Final Year Project (PSY499A)
Synopsis: In this study, we look at how worker’s motivation at work is affected by gender
discrimination. The study investigates the prevalence of discrimination, its consequences on
motivation and work satisfaction, and finds contributory factors using a mixed-methods
approach. The research will give suggestions for organizations to combat gender
discrimination and develop a fairer workplace, as well as insights to encourage
inclusiveness.
Project Title:
Gender Discrimination among Employees on Work Motivation
Submitted By:
Name HAFSA SAHAR
Id BC210413137
DEPARTMENT OF PSYCHOLOGY, VIRTUAL UNIVERSITY OF
PAKISTAN
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Table of Contents:
Chapter I.............................................................................................................................................2
Introduction.....................................................................................................................................2
Background of the Project..............................................................................................................2
1.1. Variable 1 (i.e. Gender Discrimination)...................................................................................3
1.2 Variable II (Work motivation among employees).....................................................................3
Chapter II: Literature Review.............................................................................................................4
2.1 Rationale of the Study..............................................................................................................5
2.2 Objectives of the Study.............................................................................................................5
2.3 Hypotheses................................................................................................................................5
Chapter III: Method............................................................................................................................6
3.1 Nature of Research...................................................................................................................6
3.2 Research Design.......................................................................................................................6
3.3 Research/Sampling Strategy.....................................................................................................6
3.4 Sample......................................................................................................................................6
3.5 Assessment Measures...............................................................................................................7
3.5.1 Demographic Information Questions................................................................................7
3.5.2. Scale II Title......................................................................................................................7
3.6 Procedure..................................................................................................................................8
3.7 Ethical Considerations..............................................................................................................8
3.8 Proposed Analysis/Analyses.....................................................................................................9
References.........................................................................................................................................12
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Chapter I
Introduction
When someone is treated differently according to their gender (but not necessarily due to
their sexual orientation), gender discrimination has taken place. This category includes
harassment and discrimination based on gender identity, sexual orientation, or expression.
Misconceptions about what a woman is, how womanhood "should" seem, and how gender is
handled based on gender frequently lead to discrimination.
One common misconception is that one can always predict someone's true sexual orientation
based on their attitude and behavior.
However, treating someone unfairly because of their sex or what race you think they are is not
moral. Gender discrimination in the workplace today is a significant barrier to success. There are
a variety of viewpoints, with those emphasizing originality and craftsmanship being the most
common. The effects are particularly clear in developed nations whose economies are strongly
dependent on the service sector. Both sexes are mentioned when discussing gender
discrimination, despite the fact that women are more frequently the targets of prejudice.
According to Decenzo (1998), HRM in any firm is concerned with hiring, retaining, developing,
and inspiring its people. Strategic planning for human resources, hiring, and selection are all
aspects of staffing. Since the workforce was remarkably homogenous fifty years ago, HRM was
much simpler. The modern workforce has shifted from being homogeneous to being diversity.
Workplace Discrimination Based on Gender
According to Wayne (1995), managing diversity entails creating a diverse workforce that can
function to its full potential in a workplace that is equal and in which no individual or group of
individuals has an unfair advantage.
Any organization must value diversity, especially in the age of globalization. Managing diversity
is necessary to end unjust discrimination and allow workers to compete on an equal footing.
Background of the Project
I am using this study of bank, hospital, and university employees to examine how
workplace motivation is affected by gender discrimination.
Gender discrimination in the workplace is a widespread problem that has extensive ramifications
for work motivation and the environment in general within organizations. It not only impacts
specific individuals. The productivity, job satisfaction, and general wellbeing of employees can all
suffer from discrimination against people based on their gender. It is essential to comprehend the
effects and ramifications of gender discrimination in order to create inclusive workplaces that
promote equality and unlock employee potential.
We are investigating the effects and implications of gender discrimination on work motivation
inside organizations in the specific setting of this study. Work motivation is the internal drive and
desire people have to accomplish their professional goals and give their all on the job. Employee
engagement, job happiness, and overall organizational success are all significantly influenced by
it.
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We are investigating the effects and implications of gender discrimination on work motivation
inside organizations in the specific setting of this study. Work motivation is the internal drive and
desire people have to accomplish their professional goals and give their all on the job. Employee
engagement, job happiness, and overall organizational success are all significantly influenced by
it.
1.1. Variable 1 (Gender Discrimination)
The term "gender discrimination" refers to the unfair or uneven treatment of people based
on their gender, with a focus on people of a particular gender or those who do not adhere to
conventional gender norms. The denial of rights, chances, resources, and benefits to people purely
because of their gender identity or perceived gender is what is meant by this phenomenon.
The workplace, education, healthcare, politics, and social interactions are just a few of the
domains where gender discrimination can happen. It can appear in overt or covert ways, and take
the shape of anything from overt acts of prejudice and bias to covert, systemic prejudices that
support unfair treatment.
