Organizational Justice and the Inclusion of LGBT Federal Employees: A Quasi-Experimental Analysis Using Coarsened Exact Matching

David Lee, Morgen Johansen, Kwang Bin Bae

Research output: Contribution to journalArticlepeer-review

4 Scopus citations

Abstract

Inclusiveness occurs when employees are considered a part of critical organizational processes, which means that they have access to information (including information that may be passed around through informal networks), a connectedness to coworkers, and the ability to participate in and influence the decision-making process. With an organizational justice framework, this study examines the level of inclusion federal lesbian, gay, bisexual, transgender (LGBT) employees perceive, compared to their heterosexual counterparts. Using a quasi-experimental method, coarsened exact matching, we find expected differences in perceptions of procedural and informational justice but no perceived differences in distributional justice between LGBT and heterosexual federal employees. The implications of our methodology and findings for the diversity management literature are discussed.

Original languageEnglish
Pages (from-to)700-722
Number of pages23
JournalReview of Public Personnel Administration
Volume41
Issue number4
DOIs
StatePublished - Dec 2021

Keywords

  • diversity
  • inclusion
  • LGBT
  • minority
  • organizational justice

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