The Lesbian, Gay, Bisexual and Transgendered Climate Inventory (LGBTCI) is the only instrument that, from a holistic viewpoint, makes it possible to evaluate the workplace climate of support and/or hostility for LGBT workers. Recently, however its factor structure has been questioned. In addition, there is not a validated version in the Spanish-speaking countries. This study has the aim of adapting and validating the LGBTCI to the Spanish context and to investigate their factor structure through more accurate procedures. 587 LGBT Spanish nationality workers completed the LGBTCI and other scales. Its internal structure was checked by exploratory and confirmatory factor analysis and by exploratory structural equation modeling. The final scale of 15 items is divided into two-correlated factors (Support and Non-Hostility). Validity was supported by showing that both sub-scales were related negatively to job insecurity and turnover intentions and positively to work satisfaction, life satisfaction, P-O fit, P-J fit. This version has suitable psychometric properties for application and will allow an advance in research on the inclusion of LGBT workers in the Spanish-speaking context.
AllanB. A.TebbeE. A.BouchardL. M.DuffyR. D. (2019). Access to decent and meaningful work in a sexual minority population. Journal of Career Assessment, 27(3), 408–421. https://doi.org/10.1177/1069072718758064
2.
AllanB. A.TebbeE. A.DuffyR. D.AutinK. L. (2015). Living a calling, life satisfaction, and workplace climate among a lesbian, gay, and bisexual population. Career Development Quarterly, 63(3), 306–319. https://doi.org/10.1002/cdq.12030
AtienzaF.L.PonsD.BalaguerI.García-MeritaM. (2000). Psychometric properties of the satisfaction with life scale in adolescents. Psicothema, 12(2), 314–319.
5.
BeauducelA.HerzbergP. Y. (2006). On the performance of maximum likelihood versus means and variance adjusted weighted least squares estimation in CFA. Structural Equation Modeling, 13(2), 186–203. https://doi.org/10.1207/s15328007sem1302_2
6.
BrewsterM. E.VelezB.DeBlaereC.MoradiB. (2012). Transgender individuals’ workplace experiences: The applicability of sexual minority measures and models. Journal of Counseling Psychology, 59(1), 60–70. https://doi.org/10.1037/a0025206
7.
Carretero-DiosH.PérezC. (2005). Standards for the development and review of instrumental studies: Considerations about test selection in psychological research. International Journal of Clinical and Health Psychology, 5(3), 521–551.
8.
Cegarra-LeivaC.Sánchez-VidalM. E.Cegarra-NavarroJ. G. (2012). Work life balance and the retention of managers in Spanish SMEs. The International Journal of Human Resource Management, 23(1), 91–108. http://doi.org/10.1080/09585192.2011.610955
9.
CostelloA. B.OsborneJ. W. (2005). Best practices in exploratory factor analysis: Four recommendations for getting the most from your analysis. Practical Assessment, Research & Evaluation, 10(7), 1–9.
Di MarcoD.HoelH.ArenasA.MunduateL. (2018). Workplace incivility as modern sexual prejudice. Journal of Interpersonal Violence, 33(12), 1978–2004. https://doi.org/10.1177/0886260515621083
12.
DienerE.EmmonsR.LarsenR.J.GriffinS. (1985). The satisfaction with life scale. Journal of Personality Assessment, 49(1), 71–75.
13.
FinchW. H. (2020). Using fit statistic differences to determine the optimal number of factors to retain in an exploratory factor analysis. Educational and Psychological Measurement, 80(2), 217–241. https://doi.org/10.1177/0013164419865769
14.
FischerR.KarlJ. A. (2019). A primer to (cross-cultural) multi-group invariance testing possibilities in R. Frontiers in Psychology, 10, 1507. https://doi.org/10.3389/fpsyg.2019.01507
15.
ForeroC. GMaydeu-OlivaresA.Gallardo-PujolD. (2009). Factor analysis with ordinal indicators: A Monte Carlo study comparing DWLS and ULS estimation. Structural Equation Modeling: A Multidisciplinary Journal, 16(4), 625–641. https://doi.org/10.1080/10705510903203573
16.
GarridoL. E.AbadF. J.PonsodaV. (2016). Are fit indices really fit to estimate the number of factors with categorical variables? Some cautionary findings via Monte Carlo simulation. Psychological Methods, 21(1), 93–111. https://doi.org/10.1037/met0000064
17.
GoldbergA. E.SmithJ. Z. (2013). Work conditions and mental health in lesbian and gay dual-earner parents. Family Relations, 62(5), 727–740.
18.
