SavedAdd your journal

Journals / Ege Akademik Bakış Dergisi / 2009 / Cilt: 9 - Sayı: 4

THE CONSEQUENCES OF PERCEIVED GENDER DISCRIMINATON AND AN EMPRICAL RESEARCH RELATED WITH THE TOPIC

ALGILANAN CİNSİYET AYRIMCILIĞININ SONUÇLARI VE KONUYLA İLGİLİ AMRİPİK BİR ARAŞTIRMA

Meltem ONAY
Pages
1101–1125
Publication Date
2009-11-01
DOI
—
🏛️Bibliographic metadata and full text access for this article are provided via DergiPark.
DergiPark Record ↗
✨

AI Summary & Key Takeaways

AI Insight
⚡ TL;DR(Too Long; Didn't Read)

The results show that, there have been gender discrimination in both firms and women workers perceive gender discrimination more than men.

📌 3 Key Takeaways

🎯
Objective & Hypothesis:Objective of research on perceived gender discrimination is, to identify the correlation between variables which determine gender discrimination among individuals.
📊
Key Findings & Data:These variables are gender, gender identity, gender bias, and gender discrimination.
💡
Conclusion & Impact:The results show that, there have been gender discrimination in both firms and women workers perceive gender discrimination more than men.
🔬Design:Research Article
📍Scope:Comprehensive Sample
⚙️Variables:Cinsiyet kimliği · cinsiyet önyargısı · cinsiyet ayrımcılığı

Abstract

Objective of research on perceived gender discrimination is, to identify the correlation between variables which determine gender discrimination among individuals. These variables are gender, gender identity, gender bias, and gender discrimination. Also, it is investigated which kind of effect these variables have on “intention to leave job” and “organizational commitment”. To achieve the study‟s objectives, an inquiry has been applied to blue and white collar workers of two different firms. The results show that, there have been gender discrimination in both firms and women workers perceive gender discrimination more than men. Furthermore, gender discrimination among workers affects organizational commitment negatively and intentions to leave positively

Özet

Algılanan cinsiyet ayrımcılığının sonuçlarını açıklamaya yönelik araştırmanın amacı; bireylerin cinsiyet ayrımcılığı kavramını belirlenmesine yardımcı olan değişkenler arasındaki ilişkiyi tespit edebilmektir. Bu değişkenler arasında; cinsiyet, cinsiyet kimliği, cinsiyet önyargısı ve cinsiyet ayrımcılığı bulunmaktadır. Ele alınan bu boyutların aynı zamanda bireyin “işten ayrılma niyeti” ile “örgüte bağlılık” ilişkilerinde ne ölçüde etkili olduğu tespit edilmeye çalışılmıştır. Bu amaca ulaşabilmek için, iki firmada “mavi ve beyaz yakalılara” konuyla ilgili anket çalışması yapılmıştır. Sonuçlar göstermiştir ki; her iki firmada oluşturulan hipotezler dikkate alındığında firmalarda “cinsiyet ayrımcılığı” yapılmaktadır ve kadın çalışanlar bu ayrımcılığı erkeklere göre daha çok algılamaktadırlar. Bunun dışında, çalışanlar arasında yaşanan cinsiyet ayrımcılığı çalışanların örgütsel olan bağlılığını” etkilediği gibi çalışanların işten ayrılma niyetini de pozitif yönde etkilemektedir

🔖

Cite This Article

ONAY, M. (2009). THE CONSEQUENCES OF PERCEIVED GENDER DISCRIMINATON AND AN EMPRICAL RESEARCH RELATED WITH THE TOPIC. Ege Akademik Bakış Dergisi, Cilt: 9 - Sayı: 4, 1101–1125. https://ajindex.com/articles/752175

📄 Full Text PDF Viewer

📄

PDF görüntüleyici hazırlanıyor...

References (10)

  1. AMIOT;C.E, TERRY,D.J. and CALLAN,V. (2007): “Status, Equality and Social Identification During on Intergroup Merger: A Longitudinal Study”, British Journal Of Social Psychology, 46: 558-559.
  2. BRANSCOMBE, N.R. (1998): “Thinking About One‟s Group‟s Privileges or Disadvantages: Consequences for Well-being in Women and Men”, British Journal of Social Psychology, 37:167-184.
  3. CAMERON, J.E. (2001): “Social Identity, Modern Sexism and Perceptions of Personal and Group Discrimination in Women and Men”, Sex Roles, 45(11/12): 744-747.
  4. CAMERON, J.E. and LALONDE, R.N. (2001): “Social Identification and Gender- related Ideology in Women and Men”, British Journal of Social Psychology, 40: 60-61.
  5. DEAUX, K., REID, A., MIZRAHI, K. and COTTING, D.(1999): “Connecting The Person to The Social: The Functions of Social Identification”, In T.R.Tyler, R.M.KRAMER and O.P.JOHN (eds.), “The Psychology of The Social Self”, MAHWAH, N.J. ERLBAUM, 91-114.
  6. DEAUX, K. and STEWART, A. (2001): “Framing Gender Identity”, In R. UNGER (eds.), Handbook of The Psychology of Women and Gender, New York: John Wiley. ELKINS, T.J., PHILLIPS, J.S., KONOPASKE, R., and TOWNSEND, J.( 2001): “Evaluating Gender Discrimination Claims: Is There a Gender Similarity Bias?”, Sex Roles, 44(1/2): 4. ELY, R.J. (1995): “The Power in Demography: Women‟s Social Constructions of Gender Identity at Work”, Academy of Management Journal, 38: 589-590.
  7. ENSHER, E.A., GRANT-VALLONE, E.J. and DONALDSON, S.I. (2001): “Effects of Perceived Discrimination on Job Satisfaction, Organizational Commitment, Organizational Citizenship Behavior, and Grievances”, Human Resource Development Quarterly, 12: 56-58.
  8. FOLEY, S., HANG-YUE, N. and LOI, R.(2004): “Antecedents and Consequences of Perceived Gender Discrimination: A Social Identity Perspective”, Asia Pacific Journal of Management, 1-30.
  9. FOSTER, M.D. (1999): “Acting Out Against Gender Discrimination: The effects of Different Social Identities”, Sex Roles, 40: 168. FOSTER, M.D.(2000): “Positive and Negative Responses to Personal Discrimination: Does Coping Make a Difference?”, Journal of Social Psychology, 140: 93-96.
  10. FOSTER, M.D. and DION, K.L. (2003): “Dispositional Hardiness and Women‟s Well-Being Relating to Gender Discrimination: The Role of Minimization, Psychology of Women Quarterly, 27(3): 198. FOLEY, S., NGO, H.Y. and WONG,A. (2006): Perceptions of discrimination and Justice: Are There Gender Differences in Out Comes”, Journal of Occupational and Organizational Psychology. GUTE