- Email: [email protected]
Substantial study on the occupation development of gender equality
International Journal of Mining Science and Technology 22 (2012) 625–628
Contents lists available at SciVerse ScienceDirect
International Journal of Mining Science and Technology journal homepage: www.elsevier.com/locate/ijmst
Substantial study on the occupation development of gender equality Zhang Xiaoyan ⇑ School of Management, China University of Mining & Technology, Xuzhou 221116, China Xuzhou College of Industrial and Vocational Technology, Xuzhou 221140, China
a r t i c l e
i n f o
Article history: Received 30 January 2012 Received in revised form 26 February 2012 Accepted 15 March 2012 Available online 25 September 2012 Keywords: Occupation development Equality Substantial evidence research
a b s t r a c t Men and women participate in many social activities through professional roles. The main content of this study is the occupation development gender equality, which is a recessive change of quantity. Therefore, we cannot concretely measure it to some extent, but through the structure square distance model and employees’ feeling about the process, we can reflect its difference. The results of studying the feelings of male and female employees show that the gender equality is a problem, and there is a difference for men and women in career development. Ó 2012 Published by Elsevier B.V. on behalf of China University of Mining & Technology.
1. Introduction According to Edwin L Herr (2001), ‘‘career development mainly means that the individual increase social resources and the capacity of social resources by various professional activities’’ [1]. Social resources include political, economic and relationship resources. The growth of obtaining political resource capacities depends on the individual through continued paid labor, participation in political life, improved political life consciousness, improving occupation status and continuous level. The growth of obtaining economic resources capacity depends on the individual to make economic income and income ability, which indicates the individual’s social and economic status through the occupation activity. The growth of obtaining social relation resources refers to the individual obtains directly or indirectly social relation network expansion through the occupation activity and the influence growth about the social relationship network enhance on occupation development. Domestic and international researches on gender equality at workplace and the actual operation of enterprises display that there are gender differences in career development of employees. However, most researches on career development in gender differences are static, and a deeper empirical research is still lacking. Therefore, in this paper we study the gender equality in vocational institute by a static empirical research method at an angle of perception of the male and female workers at workplace in the process of development.
⇑ Tel.: +86 13814434712. E-mail address: [email protected]
2. Status of gender equality at workplace both at home and abroad This present research on the career development emphasizes on several dimensions. American scholar P Robbins’ research on career development was concentrated on three fields, i.e., promotion, training and organizations. American professional psychologists studied the professional developments including three dimensions, i.e., level, functions and senior, and also built the sports exercises theory in professional development. The scholars of homeland, i.e., Si Qingying and Tian Yuji studied the perspective of gender differences in the salary income in 2003, Nin Benrong pointed out that women were vulnerable position in the promotion and salary in 2003, whereas Song Lijun and Ling Juren pointed out that the professional statuses of women and men were different. Education or training was the most important reason [2–7]. Based on comprehensive studies abroad, this paper studies the gender equality in career development from the promotion and salary development, training and development of the three dimensions including promotion, salary, training developments. 3. Methodology The studies in this paper were undertaken on staffs of mediumsized enterprises in one city. The investigators issued out a total of 480 questionnaires. After sorting and removing invalid questionnaire, there were 48 valid questionnaires with a recovery ratio of 94%. Tests and samples from each of 224 samples are shown in Table 1. The samples were distributed basing age, education, office, duties and professional, which are fitted with the empirical research requirement. The questionnaires of this paper were based
2095-2686/$ - see front matter Ó 2012 Published by Elsevier B.V. on behalf of China University of Mining & Technology. http://dx.doi.org/10.1016/j.ijmst.2012.08.005
626
X. Zhang / International Journal of Mining Science and Technology 22 (2012) 625–628
Table 1 General situation of the investigated samples.
