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Antecedents and outcomes of perceived gender inequity in the Chinese workplace
Ngo, Hang-Yue1; Loi, Raymond2
Source PublicationInternational Journal of Employment Studies

Perceived gender inequity (PGI) refers to individuals' perception of differential treatment received by male and female employees in an organisation. The present study explores some antecedents and outcomes of PGI in the Chinese workplace. Drawing upon some organisational behaviour theories, we first evaluate the effects of procedural justice, gender comparison, and supervisor's gender on PGI. We then examine how PGI affects organisational commitment, intention to leave, and personal experience of gender discrimination among employees. Additionally, these relationships are expected to be different for men and women. Our data set consists of 591 Chinese employees in three different firms. The results of regression analyses support all the hypotheses. The present study advances our understanding of employees' perceptions of gender inequity in the workplace.

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Document TypeJournal article
Affiliation1.Chinese University of Hong Kong
2.University of Macau
Recommended Citation
GB/T 7714
Ngo, Hang-Yue,Loi, Raymond. Antecedents and outcomes of perceived gender inequity in the Chinese workplace[J]. International Journal of Employment Studies,2014,22(2):49-78.
APA Ngo, Hang-Yue,&Loi, Raymond.(2014).Antecedents and outcomes of perceived gender inequity in the Chinese workplace.International Journal of Employment Studies,22(2),49-78.
MLA Ngo, Hang-Yue,et al."Antecedents and outcomes of perceived gender inequity in the Chinese workplace".International Journal of Employment Studies 22.2(2014):49-78.
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