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Abstract
The United States Defense Manpower Data Center (DMDC) currently assesses gender discrimination and sexist behavior separately in its surveys of active duty and reserve service members. However, based on their definitional and theoretical similarities, it is possible that the two constructs may overlap to some extent. Using a military sample of 8,123 female respondents, this issue was examined using path analysis. The results of this study show that gender discrimination and sexist behavior are predicted by several common antecedent variables. In addition, each construct is shown to predict both common and unique outcomes. Implications for the organizational assessment of sexist behavior and gender discrimination are discussed.
Notes
aThe reliability of the Job-Gender Context scale was not calculated because the scale is a composite of separate items rather than a scale assessing a psychological construct.
aChi-square was adjusted to a sample size of 400.