Page 85 - IJPS-11-1

International Journal of
Population Studies Cultural values and workplace gender equity

p < 0.01) and gender inequity (Path coefficient = 0.3870, Similarly, conformity is a significant predictor of gender
p < 0.01). Furthermore, conformity not only significantly inequity, consistent with the previous empirical findings
predicts gender inequity (Path coefficient = 0.3300, p < 0.05) suggesting that cultures encouraging traditional gender
but also serves as a mediator in the relationship between power role attitudes and exerting pressure to conform tend to
distance and gender inequity (Indirect effect = 0.0643, 95% exhibit greater gender disparity (Smith & Bond, 1999).
CI = 0.0080 – 0.1386). The observed relationship between Long (2011) has explained gender inequality in terms of
higher power distance and greater gender inequality is contextual factors, arguing that individuals within specific
consistent with previous research outcomes (Plueddemann, cultural contexts experience strong pressure to conform to
2009). The underlying reason is that cultures characterized certain gender roles, often resulting in gender disparity. To
by high Power Distance tend to legitimize unequal power contextualize this finding, one might argue that in Indian
distribution between the two sexes. society, which operates on patriarchal norms strengthening

The findings of this study suggest that long-term male hegemony (Chhokar et al., 2007), high normative
orientation significantly predicts both conformity (Path conformity predicts greater gender inequality.
coefficient = 0.3089, p < 0.01) and gender inequity (Path Furthermore, this study’s findings also suggest that, with
coefficient = 0.6371, p < 0.01). Furthermore, conformity has the exception of the cultural value of uncertainty avoidance,
been revealed as a significant predictor of gender inequity conformity significantly mediates the relationship between
(Path coefficient = 0.3759, p < 0.01). Moreover, the mediating the remaining four cultural values and gender inequity.
effect (Indirect effect = 0.1161, 95% CI = 0.0263 – 0.2574) This outcome is consistent with previous research findings
reveals that conformity significantly mediates the relationship (Smith & Bond, 1999; Long, 2011), which have confirmed
between long-term orientation and gender inequity. that conformity mediates the relationship between cultural
The significant predictive relationship between long- values and gender equality. It implies that a society’s
term orientation and gender inequity, as observed in this cultural values and the societal pressure to abide by these
study, contradicts previous research that suggests cultures norms cumulatively determine the degree of preference
with a futuristic orientation tend to be more egalitarian given to gender equity within that cultural context. Our
(Bertsch & Warner-Søderholm, 2012). However, the finding confirms that despite its detrimental impact on
present study aligns with the assertion made by Ahn & social structure, gender inequity remains highly prevalent
Cunningham (2017), indicating that long-term oriented in cultures where it is socially acceptable and in line with
cultures may exhibit lower gender parity due to the core existing sociocultural norms (Demographic and Health
characteristics of this cultural value being rooted in Survey, 2007). India, being a highly patriarchal society
Confucius’ teachings (Hofstede & Bond, 1988), which that adheres to conventional gender roles (Chhokar et al.,
place greater emphasis on social status. Consequently, this 2007), exhibits lower gender equity due to the readiness
may “reflect an endorsement of the status quo (i.e., power of individuals to conform to these traditional gender
imbalance), and thereby reify men’s dominant roles in norms. In this context, gender inequity is often perceived
society and in organizations” (Ahn & Cunningham, 2017, as “normal” because of its historical presence in society.
p. 863). Therefore, the findings partially support H1, which posits
that “cultural values and conformity tendency would
Both uncertainty avoidance (Path coefficient = −0.3372, significantly predict attitudes toward WGE, and conformity
p < 0.05) and conformity (Path coefficient = 0.4779, tendency would significantly mediate the relationship
p < 0.01) significantly predict gender inequity. However, between cultural value orientation and WGE.”
conformity does not mediate the relationship between
uncertainty avoidance and gender inequity significantly As observed in Table 2, the three generations exhibit
(Indirect effect = −0.0234, 95% CI = −0.1052 – 0.0390). significant differences in their acceptance of the cultural
The finding that uncertainty avoidance has a negative value of power distance (Welch’s F (2,76.7) = 3.547, p < 0.05,
2
predictive association with gender inequity implies that Adj. ω = 0.01). The results indicate that Gen Xers (M = 9.9)
high uncertainty avoidance leads to low gender inequity, are the most likely to accept unequal power dissemination,
aligning with the existing literature (Keating & Martin, followed by Gen Yers (M = 8.8), while Traditionals
2007; Amin & Sogra, 2014). Holmberg & Akerblom remain the least accepting of centralized power (M = 8.1).
(1998) have suggested a positive relationship between Furthermore, as shown in Table 3, post hoc comparisons
gender equality and uncertainty avoidance, as careful suggest that Traditionals and Gen Xers significantly differ
planning to avoid future ambiguities can enhance gender on this dimension, with a mean difference of 1.8 (p < 0.05).
egalitarianism. Overall, four out of five cultural dimensions While there is no empirical support for the current
significantly predict attitudes toward gender equity. finding due to the dearth of research in this area, one

Volume 11 Issue 1 (2025) 79 https://doi.org/10.36922/ijps.422