Gender

Gender discrimination And Job commitment

discrimination
Business
And Job
Research
commitment
Sec: B

Submitted to:
Maam Aniqa

Khadija Kalim
L1s12bbam2005
Zain Naqvi
L1f11bbam0327
Aqsa Javaid
L1s12bbam2030
Saleha Khalid

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Gender discrimination And Job commitment

Contents
I. Abstract
II. Introduction:
1.

Definitions:
2.

Background:

III. Objective:
1.

Independent Variables:

2.

Dependent Variables:

3.

Mediating Variable:

4.

Relationship:

IV. Significant:
V. Limitations:
VI. Literature Review
VII. Variables:
VIII. DEFINITION OF VARIABLES:
IX. Theoretical Frame-work:
X. Schematic Diagram:
XI. Hypotheses
XII. Research Design
1.

Nature of Research:

2.

EXTENT OF RESEARCH:

3.

STUDY SETTING:

4.

Population:

5.

Sampling:

6.

Instrument of data collection:

7.

UNIT OF ANALYSIS:

8.

TIME HORIZON:

XIII. Demographic Analysis:

XIV. Data analysis and interpretation:
1.

Reliability:

2.

Descriptive Statistics:
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Gender discrimination And Job commitment

3.

Correlation:

4.

T-Test:

5.

Regression:

XV.Conclusions and Recommendations:

1.

Conclusion:

2.

Recommendations:

XVI. Appendices:
XVII.References:

Gender Discrimination and Job

Commitment
I. Abstract
This research explores the issue of gender discrimination in
work place and its impact on the job commitment level
of employees. Close ended questionnaire was administered from
200 males and females of lower, middle and higher category
employees
of
Pharmaceutical
companies
Lahore.
Gender
discrimination in work place was measured through independent.
The analysis shows that there is gender discrimination is happening
in that organization which leads to workplace violence. The impact
of gender discrimination on job commitment was assessed through
Pearson product moment correlation among gender discrimination
and job commitment. Gender discrimination is also deeply rooted in
Pakistani society in employment sectors. For the progress and
prosperity of a country there is needed to eliminate the
discriminatory attitude in the society.
The results show that gender discrimination can cause has
increase or decrease in job commitment level of employees.
*Keywords

Gender Discrimination
Workplace Violence
Job Commitment
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Gender discrimination And Job commitment

II.Introduction:
1.
Definitions:
Employers because of age, race, gender, disability, nationality,
religion and variety of issues, including unfair treatment of some
potential or current employees of the workplace, feel discrimination.
Discrimination also occurs when men and women employed by the
same employer do not get equal pay for equal work. Under the laws
of discrimination in employment, it is illegal for employers to engage
in any of these practices.

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Gender discrimination And Job commitment

2.

Background:

A tremendous amount of research has shown, by objective

measures that gender inequity at workplace exist. Income,
authority, and prestige are all distributed unequally between
men and women, even if they share the same occupational level
(Britton and Williams, 2000). Perceptions of inequity are
important as they often lead to problems with retention, morale,
and performance (Shah, 1998). Workplace inequity between men
and women is one of the most common kinds of discrimination
and individuals, according to social psychology, perceive more
discrimination against women in society than against men. Law
against discrimination in wages was adopted by the federal
government, and it enabled to increase the income of working
women. Employers need to develop a proactive strategy to
create an equitable work environment, tolerance and antidiscrimination. The gender discrimination may exist in various
dimensions which include hiring discrimination, differences in
salary and wages, discrimination/differences in promotion and
inequity related to different goods and facilities provided to
different gender. Employee is a back bone of the organization
that performs critical tasks for the survival of the organization
and employee productivity affected by gender discrimination..
In the modern world employer work hard to make sure a working
environment free from discrimination and harassment. In this
day and age, women do not typically face gender discrimination
in their daily lives. That is not to say that gender stereotyping
and discrimination do not exist.

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Gender discrimination And Job commitment

This is providing that no employer shall fail or refuse to hire or
to discharge any individual, or otherwise to discriminate against
any individual with respect to his compensation, terms,
conditions, or privileges of employment, because of such
individuals race, colour, religion, gender, or national origin; or to
limit, segregate, or classify his employees or applicants for
employment in any way which would deprive or tend to deprive
any individual of employment opportunities or otherwise
adversely affect his status as an employee, because of such
individuals race, colour, religion, gender, or national
origin(Alyson Weiss, 2012- Georgia State University, USA).

III.

