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

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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.

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Authors and Affiliations

  1. The Chinese University of Hong Kong, Department of Management, Shatin, N.T., Hong Kong, China

    Sharon Foley, Hang-yue Ngo & Raymond Loi

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  1. Sharon Foley
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  2. Hang-yue Ngo
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  3. Raymond Loi
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Correspondence to Hang-yue Ngo.

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Foley, S., Ngo, Hy. & Loi, R. Antecedents and Consequences of Perceived Personal Gender Discrimination: A Study of Solicitors in Hong Kong. Sex Roles 55, 197–208 (2006). https://doi.org/10.1007/s11199-006-9073-4

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