4. Data analysis
Project
Category
Total number
Male (%)
Sex
Male Female <20 20–30 30–40 40–50 >50 Junior school High school Specialty Undergraduate Graduate Top management Middle management Basic management Technical staff General staff <3 3–10 10–20 20–25 >25 Senior Intermediate Primary No post <1000 1001–2000 2001–3000 3001–4000 >5000 Joint enterprise State-owned enterprise Private enterprise
224 224 24 136 188 98 2 53 162 146 75 14 0 39
100 0.40 25.45 47.32 25.89 0.94 6.25 27.23 34.82 26.34 5.36 0 13.39
100 10.26 35.26 36.61 17.41 0.46 17.41 44.64 30.36 6.69 0.9 0 4.02
97 74 238 24 136 188 97 3 15 112 114 207 186 111 76 54 21 117 301
29.47 20.09 37.05 12.95 20.98 45.98 10.27 9.82 5.36 27.67 29.46 61.65 25.45 30.35 20.98 15.62 7.55 8.92 80.82
13.84 12.95 69.19 28.57 24.55 33.48 8.04 5.36 1.34 22.32 21.43 54.91 57.58 19.19 12.94 8.48 1.81 41.96 53.58
30
10.26
4.46
Age
Education
Position
Working time (year)
Post
Pay status (Yuan)
Enterprise
Female (%)
4.1. Statistical analysis SPSS12.0 was used to calculate the mean and standard deviation. We found that the identity of male staff to the promotion of development was higher than that of female staff. The average compensation system for gender awareness and training program of female employees was higher than that of the male employees. 4.2. Data quality analysis The internal consistency indexes (Cronbach a) of the two sets of samples were 0.85 and 0.848. The internal consistency index of all scales was in excess of 0.5, which explained that the reliability of the table was better. A LISREL8.5 was used to analyze the model for validation, and the results indicate that the model and the extent of the data were both well. It indicated that the structure of the questionnaire was better. With LISREL8.5, taking the correlation coefficient matrix of each variable as the input matrix, the confirmatory factor analysis of the two models was carried out respectively. The result shows that the fitting degree of both the male and female career development of gender-aware models with the sample data are high as shown in Table 3. Contrasting the male and female gender identity models, it was found that the coefficient was not the same as shown in Table 4. Therefore, the staffs for professional development and gender justice were perceived differently. Table 5 shows the second-order factor load. 4.3. Explanation of indicators to variables
on documents [8–15]. The first part was basic information, while the second part was career development closed questionnaire, and the method of answering the questionnaires was by Likerttype five points. The inspection used statistical software SPSS12.0, and the results were analyzed with LISREL8.5. The ‘‘employee occupation development questionnaire’’ was used as a measuring tool. The contents of the questionnaire were as follows: Table 2. Based on documents, we proposed the gender awareness model of staff in occupation development as shown in Fig. 1.
From Table 4, we know that the loads of indicators for the employees were different. From Table 5, we know that among the male gender identity professional staff development model, the training and gender awareness model had the biggest load of 1.0, and the promotion of development model had the second biggest load of 0.88, whereas the gender identity for salary development was the smallest. On the contrast, the order of loads for the female staff was training gender awareness, salary development gender awareness and promotion development gender awareness. Contrasting on the second factor for the male and female employees’ professional development model of gender identity, we found out that the staff training development of the male and female employees were fair. The awarding of promotion develop-
Table 2 A questionnaire contents of gender feeling of the occupation development. Second-order factor
First-order factor
Contents of the index
Occupation development gender awareness
Promotion development gender awareness
Male and female have the same opportunities to promotion in our unit Male and female have consistent promotion way in our unit Male and female have the same promotion speed in our unit Male and female have the same post with the reward in our unit Male and female are fair in remuneration in our unit Our unit attaches great importance to labor rights protection of female employees Male and female have the same training opportunities in our unit The same position of men and women are trained consistent in our unit The training demand of male and female are avidly in our unit Male and female can play the same role through trainin in our unit
Salary development gender awareness
Training development gender awareness
627
X. Zhang / International Journal of Mining Science and Technology 22 (2012) 625–628 Table 4 Indicator in the variable load.
