Employees’ Behavioral Intention To Help In The Context Of Employment Gender Discrimination

Gender discrimination in employment against women is a persistent problem in the human resource market,which seriously harms the development of individuals,organizations and society.With the promulgation of China’s comprehensive three-child policy,the phenomenon of gender discrimination in employment has aroused widespread concern among the general public.Eliminating gender discrimination in employment and accelerating the construction of a childbirth-friendly society have become urgent issues.Previous studies have mostly focused on the discriminated person,but rarely on the behavioral attitudes of others in the organization.In organizations,the power of individuals experiencing gender discrimination is relatively weak,and it is difficult to cope with discrimination by individuals alone,so the help from others is particularly important.Based on this,this study uses the theory of planned behavior as a theoretical basis to investigate how the intention of other employees to help in the context of gender discrimination in employment is generated and what factors influence it.This study first conducted a literature review of research on employment gender discrimination,employee helping behavior,and the theory of planned behavior,and established a research model using the theory of planned behavior as a framework.Second,a formal questionnaire was developed through semi-structured interviews,open-ended questionnaire collection,expert consultation,and pre-survey.Finally,412 valid questionnaires collected from the questionnaire website were analyzed to validate the research hypotheses and research model,and the results were discussed.Accordingly,the following conclusions were drawn:(1)The formal questionnaire has good reliability and validity and can be used to measure employees’ intention to help in the context of gender discrimination.(2)The factors influencing employees’ intention to help in the context of gender discrimination in employment include behavioral attitudes,subjective norms,and perceived behavioral control.These three factors are influenced by behavioral beliefs,normative beliefs,and control beliefs,respectively.Among them,behavioral beliefs contain two dimensions: useful beliefs and harmful beliefs.(3)It was found that useful beliefs were significantly and positively related to behavioral attitudes,and harmful beliefs were significantly and negatively related to behavioral attitudes;normative beliefs were significantly and positively related to subjective norms;and control beliefs were significantly and positively related to perceptual behavioral control.Behavioral attitudes,subjective norms,and perceptual behavioral control had positive predictive effects on intention to help behavior,and the predictive effects of perceptual behavioral control were higher than those of behavioral attitudes and subjective norms.Finally,based on the above findings and conclusions,this study proposes countermeasures at the governmental,organizational,and individual levels in order to contribute to the enhancement of employees’ intention to help behavior in the context of employment gender discrimination,the elimination of employment gender discrimination in organizations,and the purification of workplace ethos.