Workplace gender equality in Kedah: An exploratory analysis
This study aims to identify the workplace gender equality or inequality in term of pay, promotion, decision making and training and development based on employees’ perceptions in private sector, Kedah. Specifically, this paper identifies the relationships between gender equality/inequality and perce...
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| Format: | Thesis |
| Language: | eng eng |
| Published: |
2015
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| Subjects: | |
| Online Access: | https://etd.uum.edu.my/4951/1/s816942.pdf https://etd.uum.edu.my/4951/2/s816942_abstract.pdf |
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| Summary: | This study aims to identify the workplace gender equality or inequality in term of pay, promotion, decision making and training and development based on employees’ perceptions in private sector, Kedah. Specifically, this paper identifies the relationships between gender equality/inequality and perceived pay fairness, perceived promotion fairness, perceived decision making fairness and perceived training and developments fairness in the workplace. Besides, this study investigates either the facilities that regarding to gender equality are provided or not by employers in the workplace and also to examine the importance of those facilities based on their perception. Data collection method encompass on self-administered surveys to 150 workers in
selected private sector companies through a systematic cluster and purposive sampling design. Questionnaires were equally distributed in three sectors which are retail/wholesaler,
manufacturing and services sectors. The data obtained were analyzed using descriptive analysis, Probit model and Pearson correlation test. Results from Probit regression indicate that respondents who have higher satisfaction of perceived pay fairness and perceived decision
making are more likely to have gender equality in the workplace in the private sector, Kedah.
This result shows that gender equality achieve in term of pay and decision making. Conversely,
Pearson correlation test shows that there is a significant and strong positive relationship between gender equality and perceived pay fairness, perceived promotion fairness, perceived decision making fairness and perceived training and development fairness |
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