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The purpose of this paper is to examine the effects of gender and strength of gender identification on employees’ perception of gender discrimination. It also explores whether gender comparison and perceived gender bias against women act as mediators in the above relationships. It aims to advance the understanding of the processes leading to individual’s perception of gender discrimination in the Chinese workplace.

Data were collected from 362 workers via an employee survey in three large companies in China. The human resource staff helped us to distribute a self-administered questionnaire to the employees, and the authors assured them of confidentiality and protected their anonymity. To test the hypotheses, the authors employed structural equation modeling. The authors first conducted confirmatory factor analysis on the measurement model, and then the authors estimated three nested structural models to test the mediating hypotheses.

The results reveal that gender and strength of gender identification are related to perceived gender discrimination. The authors further found that gender comparison and perceived gender bias against women partially mediated the relationship between gender and perceived gender discrimination, while gender comparison fully mediated the relationship between strength of gender identification and perceived gender discrimination.

The study helps managers understand why and how their subordinates form perceptions of gender discrimination. Given the findings, they should be aware of the importance of gender identity, gender comparison, and gender bias in organizational practices in affecting such perceptions.

This study is the first exploration of the complex relationships among gender, gender identification, gender comparison, perceived gender bias against women, and perceived gender discrimination. It shows the salient role of gender comparison and gender bias against women in shaping employees’ perceptions of gender discrimination, apart from the direct effects of gender and strength of gender identification.

In a paper published in 1986, Helen B. Josephine and Deborah K. Blouin discuss four areas where new reference works in women's studies were needed: statistical sources, encyclopedias, yearbooks, and abstracting and indexing services. Using modified criteria outlined in Josephine's and Blouin's article, this article evaluates print statistical sources that specifically cover women and that were published in English during the 1990s. Evaluations discuss titles in terms of their inclusion of comparisons based on gender, age, race/ethnicity, and time period (historical) in both statistical material and indexing. Evaluations also mention the variety of sources cited, scope, and the presence or absence of introductory material, narrative highlights, bibliographies of sources, full citation for each statistic, and explanatory footnotes. Evaluation of the accuracy of the statistics themselves or the adequacy of statistical methodology is beyond the scope of this article.

Compares the social comparison experience on young Japanese adults with a similar one on young Canadians. Reveals that satisfaction of the Japanese with their possessions did not change with the social comparison experience in the same way as it did with Canadians. Suggests the Japanese reaction was on a more general level of effect with possessions, rather than simply satisfaction as was the case in Canada. Observes an interaction between direction of social comparison and respondents’ gender that was considerably different in nature from that of Canadians. Suggests that Canadians had a stronger desire for more and better possessions, willingness to strive for more possessions, together with a high degree of how possessions contribute to self‐image.

Over the past two decades, the growing number of women entering the police profession has challenged the historic male dominance of the occupation. Research from the USA and the UK has examined whether men and women police differ in their assessments of working conditions, occupational opportunities, and other aspects of police work. To date, however, no attempt has been made to conduct a quantitative study of gender across socio‐political contexts or to assess the applicability of models constructed in those two countries to Caribbean nations. This study employs survey data from a sample of police constables and their immediate supervisors in three Caribbean nations. The survey queried 1,237 constables and supervisors. A total of 11 per cent of the respondents were women. Constables were asked about various aspects of policing, working conditions, and the nature of their duties. The questions were based on 24 constructs evaluated in the US and UK literatures. Few differences between genders emerged from comparisons within nations, although such differences have been documented in the USA and UK. These findings suggest that gender models used in developed nations do not necessarily explain differences in developing nations. Differences were observed across the three nations, however. Implications for future research on gender and policing are discussed.

Recently, correctional agencies have argued that there are differences between factors influencing men and women’s involvement in the criminal justice system. The purpose of this paper is to examine the validity of a gender-informed risk/need assessment tool.

The sample consisted of 620 women offenders admitted to federal Canadian custody, as well as a matched-comparison group of 647 men. Items were selected from routine assessments in an administrative database based on an extensive literature review of factors related to criminal risk for women.

Results showed that the items included in this assessment and the overall rating of risk/need significantly predicted any return to custody for both women and men. As well, ratings incrementally predicted any return to custody over and above other established tools.

