Gender Inequality Questionnaire

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To test the hypotheses of the study, data was collected using a well-structured questionnaire comprising of the gender inequality (GI) scale, job satisfaction (JS) scale, and motivation at work scale (MAWS). The first section of the questionnaire sourced the biographic details of the respondents using a nominal scale and the second section measured the three constructs of the study employing the 5-point Likert rating scale ranging from strongly disagree (1) through disagree (2), may be, (3) agree to strongly agree (5). A 20-item scale used in this study was developed and validated by the author, based on the work of Memon and Satpathy (2016) of identifying factors contributing to gender inequality at the workplace. To measure JM, the Motivation…show more content…
The model fit indices are in Table 4. The measurement model displaying absolute goodness of fit is displayed in Figure 3.
Reliability and Factor Correlation
Once the measurement models were considered to be well fitted, a reliability test was essential to confirm the statistical reliability. It was found to be above the accepted threshold of 0.7 (Nunally, 1978) for all three scales. The average factor loadings of the variables were found to be above 0.7 hence proving the convergent validity (Chin, 1998). Table 5 shows the summary statistics for the reliability test.

Though job satisfaction and motivation are overlapping concepts, these two are treated as two distinct constructs in the study. To support the conceptual framework of the study the two constructs were tested for relatedness. The average variance extracted was more than the correlation square proving discriminant validity. Correlation between the three variables resulted are present in Table
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A correlation analysis showed close linkages among the three concepts indicating a potential impact of GI and the two dependable variables; JS & JM. Path analysis has supported both the hypotheses. The first result of the study concluded a definitive impact of gender inequality on the job dissatisfaction levels of female employees. These results of the survey from Indian perspective converge with the findings of Channar (2011) who conducted their study on the public and private sector of Pakistan. However, the results of this study also suggest that JS and JM are dependent on job characteristics and its non-fulfillment cause deterioration in JS (Miner-Rubino & Cortina, 2006) as well as JM (Islam & Ismail, 2008)

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