{"id":{"repo_id":"unsw","oai_identifier":"oai:unsworks.library.unsw.edu.au:1959.4/102776"},"canonical_url":"https://search.dev.ndltd.org/etd/unsw/oai:unsworks.library.unsw.edu.au:1959.4/102776","repository":{"repo_id":"unsw","name":"University of New South Wales","base_url":"https://unsworks.unsw.edu.au/oai/provider"},"display":{"title":"Gender Equity Agents: The Role of Morality and Social Influence on Individuals’ Promotion of Gender Equity at Work","abstract":"Achieving gender equity remains a paramount concern for many organisations and individuals. While extensive research has explored the role of organisations in promoting gender equity (e.g., HR diversity practices), relatively less is known regarding individual efforts in doing so (e.g., allies and diversity champions). This gap impedes our understanding of the promotion of gender equity because individuals’ efforts, as manifestations of human agency, are deemed critical for advancing workplace equity. Using a social influence framework, this thesis delves into how gender equity agents (GEAs), without a formal role/title, voluntarily promote gender equity by influencing others to do so in the workplace (labelled gender equity-promoting behaviours [GEPBs]). This thesis employs qualitative and quantitative approaches across three studies to investigate how individuals become GEAs, the GEPBs they demonstrate and their motivations for engaging in GEPBs. By analysing archival data, including workplace ethnographies, Study 1 investigated how individuals became GEAs in their workplaces. Via 17 interviews and 119 open-ended survey responses from working adults, Study 1 also examined the nature of the GEPBs displayed. Two trajectories of how individuals became GEAs (i.e., awakening and awareness, distinguished by radical changes in cognition, attitudes and behaviours regarding issues of gender equity), as well as a variety of GEPBs, were identified. Drawing on the findings from Study 1, Study 2 developed a 28-item GEPB Scale with robust convergent validity and discriminant validity approaching an acceptable threshold. Study 3 examined the positive relation between GEAs’ moral convictions regarding gender equity and their engagement in GEPBs and tested a moderating factor – the sense of power – that was theorised as strengthening this relation. Using a scenario study based on two behavioural measures of GEPB (e.g., in a writing task, participants accepting an opportunity to report gender inequity and/or suggest solutions) and a field survey using the GEPB Scale, Study 3 found that individuals’ moral convictions about gender equity were positively associated with GEPB. However, the hypothesised interaction between moral convictions and the sense of power in GEPB was not supported. This thesis contributes to three research areas. First, it informs the diversity, equity and inclusion literature by shedding light on how individuals, as integral members of organisations, promote gender equity through their social influence. Second, this thesis contributes to a growing body of moral psychology research on linking morality to social equity issues in organisations by establishing a connection between individuals’ moral convictions about gender equity and their actions in organisational settings. The findings highlight the translation of moral values into tangible workplace behaviours. Third, this thesis expands the understanding of social influence in gender equity contexts by demonstrating how attitudes, beliefs and behaviours related to gender equity can be shaped through social interactions. The thesis provides practitioners with recommendations for fostering more individual behaviours to promote gender equity in the workplace. The limitations of the studies and avenues for future research on individuals’ efforts to promote gender equity at work are discussed.","abstract_html":"Achieving gender equity remains a paramount concern for many organisations and individuals. While extensive research has explored the role of organisations in promoting gender equity (e.g., HR diversity practices), relatively less is known regarding individual efforts in doing so (e.g., allies and diversity champions). This gap impedes our understanding of the promotion of gender equity because individuals’ efforts, as manifestations of human agency, are deemed critical for advancing workplace equity. Using a social influence framework, this thesis delves into how gender equity agents (GEAs), without