Employee voice mechanisms for lesbian, gay, bisexual and transgender expatriation: the role of Employee-Resource Groups (ERGs) and allies
基于15名LGBT员工和5名全球流动管理者的数据，研究员工资源团体在支持LGBT员工外派声音中的作用，发现歧视和污名化普遍存在，并提出了非正式社会对话、声音决策深度不足以及沉默现象三个贡献。
Recent literature on lesbian, gay, bisexual and transgender (LGBT) expatriates has largely taken an employee perspective. Less attention has been devoted to organizational mechanisms supporting LGBT voice opportunities for global mobility. In this study, we use respondent data from 15 LGBT employees in combination with data from five global mobility managers to examine the role of Employee Resource Groups. Using the depth, scope and level of voice to frame the study in relation to stereotype threat theory, the findings show that discrimination and stigmatization are prevalent features affecting voice. The findings advance three distinct contributions concerning marginalized (LGBT) employee voices about expatriation: the importance of ‘informal’ social dialogue, the shallow ‘depth’ to voice decision-making roles about LGBT expatriation, and a consideration of ‘silence’ in voice literatures.