Abstract
In drawing from the nonsymmetry hypothesis, the purpose of this study was to examine the possible differential effects of treatment discrimination on the career satisfaction and occupational turnover intentions of male and female head coaches of NCAA athletic teams. Data were gathered from 200 coaches. While there were no mean differences in the extent to which treatment discrimination was experienced, results from competing structural equation models demonstrated that treatment discrimination more adversely affected the work outcomes of men than women, thereby supporting the primary study hypothesis. Results demonstrate the need to not only examine mean differences in treatment discrimination, but also the potential for differential impact among members of various social categories.
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