Gender Perceptions and Organisational Climate: A Study of Two Structurally Different Large Organisations in India

Abstract

In this study we observe the gender differences pertaining to perception of organizational climate. We have demonstrated that the perception of female employees in organized sector in India may no longer be restricted to feelings of despair and loss of hope as against what has been mostly the discourse at the national and international levels. We have demonstrated that these perceptions may not only be homogenous across organizations (i.e., socially determined) but in fact may also depend on the organizational structural contexts. Gender perceptions on identification and goal clarity were determined by larger social context as irrespective of the organization the mean scores of women respondents were significantly lower than those of male respondents. Women participants were perceived by their supervisors to indulge less in deviant behavior as compared to male participants. However, gender perceptions regarding perceived climate of welfare measures, outward focus of the organization, and fairness were contingent on the structural context of the two organizations in which our study was conducted. The two organizations differed significantly in their human resources practices. Although limited in generalizability, the study incorporated a robust study design in the two large organizations; one a government utility and the other a private sector organization. Both the organizations had more than 10000 employees on their roles. We analyzed 545 responses from the government utility and 8853 responses from the private organization. Our findings may help managers understand the differences in the socially constructed perception of intervention mechanisms by men and women. This perception is further influenced by the organizational structure and norms. Managers could thus institute processes and procedures in ways which balance the needs of both genders.