Perceived lesbian, gay, bisexual, and transgender (LGBT) supportive practices and the life satisfaction of LGBT employees: The roles of disclosure, authenticity at work, and identity centrality

As an increasing number of lesbian, gay, bisexual, and transgender (LGBT) employees are choosing to disclose their LGBT identity at work, it is important understand how organizations can best manage diversity in the workplace. Previous research has established that more likely derive benefits from working with supportive practices place. However, psychological mechanisms behind this process largely unknown. The present investigates value both disclosure authenticity work understanding why perceptions facilitate life satisfaction employees. A time-lagged questionnaire was completed by 150 individuals various UK organizations. Results a path analysis find although positively related practices, experience which mediates relationship between perceived satisfaction. We also linked, yet centrality moderates relationship. These findings show may be particularly for experiences Practitioner points measure evidence such aspects well-being. Authenticity adds as we key mediating translates into increased It seems not disclosing detrimental those whose central self-concept.