Attitudes toward Women in Managerial Position in Pakistan: A Comparative Study

Ali, Uzma; Khan, Ayesha; Munaf, Seema

doi:10.7763/ijiet.2013.v3.301

Cited by 5 publications

(6 citation statements)

References 16 publications

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“…D&I literature acknowledges that sometimes, efforts to promote D&I may cause negative stereotyping and resentment from non-diverse employees (Chavez & Weisinger, 2008;Kaplan & Donovan, 2013;Nishii, 2013). Males from cultures with more joint families and non-working women may harbour negative genderrole stereotypes (Ali et al, 2013). However, despite the grapevine chatter regarding negative perceptions and micro insults (Howell, 2018) towards employing and managing female employees, leadership at TG kept channels of formal and informal communication open and had encouraged feedback.…”

Section: Discussionmentioning

confidence: 99%

Striving for Inclusion of Diverse Employees: How Important is the Context?

Saqib

Khan

2022

South Asian Journal of Human Resources Management

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Organisations are making efforts to enhance diversity and become inclusive, yet there is little agreement on what leads an organisation to become inclusive. This article explores how organisations become inclusive through certain policies, practices, and behaviours. We conducted this study on a multinational subsidiary based in Pakistan with its parent company headquartered in Europe. Single case study methodology was used along with semi-structured interviews to gather in-depth data. Our findings suggest that inclusive organisations and inclusion can be considered relative concepts based on the context. An effort to find standardised policies, practices and behaviours to create inclusive organisations may not be possible. Organisations may be considered inclusive in the context that they operate in. The study strongly demonstrates the need to further refine the concept of inclusive organisations especially in light of societal context. The study serves as a valuable point of discussion in understanding how local operating context is balanced with international transfer of human resource (HR) practices. Our study contributes to diversity and inclusion literature through discussing behavioural and procedural elements that contribute towards building an inclusive workplace in a non-western context.

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Section: Discussionmentioning

confidence: 99%

Striving for Inclusion of Diverse Employees: How Important is the Context?

Saqib

Khan

2022

South Asian Journal of Human Resources Management

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“…Based on these formulas, the overall attitude score (grand mean score) has been calculated as 4.78, with a standard deviation of 0.711. Ali, Khan, and Munaf (2013) Alongside the overall attitude, this study also analyzed employees' attitudes about different aspects or dimensions related to women's leadership in the workplace. To do that, the first-factor analysis was run with scores of each item (statement) given by each respondent to find out the grouping pattern of 24 items (statements).…”

Section: Overall Attitude and Attitude About Different Aspects Pertinmentioning

confidence: 99%

Gender Role Perception in Society and Attitude towards Women Managers in Bangladesh

Jahiruddin¹,

Hossain²,

Rahman³

et al. 2020

IJBM

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This study investigates employees’ attitudes towards women managers in different types of organizations in the context of Bangladesh. Two groups of respondents – supervisors of the women managers and other employees who report to the women managers were selected for data collection through a multistage procedure. The study found that employees, on the whole, have an indifferent attitude towards women managers at the workplace. Among different aspects pertinent to women's leadership, the employees demonstrated a favorable attitude about the women managers’ knowledge and skill, while the employees feel that maternity and other feminine issues make women less desirable in the managerial positions. As the differences were investigated among the respondents of different demographic groups, significant differences were found among various groups based on gender, age, and sectors of employment. However, no significant difference was found among the employees based on their reporting relation with (supervisor and sub-ordinate) the women managers.

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“…Since, the subject ahead pertains to women's feeling of insecurity; it will be worthwhile discussing the aspects of external influences. It has been established by many researches for instance Ali, Khan and Munaf (2013); Zeba (2011) that ever since the beginning of mankind; males have certain dominancy over females, and free to practice their positions of authority. As the time went by modernization and globalization became popular in societies and the issues of gender based discrimination became popular and politicized but by having different impact on working and non working women.…”

Section: Introductionmentioning

confidence: 99%

“…Even those, who know about their rights, are not allowed to raise their voice and practically not privileged. Either, they consciously lack the basic social, economical and political rights or they are not being allowed to enjoy their freedom (Ali & Munaf, 2013;Ossai, 2012;Zeab, 2011).…”

Section: Introductionmentioning

confidence: 99%

Feeling Of Insecurity In Working And Non-Working Women Of Pakistan: A Comparative Study

Zeab

Ali

2015

PJGS

Self Cite

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The purpose of this study is to explore the difference between feeling of insecurity in working and non-working women of Pakistan. It was hypothesized that “The working-women will score higher the non-working women on the variable of feelings of insecurity”. The sample of 250 (125 working, 125 non working) women, age range was between 28 years to 45 years (M =34.126; SD= 4.129) were selected from different organizations and areas of Karachi, Pakistan through purposive sampling technique. After taking the permission from authorities and informed consent from the participant demographic forms were filled then in order to measure the feeling of insecurity, Zeab Fareda’s Insecurity Scale (2011) was administered, individually. Descriptive statistics and t-test for independent mean were used to analyze the data through SPSS. It was concluded that working women are likely to have feeling of insecurity than non working women in Pakistan.

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Attitudes toward Women in Managerial Position in Pakistan: A Comparative Study

Cited by 5 publications

References 16 publications

Striving for Inclusion of Diverse Employees: How Important is the Context?

Striving for Inclusion of Diverse Employees: How Important is the Context?

Gender Role Perception in Society and Attitude towards Women Managers in Bangladesh

Feeling Of Insecurity In Working And Non-Working Women Of Pakistan: A Comparative Study

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