What is it about?
We build on stakeholder theory and the resource‐based view of the firm to propose extending the WLB discourse and associated policies and practices to LGBT employees as key internal stakeholders who can possibly contribute to organizational performance, either directly or indirectly. We further combine these perspectives with institutional theory in an integrative research framework. We propose that explanations regarding the adoption of LGBT WLB policies in organizations go beyond the organizational level to include higher level institutional characteristics. Similarly, we posit that the relationship between LGBT WLB policies and organizational performance outcomes is influenced by such characteristics. Drawing from this framework, we put forth a typology of organizational responses that postulates the possible outcomes for organizations given their re(actions) to institutional pressures and their attitude toward LGBT employees as stakeholders.
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Why is it important?
WLB research has systematically excluded lesbian, gay, bisexual, and transgender (LGBT) employees.
Perspectives
Theoretical framework discussing which organizational HRM policies would support the work life balance of LGBT employees and the factors that influence whether and how organizations respond.
Dr Christiana Ierodiakonou
University of Cyprus
Read the Original
This page is a summary of: Expanding the work-life balance discourse to LGBT employees: Proposed research framework and organizational responses, Human Resource Management, March 2018, Wiley,
DOI: 10.1002/hrm.21910.
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