Antecedents and Consequences of Perceived Personal Gender Discrimination: A Study of Solicitors in Hong Kong.

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Bibliographic Details
Title:	Antecedents and Consequences of Perceived Personal Gender Discrimination: A Study of Solicitors in Hong Kong.
Authors:	Foley, Sharon¹, Ngo, Hang-yue¹ hyngo@baf.msmail.cuhk.edu.hk, Loi, Raymond¹
Source:	Sex Roles. Aug2006, Vol. 55 Issue 3-4, p197-208. 12p. 4 Diagrams, 2 Charts.
Subject Terms:	Lawyers, Professional identity, Women in the professions, Sex discrimination against women, Statistics & society, Gender identity, Social stigma, Demographic surveys, Organizational commitment
Geographic Terms:	Hong Kong (China)
Abstract:	Informed by social identity theory, we developed a model to examine the antecedents and consequences of perceptions of personal gender discrimination. In the model, gender, gender identity, and perceived gender bias against women are considered as salient predictors of perceived personal gender discrimination, and organizational commitment and intentions to leave are considered as the outcome variables. Structural equation modeling (SEM) was used to analyze the data collected from a sample of practicing solicitors in Hong Kong. We found that (a) women perceived more personal gender discrimination and gender bias against women than did men, (b) gender moderated the relationship between perceived gender bias against women and perceived personal gender discrimination, (c) the positive effect of gender bias against women on gender discrimination was more strongly positive for women than for men, and (d) perceived personal gender discrimination affected organizational commitment and intentions to leave. Theoretical and practical implications are discussed. [ABSTRACT FROM AUTHOR]
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Database:	Education Research Complete

Description
Abstract:	Informed by social identity theory, we developed a model to examine the antecedents and consequences of perceptions of personal gender discrimination. In the model, gender, gender identity, and perceived gender bias against women are considered as salient predictors of perceived personal gender discrimination, and organizational commitment and intentions to leave are considered as the outcome variables. Structural equation modeling (SEM) was used to analyze the data collected from a sample of practicing solicitors in Hong Kong. We found that (a) women perceived more personal gender discrimination and gender bias against women than did men, (b) gender moderated the relationship between perceived gender bias against women and perceived personal gender discrimination, (c) the positive effect of gender bias against women on gender discrimination was more strongly positive for women than for men, and (d) perceived personal gender discrimination affected organizational commitment and intentions to leave. Theoretical and practical implications are discussed. [ABSTRACT FROM AUTHOR]
ISSN:	03600025
DOI:	10.1007/s11199-006-9073-4