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Gender and ethical orientation: A test of gender and occupational socialization theories

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Abstract

Ethics and associated values influence not only managerial behavior but also managerial success (England and Lee, 1973). Gender socialization theory hypothesizes gender differences in ethics variables whether or not individuals are full time employees; occupational socialization hypothesizes gender similarity in employees. The conflicting hypotheses were investigated using questionnaire responses from a sample of 308 individuals. Analysis of variance and hierarchical regression yielded unexpected results. Although no significant gender differences emerged in individuals lacking full time employment, significant differences existed between employed women and men, with women appearing “more ethical”. While occupational socialization predicts an interaction between employment status and gender, these group differences were opposite to those predicted. An implication for the two theories and the current conflicting research support is that these commonly used theories may be of limited usefulness. Some alternative concepts are proposed.

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Authors and Affiliations

  1. Faculty of Business, Brock University, St. Catharines, L2S 3A1, ON, Canada

    E. Sharon Mason & Peter E. Mudrack

Authors
  1. E. Sharon Mason
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  2. Peter E. Mudrack
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E. Sharon Mason is an Assistant Professor of organizational behavior and human resource management in the Faculty of Business, Brock University, St Catharines, Ontario.

Peter E. Mudrack is an Assistant Professor in the Department of Management and Organization Sciences at Wayne State University, Detroit, Michigan.

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Mason, E.S., Mudrack, P.E. Gender and ethical orientation: A test of gender and occupational socialization theories. J Bus Ethics 15, 599–604 (1996). https://doi.org/10.1007/BF00411793

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