Perceived Gender Discrimination and Organizational Culture as Predictors of Turnover Intentions among Filipino Women in the Engineering Industry: The Moderating Role of Equity Sensitivity

This quantitative study employed a cross-sectional predictive non experimental design to examine the relationships between perceived gender discrimination, organizational culture, equity sensitivity, and turnover intentions among Filipino women in the engineering industry. The study specifically examined whether perceived gender discrimination and organizational culture could predict turnover intentions and whether equity sensitivity could influence the relationship between workplace experiences and employees’ intentions to leave. Using purposive sampling, 214 Filipino female employees in the engineering industry participated in an online survey measuring perceived gender discrimination, organizational culture, equity sensitivity, and turnover intentions. Data were analyzed using multiple regression analysis to determine the predictive relationships among the study variables and to assess the moderating effect of equity sensitivity. Results revealed that perceived gender discrimination and organizational culture were not significant predictors of turnover intentions. In contrast, equity sensitivity showed a strong negative relationship with turnover intentions. Therefore, participants with higher equity sensitivity tended to report lower intentions to leave their organizations. In addition, equity sensitivity demonstrated a buffering effect on the relationship between perceived gender discrimination and turnover intentions. This suggests that individual differences in perceptions of equity may influence how female employees respond to negative workplace experiences. The findings further indicate that cultural factors, such as collectivism and the male-dominated nature of the engineering industry, may contribute to employees remaining in their organizations despite adverse workplace experiences. Thus, turnover intentions among Filipino women in engineering may not be explained solely by workplace conditions, as individual differences such as equity sensitivity may also shape how employees respond to perceived discrimination and organizational experiences.

Organizational Culture, Equity Sensitivity, Perceived Gender Discrimination, Turnover Intentions, Women in the Workplace

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