When You Say It: How the Timing of LGBTQ+ Allyship Displays Shapes Evaluations of Organizations
通过六项实验发现，LGBTQ+群体认为组织在骄傲月展示盟友行为比在其他时间更不真实，因为时机影响他们对组织动机的归因，进而影响归属感和组织承诺。
Organizations frequently aim to display their allyship with the LGBTQ+ community, often through campaigns, advertisements, and statements, particularly during Pride Month. Although existing research typically focuses on the content of such allyship displays, we integrate theories of attribution and identity safety to reveal how the perceived authenticity of organizational allyship depends on when organizations display it. Across six preregistered experiments using field, laboratory, and online samples, we find that both LGBTQ+ observers (Experiments 1, 3, 5, and 6) and LGBTQ+ employees (Experiments 2 and 4) perceive organizational allyship displays as less authentic when displayed during Pride Month as opposed to other times, even when the content of the allyship display is held constant. We further find that the timing of organizational allyship displays shapes perceived authenticity because timing shapes the extent to which LGBTQ+ individuals attribute values-driven motives to the organization’s allyship (Experiments 3 and 4), a process that, in turn, impacts employees’ sense of belonging and organizational commitment (Experiment 4). Lastly, we find that this effect is unique to LGBTQ+ individuals: non-target groups, such as cis-straight observers, evaluate the authenticity of allyship displays similarly, regardless of timing (Experiments 5 and 6). This work advances research on allyship and has implications for how perceptions of allyship are influenced by social identity. To be an authentic ally, it is not just what an organization says, but also when an organization says it.