• This study examines the behavioural responses of Hong Kong workers to employment discrimination. Based on the exit-voice framework proposed by Hirschman, five possible responses (i.e. neglect, quit, internal voice, external voice and litigation) are identified. The effects of certain personal attributes and work-related factors on these responses are evaluated. Two different data sets, focusing on gender discrimination and family status discrimination, are analysed. The results of logistic regression indicate that workers with higher levels of education and sensitivity to discrimination are more likely to complain and less likely to neglect their work or resign. Additionally, men and women respond differently to sex-based discrimination. Work-related factors such as employment sector, job tenure and employer size are also found to exert significant effects. The theoretical and practical implications of these findings are discussed. ()
  • 23 ()
is ?:cites of
  • 2016-06-24 ()
  • 10.1080/09585190210149484 ()
  • 1223 ()
  • 23 ()
is ?:hasCitedEntity of
  • 8 ()
  • en ()
  • 2002-01-01 ()
  • Taylor & Francis ()
  • 21675 ()
  • 24 ()
  • 1206 ()
  • Behavioural responses to employment discrimination: a study of Hong Kong workers ()
  • 13 ()


expand all