Gender Differences in Perceived Disciplinary Fairness

Bibliographic Data

ID12310488
AuthorsNina D Cole (Toronto Metropolitan University, corresponding author)
Year2004
Volume11
Issue3
Pages254-279
Publication date2004-03-22
Open AccessYes
TypeARTICLE
VenueGender Work and Organization (JOURNAL)
Journal identifiersISSN: 0968-6673 • E-ISSN: 1468-0432
PublisherWiley (PUBLISHER • GB)
DOI10.1111/j.1468-0432.2004.00231.x
OpenAlexW2006548341
LanguageEN
Citations received3
References cited39

This exploratory study coded and analysed 120 behaviours on videotaped data of 111 male and 30 female managers engaged in disciplinary discussions with one of their unionized employees. Four categories of behaviour were coded: non‐verbal communication, speech characteristics, leadership and interactional justice. A factor analysis of the results generated 14 factors, ten of which were correlated with experts’ ratings of disciplinary fairness. Female managers exhibited significantly higher levels of seven of the ten behavioural factors. Female managers also made more supportive interruptions than male managers and took more time for the disciplinary discussion, both of which were positively correlated with disciplinary fairness. The results suggest that leadership and communication styles commonly found in females may lead them to be better equipped than male managers to manage employee discipline situations

Developmental psychology · Discipline · Economic Justice · Exploratory research · Political science · Sociology · Applied Psychology · Gender Diversity and Inequality · Job Satisfaction and Organizational Behavior · Psychology · Social Psychology · Workplace Violence and Bullying

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