Research in Industrial-Organization Psychology || Diversity in the Workplace

Holding up Half the Sky? Attitudes Toward Women as Managers in the People’s Republic of China.

Abstract: China has become a popular host country for multinational corporations since joining the World Trade Organization in 2001. However, there is a general lack of understanding of the Chinese culture and lack of empirical study on perception of women as managers in China. This study provides historical, cultural, social and legal contexts of the Chinese society and empirically compares attitudes toward women as managers among students and workers. Results show significant gender and sample effects. Further analysis revealed that the gender effect was stronger than the sample effect. Women have a much more positive, liberal and egalitarian attitude toward women as managers than men. However, the unfortunate similarities in attitudes toward women as managers between younger male students and older male workers show that we still have a while to wait before women really hold up half of the sky in China. Implications of these results are discussed based on the cultural and social contexts. Managerial implications are provided.

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

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.