ALGILANAN CİNSİYET AYRIMCILIĞININ SONUÇLARI VE KONUYLA İLGİLİ AMRİPİK BİR ARAŞTIRMA

Algılanan cinsiyet ayrımcılığının sonuçlarını açıklamaya yönelik araştırmanın amacı; bireylerin cinsiyet ayrımcılığı kavramını belirlenmesine yardımcı olan değişkenler arasındaki ilişkiyi tespit edebilmektir. Bu değişkenler arasında; cinsiyet, cinsiyet kimliği, cinsiyet önyargısı ve cinsiyet ayrımcılığı bulunmaktadır. Ele alınan bu boyutların aynı zamanda bireyin “işten ayrılma niyeti” ile “örgüte bağlılık” ilişkilerinde ne ölçüde etkili olduğu tespit edilmeye çalışılmıştır. Bu amaca ulaşabilmek için, iki firmada “mavi ve beyaz yakalılara” konuyla ilgili anket çalışması yapılmıştır. Sonuçlar göstermiştir ki; her iki firmada oluşturulan hipotezler dikkate alındığında firmalarda “cinsiyet ayrımcılığı” yapılmaktadır ve kadın çalışanlar bu ayrımcılığı erkeklere göre daha çok algılamaktadırlar. Bunun dışında, çalışanlar arasında yaşanan cinsiyet ayrımcılığı çalışanların örgütsel olan bağlılığını” etkilediği gibi çalışanların işten ayrılma niyetini de pozitif yönde etkilemektedir

Anahtar Kelimeler:

Cinsiyet kimliği, cinsiyet önyargısı, cinsiyet ayrımcılığı, örgütsel bağlılık, işten ayrılma niyeti

THE CONSEQUENCES OF PERCEIVED GENDER DISCRIMINATON AND AN EMPRICAL RESEARCH RELATED WITH THE TOPIC

Objective of research on perceived gender discrimination is, to identify the correlation between variables which determine gender discrimination among individuals. These variables are gender, gender identity, gender bias, and gender discrimination. Also, it is investigated which kind of effect these variables have on “intention to leave job” and “organizational commitment”. To achieve the study‟s objectives, an inquiry has been applied to blue and white collar workers of two different firms. The results show that, there have been gender discrimination in both firms and women workers perceive gender discrimination more than men. Furthermore, gender discrimination among workers affects organizational commitment negatively and intentions to leave positively

Keywords:

Gender, Gender identity, Gender bias, Gender discrimination Intention to leave job” and “Organizational commitment,

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