Revisiting the Women Workplace Culture Scale: Validation and Psychometric Properties of a Three-Factor Structure in an Iranian Study Sample

Abstract

This paper describes the validation process of the Persian version of the Women Workplace Culture Scale and provides information about the perception of this culture in an Iranian working environment. A 30-item Persian version of the Women Workplace Culture (WWC) Questionnaire was administered to women working in public departments of the city of Bojnord, Iran (N = 200). As a result of a theory- and data-driven bottom-up empirical approach, a reduced 10-item three-dimensional scale was achieved entailing (I) perceived societal barriers for career development, (II) perceived organizational barriers, and (III) sexual harassment. This parsimonious solution showed satisfactory values of reliability, factorial validity and convergent-discriminant validity analysis based on correlations with the unidimensional 10-item Perceived Stress Scale and the 12-item Career Success Questionnaire. The scale can be used to measure women workplace culture in Iran and other Persian-speaking, Islamic-Arabic countries. It can also constitute a starting point for organizational diagnosis in projects aimed to enhance working women’s occupational health and societal participation.

Advancing Workplace Civility: a systematic review and meta-analysis of definitions, measurements, and associated factors

“…Additionally, there may be differences in civic behavior at work among employees from different national cultures due to variations in implicit norms for expressing disagreement between collectivistic and individualistic cultures (Costa, 2014;Liu, 2020;Ahmed Elsayed et al, 2021;Alam et al, 2021;Gupta and Singh, 2021;Hossny and Sabra, 2021;Sawada et al, 2021). In today's diverse workplaces, understanding these differences can enhance communication and collaboration among workers (Chandolia and Anastasiou, 2020;Lv et al, 2020;Toscano et al, 2020). Finally, empirical research should investigate the potential impact of leaders' responses when confronted with employees' uncivil behavior (Porath et al, 2015;Laschinger and Read, 2016), as these reactions are observed by colleagues and may influence long-term outcomes, such as perceptions of organizational justice (Yanchus et al, 2017).…”

Peran Organizational Commitment dalam Perceived Workplace Gender Discrimination dengan Turnover Intention pada Karyawan Perempuan

“…Berbagai bentuk diskriminasi gender di tempat kerja dapat dikelompokkan dalam beberapa aspek meliputi hambatan pengembangan karier (perceived societal barriers for career development), hambatan organisasional (perceived organizational barriers), hingga pelecehan seksual (sexual harassment) di tempat kerja (Toscano, Giusino, & Pordanjani, 2020).…”

“…Faktor utama terjadinya diskriminasi gender di Indonesia adalah konstruksi budaya yang berlaku, yaitu budaya patriarki yang meyakini bahwa laki-laki adalah kelompok gender yang wajib bekerja, sedangkan perempuan adalah kelompok gender yang bertugas mengurus rumah tangga (Nuraeni & Suryono, 2021). Fenomena diskriminasi gender di tempat kerja sendiri merupakan cerminan kerangka nilai, keyakinan, dan norma dalam organisasi yang kemudian mempengaruhi bagaimana pekerja berpikir dan bersikap terhadap organisasi (Toscano et al, 2020), termasuk kaitannya dengan kemunculan turnover intention.…”

“…Alat ukur perceived workplace gender discrimination merupakan adaptasi dari 10-item Women Workplace Culture Scale (WWCS; Toscano et al, 2020) dimana 9 aitem berada pada skala 4-poin (1 = sering hingga 4 = tidak pernah) sedangkan 1 aitem pada skala 3-poin (1 = tentu saja hingga 3 = tidak sama sekali). Contoh aitem seperti "Apakah Anda berpikir bahwa perempuan memiliki kesempatan pengembangan jenjang karier yang lebih terbatas daripada laki-laki?"…”