ALGILANAN CİNSİYET AYRIMCILIĞININ SONUÇLARI VE KONUYLA İLGİLİ AMRİPİK BİR ARAŞTIRMA

Abstract

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

Keywords

• Cinsiyet kimliği, cinsiyet önyargısı, cinsiyet ayrımcılığı, örgütsel bağlılık, işten ayrılma niyeti

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

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

Keywords

• Gender, Gender identity, Gender bias, Gender discrimination Intention to leave job” and “Organizational commitment

References

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.
7. 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.
8. ELY, R.J. (1995): “The Power in Demography: Women‟s Social Constructions of Gender Identity at Work”, Academy of Management Journal, 38: 589-590.

9. 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.
10. 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.
11. FOSTER, M.D. (1999): “Acting Out Against Gender Discrimination: The effects of Different Social Identities”, Sex Roles, 40: 168.
12. FOSTER, M.D.(2000): “Positive and Negative Responses to Personal Discrimination: Does Coping Make a Difference?”, Journal of Social Psychology, 140: 93-96.
13. 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.
14. 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.
15. GUTEK, B.A., COHEN, A.G. and TSUI, A. (1996): “Reactions to Perceives Discrimination”, Human Relations, 49(6): 791-814.
16. HARIS, M.M., LIEVENS,F. and VAN HOYE, G. (2004): “I Think They Discriminated Against Me: Using Prototype Theory and Organizational Justice Theory for Understanding Perceived Discrimination in Selection And Promotion Situations”, International Journal of Selection and Assessment, 12(1/2): 55-56.
17. KOBRYNOWICZ, D. and BRANSCOMBE, N.R. (1997): “Who Considers Themselves Victims of Discrimination? Individual Difference Predictors of Perceived Gender Discrimination in Women and Men”, Psychology of Women Quarterly, 21: 348.
18. LEE, E.W.Y. (2003): “Individualism and Patriarchy: The Identify of Entrepreneurial Women Lawyers In Hong Kong”, In E.E.Y.Lee (eds.),Gender and Change in Hong Kong (78-96), Hong Kong: Hong Kong University Pres.
19. MAJOR, B., QUINTON, W.J. and MCCOY, S.K.(2002): “Antecedents And Consequences of Attributions to Discrimination: Theoretical and Empirical Advances”, In M.P.ZANNA (eds.), Advances in Experimental Social Psychology, 34: 251-329.
20. MILLER, S.L. and MELOY, M.L. (2000): “Women on The Bench: Mavericks, Peacemakers or Something Else? Research Question, Issues and Suggestions”, In R. MURASKIN and T. ALLEMAN (eds.), It‟s a Crime: Women and Justice (53-68), Englewood Cliffs,NJ: Regents-Pretince Hall.
21. MORRISON, A.M., WHITE, R.P. and VAN VELSOR, E. (1992): “Breaking The Glass Ceilling: Can Women Reach The Top of American‟s Largest Corporation?”,MA:Addison-Wesley
22. MACCALLUM, R.C., BROWNE, M.W. and SUGAWARA,H.M. (1996): “Power Analysis and Determining of Sample Site for Covariance Structure Modeling”, Pschology Methods, Vol 1, No 2: 130.
23. MAJOR, B., QUINTON, W. and SCHMADER, T. (2003): “Attributions to Discrimination and Self-Esteem: Impact of Group Identification and Situational Ambiguity”,Journal of Experimental Social Psychology, 39: 220.
24. MACCALLUM, R.C. and AUSTIN, J.T. (2003): “Application of Structural Equation Modelling in Psychological Research”, Annual Review of Psychology, 51: 202.
25. MILLER, S.L. and MAIER, S.L. (2008): “Moving Beyond Numbers: What Female Judges Say About Different Judicial Voices”, Journal of Women, Politics and Policy, 29: 4:530.
26. MEYER, J.P., ALLEN, N.J. and SMITH, C.A. (1993). “Commitment to Organizations and Occupations: Extension and Test of A Three-Component Conceptualization”, Journal of Applied Psychology, 78. 538-551.
27. NGO, H.Y., TANG, C.S. and AU, W.W. (2002): “Behavioral Responses to Employment Discrimination: A Study of Hong Kong Workers”, International Journal of Human Resource Management, 13: 135.
28. LOI, R., HANG-YUE, N. and FOLEY,S. ( 2006): “Linking Employees‟ Justice Perceptions to Organizational Commitment and Intention to Leave: The Mediating Role of Perceived Organizational Psychology”, Group and Organization Management, 79: 102-103.
29. ROSIN, H.M. and KORABIK,K. (1991): “Workplace Variables, Affective Responses, and Intention to Leave Among Women Managers”, Journal of Occupational Psychology, 64:319-320.
30. SELLERS, R.M. and SHELTON, J.N.(2003): “The Role of Racial Identity in Perceived Racial Discrimination”, Journal of Personality and Social Psychology, 84(5): 1079-1080.
31. SANCHEZ, J.I. and BROCK, P.(1996): “Outcomes of Perveived Discrimanation Among Hispanic Employees: Is Diversity Management a Luxury or a Necessity?, Academy of Management Journal, 39(3):704-705.
32. ŞİMŞEK,Ö:F. (2007): Yapısal Eşitlik Modellemesine Giriş: Temel İlkeler ve Lisrel Uygulamaları, İstanbul: Ekinoks Yayınları
33. STROH, L.K., BRETT, J.M. and REILLY, A.H.(1996): “Family Structure, Glass Ceiling, and Traditional Explanations for The Didderential Rate of Turnover of Female and Male Managers.Journal of Vocational Behavior, 49: 99-118.
34. SCHMITT, M.T., BRANSCOMBE, N.R. and KAPPEN, D.M.(2003): “Attitudes Toward Group-Based Inequality: Social Dominance or Social Identity?”, British Journal of Social Psychology, 42(Pt.2): 162-164.
35. STEIGER, J.H. (1990): “Structural Model Evaluation and Modification: An Interval Estimation Approach”,Multivariate Behavioral Research, 25:173-180.
36. STEWARD, A.J. and MC DERMOTT, C.(2004): “Gender in Psycoholgy”, Annual Rev.Psychology, 55: 531-534.
37. SHAFFER, M.A. (2000): “Gender Discrimination and Job-related Outcomes: A Cross-Cultural Comparison of Working Women in The United States and China”, Journal of Vocational Behavior, 57: 396-397.
38. SHERIF, C.W. (1982): “Neeeded Concepts in The Study of Gender Identity”, Psychology of Women Quarterly, Vol 6(4): 376-379.
39. TAJFEL, H. and TURNER, J.C. (1979): “An Iİntegrative Theory of Intergroup Conflict”, In W.G. AUSTIN and S. WORCHEL (Eds.), The Social Psychology of Intergroup Relations (pp.33-47), Monterey, CA:Brooks/Cole.
40. WILSON, M.S. and LIU, J.H.(2003): “Social Dominamce Orientation and Gender: The Moderating Role of Gender”, British Journal of Social Psychology, 42(Pt 2):187-198.
41. YUKI, M.( 2003): “Intergroup Comparison Versus Intragroup Relationships: A Cross-Cultural Examination of Social Identity Theory In North American and East Asian Cultural Contexts”, Social Psychology Quarterly, 66:166- 167.