a formal role/title, voluntarily promote gender equity by influencing others to do so in the workplace (labelled gender equity-promoting behaviours [GEPBs]). This thesis employs qualitative and quantitative approaches across three studies to investigate how individuals become GEAs, the GEPBs they demonstrate and their motivations for engaging in GEPBs. By analysing archival data, including workplace ethnographies, Study 1 investigated how individuals became GEAs in their workplaces. Via 17 interviews and 119 open-ended survey responses from working adults, Study 1 also examined the nature of the GEPBs displayed. Two trajectories of how individuals became GEAs (i.e., awakening and awareness, distinguished by radical changes in cognition, attitudes and behaviours regarding issues of gender equity), as well as a variety of GEPBs, were identified. Drawing on the findings from Study 1, Study 2 developed a 28-item GEPB Scale with robust convergent validity and discriminant validity approaching an acceptable threshold. Study 3 examined the positive relation between GEAs’ moral convictions regarding gender equity and their engagement in GEPBs and tested a moderating factor – the sense of power – that was theorised as strengthening this relation. Using a scenario study based on two behavioural measures of GEPB (e.g., in a writing task, participants accepting an opportunity to report gender inequity and/or suggest solutions) and a field survey using the GEPB Scale, Study 3 found that individuals’ moral convictions about gender equity were positively associated with GEPB. However, the hypothesised interaction between moral convictions and the sense of power in GEPB was not supported. This thesis contributes to three research areas. First, it informs the diversity, equity and inclusion literature by shedding light on how individuals, as integral members of organisations, promote gender equity through their social influence. Second, this thesis contributes to a growing body of moral psychology research on linking morality to social equity issues in organisations by establishing a connection between individuals’ moral convictions about gender equity and their actions in organisational settings. The findings highlight the translation of moral values into tangible workplace behaviours. Third, this thesis expands the understanding of social influence in gender equity contexts by demonstrating how attitudes, beliefs and behaviours related to gender equity can be shaped through social interactions. The thesis provides practitioners with recommendations for fostering more individual behaviours to promote gender equity in the workplace. The limitations of the studies and avenues for future research on individuals’ efforts to promote gender equity at work are discussed.","abstract_has_math":false,"creators":["Wang, Lu"],"institution":"UNSW, Sydney","degree_name":null,"degree_level":null,"degree_discipline":null,"degree_department":null,"school":null,"contributors":[],"advisors":[],"committee_chairs":[],"committee_members":[],"year":2024,"date_issued":"2024","date_published":"2024","updated_at":"2026-07-24T05:32:27Z","subjects":["Gender Equity in the Workplace","Social Influence","Moral Conviction","Diversity, Equity, and Inclusion (DEI)","Mixed-Method Research Approach","anzsrc-for: 35 COMMERCE, MANAGEMENT, TOURISM AND SERVICES","anzsrc-for: 3505 Human resources and industrial relations","anzsrc-for: 3507 Strategy, management and organisational behaviour"],"languages":["en"],"rights":["embargoed access","CC BY 4.0"],"rights_urls":["http://purl.org/coar/access_right/c_f1cf","https://creativecommons.org/licenses/by/4.0/"],"identifier_entries":[{"key":"dc:identifier","label":"Identifier","values":["https://doi.org/10.26190/unsworks/30394"],"render_values":[{"text":"https://doi.org/10.26190/unsworks/30394","href":"https://doi.org/10.26190/unsworks/30394","code":true}]}]},"links":{"outbound_url":"http://hdl.handle.net/1959.4/102776","outbound_label":"Handle","outbound_source":"dc:identifier"},"metadata_groups":[{"id":"people","label":"People","entries":[{"key":"dc:creator","label":"Author","values":["Wang, Lu"]}]},{"id":"academic_context","label":"Academic Context","entries":[{"key":"dc:date","label":"Dc Date","values":["2024"]},{"key":"dc:publisher","label":"Institution","values":["UNSW, Sydney"]},{"key":"dc:type","label":"Dc Type","values":["doctoral thesis","http://purl.org/coar/resource_type/c_db06"]}]},{"id":"subjects_keywords","label":"Subjects