Page 91 - IJPS-11-1

International Journal of
Population Studies Cultural values and workplace gender equity

employers more frequently. In contrast, public-sector jobs variation in scores on traditional gender role preference
offer greater career stability, leading to less job-hopping being attributed to sector differences. These findings are
among employees (Sharma & Bajpai, 2010). Consequently, consistent with existing evidence suggesting that public
one plausible explanation for the greater emphasis on sector employees tend to harbor more positive attitudes
group belongingness among public sector employees is the toward WGE than their private sector counterparts (World
longer period of their association with the organization, Development Report, 2012). Furthermore, given the
which fosters stronger bonds with the organization and higher levels of competition prevailing in the private sector
its members. Private-sector employees, on the other hand, (Rocheleau & Wu, 2002) and the perception of women
often change organizations in pursuit of better personal as strong competitors (Ridgeway, 1992), employees’
growth and opportunities for success. As a result, they preference for traditional gender roles can be viewed as a
identify themselves less with their employing organization defensive strategy employed to deter women competitors
and prioritize personal benefits over group achievements. from entering the workforce and exacerbating an already
intense competitive environment.
Moreover, when considering the dimensions of
uncertainty avoidance (Welch’s t (1,158.3) = 0.061, N.S.) and Moreover, concerning employment skepticism
long-term orientation (Welch’s t (1,266.8) = 3.087, N.S.), the (Welch’s t (1,231) = 0.028, N.S.), no significant difference
two groups did not exhibit any significant differences. was observed between the two sectors. This finding can
While research in this area is scant, these inter-sector be explained in the light of the Framing Effect (Scott,
similarities can be attributed to the provision of similar 1993), which postulates that participants’ responses are,
training programs by both sectors. These programs instill to a great extent, determined by the way questions are
a futuristic vision in employees and equip them to tackle framed. In addition, the Social Desirability Effect (Meehl
ambivalence. This commonality explains why employees & Hathaway, 1946) may have played a role in shaping
in both sectors display resemblances in their inclination participants’ responses. Given that our culture promotes
toward a futuristic orientation and their tendency to avoid conventionality, particularly with respect to gender
situations involving uncertainty and risk. roles, participants may have perceived it as more socially
acceptable to express a preference for traditional gender
With regard to conformity tendency (Welch’s roles rather than explicitly expressing their skepticism
t (1,228.8) = 10.769, p < 0.01), the two groups exhibit a statistically regarding women’s participation in paid employment.
significant difference, with private sector employees Consequently, the results in this study offer partial support
demonstrating lower conformity (M = 3.2) than their public for H4, which postulates that “There would be significant
sector counterparts (M = 4.0). Nevertheless, it is crucial to differences between public and private sector employees
note that the effect size for this observed difference is very on the dimensions of cultural values, conformity tendency,
small (Adj. ω = 0.03), implying that only 3% of the variance and WGE.”
2
in conformity scores can be attributed to the sector in which
one is employed. Although no prior research specifically 5. Conclusions
addresses sector-related differences in conformity proclivity,
the current finding can be explained on theoretical grounds. The present research aimed to explore the influence of
individuals’ cultural orientation and conformity tendencies
Public-sector employees’ inclination toward conformity on their attitudes toward WGE. It also examined the
can be attributed to the collectivistic values practiced and mediating role of conformity in connecting cultural values
fostered within public-sector organizations (Badarch, 2013). and the inclination toward gender equity. The findings from
Conversely, private sector employees are less inclined toward the mediation analysis revealed that, among the five cultural
conformity due to their adherence to more individualistic values identified by Hofstede, four significantly predicted
values, which drive them to strive for personal growth and individuals’ attitudes concerning gender equity in the
success rather than seeking group acceptance.
workplace. Moreover, conformity emerged as a significant
Significant differences between sectors were observed predictor of gender equity and also acted as a mediator in
regarding the dimension of traditional gender role the relationship between cultural values and WGE. With
preference (Welch’s t (1,252.9) = 6.159, p < 0.05, Adj. ω = 0.016). respect to inter-group comparisons, no significant gender
2
Mean scores indicate that private-sector employees exhibit differences were observed in the realms of cultural values
greater support for traditional gender roles (M = 10.7) in and conformity. However, a significant observation was
comparison to their counterparts working in public-sector made in the comparison between men and women, with
organizations (M = 9.9). However, it is essential to note men displaying a significantly lesser preference for WGE.
that the effect size for this sector difference is rather small On investigating sector-based differences, it became
and lacks practical significance, with a meager 1.6% of the evident that the two sectors exhibited disparities in specific

Volume 11 Issue 1 (2025) 85 https://doi.org/10.36922/ijps.422