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Perceived Organizational Justice and Trust as Mediators between Perceived Gender Discrimination and Organizational Outcomes.

Record Type:	Electronic resources : Monograph/item
Title/Author:	Perceived Organizational Justice and Trust as Mediators between Perceived Gender Discrimination and Organizational Outcomes./
Author:	Cai, Qin.
Published:	Ann Arbor : ProQuest Dissertations & Theses, : 2021,
Description:	200 p.
Notes:	Source: Dissertations Abstracts International, Volume: 84-01, Section: A.
Contained By:	Dissertations Abstracts International84-01A.
Subject:	Gender studies. -
Online resource:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=29258126
ISBN:	9798834071167

Perceived Organizational Justice and Trust as Mediators between Perceived Gender Discrimination and Organizational Outcomes.
Cai, Qin.

Perceived Organizational Justice and Trust as Mediators between Perceived Gender Discrimination and Organizational Outcomes. - Ann Arbor : ProQuest Dissertations & Theses, 2021 - 200 p.

Source: Dissertations Abstracts International, Volume: 84-01, Section: A.

Thesis (Ph.D.)--Louisiana Tech University, 2021.

This item must not be sold to any third party vendors.

Many people, especially women, have experienced gender discrimination in their work lives (e.g., Eagly & Diekman, 2005; Morrison et al., 1987). Gaining an understanding of how perception of gender discrimination is related to organizational outcomes is very important for organizations. In this study, I reviewed extant literatures on perceived gender discrimination, perceived organizational justice, perceived external organizational justice, trust in organization, trust in supervisor, job satisfaction, organizational commitment, turnover intention, and corporate social responsibility. I proposed and used structural equation modeling to test the models of the relationships among these constructs to understand how people's perceived gender discrimination is related to turnover intention through the other constructs based on a sample of 880 U.S. participants. Results showed that employees' perception of gender discrimination was related to turnover intention indirectly through distributive, procedural, and interactional perceived organizational justice, perceived interactional external organizational justice, trust in organization, trust in supervisor, job satisfaction, and organizational commitment. I also studied how COVID-19 impacted people's work and life. I discuss the implications, limitations, and directions for future study based on the findings of this study.

ISBN: 9798834071167Subjects--Topical Terms:

2122708
Gender studies.
Subjects--Index Terms:

Coronavirus

Perceived Organizational Justice and Trust as Mediators between Perceived Gender Discrimination and Organizational Outcomes.
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300 $a 200 p.
500 $a Source: Dissertations Abstracts International, Volume: 84-01, Section: A.
500 $a Advisor: Toaddy, Steven.
502 $a Thesis (Ph.D.)--Louisiana Tech University, 2021.
506 $a This item must not be sold to any third party vendors.
520 $a Many people, especially women, have experienced gender discrimination in their work lives (e.g., Eagly & Diekman, 2005; Morrison et al., 1987). Gaining an understanding of how perception of gender discrimination is related to organizational outcomes is very important for organizations. In this study, I reviewed extant literatures on perceived gender discrimination, perceived organizational justice, perceived external organizational justice, trust in organization, trust in supervisor, job satisfaction, organizational commitment, turnover intention, and corporate social responsibility. I proposed and used structural equation modeling to test the models of the relationships among these constructs to understand how people's perceived gender discrimination is related to turnover intention through the other constructs based on a sample of 880 U.S. participants. Results showed that employees' perception of gender discrimination was related to turnover intention indirectly through distributive, procedural, and interactional perceived organizational justice, perceived interactional external organizational justice, trust in organization, trust in supervisor, job satisfaction, and organizational commitment. I also studied how COVID-19 impacted people's work and life. I discuss the implications, limitations, and directions for future study based on the findings of this study.
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