From Institutional Contradiction to Intention to Change: An Examination of Lesbian and Gay Employees' Intention to Change the Workplace Heterosexism in China

ABSTRACT In the workplace, lesbian and gay (LG) employees often encounter discrimination rooted in workplace heterosexism, yet it remains unclear whether they want to challenge this status quo. Drawing on institutional change theory, we examine how LG employees develop an intention to change heterosexist practices and identify the boundary conditions shaping this process. In Study 1, we use two independent samples ( N = 406; N = 407) of LG employees in China to validate the Workplace Heterosexist Experiences Questionnaire (WHEQ). In Study 2 ( N = 840), we test our hypotheses. Our findings show that institutional contradictions positively predict LG employees' intention to change. Moreover, continuance commitment moderates this link specifically for indirect heterosexism, and this moderation is further conditioned by employees' perceived changeability. These results enrich our understanding of LG employees and institutional change while offering insights for organizations seeking to create diverse and supportive work environments.