The gender-informed risk/need assessment tool, informed by the literature, performed well for both men and women. The research highlights the complementary, not competing, perspectives of gender-neutral and gender-responsive risk and need factors.

Factors commonly considered gender-salient predicted risk for men and women. The present study demonstrates that risk assessments tools for men and women should look beyond the factors routinely assessed in the research to identify novel dynamic factors that contribute to risk for men and women and could be targeted for intervention.

To examine gender and ethnic wage structures and wage differentials an Israel and decompose the difference in wages into endowments, discrimination and selectivity components.

Selection and wage equations are estimated for each of the population groups (Eastern women, Western women, Eastern men, Western men) separately. The wage equations are corrected for selectivity using the Heckman procedure and subsequently wage differentials are decomposed into the three components mentioned above, using four alternative decompositions suggested in 2004 by Neuman and Oaxaca.

Gender wage differentials are significantly larger than ethnic differences. Discrimination is more common between the genders. The four alternative decompositions – that are based on different assumptions and objectives – yield different results.

Decomposition of wage differences between groups needs to take into account information on the local relevant labor market and the wage setting process.

Information on the relative shares of the endowments, discrimination and selectivity components leads to a more effective way to close wage gaps.

Employment of new proposed decomposition methodologies that might lead to practical implications to combat gender and ethnic wage gaps in Israel.

The purpose of this paper is to focus on two objectives. First, to investigate how two consumer innovativeness measures (domain‐specific innovativeness (DSI) and general innovativeness (GI)) in a highly globalized product market (i.e. laptop computer) are related to two widely used demographics, country and gender. Second, to examine how innovativeness affects a series of consumer decisions such as information search, opinion dependency, and store choice.

The authors build a conceptual model linking two important demographics (i.e. country and gender) and consumer innovativeness (both DSI and GI), and test it using binomial logistic regression, with a sample of 614 respondents from Korea, China, and the USA.

Results are generally consistent with the authors' hypotheses. The two consumer innovativeness measures are significantly influenced by the two demographic factors, and product‐specific innovativeness shows more plausible results than GI. Furthermore, consumers' decision processes were found to have idiosyncratic patterns regarding consumer innovativeness and the two demographic moderators.

The study may have demographical bias for two reasons: use of only limited metropolitan samples and a somewhat unbalanced sample in gender and occupation.

In the early stage of new product launch, DSI will be dominantly useful in market segmentation and targeting rather than GI. However, management should not overlook variability of countries and genders since consumers show idiosyncratic patterns in their decision processes.

The paper explores the field of consumer innovativeness studies using comparison of the two dimensions of consumer innovativeness measurements. Also, the study reconfirms the importance of demographics on consumers' decisions in the early stage of highly globalized product markets.

Do women exhibit greater financial risk aversion than men? We answer this question using attitudinal and behavioral specifications of risk aversion drawn from the 2010 Survey of Consumer Finances (SCF). To approximate attitudinal specification of risk aversion, we use individuals’ self-reported financial risk tolerance. We use individuals’ relative risk aversion, that is, the effect of wealth on the proportion of assets categorized as risky as behavioral specification of risk aversion. We find that while women display greater attitudinal risk aversion, gender difference in behavioral risk aversion depends upon individuals’ marital status and role in household finances. Single women exhibit greater behavioral risk aversion compared to single men. However, this gender difference does not exist when we compare behavioral risk aversion of married women and men in charge of household finances.

The purpose of this study is to explore how gender influences peer assessment in team-building activities in China.

A nine-player Werewolf game was adopted to conduct the experiment. Nine abilities were defined to evaluate players’ performances. Before the game, players filled out a self-assessment questionnaire (five-point Likert scale). After the game, players evaluated other game members’ performances using the same questionnaire. Data were analyzed using linear regression.

The results showed that gender bias clearly existed in team-building activities, with men more likely to receive better peer assessment than women. In addition, when women presented themselves as actively as men did, they received less favorable evaluations than men, whereas their failures were more likely to be exaggerated.

This study may help build harmonious teams for gender equality, and we give practical suggestions respectively from the perspective of female employees, their managers, and their companies.

Given the importance of team-building activities in teamwork, fair evaluations of team-building performances are essential. However, gender influences on peer assessment in team-building activities in China remain unclear. This study adds new and important knowledge to research on gender bias in teams.