Objective:

Measure perceptive of gender for employee of organization

Measure the level of commitment in the organization
To determine the relationship between gender discrimination
and job commitment in the organization
1.
Independent Variables:
We have following independent variables in our research study:
Gender discrimination
2.
Dependent Variables:
We have following dependent variables in research study:
Job Commitment
3.
Mediating Variable:
We have following mediating variables in research study:
Workplace violence
4.
Relationship:
The relationship between gender discrimination and job
commitment is indirect. If there is more gender discrimination in the
organization and then there is low job commitment. Because there is
inequality between two genders, employees will disappoint and will
have low job commitment and vice versa. Moreover, gender
discrimination leads to workplace violence due which job
commitment is affected.

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Gender discrimination And Job commitment

IV.

Significant:

Contribute to gender equality in the workplace, equality of

opportunity for people with the same experience can guarantee a
better work environment and higher job commitment. In gender
discrimination situation employees will not be committed with their
jobs, and they will not satisfy with their jobs and organizational
environment.

V.

Limitations:
We cannot collect the data at very large scale due to
shortage of time.
Based on that, we cannot generalize the whole result.
Because the gender discrimination is emotionally
charged, so cannot collect the exact data, the reason
is that no one was ready to give the exact response.

VI.

Literature Review

Gender discrimination in employment and at workplaces may

occur in different manner and may be of different nature. Although
the world community recognizes the necessity of eliminating gender
bias and establishing gender equity and equality in employment, it
still could not be addressed satisfactorily. In almost all types of
organizations, employers predisposition is found biased towards the
male employees and workers
Women are excluded from positions of authority in part
because they do not acquire the same amount of human capital as
men do and they do not work the long hours usually associated with
a position of authority (Mincer and Polachek 1974, Wolf and Fligstein
1979, Halaby 1979, Becker1981, Reskin and Ross 1992)
Some studies show that the gender-type of an occupation also
influences authority level (Wolf and Fligstein 1979). For example,
occupations such as clerical worker, nurse, and teachers aide are
often subject to the authority of male-dominated occupations such
as managers, administrators, doctors etc.

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Gender discrimination And Job commitment

Gender inequality influences workplace violence. Incidents of
violence in the workplace occur in all sectors, but employees in
female-dominated sectors such as health and social services are
particularly vulnerable. Experts in the field acknowledge the role of
gender and apparently consider acts of workplace violence to be
gender-based, i.e. directed specifically against a woman because
she is a woman, derived from unequal power relationship, or
affecting women disproportionately

Organisational commitment is an important job-related

outcome at the individual level, which may have an impact on other
job-related outcomes such as turnover, absenteeism, job effort, job
role and performance or vice versa (Randall, 1990). The job role that
is ambiguous may lead to lack of commitment to the organisation
and promotional opportunities can also enhance or diminish
organisational commitment (Curry, Wakefield, Price & Mueller,
1996).
Organisational commitment can be affected by the employee's
personal characteristics such as age, years of service and gender
(Meyer & Allen, 1997).
Organisational commitment is associated with gender and
gender has some effects on it. (Meyer & Allen, 1997). However, it is
argued that gender differences in commitment are due to different
work characteristics and experiences that are linked to gender
(Mathieu & Zajac, 1990).
Employment opportunity bias is a general trend to be noticed
in most of the employers attitude. Sex segregation in employment
opportunities is much observed in corporations. Women are
perceived as too emotional, gentle, illogical and sensitive to succeed
in the corporate environment. Sometimes in public service this gap
is highly observed. Even in countries like the USA, government has
been guilty of unlawful denial of promotion of women. Raymond F.
Gregory writes in Women and Workplace Discrimination: Overcoming
Barriers to Gender Equality that Angie Gobert, a woman employed in
a government department could not prosper in a higher position
when her competitor left the said position.

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Gender discrimination And Job commitment

VII.

Variables:

Independent variable

Gender discrimination

Dependent variable

Job commitment

Mediating Variable

Workplace violence

VIII.

DEFINITION OF VARIABLES:

Gender discrimination is a prejudice based on persons gender. It may be practiced in

various fields. Most commonly is occurs in the workplace. A job applicant may face
discriminatory hiring practices. They receive unequal compensation compared to that
of their opposite-sex peers. Gender discrimination occurs in salary, rewards, duty and
promotion. Due to gender discrimination in the workplace, many issues arise. Due to
gender discrimination there is workplace violence. It is an independent variable.
Workplace violence is usually in the form of physical abuse or threat, which creates a
risk to the health and safety of an employee. Many employees may face violence
while working in any place due to gender discrimination. Workplace violence leads to
various dimensions i.e. sexual harassment, verbal abuse and physical attack. It is a
mediating variable.
Job commitment is the individual's psychological attachment to his/her job. It is
explained as Strength of the feeling of responsibility that an employee has towards the
mission of the organization. Job commitment predicts work variables such as
turnover, organizational citizenship behaviour, motivation and job performance. It is
a dependent variable.

