Abstract
The purpose of this study was to examine the relationships among sexual orientation diversity, diversity strategy, and organizational performance. Data were gathered from 780 senior-level athletic administrators in 239 organizations. Moderated regression analysis indicated that, while main effects were not observed, there was a significant sexual orientation diversity × proactive diversity strategy interaction. Organizations with high sexual orientation diversity and that followed a strong proactive diversity strategy outperformed their peers in objective measures of performance. Results are discussed in terms of contributions, implications, and future directions.
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