Perceived Workplace Gender Discrimination and Employee Consequences: A Meta-Analysis and Complementary Studies Considering Country Context

• Published in: Journal of management Vol. 45; no. 6; pp. 2419 - 2447
• Main Authors: Triana, María del Carmen, Jayasinghe, Mevan, Pieper, Jenna R., Delgado, Dora María, Li, Mingxiang
• Format: Journal Article
• Language: English
• Published: Los Angeles, CA SAGE Publications 01.07.2019; Sage Publications Ltd
• Subjects: Deprivation; Egalitarianism; Employees; Employers; Employment discrimination; Employment policies; Gender; Gender inequality; Health behavior; Health status; Labor; Mental health; Meta-analysis; Psychological well being; Relative deprivation; Sex discrimination; Social norms; Theory; Work; Workplaces; country context; physical health outcomes and behaviors; job-related outcomes; culture; job attitudes; relative deprivation theory; gender discrimination; psychological health
• ISSN: 0149-2063; 1557-1211
• DOI: 10.1177/0149206318776772

We draw on relative deprivation theory to examine how the context influences the relationship between employees’ perceptions of gender discrimination and outcomes at work using a meta-analysis and two complementary empirical studies. Our meta-analysis includes 85 correlations from published and unpublished studies from around the world to assess correlates of perceived workplace gender discrimination that have significant implications for employees. We extend relative deprivation theory to identify national differences in labor laws and cultural norms as contextual factors that affect the threshold for feeling deprived and moderate the relationship between perceived workplace gender discrimination and employee outcomes. Findings show that perceived gender discrimination is negatively related to job attitudes, physical health outcomes and behaviors, psychological health, and work-related outcomes (job-based and relationship-based). Correlations between perceived workplace gender discrimination and physical health outcomes and behaviors were stronger in countries with more broadly integrated labor policies and stringently enforced labor practices focused on promoting gender equality. Correlations were also stronger in countries with more gender-egalitarian cultural practices across multiple employee outcomes of perceived workplace gender discrimination. Further, results from two complementary studies (one employee survey and one experiment) supported the meta-analytic findings and provided evidence of the relative deprivation rationale central to our theory. Implications for research and practice include the need to consider the influence of the country context in organizational decisions to prevent and address gender discrimination and its consequences for employees and ultimately, for employers.