Page 83 - IJPS-11-1

International Journal of
Population Studies Cultural values and workplace gender equity

phase (March – December 2014), participants from the 3.3.1. Validation of psychometric tools on the study
Traditionals, Gen X, and Gen Y cohorts fell within the age subjects
ranges of 50 – 60 years, 35 – 49 years, and 20 – 34 years, To validate the psychometric tools on the participants,
respectively. The participants exclusively consisted of Confirmatory Factor Analysis was conducted using
permanent employees and were derived from a total of 13 SmartPLS (version 2.0). In the first round of analysis, it was
companies, with four operating within the public sector discovered that the CVSCALE is a first-order formative-
and nine within the private sector. second-order reflective construct (Thien et al., 2013), while
3.2. Design MAWWWS, with composite scores, is a reflective measure
(Valentine, 2001). The GCTT was found to be a formative
The present study employs a 2 × 2 × 3 factorial design to measure due to its situational and non-interchangeable items
draw comparisons across gender, sectors, and generational (Bledow & Frese, 2009). Subsequently, the outer model was
cohorts. created and tested based on these revelations. Following the
recommendations of Hair et al.’s (2014) recommendations,
3.3. Psychometric tools
eight items (item number 4: masculinity; item number 2:
The psychometric tools utilized in this study are detailed power distance; item numbers 2 and 5: uncertainty avoidance;
as follows: item numbers 1, 2, 3, and 4: long-term orientation vs short-
a) Cultural Value Scale (CVSCALE): developed by term orientation) with factor loadings < 0.6 were removed
Yoo et al. (2011), CVSCALE was designed to assess from the CVSCALE, resulting in a refined CVSCALE with
employees’ cultural values. This instrument measures a total of 18 items that indicated satisfactory validity on the
five of the six core cultural values identified by participants. All items of the MAWWWS were retained, as
Hofstede, including Individualism/Collectivism, they exhibited satisfactory levels of individual and composite
Low/High Power Distance, Low/High Uncertainty reliability. The average variance extracted values confirmed
Avoidance, Masculinity/Femininity, and Long/Short- the convergent validity of the two tools, and discriminant
Term Orientation. It comprises 26 items rated on a validity was established using Cross-loadings and Fornell-
5-point scale. The CVSCALE has exhibited satisfactory Larker criteria. Finally, GCTT was validated using measures
reliability (Paul et al., 2006) and validity (Patterson of collinearity, such as tolerance and Variance Inflation Factor
et al., 2006). (VIF) values, as well as outer weights and outer loadings.
b) Generalized Conformity Tendency Test (GCTT): to 3.4. Procedure
assess employees’ conformity tendency, the GCTT
developed by Rao (1968) was used. This 14-item The investigator obtained permission from the HR
situational test yields higher scores for individuals personnel of various IT companies in Delhi-NCR for
displaying a high inclination toward conformity. The the purpose of data collection. Individuals who met the
split-half reliability for this tool is reported to be 0.50 study’s specific criteria were purposively selected for
(Rao, 1968). inclusion. Before data collection, all selected participants
c) Multidimensional Aversion to Women Who Work were provided with a comprehensive briefing regarding
Scale (MAWWWS): the MAWWWS, developed by the study’s objectives, and any questions or concerns
Valentine (2001), was employed to assess employees’ were addressed to ensure clarity. After being given all
attitudes toward WGE. This 10-item measure assesses the necessary instructions, participants were requested
two dimensions: Employment skepticism and to complete the questionnaire battery. In addition, a
traditional roles preference, with items rated on a substantial portion of the data was collected through
4-point scale. Higher scores on this instrument indicate online surveys using Google Forms. Following the data
collection phase, the collected data underwent statistical
a stronger aversion to gender equity. The tool exhibits analysis using the SPSS software.
an alpha reliability of 0.88 and demonstrates sufficient
Criterion and Convergent Validity (Valentine, 2001). 3.5. Statistical analysis
All of the employed tools underwent rigorous The normality of the data and homogeneity of variance were
standardization and validation procedures. Reflective tools assessed using the Kolmogorov–Smirnov test and Levene’s
(CVSCALE and MAWWWS) were subjected to tests for test of equality of variance, respectively. Moreover, mediation
convergent and divergent validity (Appendices I and II), analysis was performed using Hayes Process Macro (Model
while the GCTT, which is a formative tool, was standardized 4) to evaluate the direct and indirect effects of cultural
using indicators of both relative and absolute contribution values on attitudes toward WGE. Comparative analyses
(Appendix III). based on sector, generation, and gender were conducted

Volume 11 Issue 1 (2025) 77 https://doi.org/10.36922/ijps.422