IX.

Theoretical Frame-work:

1. In this research gender discrimination is independent variable and job commitment is

dependent variable.
2. Both these variables have negative relationship. If gender discrimination will increase
then job commitment will decrease.
3. Violation at workplace is the mediating variable. Due to gender discrimination there is
violation.
4. If male and female are on the same position in an organization and there is an unequal
distribution, so it will decrease in job commitment.
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Gender discrimination And Job commitment

5. Giving more responsibilities to one gender rather than it is male or female.
6. While giving bonuses rewards, promotions to the employees the upper level
management considers one gender (male or female).
7. Employees are more committed with their jobs if they are more regular and punctual,
meeting deadlines etc.
Figure 1
Job commitment

Gender

X.

Schematic Diagram:

Gender
Discriminati
on

Workplace Violence
Job Commitment

Harassment
Salary

Affective
commitment
Verbal abuse

Promotion

Continuance
Commitment
Physical
attack

Rewards

Normative
Commitment

Responsibiliti
es

XI.

Hypotheses

If Gender discrimination is being perceived in the organization

then workplace violence takes place due to which there is a
change in job commitment of the employee.

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Gender discrimination And Job commitment

XII.

Research Design

1.
Nature of Research:
The nature of research is of descriptive study. This research has
been designed to collect data that how gender discrimination effects
the job commitment.
Descriptive research design is a valid method for researching
specific subjects and as a sign to more quantitative studies.
This study is correlational in nature as it describes relationships
among variables.
2.

EXTENT OF RESEARCH:

As our research is correlational in nature so there is minimal interference. We

have just collected data through questionnaires from employees and then
analysed that data. But there is no interference in daily system.

3.

STUDY SETTING:

The study is non-contrived, as it is done in natural and original environment.

Correlational studies are conducted in invariably non-contrived setting.

4.

Population:

Our population for the research is PHARMACEUTICAL COMPANIES. We collected

data from Hoor Pharmaceutical, Hensel Pharmaceutical and Vega
Pharmaceutical.

5.

Sampling:

Our research has probability sampling technique. Our sample is known. And our
sample size was 200 and respondent rate is 92 per cent.

6.

Instrument of data collection:

We conducted a quantitative research in which a single data collection method

was used in our evaluation: questionnaire. As a whole 200 questionnaire were
filled by elements of our sample that represented our population.

We tried to make an instrument that can collect the data reliably. Our instrument of data
collection was a questionnaire in which there were 3 parts and each part was dedicated to
each of the 3 variables on which our research focus

7.

UNIT OF ANALYSIS:

We take individuals as a unit of analysis. Our problem statement focuses on

how job commitment of employees is affected by gender discrimination. We are
interested in individual employees in the organization.

8.

TIME HORIZON:

Our study is cross-sectional study. Because we have gathered data at once in order to answer
a research question.
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Gender discrimination And Job commitment

XIII.

Demographic Analysis:

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Gender discrimination And Job commitment

XIV.
interpretation:
1.

Data analysis and

Reliability:
a)

Job commitment

Our dependents questions are 15, and after analyse the data, our
research find out alpha 0.885(In Table 1), which means that our all 15
questions of dependent variable are in same direction, and all have
impacts on job commitment.

Reliability Statistics(Table 1)
Cronbach's Alpha

N of Items

.885

15

b)

Workplace Violence:

By entering the data, our research find out the value of alpha of
independent variables is 0.895 (In table 2), which means that our all 29
questions of independent variables are in same direction, it means that
all are related to the gender discrimination and also have impacts on
gender discrimination.

Reliability Statistics(Table 2)
Cronbach's Alpha

N of Items

.895

29

c)

Job Commitment:

Our mediating variables questions are 23, and after analyse the
data, our research find out alpha 0.893(In Table 3), which means

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Gender discrimination And Job commitment

that our all 23 questions of dependent variable are in same
direction, and all have impacts on workplace violence.
Reliability Statistics(Table 3)
Cronbach's Alpha

N of Items

.893

2.

