David Bourget (Western Ontario)
David Chalmers (ANU, NYU)
Rafael De Clercq
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|
|Categories||categorize this paper)|
|Through your library||Configure|
Similar books and articles
Michael K. McCuddy, Musa Pinar, Ibrahim Birkin & Metin Kozak (2009). Gender and Perceived Fundamental Moral Orientations: An Empirical Study of the Turkish Hotel Industry. [REVIEW] Journal of Business Ethics 89 (3):331 - 349.
E. Sharon Mason & Peter E. Mudrack (1996). Gender and Ethical Orientation: A Test of Gender and Occupational Socialization Theories. [REVIEW] Journal of Business Ethics 15 (6):599 - 604.
Julie A. Nelson (1992). Thinking About Gender. Hypatia 7 (3):138 - 154.
Sean Valentine & Gary Fleischman (2003). The Impact of Self-Esteem, Machiavellianism, and Social Capital on Attorneys' Traditional Gender Outlook. Journal of Business Ethics 43 (4):323 - 335.
Carolyn Wiley (1998). Reexaminating Perceived Ethics Issues and Ethics Roles Among Employment Managers. Journal of Business Ethics 17 (2):147-161.
A. Catherine McCabe, Rhea Ingram & Mary Conway Dato-on (2006). The Business of Ethics and Gender. Journal of Business Ethics 64 (2):101 - 116.
O. F. Norheim (2010). Gini Impact Analysis: Measuring Pure Health Inequity Before and After Interventions. Public Health Ethics 3 (3):282-292.
John H. Barnett & Marvin J. Karson (1989). Managers, Values, and Executive Decisions: An Exploration of the Role of Gender, Career Stage, Organizational Level, Function, and the Importance of Ethics, Relationships and Results in Managerial Decision-Making. [REVIEW] Journal of Business Ethics 8 (10):747 - 771.
Gwen E. Jones & Michael J. Kavanagh (1996). An Experimental Examination of the Effects of Individual and Situational Factors on Unethical Behavioral Intentions in the Workplace. Journal of Business Ethics 15 (5):511 - 523.
Anne L. Davis & Hannah R. Rothstein (2006). The Effects of the Perceived Behavioral Integrity of Managers on Employee Attitudes: A Meta-Analysis. [REVIEW] Journal of Business Ethics 67 (4):407 - 419.
Charlotte Witt (2011). What Is Gender Essentialism?. In. In , Feminist Metaphysics. Springer Verlag. 11--25.
Paul J. Serwinek (1992). Demographic & Related Differences in Ethical Views Among Small Businesses. Journal of Business Ethics 11 (7):555 - 566.
Jeffrey R. Cohen & Louise E. Single (2001). An Examination of the Perceived Impact of Flexible Work Arrangements on Professional Opportunities in Public Accounting. Journal of Business Ethics 32 (4):317 - 328.
Added to index2011-05-29
Total downloads2 ( #254,472 of 1,008,729 )
Recent downloads (6 months)1 ( #64,702 of 1,008,729 )
How can I increase my downloads?