Contextual Factors Affecting Quality of Work Life and Career Attitudes of Gay Men

With the current political environment (such as new legislation recognising gay and lesbian couples) and societal changes (such as increasing disclosure of sexual identity in the workplace) in countries such as the USA and Australia, organizations are increasingly recognising the existence of their gay and lesbian employees. This paper reports on an on-line survey of 581 working gay men, examining their quality of work life and career attitudes. The findings of the research provide a strong indication that contextual factors affect the quality of work life and work attitudes of gay men.     

Lessening the difference is more – the relationship between diversity management and the perceived organizational climate for gay men and lesbians

With a growing number of European companies following a variety of diversity management strategies, the number of companies including the ‘sexual orientation’ dimension in their diversity programs is increasing. Partially explained by the lack of research on that topic, most companies apply the risk-minimizing strategy of copying actions implemented by companies which have already done more in that field. In this context, this paper aims to provide more profound evidence for evaluating the interrelation between sexual orientation diversity management and the perceived organizational climate for gay and lesbian employees. Study 1 compares Deutsche Bank, Commerzbank and a German equivalent, showing that companies including ‘sexual orientation’ in their diversity programs can be associated with a more supportive organizational climate for gay men and lesbians. Applying a Heideggerian theoretical framework, Study 2 compares regression models based on a sample of 1308 gay men and lesbians working in Germany. It is shown that those organizational practices that lessen the difference between homosexuality and heterosexuality within the organization are more strongly related to positive psychological climates than those practices that accentuate the difference. Equalization of heterosexual and homosexual partnerships, internal thematization of homosexuality and gay marketing are associated with positive climate perceptions; LGBT networks and mentoring are not.     

In the eye of the beholder: Employee sexual orientation,perceived supervisory support for life beyond work and job satisfaction

We adopt congruence theory to compare perceptions of lesbian, gay and bisexual (LGB) and heterosexual employees between perceived supervisory support on life beyond work (LBW) and job satisfaction and the effect of life‐to‐work conflict (LWC). Using the 2011 UK WERS data and applying multilevel modelling, we find no incongruence between the two groups of employees on job satisfaction. We find a significant perceptual incongruence in the relation between supervisory support on LBW and job satisfaction. While the relation was positive for both groups, it was stronger for heterosexual than LGB employees. We also find significant perceptual incongruence when we add LWC. Specifically, as LWC increases, the positive relation between supervisory support on LBW and job satisfaction becomes stronger for LGB than heterosexual employees. This last finding may be the most interesting as it may place the concept of identity‐based conflict primarily in the life‐to‐work domain of LGB employees.     

'Out' in The Valley

Building on previous work by Castells, and Adler and Brenner, I explore the public character of a lesbian concentration in the Connecticut River Valley region of Massachusetts. From the late 1980s this area has gained national media attention for its lesbian population. Using a number of data sources I examine how lesbian residences and services are distributed in the Valley. I find a strong service core in the small city of Northampton, but residences, while showing some clustering around Northampton, reach well into a rural hinterland. In these rural towns lesbians live at low physical densities while forming relatively high proportions of the towns’ populations. Unlike previous studies of gay male and lesbian space that have tended to focus on center cities, this paper starts to chart this space on the low-density, semirural edge of a metropolitan area. Previous studies of residential concentrations of gay and lesbian persons have also found highly visible gay male territories - sometimes with a lesbian minority - but showed lesbians forming social networks or somewhat underground concentrations. Several parts of the Valley area are different; comprising a visibly lesbian space. This paper contributes to analyses of diverse populations in contemporary metropolitan and exurban regions and to discussions of methods in research on lesbian and gay populations.     

Licensing a new product: Fee vs. royalty licensing with unionized labor market

In an economy with unionized labor market, we show that the payoff of an outside innovator may be higher under royalty licensing than under fixed-fee licensing and auction, if bargaining power of the labor union is sufficiently high. This result holds for both decentralized and centralized bargaining. It follows from our analysis that a combination of fixed-fee and output royalty can be preferable to the innovator compared to both royalty only licensing and auction (or fixed-fee licensing). We discuss the implications of positive opportunity costs of the licensees.     

Investment, expropriation, and unionization

In this paper, I examine an economy where output is produced from labor, capital and public services, and where firms and labor unions bargain over labor conditions and lobby the government over union bargaining power and public services. I compare three institutional cases: (a) competitive wage settlement, (b) bargaining over wages and employment, and (c) bargaining over wages only. I show that in cases (a) and (b) the government expropriates investment rents, but right-to-manage bargaining (c) protects investors from this expropriation.      

