개인의 특징, 신뢰도 및 조직 내 환경이 성-공정성 이슈 판매 의지에 미치는 영향

This study has two primary purposes, first to understand why women employees are treated unfairly in organizations, and second to explore the reactions of women employees faced with gender-equity issue and how they attempt to inform their superiors. The first part of the study, based on data from an open-ended survey involving 151 women employees, provides insight into why women employees can not sell gender-equity issues. First, the propensity for extroversion and self-efficacy; second, individual credibility, which includes past selling success and perceived performance reputation; and third, contextual features including male-oriented culture, superior openness, and the support of women employees. These three cues are antecedents for hypotheses of this study. In the second part of the study, the antecedents mentioned above are tested for relevance in regards to willingness to sell gender-equity issues. In turn, this willingness to sell gender-equity issue is examined for a relevant relationship with individual behaviors, such as voice or exit. This model is empirically tested with 181 women employees across eighteen Korean firms.Results of statistical analysis show that both selling propensity and individual credibility have more significant effects on the willingness to sell gender-equity issues than contextual feature has. Willingness to sell gender-equity issues influences voice. In addition, the willingness to sell gender-equity issues mediate between perceived probability of selling success and voice as well as between image risk and voice. The implications of the study results are discussed, the limitations of the study are addressed.