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Correlates of perceived bias in a professional services firm

Correlates of perceived bias in a professional services firm Examines the relationship of individual demographic characteristics, work‐setting factors and work outcomes to perceived bias, both personally experienced and observed in organizational decision making. Data were collected from 829 women and 766 men employed in a single professional services firm using anonymously completed questionnaires. Although both women and men perceived bias, women reported significantly higher levels of both personally experienced and observed bias. Perceived bias was correlated with work settings and work outcomes similarly for women and men. Women and men experiencing and observing more bias, described the work setting as less favourable and were less satisfied, more likely to quit and saw the organization as less committed to fairness and due process. Draws implications for management and organizations. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png International Journal of Career Management Emerald Publishing

Correlates of perceived bias in a professional services firm

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References (6)

Publisher
Emerald Publishing
Copyright
Copyright © 1995 MCB UP Ltd. All rights reserved.
ISSN
0955-6214
DOI
10.1108/09556219510079597
Publisher site
See Article on Publisher Site

Abstract

Examines the relationship of individual demographic characteristics, work‐setting factors and work outcomes to perceived bias, both personally experienced and observed in organizational decision making. Data were collected from 829 women and 766 men employed in a single professional services firm using anonymously completed questionnaires. Although both women and men perceived bias, women reported significantly higher levels of both personally experienced and observed bias. Perceived bias was correlated with work settings and work outcomes similarly for women and men. Women and men experiencing and observing more bias, described the work setting as less favourable and were less satisfied, more likely to quit and saw the organization as less committed to fairness and due process. Draws implications for management and organizations.

Journal

International Journal of Career Management – Emerald Publishing

Published: Feb 1, 1995

Keywords: Discrimination; Employee attitudes; Job satisfaction; Management attitudes; Morale; Organizational decision making; Professional service firms; Sexual harassment; Women

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