Organizational Gender Composition and the Relational Roots of Employee Voice Climate

Abstract: Existing gender diversity research has focused on how male-dominated environments can disadvantage women. We broaden this scope, proposing that organizational gender composition shapes relational dynamics for all organizational members, not just minorities. Drawing on gender socialization theory, we argue that male-dominated organizations exhibit more hierarchical culture and lower interpersonal trust, which consequently undermines voice climate. We test this argument using two large-scale field studies, using a nationally representative multi-source dataset from the United Kingdom (Study 1) and a longitudinal organization-employee linked panel from South Korea (Study 2). Results consistently show that organizations with a higher proportion of male employees demonstrate a more negative voice climate, for both male and female employees. Furthermore, we find that this relationship is mediated, in tandem, by perceptions of a more hierarchical culture and lower interpersonal trust. Increasing gender balance can extend beyond merely meeting diversity benchmarks, helping organizations cultivate positive climate of voice.

Keywords: Organizational gender composition, voice climate, gendered relational norms, hierarchical culture, interpersonal trust