23

Descriptive Statistics:

In table 4, we showed the means, standard deviation, minimum and

maximum values of Gender Discrimination, salary, promotion, rewards,
responsibility ,

Descriptive Statistics(Table 4)
N

Minimum

Maximum

Mean

Std. Deviation

Gender Discrimination

200

4.00

18.00

7.8350

2.77783

Salary

200

3.00

13.00

6.1200

1.91414

Promotion

200

20.00

51.00

34.1750

9.43927

Responsibilities

200

3.00

15.00

7.7300

2.94797

Rewards

200

5.00

23.00

12.5050

3.99623

Workplace Violence

200

13.00

41.00

25.8050

7.27403

Verbal Abuse

200

10.00

36.00

21.3600

6.58538

Harassment

200

3.00

15.00

7.0500

2.94292

Physical Attack

200

2.00

10.00

5.0550

2.08656

Affective Commitment

200

5.00

23.00

13.3100

4.43761

Continuance Commitment

200

5.00

23.00

12.8300

4.11287

Normative Commitment

200

6.00

24.00

13.0100

3.87362

Valid N (listwise)

200

a)

Gender Discrimination:

The mean of gender discrimination is 7.835 with standard deviation is 2.778. The minimum
and maximum values are 4 and 18 respectively. It indicates that there is a high level of gender
discrimination in the population.
b)

Salary:

The mean of salary is 6.1200 with standard deviation is 1.914. The minimum and maximum
values are 3 and 13 respectively. It indicates that there is gender discrimination in the in slary.
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Gender discrimination And Job commitment

c)

Promotion:

The mean of promotion is 34.175 with standard deviation is 9.439. The minimum and
maximum values are 20 and 51 respectively. It indicates that there is a high level of gender
discrimination in promotion in the population.
d)

Responsibilities:

The mean of responsibilities is 7.7300 with standard deviation is 2.947. The minimum and
maximum values are 3 and 15 respectively. It indicates that the population agree with the
gender discrimination in responsibilities.
e)

Rewards:

The mean of rewards is 12.50 with standard deviation is 3.997. The minimum and maximum
values are 5 and 23 respectively. It indicates that there is a high level of gender discrimination
regarding rewards in the population.
f)

Workplace Violence:

The mean of workplace violence 25.805 with standard deviation is 7.274. The minimum and
maximum values are 13 and 41 respectively. It indicates that there is a moderate level of
workplace violence in the population.
g)

Verbal Abuse:

The mean of verbal abuse is 21.360 with standard deviation is 6.585. The minimum and
maximum values are 10 and 36 respectively. It indicates that there is a medium level of
verbal abuse in the population.
h)

Physical Attack:

The mean of physical attack is 5.055 with standard deviation is 2.086. The minimum and
maximum values are 2 and 10 respectively. It indicates that there is a high level of physical
attack in the population.
i)

Affective Commitment:

The mean of Affective Commitment is 13.310 with standard deviation is 4.437. The
minimum and maximum values are 5 and 23 respectively. It indicates that there is a high
level of affective commitment in the population.
j)

Continuance Commitment

The mean of Continuance Commitment is 12.830 with standard deviation is 4.112. The
minimum and maximum values are 5 and 23 respectively. It indicates that there is a high
level of Continuance Commitment in the population.
k)

Normative Commitment

The mean of Normative Commitment is 13.013 with standard deviation is 3.873. The
minimum and maximum values are 6 and 24 respectively. It indicates that there is a high
level of Normative Commitment in the population.

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Gender discrimination And Job commitment

3.

Correlation:
Correlations(Table 5)
Your gender

Your gender

Pearson Correlation

GenderDis
1

GenderDis

Salary

Pearson Correlation

Responsibilities

Responsibilities

-.084

.019

.042

.333

.118

.393

.278

200

199

200

200

200

-.031

.483**

.108

.102

.000

.065

.076

Sig. (1-tailed)

.333

199

199

199

199

199

-.084

.483**

.152*

.164*

Sig. (1-tailed)

.118

.000

.016

.010

200

199

200

200

200

Pearson Correlation

.019

.108

.152*

.692**

Sig. (1-tailed)

.393

.065

.016

200

199

200

Pearson Correlation

.042

.102

.164

Sig. (1-tailed)

.278

.076

.010

.000

200

199

200

200

Pearson Correlation

Rewards

Rewards

-.031

Sig. (1-tailed)
N

Salary

.000
200
.692

200
1

**

200

**. Correlation is significant at the 0.01 level (1-tailed).

*. Correlation is significant at the 0.05 level (1-tailed).

Table 1 shows the correlation between the gender and gender discrimination
along with its dimension.

There is a positive relationship among salary and gender discrimination at

workplace. It is 100% significance and is moderate relationship.
The relationship among rewards and salary is positive. It is 95%
significance and it is a weak relationship.

