| Abstract: | Two expanded models (i.e., mediated and moderated) of the theory of work adjustment (TWA; R. V. Dawis, G. England, & L. H. Lofquist, 1964; R. V. Dawis & L. H. Lofquist, 1984) were tested for their capacity to explain the job satisfaction of a sample of lesbian, gay, and bisexual employees (N=397). Consistent with cultural critiques of the TWA, person-organization fit perceptions were tested as the mediator of the relationship between heterosexism and job satisfaction in one set of hypotheses, and experiences with informal heterosexism were tested as a moderator in the relationship between person-organization fit perceptions and job satisfaction in a separate set of hypotheses. The mediated model but not the moderated model was supported. Results were confirmed by a cross-validation sample. (PsycINFO Database Record (c) 2010 APA, all rights reserved) |