Lesbian and gay expatriation: opportunities,barriers and challenges for global mobility

The research presented in this paper addresses an important gap in the expatriation literature in examining perceptions of opportunities, barriers and challenges for expatriation of lesbian and gay (LG) expatriates. This is an area that is under-researched despite such individuals representing a growing sector of the global talent pool. Based on an analysis of interviews with 20 LG expatriates, the study draws on social capital theory as a lens for highlighting LG expatriates' unique attributes and networks. The research is significant in suggesting that the expatriates' sexual minority status is viewed as both a disabler and enabler in expatriation. We suggest that there is a corporate ceiling for LG expatriates, and that they experience discrimination and stereotyping, and oftentimes limited organizational and host-country support. Significantly, the findings also extend research in suggesting that LG workers may have more opportunities in global staffing than previously thought and a valuable role in contributing to inclusivity debates and policy development on the global business stage. Furthermore, LG expatriates may be accepted in host countries when homosexuality is deemed legally or socially unacceptable for locals, and legal and financial independence within LG partnerships may provide them with more mobility than their heterosexual counterparts.     

Informality in developing economies: Regulation and fiscal policies

This paper proposes a unified theoretical framework where formal and informal firms coexist and face the same type of product and labor market imperfections: they have monopoly power in the goods market, they are subject to matching frictions in the labor market, and wages are determined by bargaining between large firms and their workers, through either individual or collective bargaining. Our model matches the main stylized facts on informality for developing countries and appears to be a good candidate for policy analysis. In this framework, we study the impact on informality, wages and unemployment of policies that may be used to reduce informality. We consider changes in product market regulation (PMR) and in two types of fiscal policies, labor taxes and formality enforcement. We find that lessening PMR decreases informality and unemployment simultaneously, indicating that there is not necessarily a tradeoff between informality and unemployment. The tradeoff appears when fiscal policies are used, though. Moreover, the impacts of PMR on unemployment and on wages are larger under collective than individual bargaining. With respect to wage inequality, lessening PMR reduces it, while lower taxes tend to increase the formal sector wage premium.     

Finding oneself,losing oneself: the lesbian and gay ‘scene’ as a paradoxical space

In recent years, geographers and urban sociologists have sought to map and understand the emergence and development of lesbian and gay spaces within the city — popularly dubbed ‘the scene’. It is often asserted that the city is a space of sexual liberation and that specifically the ‘scene’ can play an important part in lesbian and gay men's identity formation and development. However, despite the range and richness of the academic literature on the production and emergence of lesbian and gay urban spaces, relatively little attention has been paid to the actual role of the scene in the ‘coming out’ process and the way young lesbians and gay men negotiate transitions to adulthood. This article addresses this neglect by drawing on empirical work with lesbians and gay men in the UK to explore what the scene has meant to them. In the first half of the article we focus on the positive roles that the scene can play in helping young people to find themselves as they make the transition from childhood to adulthood. In the second half of the article we consider the risks that they can encounter in the process. We conclude by reflecting on the scene as a paradoxical space, and on the implications of this research for the youth transitions and urban studies literatures, and for social policy.     

A collective labor supply model with complementarities in leisure: Identification and estimation by means of panel data

We present a novel identification strategy for a collective labor supply model that allows for complementarities in leisure (i.e., individuals may enjoy leisure more in company of their spouse). Individual preferences and the Pareto weights (which capture the intra-household bargaining process) are identified by making use of panel data with couples and individuals who became a widow(er) in the observation period, along with the assumption that an individual's preferences can only change in a particular manner after the spouse's death. The change in preferences comes from changes in observable variables that can be controlled for (like mental health) and from the loss of the possibility to jointly enjoy leisure after the couple's dissolution. We apply the model to American households coming from the first nine waves of the Health and Retirement Study (1992-2008) and show that complementarities in leisure are indeed important when modeling spouses' labor supply choices.     

Price and Quantity Competition in a Differentiated Duopoly with Upstream Suppliers

This paper analyzes the noncooperative game on the choice of strategic variable to set in duopoly in the presence of an upstream market for the input. For the case of labor input, the analysis shows that if the wage is the result of decentralized firm-union bargain, a duopoly producing substitutes may choose to compete either in the quantity space or in the price space, depending upon the distribution of bargaining power in the wage negotiation and the union's relative preference over the wage. For the case of input suppliers as profit-maximizing firms, the paper shows that a vertically differentiated duopoly may prefer to compete either in the quantity space or in a mixed strategy setting where the high-quality firm plays price and the low-quality firm plays quantity, depending upon the extent of substitutability, the degree of vertical product differentiation and the distribution of bargaining power in the input price negotiation.     

