Perceived Workplace Gender Discrimination and Employee Consequences: A Meta-Analysis and Complementary Studies Considering Country Context

Triana, María del Carmen; Jayasinghe, Mevan; Pieper, Jenna R.; Delgado, Dora María; Li, Mingxiang

doi:10.1177/0149206318776772

Cited by 96 publications

(93 citation statements)

References 61 publications

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“…The present research was conducted in Sweden and the findings should preferably be replicated in other cultures. For example, a recent meta-analysis by Triana, Jayasinghe, Pieper, Delgado, and Li (2018) found stronger associations between perceived gender discrimination and poorer health and work-related outcomes in countries with relatively high gender equality. It is thus possible that people react differently to a co-worker’s discrimination claims depending on culture.…”

Section: Discussionmentioning

confidence: 99%

Bystander reactions to workplace incivility: The role of gender and discrimination claims

Sinclair

2021

Eur. J. Psychol.

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Will men and women receive the same support at work when they claim to have been discriminated against? This paper reports a scenario-based experimental study (N = 240, 50.4% women, M age = 25.65) that investigated bystanders’ reactions to an incident where a co-worker is treated in a condescending manner by another co-worker. The results showed that women reacted more strongly to the incivility incident and were more willing to support and defend the co-worker. As expected, the gender difference in helping intentions was especially prominent when the co-worker attributed the incident to gender discrimination, compared to a control condition with an attribution unrelated to gender. Further, when the incident was attributed to discrimination, the female co-worker evoked somewhat stronger helping intentions than the male co-worker, suggesting the presence of gender bias. The results are discussed in relation to the prototype perspective of perceived discrimination.

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Section: Discussionmentioning

confidence: 99%

Bystander reactions to workplace incivility: The role of gender and discrimination claims

Sinclair

2021

Eur. J. Psychol.

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“…There is a large body of epidemiologic literature, spanning over several decades, demonstrating that both racial and gender-based discrimination and harassment are associated with negative impacts on mental and physical health and job-related outcomes [2, 5–9]. Work in this area is occurring worldwide [10, 11]. While studies vary considerably with respect to how they measure discrimination and/or assess health, most consistently find associations between discrimination and/or harassment and a variety of mental and physical health outcomes (e.g., anxiety, depression, posttraumatic stress, self-rated health, overall stress response, blood pressure, cardiovascular disease, diabetes, somatic symptoms, and a number of medical conditions) [1, 2, 4, 5, 7, 8] and health behaviors (e.g., physical activity, exercise, diet, alcohol, tobacco, and other substance use) [3, 7, 8].…”

Section: Introductionmentioning

confidence: 99%

The Prevalence and Health Impacts of Frequent Work Discrimination and Harassment among Women Firefighters in the US Fire Service

Jahnke

Haddock

Jitnarin

et al. 2019

BioMed Research International

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Intro. Both discrimination and harassment directly impact mental and physical health. Further, workplace discrimination degrades workplace culture and negatively impacts health behaviors, job-related outcomes, and family dynamics. Women represent a small proportion of the fire service and are often the targets of discrimination/harassment, yet little research documents the impact of such experiences. The purpose of this study was to evaluate the relationship between chronic work discrimination and/or harassment and women firefighters’ (FFs) physical and mental health, substance abuse, and job efficacy, stress, and satisfaction. Methods. Snowball sampling was used to solicit participation from women career FFs. Participants completed an online survey regarding physical and mental health, health behavior, job efficacy/stress/satisfaction, and family well-being. Logistic regression examined the impact of work discrimination-harassment severity on dichotomous variables. Results. 1,773 had complete data on their experiences with work-related discrimination and harassment. Women reported experiencing verbal (37.5%) and written (12.9%) harassment, hazing (16.9%), sexual advances (37.4%), and assaults (5.1%) in the fire service. FFs in the highest tertile of work discrimination-harassment severity reported over 40% more poor health days in the last 30 days (OR=1.42; 95%CI=1.33-1.51; p<0.001). Women who experienced moderate and severe discrimination/harassment had negative mental health outcomes including higher prevalence of depressive symptoms, anxiety, and PTSD symptoms. Those who experienced high rates of discrimination and/or harassment also were more likely to report issues with alcohol consumption. Conclusion. The impact of discrimination and harassment, related negative physical and mental outcomes, low levels of job satisfaction, and negative impact of these experiences on family/home stress likely take a significant toll on women in the fire service. Findings confirm and extend previous work suggesting there is a need to improve the mental and physical health of women FFs. Future work should examine the prospective relationship between discrimination/harassment and poor health outcomes and potential policies/practices to reduce these negative behaviors.

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“…The behavior and attitudes of employees as members of an organization are thus influenced by their perception of the socially responsible behavior of their organization (Brammer et al, 2007; El Akremi, Gond, Swaen, De Roeck, & Igalens, 2018; Kim et al, 2010; Turker, 2009). In particular, employees' perception of the firm's CSR initiatives is found to be linked with affective commitment (Brammer et al, 2007), organizational commitment (Turker, 2009), employee–company identification (Kim et al, 2010), the firm's attractiveness to employees (Jones, Willness, & Madey, 2014; Turban & Greening, 1997), and employees' work attitudes (Triana, Jayasinghe, Pieper, Delgado, & Li, 2019; Zhang, Di Fan, & Zhu, 2014). Taken together, these findings suggest that employees and potential workers prefer organizations that behave in a responsible manner toward their stakeholders.…”

Section: Related Literature and Hypothesis Developmentmentioning

confidence: 99%

The ESG–financial performance relationship: Does the type of employee board representation matter?

Nekhili

Boukadhaba

Nagati

2020

Corporate Governance

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Research Question/Issue We examine the impact of two differing types of employee board representation (i.e., labor board representation and employee shareholder board representations) on environmental, social, and corporate governance components of ESG performance and the moderating role of each type of employee board representation on the relationship between ESG performance and the firm's market value. Research Findings/Insights Using a propensity score matching approach on a sample of French firms listed in the SBF 120 index from 2007 to 2017, our findings reveal that labor board representatives act in the opposite direction to employee shareholder board representatives by focusing exclusively on improving social performance and reducing environmental and corporate governance performance. The way employees are represented on the board of directors also moderates the corporate ESG–financial performance relationship differently. Theoretical/Academic Implications Employee directors are not a homogenous group. The differentiation between the two types of employee directors (i.e., labor board representatives and employee shareholder board representatives) brings a deeper understanding of the effect of stakeholders' representation on the board. Practitioner/Policy Implications Our results are of interest to governance policymakers because they provide them with a fresh understanding of the key role of employee board representation. A meaningful inference to be drawn from our findings is that employee ownership and the representation of employees on the board as employee shareholders may bring about fundamental changes in employees' attitudes and behavior on the board and may, in this regard, be considered as a credible way of generating social harmony and constructive relationships between employees and shareholders. Video Abstract https://youtu.be/GqB_6GxtH2A

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Perceived Workplace Gender Discrimination and Employee Consequences: A Meta-Analysis and Complementary Studies Considering Country Context

Cited by 96 publications

References 61 publications

Bystander reactions to workplace incivility: The role of gender and discrimination claims

Bystander reactions to workplace incivility: The role of gender and discrimination claims

The Prevalence and Health Impacts of Frequent Work Discrimination and Harassment among Women Firefighters in the US Fire Service

The ESG–financial performance relationship: Does the type of employee board representation matter?

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