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Abstract
Research purposes- Gender issues was being relevant issue in the past decades. Also, work engagement play important roles to boost organization profitability. This paper aimed to investigate the differences between male and female employees in work engagement.Methodology- Sample for this study were 243 banking employees. Validity and reliability conducted in this study was using Confirmatory Factor Analysis (CFA) with the Work Engagement CFA score was .802 (sig.000) and Cronbach Alpha score for Work engagement was .900 (Minimum Score is 0.7) in SPSS 25. Independent T-test used in this research to find out the differences between male employees and female employees work engagement.Findings- The research Levene’s Test for F score was 1.820 (sig. 0179) or in other words is insignificant. So, the result conclusion was that it was not any differences in engagement significant level between female employees and male employees in the Indonesia banking sector.Practice Implication- To enhance productivity through work-engagement, banking industry has wide choice in recruiting female and male employee (both gender suitable with banking industry job description).Originality- Findings in this research occurred the relationship model between work-engagement based on gender perspectives.Keywords: Gender, Work Engagement, Productivity
Highlights
Gender issues in an organization had been discussed massively in many research
Work engagement as a part of important roles to boost organization productivity was inseparable from the gender issue
To gain more evidence related between work engagement and gender issue, this study proposed some problem question, they were: H1= Female Employees were more engaged at workplace than Male employees
Summary
Gender issues in an organization had been discussed massively in many research. In previous pictures, segregation of woman and men was both horizontal and vertical in the business and public organization in Britain, for example, the woman had represented 80 percent of hairdressers, cleaners, caterers, and clerical workers, but, only 0.8 percent of surgeons, 12 percent of solicitors, 16 percent of secondary headteachers and at most 22 percent of managers (Biswas & Cassell, 1996). In the last 20 years, the academics found many women had worked in factories, supermarkets, female office workers, in particular secretaries (Biswas & Cassell, 1996). Some perspective about how the gender issue became crucial in the organization, especially when the company faced a “change” condition. Many executives had afraid if the company became “going soft”. It was compared with the previous style that more authoritative, patriarchal, competitive, and confrontational (Linstead, Brewis, & Linstead, 2005). The debates still have not gained the finish line about gender issues in an organization. On another side, work engagement as a part of important roles to boost organization productivity was inseparable from the gender issue
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