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Gender discrimination And Job commitment

The relationship among responsibilities and rewards is also positive i.e.

more responsibility more rewards. It is 100% significance and it a strong
relationship.

Correlations(Table 6)
WorkplaceVoilenc
GenderDis
GenderDis

Pearson Correlation

e
1

VerbalAbuse

Harassment

PhysicalAttack

PhysicalAttack

.211**

.364**

.238**

.002

.003

.000

.001

199

199

199

199

199

.223**

.490**

.339**

.335**

.000

.000

.000

N
Pearson Correlation

Harassment

.223**

Sig. (2-tailed)

WorkplaceVoilence

VerbalAbuse

Sig. (2-tailed)

.002

199

200

200

200

200

.211**

.490**

.397**

.332**

Sig. (2-tailed)

.003

.000

.000

.000

199

200

200

200

.504**

Pearson Correlation

Pearson Correlation

.364

**

.339

**

200
.397

**

Sig. (2-tailed)

.000

.000

.000

199

200

200

Pearson Correlation

.238

**

.335

**

.332

**

.000
200
.504

**

Sig. (2-tailed)

.001

.000

.000

.000

199

200

200

200

**. Correlation is significant at the 0.01 level (2-tailed).

There is a weak positive relationship among gender discrimination and workplace

violence and it is 99% significance.

There is a weak positive relationship among gender discrimination and verbal abuse
and it is 99% significance.

There is a weak positive relationship among gender discrimination and harassment

and it is 99% significance.

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200
1

200

Gender discrimination And Job commitment

There is a weak positive relationship among gender discrimination and physical attack
and it is 99% significance.

There is a moderate positive relationship among verbal abuse and workplace violence
and it is 99% significance.

There is a weak positive relationship among harassment and workplace violence and
it is 99% significance

There is a weak positive relationship among physical attack and workplace violence
and it is 99% significance.

There is a moderate positive relationship among harassment and physical attack and it
is 100% significance as value is .000.

4.

T-Test:
a)

Gender:

Group Statistics
Your gender
Jobcommitment

female
male

Mean

Std. Deviation

Std. Error Mean

82

35.7927

10.56635

1.16686

118

36.9153

9.46390

.87122

Independent Samples Test

Levene's Test for Equality of
Variances

t-test for Equality of Means

95% Confidence I

Differen

Std. Error
F
Jobcommitment

Equal variances assumed

Equal variances not

Sig.
2.217

t
.138

df

Sig. (2-tailed)

Mean Difference

Difference

Lower

-.786

198

.433

-1.12257

1.42759

-3.93780

-.771

161.694

.442

-1.12257

1.45622

-3.99824

assumed

T-test shows the level of significance and it tells us that with the change in one variable, how
much other variable changes and in the above table there is a t-statistics of gender and job
commitment and here the test variable is job commitment and gender lies in grouping
variable and there is a negative relationship between gender and job commitment and the
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Gender discrimination And Job commitment

level of significance exceeds from.10 so we are insignificant to say that gender impacts more
on job commitment.

b)

Age:
Group Statistics

Your age
Jobcommitment

Mean

Std. Deviation

Std. Error Mean

25

16

35.1875

7.60893

1.90223

40

36.0000

2.00000

1.15470

Independent Samples Test

Levene's Test for Equality of
Variances

t-test for Equality of Means

Std. Error
F
Jobcommitment

Equal variances assumed

Sig.
3.394

t
.083

Equal variances not

df

Sig. (2-tailed)

Mean Difference

-.180

17

.859

-.81250

4.5174

-.365

13.918

.721

-.81250

2.2252

assumed

In the above table there is a t-statistics of age and job commitment and here the test variable
is job commitment and age lies in grouping variable and there is a negative relationship
between age and job commitment but the level of significance exceeds from.10 so we are
insignificant to say that age have impact on job commitment.
c)

Educational qualification:
Group Statistics

Your educational
qualification
Jobcommitment

Intermediate
Masters

Mean

Difference

Std. Deviation

Std. Error Mean

42.2857

6.52468

2.46610

63

36.6032

10.21469

1.28693

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Gender discrimination And Job commitment

Independent Samples Test
Levene's Test for Equality of
Variances

t-test for Equality of Means

95% Confidence I

Differen

Std. Error
F
Jobcommitment

Equal variances assumed

Sig.
.647

t
.424

Equal variances not

df

Sig. (2-tailed)

Mean Difference

Difference

1.434

68

.014

5.68254

3.96192

-2.22335

2.043

9.644

.014

5.68254

2.78169

-.54664

assumed

Here the test variable is job commitment and educational qualification lies in grouping
variable and there is a positive relationship between job commitment and educational
qualification and the level of significance is 95% because it exceeds from.000 so we are 95%
confident to say that those who are more qualified have more impacts on job commitment
than those who are less qualified.

