The Relationship of Employee's Human Capital with Perceptions of Gender Discrimination — Moderating Effects of Gender

• Main Authors: Chu-Ching Yu, 余竺靜
• Other Authors: Melien Wu
• Format: Others
• Language: zh-TW
• Published: 2011
• Online Access: http://ndltd.ncl.edu.tw/handle/28243629682616745289

碩士 === 國立嘉義大學 === 企業管理學系 === 99 === Based on the human capital perspective, employees are the most important capital for business organizations. Yet, few studies have focused on the impact of employees’ human capital on the perception of sexual discrimination in organizations. Therefore, this paper aims to examine the relationships between the afore-mentioned two constructs, and further investigates the moderating effects of gender and gender-role attitudes. Via convenient sampling method, this study obtained 240 valid questionnaires, representing the valid response rate of 80%. Results of statistical analyses support three of the five hypotheses which are developed by the current study. The conclusions are following: 1. The human capital is negatively related to the perception of sexual discrimination. Regarding to the relationships between dimensions, while competence capital is negatively related to staffing, base salary, salary hike, promotion, and training discrimination, educational capital is negatively related to training discrimination only. 2. Male respondents perceive significantly lower overall discrimination and its five dimensions (staffing, base salary, salary hike, promotion, and training) than those of female respondents. 3. Gender does not moderate the relationships between human capital and the perception of sexual discrimination. 4. While masculinity is negatively related the overall discrimination and its five dimensions (staffing, base salary, salary hike, promotion, and training), feminity does not show any significant relationships with the outcome variables. 5. Gender-role attitude does not moderate the relationships between human capital and the perception of sexual discrimination. Based on the study results, the current work provides practical recommendations to business organizations in terms of establishing a more sexual equity working environment, better managing workforce diversity, and so on. Key Words: Human Capital, Gender-Role Attitude, Physical Sex, Perceptions of Gender Discrimination