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Who Gets More of the Pie? Predictors of Perceived Gender Inequity at Work.

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Title: Who Gets More of the Pie? Predictors of Perceived Gender Inequity at Work.
Authors: Hang-Yue Ngo1 hyngo@baf.msmail.cuhk.edu.hk, Foley, Sharon2 foleys@drexel.edu, Wong, Angela3 waiching@cuhk.edu.hk, Loi, Raymond4 raymondl@baf.msmail.cuhk.edu.hk
Source: Journal of Business Ethics. Jul2003 Part 1, Vol. 45 Issue 3, p227-241. 15p. 1 Diagram, 3 Charts.
Subject Terms: *Gender inequality, *Job satisfaction, *Job performance, Sex discrimination in employment, Social psychology research, Work environment, Organizational sociology, Gender role in the work environment, Labor turnover, Regression analysis
Abstract: 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. [ABSTRACT FROM AUTHOR]
Copyright of Journal of Business Ethics is the property of Springer Nature and its content may not be copied or emailed to multiple sites without the copyright holder's express written permission. Additionally, content may not be used with any artificial intelligence tools or machine learning technologies. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)
Database: Education Research Complete
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  Data: <searchLink fieldCode="AR" term="%22Hang-Yue+Ngo%22">Hang-Yue Ngo</searchLink><relatesTo>1</relatesTo><i> hyngo@baf.msmail.cuhk.edu.hk</i><br /><searchLink fieldCode="AR" term="%22Foley%2C+Sharon%22">Foley, Sharon</searchLink><relatesTo>2</relatesTo><i> foleys@drexel.edu</i><br /><searchLink fieldCode="AR" term="%22Wong%2C+Angela%22">Wong, Angela</searchLink><relatesTo>3</relatesTo><i> waiching@cuhk.edu.hk</i><br /><searchLink fieldCode="AR" term="%22Loi%2C+Raymond%22">Loi, Raymond</searchLink><relatesTo>4</relatesTo><i> raymondl@baf.msmail.cuhk.edu.hk</i>
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  Data: *<searchLink fieldCode="DE" term="%22Gender+inequality%22">Gender inequality</searchLink><br />*<searchLink fieldCode="DE" term="%22Job+satisfaction%22">Job satisfaction</searchLink><br />*<searchLink fieldCode="DE" term="%22Job+performance%22">Job performance</searchLink><br /><searchLink fieldCode="DE" term="%22Sex+discrimination+in+employment%22">Sex discrimination in employment</searchLink><br /><searchLink fieldCode="DE" term="%22Social+psychology+research%22">Social psychology research</searchLink><br /><searchLink fieldCode="DE" term="%22Work+environment%22">Work environment</searchLink><br /><searchLink fieldCode="DE" term="%22Organizational+sociology%22">Organizational sociology</searchLink><br /><searchLink fieldCode="DE" term="%22Gender+role+in+the+work+environment%22">Gender role in the work environment</searchLink><br /><searchLink fieldCode="DE" term="%22Labor+turnover%22">Labor turnover</searchLink><br /><searchLink fieldCode="DE" term="%22Regression+analysis%22">Regression analysis</searchLink>
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  Data: 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. [ABSTRACT FROM AUTHOR]
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  Data: <i>Copyright of Journal of Business Ethics is the property of Springer Nature and its content may not be copied or emailed to multiple sites without the copyright holder's express written permission. Additionally, content may not be used with any artificial intelligence tools or machine learning technologies. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract.</i> (Copyright applies to all Abstracts.)
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        Value: 10.1023/A:1024179524538
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      – TitleFull: Who Gets More of the Pie? Predictors of Perceived Gender Inequity at Work.
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              Text: Jul2003 Part 1
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