According to Wayne (1995), no law has ever attempted to define "discrimination" explicitly.
However, in the context of the workplace, it can be described as the practice of giving members
of one group an unfair advantage (or disadvantage) over members of another group. When
interpreting title VII of the 1964 Civil Rights Act and other laws, US courts have ruled that both
intentional (disparate treatment) and unintentional (disparate impact) acts of covered entities may
constitute unlawful employment discrimination, according to Ivancevich's 2003 account of court
rulings.
Theories:
According to the social learning hypothesis, gender prejudice is acquired through imitation of
gender norms and stereotypes as well as through observation, reinforcement, and socialization.
People learn about gender from their environment, including their family, the media, and cultural
standards. When people internalize and practice these gendered biases and discriminatory
behaviors, discrimination may result.
Gender Schema idea: According to this idea, people form mental models or schemas about gender
that affect how they perceive the world. These schemas, which classify traits, roles, and behaviors
as masculine or feminine, are developed through socialization processes. When people strictly
follow these schemas, gender-biased judgements, expectations, and treatment can result. This is
known as gender discrimination.
1.2 Variable II (Work motivation among employees)
The term "reward" refers to a controlling and informative external agent that is given when
a desired behavior or task is completed. Every organization has objectives and a vision. They
must convince their staff to share the same objectives if they are to accomplish it. A benefit that
results from an employee carrying out their responsibilities and performing their duties is known
as a reward. The prizes also serve as the focal point for employee relations within the company.
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Wilson (2010) described incentives as outside forces that are controlled when a task or work has
access to information and control in order for the activity to be completed successfully. He asserts
that it relies on how the information and procedures are used to handle the incentives information
as to whether the rewards might boost or reduce work performance. Almost all sorts of
employees, whether private, public, small, or large organizations, are impacted by rewards,
according to Jaini (2013).
Whether or whether it is included in the employment contract, a salary is a type of payment made
by an employer to an employee. Salaries are characterized as compensation given to workers on a
monthly or annual basis. In general, their employers anticipate that they will manage rewards. The
expectation is what the employer expects from the employee in exchange for their contribution.
Salary payments are made in return for employees' efforts to work hard and advance their careers.
In addition to income, there are a number of different benefits that can boost responsibility and
motivation for doing the work.
Promotion, in the words of Gupta (2011), refers to a higher position with more authority, prestige,
and pay. It is a worker's ascent through the organizational structure. Promotions are intended to
recognize and inspire superior performers among the workforce. One of the extrinsic rewards is
promotion. An employee's motivation may be impacted by the promotion because it plays a
significant role in their life and career. Employees will be encouraged to work harder and more
successfully as a result of the promotion, which will also help them develop their skill. Employees
will be satisfied long-term as a result of the promotion.
Chapter II: Literature Review
The question of whether women in Sweden experience discrimination due to glass ceiling
or sticky floor effects was investigated by Erik et al. in 2006. According to their research, women
in Sweden are more affected by the impacts of sticky floors than by glass ceilings. Their research
also revealed that women who have young children suffer the greatest career-related gender
discrimination. Women of younger and older ages experience a greater gender penalty than those
of middle age. In their analysis, there was no evidence to support the claim that, compared to
men, women have less job options in the private sector than in the public sector.
Susan et al. (1998) have concentrated on the rational bias theory of workplace gender
discrimination. This idea holds that decision-makers may decide to discriminate if they think that
their superiors or other individuals with influence over their careers prefer it or anticipate it.
According to the results of their study, businessmen discriminate against women, and those at the
top of an organization are more prejudiced than those at the bottom. Their research has also
demonstrated that management actively supports prejudice, albeit at a lower rate than prior
studies had suggested due to rising equality of opportunity. Additionally, it was validated by their
The implications of the brick wall and glass ceiling on Bangladesh's public administration have
been researched by Habib (2000). His investigation has demonstrated that women in Bangladesh's
civil service face discrimination at every level, from admission to higher positions (Glass
Ceiling). The main barriers that prevent women from entering the civil service are social and
cultural ones. The obstacles posed by the structural and psychological factors prevented them
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from advancing in their careers. In this aspect, legislation and regulations from the government
are proving useless. However, the ladies from upper class backgrounds were not subject to
discrimination. Their morale, motivation, and performance were impacted by this discriminatory
treatment of women.
According to Uzma (2004), identity is shaped by society, environment, and parents. How you see
yourself and how other people see you are two-way processes.
The way parents treat their kids shapes who they become. Typically, parents view their daughters
as timid, weak, and overly susceptible, needing the protection of the males in the community.
