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Demographic profile and perceived gender discrimination as correlates to employee performance: basis for gender sensitivity training program / Cruz, Mary Jherlyn; Agapay Trisha Mhae; Bucago, Alyssa Erika; Cerezo, Lea; Degojas, Maryjoy; Diaz, Danielle Louis; Nacion; Rosellyn Allana. 6

By: Cruz, Mary Jherlyn. 4 0 16, [, ] | [, ] |

Contributor(s): 5 6 [] |

Language: Unknown language code Summary language: Unknown language code Original language: Unknown language code Series: ; October 2017.46Edition: Description: 28 cm. 93 ppContent type: text Media type: unmediated Carrier type: volumeISBN: ISSN: 2Other title: 6 []Uniform titles: | | Related works: 1 40 6 []Subject(s): -- 2 -- 0 -- -- | -- 2 -- 0 -- 6 -- | 2 0 -- | -- -- 20 -- | | -- -- -- -- 20 -- | -- -- -- 20 -- --Genre/Form: -- 2 -- Additional physical formats: DDC classification: | LOC classification: | | 2Other classification:

Contents:

Action note: In: Summary: ABSTRACT: Gender discrimination in the workplace involved treating someone unfavourably because of the person's gender that could be exercised to any work situations including hiring , training, job assignments, compensation , benefits, and promotions that could affect the employee's performance. This study, however, focused on determining the relationship between demographic profile, perceived gender discrimination, and employee performance. This study, however, focused on determining the relationship between demographic profile, perceived gender discrimination, and employee performance. This study's hypothesis claimed that there was no significant relationship between variables. To test this hypothesis, the researchers made used of self-report surveys and questionnaires to obtain the demographic profile and perceived gender discrimination of the respondents. They also gathered the summary of the performance rating of the employees. After the necessary information had been collected, all the data was then subjected to analysis and statistical treatment. Wherein, the researchers found that there was a significant difference between gender and perceived gender discrimination, length of service had no significant difference between perceived gender discrimination and employee performance, gender had no significant difference with employee performance, and there was a statistically significant negative correlation between perceived gender discrimination and employee performance. The researchers recommended the company to undertake and implement the gender sensitivity training program that this study proposed; in order to promote a healthy and gender-sensitive environment that would be both beneficial to the employees and employer. The researchers also recommend future researchers to explore other variables as well as extend the scope of this study. So that, results could transcend to other significant organizational outcomes. Other editions:

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Item type	Current location	Home library	Collection	Call number	Status	Date due	Barcode	Item holds
Book	PLM	PLM Filipiniana Section	Filipiniana-Thesis	BF637 C79 2017 (Browse shelf)	Available		FT6828

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Undergraduate Thesis: (B.S. Psychology) - Pamantasan ng Lungsod ng Maynila, 2017. 56

ABSTRACT: Gender discrimination in the workplace involved treating someone unfavourably because of the person's gender that could be exercised to any work situations including hiring , training, job assignments, compensation , benefits, and promotions that could affect the employee's performance. This study, however, focused on determining the relationship between demographic profile, perceived gender discrimination, and employee performance. This study, however, focused on determining the relationship between demographic profile, perceived gender discrimination, and employee performance. This study's hypothesis claimed that there was no significant relationship between variables. To test this hypothesis, the researchers made used of self-report surveys and questionnaires to obtain the demographic profile and perceived gender discrimination of the respondents. They also gathered the summary of the performance rating of the employees. After the necessary information had been collected, all the data was then subjected to analysis and statistical treatment. Wherein, the researchers found that there was a significant difference between gender and perceived gender discrimination, length of service had no significant difference between perceived gender discrimination and employee performance, gender had no significant difference with employee performance, and there was a statistically significant negative correlation between perceived gender discrimination and employee performance. The researchers recommended the company to undertake and implement the gender sensitivity training program that this study proposed; in order to promote a healthy and gender-sensitive environment that would be both beneficial to the employees and employer. The researchers also recommend future researchers to explore other variables as well as extend the scope of this study. So that, results could transcend to other significant organizational outcomes.

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