HaytonJ. C.AllenD. G.ScarpelloV. (2004). Factor retention decisions in exploratory factor analysis: A tutorial on parallel analysis. Organizational Research Methods, 7(2), 191–205. https://doi.org/10.1177/1094428104263675
19.
HernándezA.HidalgoM. D.HambletonR. K.Gómez-BenitoJ. (2020). International test commission guidelines for test adaptation: A criterion checklist. Psicothema, 32(3), 390–398. https://doi.org/10.7334/psicothema2019.306
20.
Holgado-TelloF. P.ChaconS.BarberoI.VilaE. (2010). Polychoric versus Pearson correlations in exploratory and confirmatory factor analysis of ordinal variables. Quality and Quantity, 44, 153–166. https://doi.org/10.1007/s11135-008-9190-y
21.
HolmanE. G.FishJ. N.OswaldR. F.GoldbergA. (2019). Reconsidering the LGBT Climate Inventory: Understanding support and hostility for LGBTQ employees in the workplace. Journal of Career Assessment, 27(3), 544–559. https://doi.org/10.1177/1069072718788324
22.
HuffmanA. H.Watrous-RodriguezK. M.KingE. B. (2008). Supporting a diverse workforce: What type of support is most meaningful for lesbian and gay employees?Human Resource Management, 47(2), 237–253. https://doi.org/10.1002/hrm.20210
KöllenT. (2016). Lessening the difference is more—The relationship between diversity management and the perceived organizational climate for gay men and lesbians. International Journal of Human Resource Management, 27(17), 1967–1996. https://doi.org/10.1080/09585192.2015.1088883
27.
LanguilaireJ. C. E.CareyN. (2017). LGBT voices in work-life: A call for research and a research community. Community, work & Family, 20(1), 99–111. https://doi.org/10.1080/13668803.2016.1273198
LiY.WenZ.HauK.-T.YuanK.-H.PengY. (2020). Effects of cross-loadings on determining the number of factors to retain. Structural Equation Modeling: A Multidisciplinary Journal. https://doi.org/10.1080/10705511.2020.1745075
30.
LiddleB. J.LuzzoD. A.HauensteinA. L.SchuckK. (2004). Construction and validation of the lesbian, gay, bisexual, and transgendered climate inventory. Journal of Career Assessment, 12, 33–50.
31.
Lloret-SeguraS.Ferreres-TraverA.Hernández-BaezaA.Tomás-MarcoI. (2014). Exploratory item factor analysis: A practical guide revised and updated. Anales de Psicología, 30(3), 1151–1169. http://doi.org/10.6018/analesps.30.3.199361
32.
LlosaJ. A.Menéndez-EspinaS.Rodríguez-SuárezJ.Agulló-TomásE.Boada-GrauJ. (2017). Spanish validation of the Job Insecurity Scale JIS-8: Viability of the cognitive and affective model. Psicothema, 29(4), 577–583. https://doi.org/10.7334/psicothema2017.59
33.
MeyerI. H. (2003). Prejudice, social stress, and mental health in lesbian, gay, and bisexual populations: Conceptual issues and research evidence. Psychology Bulletin, 129(5), 674–697. https://doi.org/10.1037/0033-2909.129.5.674
34.
MonroeS.CaiL. (2015). Evaluating structural equation models for categorical outcomes: A new test statistic and a practical challenge of interpretation. Multivariate behavioral research, 50(6), 569–583. https://doi.org/10.1080/00273171.2015.1032398
35.
MoyaM.Moya-GarófanoA. (2020). Discrimination, work stress, and psychological well-being in LGBTI workers in Spain. Psychosocial Intervention, 29(2), 93–101. https://doi.org/10.5093/pi2020a5
36.
MuñizJ.ElosuaP.HambletonR. K. (2013). Guidelines for translation and adaptation of tests: Second edition. Psicothema, 25(2), 151–157. http://doi.org/10.7334/psicothema2013.24
37.
MuñozO. (2019). LGBT diversity in the labor context in Spain. https://mpatika.com/
PichardoJ. I.AlonsoM.PucheL.MuñozO. (2020). ADIM LGBT + Guide. Inclusion of sexual diversity and gender identity in companies and organizations. https://adimlgbt.eu/3/
40.
PichlerS.BlazovichJ. L.CookK. A.HustonJ. M.StrawserW. R. (2017). Do LGBT-supportive corporate policies enhance firm performance?Human Resource Management, 57(1), 263–278. https://doi.org/10.1002/hrm.21831
41.
PienaarJ.De WitteH.HellgrenJ.SverkeM. (2013). The cognitive/affective distinction of job insecurity: Validation and differential relations. Southern African Business Review, 17(2), 1–22.
