Purpose: We investigated whether sexual minority (LGB) workers report more bullying and sexual harassment than heterosexual workers, explored if bullying and sexual harassment predict turnover intentions, organizational commitment, and post-traumatic stress disorder (PTSD), and explored if these relationships are moderated by sexual orientation.
Design/methodology/approach: An online data collection company provided data from two samples, one LGB, and one heterosexual. Data were analyzed using general linear models, including multivariate analysis of variance and multiple regression,
Findings: Surprisingly, heterosexuals reported more bullying than did LGB workers, but LGB workers described more experiences of crude and offensive sexually-harassing behavior and sexual coercion. Sexual orientation had differential effects on relationships among bullying, sexual harassment, and workplace outcomes.
Research limitations/implications: Future research should replicate this research using other samples and delve more deeply into parsing out counterintuitive findings.
Practical implications: Our findings suggest that organizational leaders and their policies could enhance worker experiences and outcomes by ensuring the workplace is equitable and civil for all employees.
Social implications: Creating humane and equitable workforces will contribute to creating a humane and equitable society.
Originality/value: This study is among the first to incorporate bullying and sexual harassment in investigating adult LGB workers. It is blazing the trail by introducing PTSD as an outcome variable related to either bullying or sexual harassment of minority workers.
Keywords: Bullying, sexual orientation, sexual minority, LGB, sexual harassment, PTSD
