Despite substantial bodies of research on employment differentials between women and men and on conflict in the workplace, little prior research links the two. This article summarizes preliminary results of a study which attempts to fill this knowledge gap. We conceive of workplace disputes as having origins, processes, and outcomes. We theorize that these three components are patterned by sex roles, sex segregation of jobs, and work structures (unions, firms, industries). Our findings indicate that workplace jurisprudence operates differentially for women and men employees, as hypothesized. The results suggest linkages to other aspects of employment inequality and provide a theoretical framework for further research and policy making.

Included in

Sociology Commons