and Keywords","entries":[{"key":"dc:subject","label":"Dc Subject","values":["Gender Equity in the Workplace","Social Influence","Moral Conviction","Diversity, Equity, and Inclusion (DEI)","Mixed-Method Research Approach","anzsrc-for: 35 COMMERCE, MANAGEMENT, TOURISM AND SERVICES","anzsrc-for: 3505 Human resources and industrial relations","anzsrc-for: 3507 Strategy, management and organisational behaviour"]}]},{"id":"language_rights","label":"Language and Rights","entries":[{"key":"dc:language","label":"Dc Language","values":["en"]},{"key":"dc:rights","label":"Dc Rights","values":["embargoed access","http://purl.org/coar/access_right/c_f1cf","CC BY 4.0","https://creativecommons.org/licenses/by/4.0/"]}]},{"id":"identifiers","label":"Identifiers","entries":[{"key":"dc:identifier","label":"Identifier","values":["http://hdl.handle.net/1959.4/102776","https://doi.org/10.26190/unsworks/30394"]}]},{"id":"additional","label":"Additional Metadata","entries":[{"key":"dc:description","label":"Description","values":["Achieving gender equity remains a paramount concern for many organisations and individuals. While extensive research has explored the role of organisations in promoting gender equity (e.g., HR diversity practices), relatively less is known regarding individual efforts in doing so (e.g., allies and diversity champions). This gap impedes our understanding of the promotion of gender equity because individuals’ efforts, as manifestations of human agency, are deemed critical for advancing workplace equity. Using a social influence framework, this thesis delves into how gender equity agents (GEAs), without a formal role/title, voluntarily promote gender equity by influencing others to do so in the workplace (labelled gender equity-promoting behaviours [GEPBs]). This thesis employs qualitative and quantitative approaches across three studies to investigate how individuals become GEAs, the GEPBs they demonstrate and their motivations for engaging in GEPBs. By analysing archival data, including workplace ethnographies, Study 1 investigated how individuals became GEAs in their workplaces. Via 17 interviews and 119 open-ended survey responses from working adults, Study 1 also examined the nature of the GEPBs displayed. Two trajectories of how individuals became GEAs (i.e., awakening and awareness, distinguished by radical changes in cognition, attitudes and behaviours regarding issues of gender equity), as well as a variety of GEPBs, were identified. Drawing on the findings from Study 1, Study 2 developed a 28-item GEPB Scale with robust convergent validity and discriminant validity approaching an acceptable threshold. Study 3 examined the positive relation between GEAs’ moral convictions regarding gender equity and their engagement in GEPBs and tested a moderating factor – the sense of power – that was theorised as strengthening this relation. Using a scenario study based on two behavioural measures of GEPB (e.g., in a writing task, participants accepting an opportunity to report gender inequity and/or suggest solutions) and a field survey using the GEPB Scale, Study 3 found that individuals’ moral convictions about gender equity were positively associated with GEPB. However, the hypothesised interaction between moral convictions and the sense of power in GEPB was not supported. This thesis contributes to three research areas. First, it informs the diversity, equity and inclusion literature by shedding light on how individuals, as integral members of organisations, promote gender equity through their social influence. Second, this thesis contributes to a growing body of moral psychology research on linking morality to social equity issues in organisations by establishing a connection between individuals’ moral convictions about gender equity and their actions in organisational settings. The findings highlight the translation of moral values into tangible workplace behaviours. Third, this thesis expands the understanding of social influence in gender equity contexts by demonstrating how attitudes, beliefs and behaviours related to gender equity can be shaped through social interactions. The thesis provides practitioners with recommendations for fostering more individual behaviours to promote gender equity in the workplace. The limitations of the studies and avenues for future research on individuals’ efforts to promote gender equity at work are discussed."]