Balancing Hate Speech, Professional Ethics, and First Amendment Rights: A Case of and from the Judiciary

As an increasing number of state and local governments pass laws that prohibit discrimination against gay and lesbian employees, individual citizens and groups opposed to such rights continue to fight against them. Although the First Amendment to the United State Constitution guarantees the right to free speech, a potential problem arises when the impartiality of a member of the judiciary is questioned based on free ‘‘hate speech’’ expressed as a private citizen. This paper explores the dilemma the courts face relative to the professional ethics of those who oversee the courts where gay and lesbian and other employees attempt to ensure their rights to fair treatment in the workplace.     

Career lesbians. Getting hired for not having kids?

Using a field experiment, we investigate whether discrimination based on women's sexual orientation differs by age and family constraints. We find weakly significant evidence of discrimination against young heterosexual women. This effect is driven by age (and fertility) rather than by motherhood. We do not find any unequal treatment at older ages. This age effect is consistent with our theoretical expectation that, relative to lesbian women, young heterosexual women are penalised for getting children more frequently and taking on, on average, more at‐home‐caring tasks.     

Wage Bargaining in Industries with Market Power

We develop a game-theoretic version of the right-to-manage model of firm-level bargaining where strategic interactions among firms are explicitly recognized. Our main aim is to investigate how equilibrium wages and employment react to changes in various labor and product market variables. We show that our comparative statics results hinge crucially on the strategic nature of the game, which in turn is determined by the relative bargaining power of unions and managers.     

Price discrimination and bargaining power in the U.S. vaccine market: Implications for childhood immunization policy

The U.S. vaccine market exhibits a pricing structure in which the major purchaser of vaccines, the public sector, receives substantial discounts. This outcome is consistent with three theories of market behavior: third-degree price discrimination; bargaining power; and cost differences. The true nature of this pricing structure has important efficiency and policy implications. This paper uses a longitudinal data set of private catalog and federal contract prices to empirically determine whether price discrimination or bargaining power is being practiced in this market. I find that, while it is not possible to eliminate other factors, the results favor the bargaining power hypothesis.     

Wage incentives and wage rigidity: A representative view from within

A recent literature has used surveys of those who set wages to learn about the nature of wage incentives and the sources of wage rigidity. Methodologically, we overcome many of the objections that have been raised against this work. Substantively, we find that: (i) the reasons for real wage rigidity differ significantly between large and small firms, and between the high- and low-end of the labor market; (ii) efficiency wage mechanisms reinforce rigidities due to worker bargaining power; (iii) money illusion is a widespread phenomenon across all segments of the labor market; (iv) unions reinforce nominal wage rigidities due to external pay comparisons; (v) there appears to be gender differences in pay bargaining and work morale.     

Gay men in the police: identity disclosure and management issues

Updating the paucity of UK research on lesbian, gay and bisexual (LGB) sexualities in the police, this study examines the identity disclosure and management practices of 20 gay police officers. Drawing on in‐depth interview data, our key finding is that gay police officers generally do not expect to be stigmatised but anticipate and experience positive disclosure experiences. Overall, the research reveals that gay officers actively seek to construct disclosure opportunities and adopt strategies of identity integration. Significantly, gay police identities can be managed openly and valued as organisational assets. Gendered organisational norms are influential here, shaping how and to whom participants disclose and manage their gay identities. Of concern then is that some police work environments continue to reinforce traditional notions of masculinity, potentially discrediting and limiting the integration of gay officers. This represents important knowledge for those HRM practitioners who advise and support LGB police personnel.     

The influence of gay and lesbian coupled households on house prices in conservative and liberal neighborhoods

Gays and lesbians perceive themselves to be targets of discrimination in the housing market. Previous research has found that the presence of gays and lesbians is associated with increased housing values. We reconcile the perceived discrimination and research results by classifying neighborhoods as more conservative or liberal according to voting outcomes of the “Defense Of Marriage Act”. Using a data set comprised of over 20,000 house sale observations, we show that an increase in the number of same-sex coupled households is associated with an increase in house prices in more liberal neighborhoods and a decrease in house prices in more conservative neighborhoods. This suggests that gay and lesbian coupled households do experience prejudice in conservative neighborhoods.     

Recognising the lesbian and gay constituency in UK trade unions: moving forward in UNISON?

Recent research on trade union democracy has drawn attention to the heterogeneity of union membership and the social processes within unions which can lead to the inclusion or exclusion of specific constituencies within union structures. This article draws on a case study of lesbian and gay self organisation in UNISON to illustrate the value of developing democratic structures to reflect this constituency and improve trade union representation and participation.