Page 89 - IJPS-11-1

International Journal of
Population Studies Cultural values and workplace gender equity

value orientation, including power distance (Welch’s (M = 9.7) exhibited greater skepticism regarding women’s
t (1,69.9) = 0.926, N.S.), uncertainty avoidance (Welch’s ability to work efficiently outside the home compared to
t (1,78.6) = 0.548, N.S.), collectivism (Welch’s t (1,73.3) = 1.237, females (M = 7.3). In addition, men (M = 10.6) expressed
N.S.), masculinity (Welch’s t (1,66.6) = 3.823, N.S.), and long- a stronger preference for traditional gender roles than
term orientation (Welch’s t = 0.727, N.S.). women (M = 8.2). This difference is statistically significant
(1,71.2)
Our findings contradict existing research evidence (Welch’s t (1,72.4) = 31.136, p < 0.01). Furthermore, the
that supports the existence of gender differences in these effect sizes for these gender differences, as indicated
cultural orientations (Venkatraman & Reddy, 2012; Désert by adjusted omega-squared values, demonstrate their
& Leyens, 2006). This contrast may be attributed to the practical significance. Gender accounts for approximately
2
fact that most of these studies were conducted in Western 16% of the variation in employment skepticism (Adj. ω =
societies. Since collectivism (Chhokar et al., 2007), power 0.16) and 9% of the variation in traditional gender roles
2
distance (Matsumoto & Kupperbusch, 2001), and long- preference (Adj. ω = 0.09) indicate that gender explains
term orientation (Hofstede, 1984) are deeply ingrained about 16% and 9% of the variation in the two dimensions,
in our social fabric, individuals tend to align with these respectively.
values, regardless of gender. Moreover, the absence of These results underscore the observation that men
gender-based differences in uncertainty avoidance and exhibit less favorable attitudes toward WGE when compared
masculinity is supported by research findings obtained by to women, a phenomenon previously corroborated by
Stedham & Yamamura (2002) and Budin & Wafa (2013), Budin & Wafa (2013). In the context of Indian society, these
respectively. findings are unsurprising, given that our culture continues
Therefore, on the basis of our current findings, we to predominantly assign roles and responsibilities based
propose that gender differences are not prominent in on gender. However, what is particularly intriguing is that
cultural value orientation, as these values operate at a Indian men hold this viewpoint more firmly, while women
broader societal level. These findings also lend support to tend to believe in the equal capabilities of both genders in
previous research outcomes suggesting that cultural norms all aspects of life. This phenomenon aligns with Ridgeway’s
tend to overshadow the sense of individual agency among (1992) argument that, in general, men tend to perceive
collectivistic societies (O’Connor & Shimizu, 2002; You women as not “good enough” to compete; however, when a
et al., 2011). woman attains a competitive position, they exhibit greater
In contrast to previous research, which demonstrated apprehension toward her than toward a male competitor.
that women tend to conform more than men (Bond & This apprehension might be a potential explanation for why
Smith, 1996), our findings indicate that the two genders men harbor more reservations about working alongside
do not significantly differ in terms of conformity (Welch’s women. Moreover, men tend to endorse traditional
t (1,73.4) = 3.712, N.S.). This could be explained in terms gender roles more strongly, as these norms solidify male
of sociocultural differences, as conformity is positively supremacy by assigning them greater power and authority
associated with collectivism (Trommsdorff, 1995), and (Castro & Hernandez, 2004). Consequently, H3, which
Indian society, being collectivistic as a whole, naturally posits that “There would be significant differences between
promotes conformity. Eagly & Chrvala (1986) have opined male and female employees on the dimensions of cultural
that conformity proclivity depends more on situational values, conformity tendency, and WGE,” has been partially
factors than gender differences. Hence, individuals tend supported by the research findings.
to conform less on topics they are knowledgeable about, As presented in Table 5, the two groups exhibit a
irrespective of their gender. Moreover, our results suggest significant difference in power distance, with a small effect
that in the Indian context, conformity is not significantly size (Welch’s t = 22.312, p < 0.01, Adj. ω = 0.06).
2
(1,184.1)
influenced by gender since it is accepted at the societal Mean values on this dimension suggest that employees
level, and all individuals face implicit pressure to conform in the private sector (M = 8.4) are less inclined to
to existing social norms, irrespective of their gender unquestioningly accept the prevailing patterns of power
identity. distribution compared to their counterparts in public
In terms of attitudes toward gender equity, our study sector organizations (M = 10.2). It is important to note that
revealed that men outscored women on both dimensions, these sector-based disparities account for only 6% of the
indicating less favorable attitudes toward WGE. On the variability in scores on this particular dimension. These
dimension of employment skepticism, scores for both findings align with Budhwar & Varma’s (2011) argument
genders showed statistically significant variation (Welch’s that employees within conventional public sector
t (1,109.1) = 58.900, p < 0.01). Mean values suggest that males organizations in India exhibit greater power distance

Volume 11 Issue 1 (2025) 83 https://doi.org/10.36922/ijps.422