},{"key":"dc:title","label":"Title","values":["Gender Equity Agents: The Role of Morality and Social Influence on Individuals’ Promotion of Gender Equity at Work"]}]}],"canonical_facts":{"dc:creator":["Wang, Lu"],"dc:date":["2024"],"dc:description":["Achieving gender equity remains a paramount concern for many organisations and individuals. While extensive research has explored the role of organisations in promoting gender equity (e.g., HR diversity practices), relatively less is known regarding individual efforts in doing so (e.g., allies and diversity champions). This gap impedes our understanding of the promotion of gender equity because individuals’ efforts, as manifestations of human agency, are deemed critical for advancing workplace equity. Using a social influence framework, this thesis delves into how gender equity agents (GEAs), without a formal role/title, voluntarily promote gender equity by influencing others to do so in the workplace (labelled gender equity-promoting behaviours [GEPBs]). This thesis employs qualitative and quantitative approaches across three studies to investigate how individuals become GEAs, the GEPBs they demonstrate and their motivations for engaging in GEPBs. By analysing archival data, including workplace ethnographies, Study 1 investigated how individuals became GEAs in their workplaces. Via 17 interviews and 119 open-ended survey responses from working adults, Study 1 also examined the nature of the GEPBs displayed. Two trajectories of how individuals became GEAs (i.e., awakening and awareness, distinguished by radical changes in cognition, attitudes and behaviours regarding issues of gender equity), as well as a variety of GEPBs, were identified. Drawing on the findings from Study 1, Study 2 developed a 28-item GEPB Scale with robust convergent validity and discriminant validity approaching an acceptable threshold. Study 3 examined the positive relation between GEAs’ moral convictions regarding gender equity and their engagement in GEPBs and tested a moderating factor – the sense of power – that was theorised as strengthening this relation. Using a scenario study based on two behavioural measures of GEPB (e.g., in a writing task, participants accepting an opportunity to report gender inequity and/or suggest solutions) and a field survey using the GEPB Scale, Study 3 found that individuals’ moral convictions about gender equity were positively associated with GEPB. However, the hypothesised interaction between moral convictions and the sense of power in GEPB was not supported. This thesis contributes to three research areas. First, it informs the diversity, equity and inclusion literature by shedding light on how individuals, as integral members of organisations, promote gender equity through their social influence. Second, this thesis contributes to a growing body of moral psychology research on linking morality to social equity issues in organisations by establishing a connection between individuals’ moral convictions about gender equity and their actions in organisational settings. The findings highlight the translation of moral values into tangible workplace behaviours. Third, this thesis expands the understanding of social influence in gender equity contexts by demonstrating how attitudes, beliefs and behaviours related to gender equity can be shaped through social interactions. The thesis provides practitioners with recommendations for fostering more individual behaviours to promote gender equity in the workplace. The limitations of the studies and avenues for future research on individuals’ efforts to promote gender equity at work are discussed."],"dc:identifier":["http://hdl.handle.net/1959.4/102776","https://doi.org/10.26190/unsworks/30394"],"dc:language":["en"],"dc:publisher":["UNSW, Sydney"],"dc:rights":["embargoed access","http://purl.org/coar/access_right/c_f1cf","CC BY 4.0","https://creativecommons.org/licenses/by/4.0/"],"dc:subject":["Gender Equity in the Workplace","Social Influence","Moral Conviction","Diversity, Equity, and Inclusion (DEI)","Mixed-Method Research Approach","anzsrc-for: 35 COMMERCE, MANAGEMENT, TOURISM AND SERVICES","anzsrc-for: 3505 Human resources and industrial relations","anzsrc-for: 3507 Strategy, management and organisational behaviour"],"dc:title":["Gender Equity Agents: The Role of Morality and Social Influence on Individuals’ Promotion of Gender Equity at Work"],"dc:type":["doctoral thesis","http://purl.org/coar/resource_type/c_db06"]},"updated_at":"2026-07-24T05:32:27Z"}