Gender discrimination and negative consequences at work: Exploring the mediating role of the relationship with the leader

The paper explores the association between perceived gender discrimination (PGD) and work-related outcomes, emphasizing the mediating role of the quality of the relationship with the leader. Data were collected from two studies with employees (N = 665 and N = 562). PGD was linked to organizational outcomes through leader relationship quality, moderated by employee gender, leader gender, and gender similarity between the leader and employee. In Study 1, PGD was found to be negatively associated with support, which in turn mediated the relationship between PGD and work outcomes. In Study 2, a broader conceptualization of leader relationship quality based on Leader-Member Exchange (LMX) theory was employed, considering multiple dimensions (affect, loyalty, contribution, and respect). Results partially replicated and extended the central role of the leader in mediating the association between PGD and work outcomes, with affect and leader support emerging as key mediators. Moreovergender-based moderations emerged in both studies; in Study 1, PGD influenced leader support and work-related outcomes. In Study 2, female leaders strengthened the negative impact of PGD on job satisfaction and the positive relationship between leader support and engagement. These studies underscore the leader’s central role in connecting organizational climate with employee outcomes and highlight the critical aspects of the leader-employee relationship that influence these outcomes.