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The study investigates gender-based trends to determine which gender—women or men is accorded higher levels of respect within professional settings. SEM enabled the research of 154 members (43% male, alongside 57% female). The research determines how ethical policies (EP), along with legal awareness (LA), impact perceived respect (PR) within several domain contexts through specific indirect effects, which are analyzed by bootstrapped methods according to gender. The segment linking EP to Organizational Culture to PR attains significance for female participants (β = 0.232, p = 0.003) while remaining insignificant for male participants (β = 0.155, p = 0.091). This indicates that women experience more substantial cultural mediation effects. The relationship between organizational climate and ethical sensitivity leads to perceived respect for females (β = 0.110, p = 0.007) and demonstrates a similar but insignificant trend for males (β = 0.218, p = 0.062). Both male and female participants responded to LA → LS → PR factors positively, yet the female group demonstrated slightly better outcomes (β = 0.145, p = 0.036) than male participants (β = 0.092, p = 0.050). The results showed LA → OC → PR kept an insignificant value throughout the analysis involving both genders. The study demonstrates why gender-specific policy execution needs to include mentorship programs to create greater recognition and respect for women in research.

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Upholding Law and Ethical Conduct in the Workplace: Examining Whether Women or Men Receive Greater Respect in Professional Environments

  • 章节

  • 发表日期：

    2026年

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  • Boumedyen Shannaq,
  • Raed Alnimer,
  • Rola A. A. Haddad

摘要

The study investigates gender-based trends to determine which gender—women or men is accorded higher levels of respect within professional settings. SEM enabled the research of 154 members (43% male, alongside 57% female). The research determines how ethical policies (EP), along with legal awareness (LA), impact perceived respect (PR) within several domain contexts through specific indirect effects, which are analyzed by bootstrapped methods according to gender. The segment linking EP to Organizational Culture to PR attains significance for female participants (β = 0.232, p = 0.003) while remaining insignificant for male participants (β = 0.155, p = 0.091). This indicates that women experience more substantial cultural mediation effects. The relationship between organizational climate and ethical sensitivity leads to perceived respect for females (β = 0.110, p = 0.007) and demonstrates a similar but insignificant trend for males (β = 0.218, p = 0.062). Both male and female participants responded to LA → LS → PR factors positively, yet the female group demonstrated slightly better outcomes (β = 0.145, p = 0.036) than male participants (β = 0.092, p = 0.050). The results showed LA → OC → PR kept an insignificant value throughout the analysis involving both genders. The study demonstrates why gender-specific policy execution needs to include mentorship programs to create greater recognition and respect for women in research.