveness together strengthen the PO mechanism. Theoretical and managerial implications are also discussed.