臺灣博碩士論文加值系統

過去在台灣關於同性戀者的研究多聚焦在心理層面，或針對單一產業類別做職場研究，較少有概括性的職場現況研究。因此，本研究透過離職傾向以及組織承諾探討組織政策以及社會支持對在台同性戀工作者的影響，並納入公開程度，意指同性戀者在工作職場上表明自身性傾向的程度，為中介變數。
本研究透過 Google 線上表單收集了 157 份有效問卷。研究結果顯示組織政策 以及社會支持皆會降低員工的離職傾向，並且提升員工對組織的承諾(歸屬感)。 另外，組織政策會透過公開程度的部分中介效果，進而提升員工組織承諾。然而，組織政策對於離職傾向的影響以及社會支持對於離職傾向和組織承諾的影響並無 法透過公開程度達到中介效果。本研究並針對研究結果提出管理意涵以及未來研究方向供後續研究者參考。

To examine Lesbian, Gay, Bisexual (LGB) people’s work environment in Taiwan, this study includes LGB-supportive organizational policies (OP) and social support (SS). Moreover, this research includes turnover intention (TI) and organizational commitment (OC) to examine the impacts of OP and SS. Additionally, outness (OUT) about one’s homosexual orientation, which means the degree of disclosure one’s homosexual identity to others at work, is used as a mediator.
Data collected from online Google form across various industries and gathered 157 valid responses. The results showed that OP and SS could significantly influence OUT, TI, and OC. Besides, OUT could partially mediate the effects of OP on OC, and partially mediate the relationship between SS and OC. However, OUT failed to mediate the effect of OP on TI and the influence of SS on TI and OC. Implications of the present findings are discussed.

審定書 ............................................................................................................................... i
摘要 .................................................................................................................................. ii Abstract............................................................................................................................ iii
List of Figures.................................................................................................................. vi
List of Tables ................................................................................................................... vi
Chapter 1 Introduction...................................................................................................... 1
1.1 Workforce Environment for LGB People in Taiwan ............................................. 1
1.2 Workforce Environment for LGB People Abroad ................................................. 2
1.3 Purposes of the Study ............................................................................................. 3
Chapter 2 Literature Review............................................................................................. 5
2.1 Discrimination towards LGB Employees............................................................... 5
2.2 Impacts of LGB-supportive Organizational Policies.............................................. 7
2.3 Impacts of Social Support....................................................................................... 9
Chapter 3 Research Method ........................................................................................... 11
3.1 Participants ........................................................................................................... 12
3.2 Measures............................................................................................................... 14
3.2.1 Demographic Variables ..................................................................................... 14
3.2.2 Outness .............................................................................................................. 15
3.2.3 LGB-supportive Organizational Policies........................................................... 15
3.2.4 Perceived Social Support................................................................................... 16
3.2.5 Turnover Intention and Organizational Commitment ....................................... 16
3.2.6 Social Desirability ............................................................................................. 17
3.3 Procedures ............................................................................................................ 18
3.4 Mediation Regression Analyses ........................................................................... 18
Chapter 4 Results............................................................................................................ 20
4.1 Descriptive Statistics and Correlations................................................................. 20
4.2 Results of LGB-supportive Organizational Policies ............................................ 22
4.3 Results of Outness ................................................................................................ 24
4.4 Results of Social Support ..................................................................................... 26
Chapter 5 Conclusion and Discussion ............................................................................ 29
5.1 Discussion............................................................................................................. 29
5.1.1 The Impacts Related to LGB-supportive Organizational Policies .................... 29
5.1.2 The Impacts Related to Social Support ............................................................. 29
5.2 Practical Implications ........................................................................................... 30
5.3 Limitations and Future Research Suggestions...................................................... 31
References ...................................................................................................................... 33
Appendix 1-Chinese Questionnaire ............................................................................. 38
Appendix 2-English Questionnaire.............................................................................. 42