Gender Equality in the HRM Framework: A Cross-cultural Analysis of Employee Perceptions and Outcomes in Italian and Chinese Organizations

Gender equality and diversity management have been attracting more and more attention worldwide in the development of organizations HRM strategies. This study aims to examine the impact of perceived gender equality on job satisfaction, organizational commitment, and organizational citizenship behavior, using perceived organizational justice as a mediator, across Chinese and Italian organizations, underlying the role of culture in shaping these perceptions. A survey-based quantitative study was conducted with a sample of 200 employees from both China and Italy. The analysis assessed the mediating role of perceived organizational justice in the relationship between gender equality and employee outcomes (job satisfaction, organizational commitment, and OCB). The findings reveal a strong link between gender equality and organizational justice and a positive association with employees’ outcomes in both cultural contexts, even though connections appear to be stronger in China. Cultural dimensions such as collectivism vs. individualism, power distance, and masculinity vs. femininity are suggested as potential explanatory factors for these differences. Despite these cultural differences, the study also highlights commonalities between the two contexts, particularly the persistent inequalities rooted in patriarchal social structures and the universal benefits of advancing gender equality. These findings underscore not only the importance of culturally sensitive organizational policies but also the need for deeper cultural changes and granular, context-specific strategies to address gender inequality at its roots.