gender differential paper IJCRB

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INTERDISCIPLINARY JOURNAL OF CONTEMPORARY RESEARCH IN BUSINESS
JUNE 2011
VOL 3, NO 2
Research method:
This research is based on survey and measures based on respondents’ perception which
are full-time permanent employees of public sector organizations (Pitts, 2009). In this research,
diversity management is an independent variable whereas workgroup performance and job
satisfaction are dependent variables. For obtaining the responses from the respondent the study
used questionnaire. The survey is primarily focused on permanent employees from different
government sector organization which does not include Non Government Organizations (NGOs).
It was conducted in Islamabad/Rawalpindi cities, this survey is self administrated and filled
through a direct interview by using a structured questionnaire from the managers of the public
sector organizations. The data is collected from almost 100 federal/provincial government
employees in Federal Capital Territory (Islamabad) and Rawalpindi.
In this research, the responses of respondents is quantified through percentage that how
much employees said yes or no about an argument and extent they think that impact of diversity
management on performance of a group and individual employee job satisfaction.
Results and Discussion:
The questioners was distributed to 150 government sector employees working in Auditor
General of Pakistan (AGP), Accountant General of Pakistan and Revenue (AGPR), Frequency
Allocation Board (FAB), Islamabad and Excise and Taxation Office (ETO), Rawalpindi.
However, only 84 officers/officials completed the instrument (questionnaire) resulting in a
response rate of 56%.
After analyzing the data received in response of the questioners that out of 84
respondents’ males were 72 which was 85% of the total respondents and rest were the females
which were 12. This shows that the government sector is a male dominant working group and the
females compose very few in numbers. From the survey, it was revealed that only 46% of the
male respondents redundant are satisfied with their job in relation to the training and payment
that they have acquired. Further, they responded that the performance of a group as a whole is
suffering due to lack of physical conditions e.g. room, infrastructure, computers etc. to perform
their job well. Employees believe that the recruitment process in the organization is nondiscriminatory,
non-bias on the basis of gender or geographical locations, and unprejudiced
behavior which proves transparency. Whereas, the rest of the 54% employees are not satisfied
with their job because of training and pay.
The females which consist of 15% responded that they are satisfied with their job, pay,
and training, and with their organization where they are working. They also replied that the
workgroup/unit/section’s performance is good because they feel the physical conditions are good
to perform their job and the overall quality of the work done by the unit/section is good as argued
by David Pitts in 2009. Females also replied that the employees in the Government Sector
recruited on the basis of skills not on other biased factors like gender, demographics etc. In
general, employees’ survey revealed that the age group between 26-29 years which was 13% of
the 84 respondents are not satisfied with there job because they feel that the working
environment/physical conditions are not suitable due to which the performance of section/unit is
not up to the mark. Nevertheless, they replied that although the Government Sector
Organizations are recruiting employees through a quota system based on domicile and gender,
favoritism/nepotism is still prevailing during the recruitment process.
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