1033 respectively Furthermore in order to ascertain that each type of trust

1033 respectively furthermore in order to ascertain

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10.33 respectively). Furthermore, in order to ascertain that each type of trust uniquely contributed to the model, we performed a multistage regression 13 and assessed one type of trust at each stage. The percentage of additional variance (Δ R 2 ) in workplace disclosure that was predicted by each type of trust over and above the other type of trust was low (1%), yet significant ( p < .02). Nevertheless, in order to keep to the conservative side, due to the high correlation between these variables, in our subsequent analyses we treated each type of trust separately instead of calculating their impact simultaneously. The moderation effect of nonwork outness and LGBTQ identity on the relationship between trust and workplace disclosure was tested using Hayes’s (2012) approach, which estimates a mod- erating model based on the interaction of centred predicting variables. The interaction effects are presented in Figures 2–5, revealing that nonwork outness serves as a significant moderator of the relationships between both types of trust and workplace disclosure. LGBTQ identity and outness (outside the workplace) both have significant moderating effects on the relationship between trust in the organization and workplace disclosure ( β = −.13, p < 0.01; β = −.14, p < 0.01). At high levels of LGBTQ identity and nonwork outness, workplace disclosure is high, regardless of the level of trust. However, at low levels of LGBTQ identity and nonwork outness, the role that trust plays in the propensity for workplace disclosure becomes critical – the higher the level of trust, the higher the workplace disclosure. Similar results were found regarding LGBTQ identity and nonwork out- ness vis-a-vis the relationships between trust in the manager and workplace disclosure ( β = −.10, p < 0.01; β = −.13, p < 0.05). The above results are in line with our first and second hypotheses. Our model suggests that both types of trust play an intermediate role between the antecedent variables (legal protection, LGBTQ identity, organizational practices, heterosexist workplace experiences and nonwork outness) and workplace disclosure. To test our mediation hypotheses Figure 2. Outness moderating the relationship between trust in the organization and disclosure.
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960 Organization Studies 39(7) ( H3a–b and H4a–b ), we constructed two structural equation models using AMOS software (Arbuckle & Wothke, 2001). According to the structural equation analysis, the models measuring workplace disclosure both fit the data adequately: Model A, where organizational trust is mediator ( χ 2 = 5.532, p = .50; CFI = 1.00; TLI = 1.00; RMSEA < .001) and Model B, where trust in manager is mediator ( χ 2 = 5.886, p = .32; CFI = .998; TLI = .991; RMSEA < .020). Statistically significant parameter estimates were found for the paths between the antecedent variables and mediation variables (trust in the manager and trust in the organization) and for the path between both types of trust and workplace disclosure ( β = .22, p < .01; β = .21, p < .01, respec- tively).
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