A MODEL FOR MEDIATING EFFECT OF EMPLOYEE ENGAGEMENT ON GENDER DISCRIMINATION IN HUMAN RESOURCE PRACTICES AND EMPLOYEE PERFORMANCE: EMPIRICAL EVIDENCE FROM BANKING INDUSTRY OF KARACHI, PAKISTAN

Abstract

Purpose This study aims to explain the relationship between gender discrimination in human resource practices and employee performance. This study also examines the mediating effect of employee engagement in the relationship between gender discrimination in human resource practices and employee performance. This study investigates the predictor-criterion relationship by targeting employees from the banking industry of Karachi, Pakistan. Methodology & Design Banking sector employees have served as the research population for this study. Using a purposive sampling technique, this study has collected primary data from the banking sector employees of Karachi, Pakistan. The survey data is based on responses collected from 392 employees. This study has tested the hypothesized relationships by running Pearson’s correlation and linear regression analysis. Findings At first, gender discrimination in recruitment policies has a positive impact on employee absenteeism and employee turnover. Secondly, gender discrimination in managerial roles has a positive impact on employee absenteeism and employee turnover. However, the mediating effect of employee engagement on the relationship between gender discrimination in HR practices and employee performance has not received statistical support. Limitations Firstly, limited generalizability ofthe findings as the sample subject was Karachi based only, hence, findings cannot be generalized to other regions of the country. Secondly, the present study deals with the banks of Karachi, Pakistan only, therefore it is not conceivable to predict the scenarios of other industries by applying the findings ofthe present study. In the end, this study has only focused on current employees only. Recommendations Firstly, gender discrimination in recruitment policies has a positive impact on employee absenteeism and employee turnover. Therefore, managers are recommended to ignore this phenomenon during the recruitment and selection process in order to promote equality among employees. Secondly, gender discrimination in managerial roles has a positive impact on employee absenteeism and employee turnover. It is highly recommended to managers to make conscious efforts not to allow the concept of gender discrimination to creep into organizational policies such as recruitment policies, managerial roles, and so forth. Lastly, the mediating variable employee engagement has an insignificant impact on gender discrimination in HR practices and employee performance. Therefore, managers are recommended to consider other variables that can gauge the true impact of gender discrimination in HR practices on employee performance.