Huang, I. C., Chen, S. L., Shih, C. T., and Tung, K. Y. 2005. The Moderating Effect of Gender Discrimination on Organizational Commitment：A Study of Southern Taiwan Female Executives. NTU Management Review, 15 (2): 071-098
Ing-Chung Huang, President, National University of Kaohsiung
Shu-Ling Chen, Assistant professor, Technology Management, Aletheia University; Ph. D. student Institute of Human Resource Management, National Sun Yat-Sen University
Chih-Ting Shih, Doctoral student, Institute of Human Resource Management, National Sun Yat-Sen University
Kuan-Yeh Tung, Assistant professor, Department of Information Management, Southern Taiwan University of Technology
Abstract
Due to traditional sex stereotype role, female workers have been experiencing gender discrimination in the work places. However, little is known about the impact of gender discrimination for female employees. This paper mainly examined the moderating role of gender discrimination in the relationship between female executive's organizational commitment and its antecedents, including personal traits, family-work conflict, job characteristics, and role conflict. Using a sample of 143 female executives, the results of hierarchical regression suggested that gender discrimination was negatively associated to value commitment. Interaction of gender discrimination and job autonomy and role conflicts had significant effect on stay commitment. Moreover, Interaction of gender discrimination and locus of control had significant effect on value commitment. Thus, the moderating role of gender discrimination between organization commitment and some of it antecedents have been confirmed. An empirical results and advices on effective management for female executives for enterprises are suggested.
Keywords
Female executive Gender discrimination Organizational commitment