David Bourget (Western Ontario)
David Chalmers (ANU, NYU)
Rafael De Clercq
Ezio Di Nucci
Jonathan Jenkins Ichikawa
Jack Alan Reynolds
Learn more about PhilPapers
Journal of Business Ethics 45 (3):227 - 241 (2003)
Gender inequity is prevalent in the workplace. It violates the principle of equal treatment for all employees, and often leads to problems with retention, morale, and performance. Individuals, however, may have different perceptions of gender inequity. In this study, we examined the relationship between individual and organizational level variables and perceived gender inequity for a sample of church workers. Regression analysis was used to test several hypotheses informed by social psychological theories. The results showed that (1) individuals perceived gender inequity in the workplace; (2) organizational level variables had more effect on perceived gender inequity than individual level variables; and (3) compared to men, women perceived greater gender inequity favoring males. Discussion, limitations, and suggestions for future research are provided.
|Keywords||church workers gender differences gender equity job segregation perceived gender inequity social psychology|
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Citations of this work BETA
Kate Grosser & Jeremy Moon (2005). Gender Mainstreaming and Corporate Social Responsibility: Reporting Workplace Issues. [REVIEW] Journal of Business Ethics 62 (4):327 - 340.
Kate Grosser & Jeremy Moon (2005). Gender Mainstreaming and Corporate Social Responsibility: Reporting Workplace Issues. Journal of Business Ethics 62 (4):327-340.
Victor S. Maas & Raquel Torres-González (2011). Subjective Performance Evaluation and Gender Discrimination. Journal of Business Ethics 101 (4):667-681.
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