5.

Regression:

Model Summary
Std. Error of the
Model
1

R Square
.675

.456

Adjusted R Square

Lower

Estimate

.442

3.07155

a. Predictors: (Constant), Rewards, GenderDis, Salary, Promotion, Responsibilities

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Gender discrimination And Job commitment

ANOVAb
Model
1

Sum of Squares

df

Mean Square

Regression

1535.941

307.188

Residual

1830.279

194

9.434

Total

3366.220

199

Sig.
.000a

32.560

a. Predictors: (Constant), Rewards, GenderDis, Salary, Promotion, Responsibilities

b. Dependent Variable: ContinuanceCommitment

Coefficientsa
Standardized
Unstandardized Coefficients
Model
1

Coefficients

Std. Error

Beta

(Constant)

2.331

1.048

GenderDis

.067

.091

-.068

Promotion

Sig.
2.223

.027

.046

.742

.459

.131

-.032

-.519

.605

.148

.031

.341

4.748

.000

Responsibilities

.185

.113

.133

1.634

.104

Rewards

.311

.077

.302

4.024

.000

Salary

a. Dependent Variable: ContinuanceCommitment

In the above table there are five independent variables I.e. gender
discrimination, salary, promotion responsibilities and rewards. The dependent
variable is Continuance Commitment. The value R square is 0.456 which means
that there is about 46% change in dependent variable(Continuance
Commitment) is due to independent variables(. gender discrimination, salary,
promotion responsibilities and rewards). It is 100% significance.

Hypotheses:

If

Gender

discrimination

is

being

perceived

in

the

organization then workplace violence takes place due to which

there is a change in job commitment of the employee.

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Gender discrimination And Job commitment

XV.
1.

Conclusions and Recommendations:

Conclusion:

Our Population is Pharmaceutical company and our total

numbers of respondents were 200 so the results we have on
the basis of questioner filled by the employees of
Pharmaceutical company, we can conclude that The dependent
questions are 29 so when we analyze the results we have the
better picture which shows 28 questions of dependent variable
are in same direction, and all have impact on job commitment.
If we talk about salary and promotion we can conclude that
employees in Pharmaceutical company agree with the results,
we get that Yes! Gender discrimination is there in the
organization in the two dimensions i.e. Salary and Promotion
but there are more or less neutral if we talk about rewards.
If we talk about workplace violence e.g. physical and verbal
abuse and harassment, employees accept that yes they have
faced workplace violence which negatively effects their job
commitment specially in the case of women , they are badly
effected with the harassment that they have seen at their
workplace, disturbing their commitments with the job

2.
Recommendations:
The organization should not give preference to one specific
gender they should treat equally.
The organization should hire employees on the basis of merit
not on gender base.
The manager should give promotion according to eligible
criteria rather than gender.
The criteria must be equal for both genders.
In order to remove gender discriminations, salary must be
equal for the same level of employees.
Opportunity must be given equally for getting promotion.

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Gender discrimination And Job commitment

XVI.

Appendices:
QUESTIONNAIRE

Please choose the appropriate answer to indicate the extent to which

you agree to the statements.

Gender
o Male
o Female
Age__________________
Education qualification
o Intermediate
o Bachelor
o Masters
o M. Phil / MS
o Doctorate
o Others
What is your current income per month?
o Below 20,000
o 20,001 30,000
o 30,001 40,000
o 40,001 50,000
o Above 50,000
Level of position
o Non-management
o Junior management
o Middle management
o Senior management

Gender Discrimination
Gender discrimination is a prejudice based on persons gender. It may
be practiced in various fields. Most commonly is occurs in the
workplace. A job applicant may face discriminatory hiring practices.
They receive unequal compensation compared to that of their oppositesex peers.
Questions

Strongl
y
Agree

Agre
e

Neutr Disagr
al
ee

Strongly
Disagree

1. Have you
experienced
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gender
discrimination
in the
workplace?
2. Your supervisor
doesnt
consider
gender in
delegating job
assignment.
3. Your gender
does influence
your profession.
4. Peers would
treat you
differently
because of your
gender.
Thornton,M and Bricheno,P.(2006). The relationship between gender, role,
position and promotion aspirations, Watford,vol.1
Salary
Salary is a fixed regular payment, typically paid on a monthly basis but
often expressed as an annual sum, made by an employer to an employee.
Questions

Stron
gly
Agree

Agre
e

Neut
ral

Disagr
ee

Strongl
y
Disagre
e

1. There are
salary gaps
among the
same level in
your
organization.
2. You have
been unfairly
denied a
salary
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Gender discrimination And Job commitment

increase in
your
organization.
3. You are
satisfied with
your current
salary.
Promotion
Promotion is the act of moving someone to a higher or more important
position or rank in an organization.

