ABSTRACTWhile the congruence between the global values of an employee and those of their organisation is frequently studied, less research has examined outcomes associated with discrepancies pertaining to the value of LGBT rights and equality. Further, research on LGBT-supportiveworkplace climates tends to focus on the consequences for LGBT employees. While these studies are important, person-organisation LGBT value incongruence likely has consequences for employees across the spectrums of sexual orientation and gender identity. The present study sought to examine the potential deleterious correlates of person-organisation LGBT value incongruence in a sample of 180 employees in the United States, encompassing both LGBT- and non-LGBT-identifying individuals. We tested the association between person-organisation LGBT value incongruence and several personal and workplace correlates, including turnover intentions, perceived organisational support, counterproductive workplace behaviours, and mental health symptomology. Findings revealed that greater LGBT value incongruence was related to increased turnover intentions and decreased perceived organisational support but was unrelated to counterproductive workplace behaviours, depression, and anxiety. Further, perceived organisational support mediated the link between LGBT value incongruence and turnover intentions. Results suggest that organisational policies and practices demonstrating commitment towards the LGBT community may be beneficial for employees in general, regardless of sexual orientation or gender identification.