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GENDER AND WORKPLACE JUSTICE: A FIELD ASSESSMENT 总被引:1,自引:0,他引:1
There is extensive and persuasive documentation that the gender of an individual may bias a wide variety of managerial decisions. Potential differences in workplace justice as a function of the "defendent's" gender, however, have received little attention in organizational studies, and remain untested outside laboratory protocol. This study of 361 workplace justice proceedings in a field setting strongly suggests that men and women receive substantially different outcomes. These results are invariant across differences in the severity and viability of the contested issues. 相似文献
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The purpose of this study was to investigate the association among dysfunctional relationship beliefs, problem-solving responses, and satisfaction in close relationships. A survey was completed by 322 college students, each of whom was currently involved in a close heterosexual relationship. As hypothesized, dysfunctional relationship beliefs exhibited positive correlations with the destructive problem-solving responses of exit and neglect and negative correlations with the constructive problem-solving response of voice. Canonical correlation analysis suggested that individuals possessing the beliefs that disagreement is destructive and partners cannot change were likely to respond to relational problems with exit and neglect and to eschew responding with voice. Both dysfunctional beliefs and problem-solving responses were associated with relational satisfaction. However, dysfunctional beliefs failed to predict satisfaction when controlling for problem-solving responses. Support was therefore obtained for the prediction that problem-solving responses mediate the association between dysfunctional beliefs and relational satisfaction. 相似文献
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