Questions

Stron
gly
Agree

Agre
e

Neut
ral

Disagr
ee

Stron
gly
Disag
ree

1. Men in your
organization are
more
concentrated in
top managerial
positions than
women
2. Promotion occurs
without
consideration of
gender in your
Organization.
3. Women have
opportunities for
advancement in
your organization
to the same
extent as men.
4. Women have
enough
encouragement
and support for
advancement in
your
organization.
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5. Men do perform
better in
managerial
positions than
women.
6. Women
managers
implement
management
tasks better than
male managers
e.g. planning and
controlling
7. Women are
dependent and
show less
initiative than
men in
management
8. Women lack
managerial skills
compared to men
e.g. leadership
qualities
9. Prejudices and
stereotypes do
exist in your
organization
regarding
advancement of
women
10. Discrimination
by gender affects
women on
promotion to top
managerial
positions
11. Racial
discrimination
has an impact on
promoting certain
women into top
managerial
positions
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Gender discrimination And Job commitment

12. Women have
greater chances
of promotion in
your organization
13. Guidance and
mentoring is
offered to both
male and female
managers in your
organization
14. Within the
next five years,
women will be
occupying senior
positions in your
organization
Yona,N.(2001). Effects of discrimination on promotion of women in top
managerial positions in the Eastern Cape. Port Elizabeth: Dr Madle Tait.

Responsibility:
Questions

Stron
gly
Disag
ree

Slight
ly
Disag
ree

Agr
ee

Sligh
tly
Agre
e

Stron
gly
Agree

Male and female

employee differs in
their level of subject
qualification.
Responsibilities and
subject specialisms
related to age and
qualification.
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Gender discrimination And Job commitment

You are satisfied
with your current
performance.
Rewards
Questions

Stron
gly
Disag
ree

Slight
ly
Disag
ree

Agr
ee

Sligh
tly
Agre
e

Stron
gly
Agree

Men in general have

opportunities at this
organization.
There are privileges
that men have at
this organization.
At this organization
men have received
some kinds of
advantages due to
their gender.
Good things have
happened to men at
this organization
because of their
gender.
Men have received
preferential
treatment at this
organization because
of their gender.
CORNEJO,J.(2007). An examination of the relationships among perceived
gender discrimination, work motivation, and performance. Orlando:
University of Central Florida.

Workplace violence
It is any act in which a person is abused, threatened, intimidated or
assaulted in his or her employment.
It includes Threatening behavior, Verbal or written threats,
harassment, Verbal abuse, Physical attacks

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Workplace violence is not limited to incidents that occur within a
traditional workplace. Work-related violence can occur at off-site businessrelated functions (conferences, trade shows), at social events related to
work, in clients' homes or away from work but resulting from work (a
threatening telephone call to your home from a client).
Questions

Stron
gly
Disag
ree

Slight
ly
Disag
ree

Agr
ee

Sligh
tly
Agre
e

Stron
gly
Agree

Have you ever faced

any circumstance, in
which someone
withholding
information, effects
your performance
Have you ever been
removed or replaced
from, key areas of
responsibility, with
more trivial or
unpleasant tasks.
Have you ever been
ignored, excluded or
being sent to
Coventry.
Have you ever
received hint or
signals from others
regarding you
quitting thejob.
Repeat reminders of
your errors or
mistakes.
Have you ever been
ignored or faced a
hostile reaction when
you approach for
something related to
work.
Have you ever felt
that your opinion is
being ignored and
given less attention.
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Gender discrimination And Job commitment

Have you ever been
given tasks with
unreasonable or
impossible target or
deadline
Did you ever feel
that there is an
excessive monitoring
of your work?
Have you ever been
exposed to an
unmanageable
workload?
Verbal Abuse
Verbal abuse is described as a negative defining statement told to the
victim or about the victim, or by withholding any response, thereby
defining the target as non-existent
Questions

Stron
gly
Disag
ree

Slight
ly
Disag
ree

Agr
ee

Sligh
tly
Agre
e

Stron
gly
Agree

Having insulted or
offensive remarks
made about your
person (i.e. habits
and background),
your attitude or your
private life.
Being shouted at or
being the target of
spontaneous anger
(or rage)
Persistent criticism
of your work and
effort.
Practical jokes
carried out by people
you didnt get on
with.