Females are unable to suggest or protest for this reason. This is the initial phase of suppression
and subjugation. Even educated women, in her opinion, have a dual identity that includes their
professional and personal selves. Another outcome of her research was that women's incomes
were seen as supplements to their husbands' incomes rather than the family's primary source of
revenue.
2.1 Rationale of the Study
The justification for gender discrimination in the workplace is based on historical, social,
and cultural norms that have created power structures, gender roles, and stereotypes. The
continuance of gender discrimination can be explained by realizing some underlying causes,
despite the fact that it is not justified or logical. The following are a few elements that support the
case for gender discrimination in the workplace:
Traditional Gender duties: Historically, society has assigned men and women distinct duties and
expectations. Men are expected to be the primary breadwinners and leaders, according to
traditional gender norms, while women are expected to provide care and support. Because people
may identify particular traits, skills, and tasks with particular genders, this established bias results
in biassed treatment and constrained opportunities.
Staff members were requested to analyze various job applications as part of another study that
examined hiring practices at university science faculties. The only difference between the
applications that were assessed was the applicant's name's gender. They discovered that male and
female science faculty members were more inclined to consider male applicants to be more
qualified than female applicants and preferred to recruit males over women. They discovered that
companies were more ready to invest in the professional development of male candidates than
those of female candidates, and that male candidates received higher starting salaries than female
candidates (Moss-Racusin and colleagues, 2012).
2.2 Objectives of the Study
To find out relationship between Gender discrimination and work motivation on
employees
To see gender differences in hospitals, universities and banks.
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2.3 Hypotheses
HI. Public sector employment experiences higher gender discrimination than does the private
sector.
HII. Women workers' job happiness declines as a result of gender discrimination.
HIII. Women workers' passion and dedication are decreased by gender discrimination.
HIV. Gender discrimination makes working conditions for women more stressful.
Chapter III: Method
3.1 Nature of Research
The type of research used in this research design was quantitative research. In quantitative
research, a sample population is a specific group of people that can be studied. Quantitative
research involves a lot fewer variables. In order to answer questions regarding a sample
population, quantitative research employing scientific inquiry relies on data that is observed or
measured. Quantitative research helps us be accurate and objective.
3.2 Research Design
Cross-sectional study was the method chosen to conduct our investigation. As opposed to a
direct causal impact, the cross-sectional research with correlation research methodology was
utilized to examine whether there is a relationship between variables.
Cross-sectional research can be done relatively quickly and cheaply. They may explore the
relationships between numerous variables and outcomes and are the best method for determining
prevalence.
3.3 Research/Sampling Strategy
In order to perform our study, the researcher adopted a purposive sample approach. In a
purposive sample, a non-probability sampling technique, the sample is drawn from a group of
persons who are simple to get in touch with or approach.
3.4 Sample
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A total of 60 university students between the ages of 20 and 30 were chosen for the study's
sample, according to the researcher. 60 bank employees between the ages of 20 and 40.
Inclusion / Exclusion Criteria
The students and employees above age of 40 years were not including in the sample.
3.5 Assessment Measures
3.5.1 Demographic Information Questions
The researcher employed a sample size of 60 employees and 60 pupils (N=60).They
were between the ages of 20 and 40. the salary of working women in their professions and
the length of their employment (10, 15 years).
3.5.2. Scale I Title
The variables are measured using a standard instrument called a questionnaire.
Gender Discrimination, Satisfaction and Motivation, Commitment and Enthusiasm, and
Stress Level are the variables that the questionnaire measures. Based on views of gender
discrimination in the workforce established by the UNDP (1993, p.91), gender
discrimination in the workforce is surveyed through the questions. The Motivation and
Satisfaction scale, created by Nick Foster in 1999, measures motivation and satisfaction. A
comparable set of questions to those used by the United States Merit Systems Protection
Board (USMSPB) and published in Naff (1994, p. 512) and later utilized by Habib
Zafarullah (2000) are used to gauge commitment and enthusiasm at work.
GHQ-12 (General Health Questionnaire) is used to measure respondents' levels of stress.
3.5.2. Scale II Title
The respondents were asked to rate how strongly they agree or disagree with a
statement on a five-point Likert scale. The respondents' opinions on gender discrimination,
contentment and motivation, dedication and passion, and stress level were gathered using
rating or scale questions.
Scoring:
Five items make up the 5-point Likert scale on this scale. Students mark the responses on
this 5-point Likert scale to indicate their degree of satisfaction.
Your result is: • 31-35= extremely happy.
• 26–30 = content.
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• 21–25 = Generally content.
20 is neutral.
• 15–19 = only somewhat unsatisfied.
10 to 14 = Unsatisfied.
• Extremely unsatisfied (5–9).