42.
PorterM.E.KramerM. R. (2006). Estrategia y sociedad. Harvard Business Review, 84(12), 42–56.
43.
R Core Team. (2020). R: A language and environment for statistical computing. R Foundation for Statistical Computing. https://www.R-project.org/
ReedL.LeutyM. E. (2016). The role of individual differences and situational variables in the use of workplace sexual identity management strategies. Journal of Homosexuality, 63(7), 985–1017. https://doi.org/10.1080/00918369.2015.1117900
RosseelY. (2012). lavaan: An R package for structural equation modelling. Journal of Statistical Software, 48, 1–36.
48.
SaksA. M.AshforthB. E. (1997). A longitudinal investigation of the relationships between job information sources, applicant perceptions of fit, and work outcomes. Personnel Psychology, 50(2), 395–426. https://doi.org/10.1111/j.1744-6570.1997.tb00913.x
49.
SalazarJ. G.GuerreroJ. C.MachadoY. B.CañedoR. (2009). Climate and organizational culture: Two essential components in the working productivity. ACIMED, 20(4), 67–75.
50.
Sánchez-CarracedoD.BarradaJ. R.López-GuimeràG.FauquetJAlmenaraC. A.TrepatE. (2012). Analysis of the factor structure of the Sociocultural Attitudes Towards Appearance Questionnaire (SATAQ-3) in Spanish secondary-school students through exploratory structural equation modeling. Body Image, 9(1), 163–171. https://doi.org/10.1016/j.bodyim.2011.10.002
51.
Sánchez-VidalM. E.Cegarra-LeivaD.Cegarra-NavarroJ. G. (2011). Does the work to life conflict affect the organization?Universia Business Review, 29, 100–115.
52.
SantirsoF. A.Martín-FernándezM.LilaM.GraciaE.TerrerosE. (2018). Validation of the Working Alliance Inventory-Observer Short Version with male intimate partner violence offenders. International Journal of Clinical and Health Psychology, 18(2), 152–161. https://doi.org/10.1016/j.ijchp.2018.02.003
53.
Schermelleh-EngelK.MoosbruggerH.MüllerH. (2003). Evaluating the fit of structural equation models: Tests of significance and descriptive goodness-of-fit measures. Methods of Psychological Research Online, 8(2), 23–74.
54.
SchneiderB.González-RomáV.OstroffC.WestM. A. (2017). Organizational climate and culture: Reflections on the history of the constructs in JAP. Journal of Applied Psychology, 102(3), 468–482. http://doi.org/10.1037/apl0000090
55.
SewardR. J.BaylissD. M.OhanJ. L. (2018). The Children’s Social Vulnerability Questionnaire (CSVQ): Validation, relationship with psychosocial functioning, and age-related differences. International Journal of Clinical and Health Psychology, 18(2), 179–188. https://doi.org/10.1016/j.ijchp.2018.02.001
56.
SinghR. S.O’BrienW. H. (2020). The impact of work stress on sexual minority employees: could psychological flexibility be a helpful solution?Stress and Health, 36(1), 59–74. https://doi.org/10.1002/smi.2913
TatumA. K.FormicaL. J.BrownS. D. (2017). Testing a social cognitive model of workplace sexual identity management. Journal of Career Assessment, 25(1), 107–120. https://doi.org/10.1177/1069072716659712
VelezB. L.MoradiB. (2012). Tests of the theory of work adjustment with LGB individuals. Journal of Counseling Psychology, 59(3), 399–407. https://doi.org/10.1037/a0028326
61.
WaldoC. R. (1999). Working in a majority context: A structural model of heterosexism as minority stress in the workplace. Journal of Counseling Psychology, 46(2), 218–232. https://doi.org/10.1037/0022-0167.46.2.218
62.
WayneS. J.ShoreL. M.LidenR. C. (1997). Perceived organizational support and leader-member exchange: A social exchange perspective. Academy of Management Journal, 40(1), 82–111.
63.
WebsterJ. R.AdamsG. A.MarantoC. L.SawyerK.ThoroughgoodC. (2017). Workplace contextual supports for LGBT employees: A review, meta-analysis, and agenda for future research. Human Resource Management, 57(1), 193–210. https://doi.org/10.1002/hrm.21873
64.
WeissD. J.DawisR. V.EnglandG. W.LofquistL. H. (1977). Manual for the Minnesota satisfaction questionnaire. University of Minnesota.
65.
WorthingtonR. L.WhittakerT. A. (2006). Scale development research: A content analysis and recommendations for best practices. The Counseling Psychologist, 34(6), 806–838.