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Being humiliated or
ridiculed in
connection with your
work
Being the subject of
excessive teasing
and sarcasm.
Practical jokes
carried out by people
you didnt get on
with
Spreading of gossip
and rumor about you

Harassment
Harassment covers a wide range of behaviors of an offensive nature. It is
commonly understood as behavior intended to disturb or upset, and it is
characteristically repetitive. In the legal sense, it is intentional behavior
which is found threatening or disturbing.
Questions

Stron
gly
Disag
ree

Slight
ly
Disag
ree

Agr
ee

Sligh
tly
Agre
e

Stron
gly
Agree

Pressure not to claim

something which by
rights you are
entitled to (e.g. sick
leave, holidays
entitlement, travel
expenses)
Being ordered to do
work below your
level of competence
Having allegations
made against you

Physical Attack

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Questions

Stron
gly
Disag
ree

Slight
ly
Disag
ree

Agr
ee

Sligh
tly
Agre
e

Stron
gly
Agree

Neut
ral

Intimidating behavior
such as fingerpointing, invasion of
personal space,
shoving,
blocking\barring the
way.
Threats of violence
or physical abuse or
actual abuse
Upton,L.(2010). The impact of workplace bullying on individual and
organizational. Witwatersrand: Private Bag 3, WITS, 2050

Job Commitment
Organizational commitment is the individual's psychological attachment to
the organization
Affective Commitment
Questions

Stron
gly
Disag
ree

Slight
ly
Disag
ree

Agr
ee

Sligh
tly
Agre
e

Stron
gly
Agree

I would be very
happy to spend the
rest of my career
with this
organization
I really feel as if this
organizations
problems are my
own
This organization has
a great deal of
personal meaning for
me
Even if it were to my
advantage, I do not
feel I would be right
to leave my
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organization

I would feel guilty if I

left my organization
now
Continuance Commitment
Questions

Stron
gly
Disag
ree

Slight
ly
Disag
ree

Agr
ee

Sligh
tly
Agre
e

Stron
gly
Agree

Right now, staying

with my organization
is a matter of
necessity as much as
desire
I believe that I have
too many options to
consider leaving this
organization
One of the few
negative
consequences of
leaving this
organization would
be the scarcity of
available job
alternatives
One of the major
reasons I continue to
work for this
organization is that
leaving would require
considerable
personal sacrificeanother organization
may not match the
overall benefits I
have here
If I had not already
put so much of
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Gender discrimination And Job commitment

myself into this
organization I might
consider working
elsewhere
Normative Commitment
Questions

Stron
gly
Disag
ree

Slight
ly
Disag
ree

Agr
ee

Sligh
tly
Agre
e

Stron
gly
Agree

If I got another offer

for a better job
elsewhere, I would
not feel it was right
to leave my
organization.
I was taught to
believe in the value
of remaining loyal to
one organization
Things were better in
the days when
people stayed with
one organization for
most of their career
I do not think that
wanting to be a
company man or
company woman is
sensible anymore
Employees generally
move from
organization to
organization too
often

XVII.

References:

Bilkis,A.Binte Habib,S and Sharmin,T.(2010).A review of

discrimination in employement and workplace,Asa university
review,vol.4.2,138-150.
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Gender discrimination And Job commitment

Hameed,A and Waheed,A.(2011).Gender Discrimination & Its Effect

on Employee Performance/Productivity, International Journal of
Humanities and Social Science, Vol. 1 No. 15,170-176.

CORNEJO,J.(2007). An examination of the relationships among

perceived gender discrimination, work motivation, and performance.
Orlando: University of Central Florida

Mulinge,M.(2002). The Perceived Nature and Extent of Gender

Discrimination in the Teaching Profession. Botswana: Private Bag
0022.

Upton,L.(2010). The impact of workplace bullying on individual and

organizational. Witwatersrand: Private Bag 3, WITS, 2050.

Newman,C. Vries,D. Kanakuze,J. and Ngendahimana,G.(2011).

Workplace violence and gender discrimination in Rwandas health
workforce: Increasing safety and gender equality. Amsterdam:
Human Resources for Health 2011, 9:19.

Yona,N.(2001). Effects of discrimination on promotion of women into

top managerial positions in the Eastern Cape. Port Elizabeth: Dr
Madle Tait.

Thornton,M and Bricheno,P.(2006). The relationship between gender,

role, position and promotion aspirations, Watford,vol.1

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