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Research in Industrial-Organizational Psychology
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Consumer-Industrial Research Program
View research conducted by CSU faculty/students:
Attitudes at Work
Cross-Culture Issues
Discrimination in the Workplace
Diversity in the Workplace
Job Descriptions / Job Analysis
Motivation / Goal-Setting
Performance Appraisal
Personality in the Workplace
Recruitment and Selection
Research Methods / Measurement Issues
Retaliation for Unfair Events
Training
Mailing Address
Cleveland State University
College of Science
Psychology Dept
2121 Euclid Avenue
CB 168
Cleveland, OH 44115-2214
 
Campus Location
Chester Building 158
2300 Chester Ave. 
Phone: 216.687.2574

Content Contact
Dr. Michael Horvath


Discrimination in the Workplace

Sex Discrimination in Selection and Compensation in Taiwan

  • Published in 2003 in the International Journal of Human Resource Management
  • Author: C. C. Bowen
  • For more information, contact: C. C. Bowen

Abstract: his article describes the current status of women in the workplace in Taiwan. Statistical evidence shows sex segregation in the labour market. Discriminatory practices in the hiring process are documented via a content analysis of 7,037 classified ads. Overtly discriminatory actions, such as blatantly stated gender requirements in the classified ads, are shown to be still common in hiring practices. Census data on a gender gap in compensation shows that women in Taiwan evidently get less pay than men do for the same work. The ratio of female to male employees is significantly and negatively correlated with the ratio of female to male in pay. The higher the percentages of women in an industry, the lower the pay women get compared to men. Also, the ratio of female to male in pay is negatively related to the turnover rate. Companies that pay women fairly tend to enjoy lower turnover rates. The implications of these women's issues in human resource management in Taiwan are presented.

Antecedents and potential moderators of the relationship between attitudes and hiring discrimination on the basis of sexual orientation

  • Published in 2003 in Sex Roles
  • Authors: M. Horvath and A. M. Ryan
  • For more information, contact: Mike Horvath
Abstract: A sample of 236 undergraduates (most of whom were White women) rated resumes in which gender, masculinity/femininity, and sexual orientation were manipulated while qualifications were kept constant. Overall, participants rated lesbian and gay male applicants less positively than heterosexual male applicants, but more positively than heterosexual women. Religiosity, beliefs in traditional gender roles, beliefs in the controllability of homosexuality, and previous contact with lesbians and gay men were related to attitudes toward lesbians and gay men, which was in turn related to beliefs about employing them. Several factors were hypothesized to moderate the relationship between beliefs about employing lesbians and gay men and discrimination, although the expected relationships were not found. Implications and directions for future research are discussed.
 
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