3.6 Procedure
Potential volunteers were informed of the study's overall goal and potential advantages prior
to data collection. The participants were then asked if they wanted to continue with the study or
not. Questionnaires were hand-delivered to participants after they consented to participate in the
study. Additionally, emails and online Google polls were used to distribute the survey. Data from
60 participants were gathered. Participants in this study first complete a brief profile and answer
demographic questions.
They were informed of their rights related to research participation, such as:
• Any information taken from you was kept confidential. • There are no expected dangers for
participating in this study, other than the slight frustration connected with completing the
questions.
Your research data and replies were solely used for research. You are always free to leave
this study. You won't be affected by your decision to withdraw or refuse to participate, and
there are no associated consequences.
Second, they complete the statements on the Likert point scales for both questionnaires.
The timing for administering this survey/test was arranged in accordance with the
respondents who complete hard form surveys by hand. The two questionnaires can be
completed in 20 to 25 minutes on average.
3.7 Ethical Considerations
• No one was hurt, misled, or under pressure.
• All participant/respondent credentials were kept confidential.
• Prior to the study, informed consent was obtained from every responder.
• Only participant data that was pertinent to this investigation was collected.
• Priority was given to upholding the dignity of research participants.
• The responders to the research had their privacy protected.
• The confidentiality of the data research was adequately protected.
• Any misrepresentation or exaggeration of the study's objectives was avoided.
• The authors of the scale(s) granted formal permission;
• Offensive language was not used in this study.
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3.8 Proposed Analysis/Analyses
I can employ a variety of statistical techniques to evaluate the study's hypotheses. Let's go
over the statistical tests I may run for each claim.
Hypothesis HI: The employment of women is more discriminated against in the public sector
than in the private sector, according to hypothesis HI.
Analytical Statistics: Explanation of the Independent Sample T-Test: To compare the average
levels of gender discrimination encountered by employees in the public and private sectors, I
may use an independent sample t-test. I may use this test to see if there is a noticeable
difference in gender discrimination between the two industries.
Hypothesis HII: Gender discrimination causes a drop in the job satisfaction of female
employees.
Pearson Product-Moment Correlation was used in the statistical analysis.
Analytical Statistics: I may utilize Pearson's correlation coefficient to look into the
connection between female employees' job satisfaction and gender discrimination. I may use
this technique to assess whether the two variables significantly correlate.
Hypothesis HIII: Gender discrimination reduces the commitment and enthusiasm of female
employees.
Analytical Statistics: Explanation of the Pearson Product-Moment Correlation the Pearson
correlation coefficient may be used to analyze the link between gender discrimination and the
zeal/dedication of female employees, much as Hypothesis HII.
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HIV Hypothesis: Women experience higher stress at work as a result of gender
discrimination.
Statistical Analysis: I may utilize multiple linear regression to determine the impact of
gender discrimination on the stress levels of female employees. I may use this technique to
examine the relationship between gender discrimination and stress levels while adjusting for
other pertinent factors.
employees. I may use this technique to examine the relationship between gender
discrimination and stress levels while adjusting for other pertinent factors.
Other Considerations:
Control Variables: You might want to include additional pertinent variables as
controls in your multiple linear regression studies. Examples of potential confounding
factors that may affect the association between gender discrimination and the
dependent variables (work satisfaction, passion, devotion, and stress) include age,
years of experience, and job position.
Statistical Importance: Pay close attention to the p-values while analyzing the data.
Statistical significance is shown by a p-value less than 0.05, which suggests that the
association between the variables is unlikely to be the result of chance.
Effect Size: Although statistical significance is important, it is also important to take
into account the effect size, which sheds light on the strength of the association
between the variables.
Interpretation: When discussing the findings' practical implications for workplace
rules and practices, keep in mind to contextualize the findings.
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You may test the theories and gather important knowledge about the connections between
gender discrimination, job motivation, and different results in various industries by doing
these statistical studies. In your study report, don't forget to present the findings truthfully and
honestly.
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References
1. Kumari, S. and Saran, V.D., The Impact of Gender Discrimination on Employees
Performance. IJFMR-International Journal For Multidisciplinary Research, 5(2).
2. Haryono, S., Supardi, S. and Udin, U., 2020. The effect of training and job promotion on
work motivation and its implications on job performance: Evidence from Indonesia. Management
Science Letters, 10(9), pp.2107-2112.
3. Channar, Z.A., Abbassi, Z. and Ujan, I.A., 2011. Gender discrimination in workforce and
its impact on the employees. Pakistan Journal of Commerce and Social Sciences (PJCSS) , 5(1),
pp.177-191.
4. https://www.physio-pedia.com/28-Item_General_Health_Questionnaire
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Appendix A
(Scale I Title)
(With all items)
Sr. Items Strongly Agree Neutral Disagree Strongly
agree disagree
No
1
2
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Appendix B
(Scale II name)
Sr. Items Strongly Agree Neutral Disagree Strongly
agree disagree
No
1
2
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