Promotion opportunity gender awareness Promotion development gender awareness
Promotion way gender awareness Promotion speed gender awareness
Salary development gender awareness
Occupation development gender awareness
Salary level gender awareness Salary fair gender awareness Salary system gender awareness Training opportunity gender awareness
Training development gender awareness
Training way gender awareness Training idea gender awareness Training effect gender awareness
Fig. 1. Gender awareness model of staff in occupation development.
Table 3 Gender-aware model goodness of fit indicator in structural equation. Indicator
df X2
X2/df RMSEA RMR NNFI CFI
Male model 30 55.849 1.861 0.059 Female 29 63.966 2.206 0.073 model
IFI
RFI
GFI
0.041 0.948 0.965 0.966 0.894 0.955 0.047 0.942 0.963 0.963 0.899 0.946
ment to male employees was 0.88 whereas that of female employees was 0.79. The awarding of salary developments to male employees was 0.85 slightly lower than salary developments awarded to female staffs. After the LISREL procedure, the standard path diagram for path coefficient model is shown in Fig. 2.
4.4. Results and discussion From studies on career development, we found out that the promotion development awarded to male and female employees were different. Men thought it was fair while women thought it was unfair, which revealed the system of job promotion was disadvantageous to women employees. The male and female employees were awarded different salary developments. The salary development of female staff was much less than the development salary of male staff. This can be perceived that the female staffs were paid less than male employees and male employees pay more attention to salary development. Maybe the major issue is that a man is the main financial source in a family. Therefore, men have greater economic pressure than women, and they pay more attention to salary development. Both men and women are concerned in training staff development, which explained that thay both care the sustainability of the career development. The study on the male and female employees professional development revealed that the professional development of men and women employees were different. Therefore, in order to achieve equality between men and women in professional development, the individual, organization and society should adopt corresponding countermeasures.
Indicator relation (path)
Indicatorvariable relation (path)
Standardized path coefficient (male)
Standardized path coefficient (female)
Promotion opportunity gender awareness Promotion way gender awareness Promotion speed gender awareness Salary level gender awareness Salary fair gender awareness Salary system gender awareness Training opportunity gender awareness Training way gender awareness Training idea gender awareness Training effect gender awareness
g1–y1
0.55
0.86
g1–y2
0.82*
0.87*
g1–y3
0.73*
0.77*
g2–y4
0.71*
0.79*
g2–y5
0.62*
0.84*
g2–y6
0.83*
0.44*
g3–y7
0.70*
0.56*
g3–y8
0.72*
0.47*
g3–y9
0.21
0.60*
g3–y10
0.52*
0.47*
Note: g1 is promotion development gender awareness, g2 salary development gender awareness, g3 training development gender awareness, y1 promotion opportunity gender awareness, y2 promotion way gender awareness, y3 promotion speed gender awareness, y4 salary level gender awareness, y5 salary fair gender awareness, y6 salary system gender awareness, y7 training opportunity gender awareness, y8 training way gender awareness, y9 training idea gender awareness, and y10 training effect gender awareness. * Represents significant influence.
Table 5 Gender feeling second-order factor load. Operator load
Male
Female
Promotion development gender awareness Salary development gender awareness Training development gender awareness
0.88 0.85 1.00
0.79 0.91 1.00
Female staff should set their career development goals. They should improve education, handle the conflicts between the daily life and work properly and enhance interpersonal skills which could reduce the career development gap between male and female employees. Organizations should attach importance to the promotion and training developments of the staff and improve their satisfaction in their professional development. In order to achieve equality in professional development between male and female employees, organizations should undertake the following measures include: change the work of women in subordinate status within the organization, design a professional path according to female staff and provide balanced plans between family and work for females. Society should create equal employment opportunity, help alleviate the conflict for the female role and improve the personnel policy systems (for example, the retirement policy in most countries offer different ages between males and females, etc.).
628
X. Zhang / International Journal of Mining Science and Technology 22 (2012) 625–628
Promotion opportunity gender awareness
0.85
P romotion speed gender awareness
Salary development gender awareness
0. 62 0 .8 3
S alary fair gender awareness Salary system gender awareness
0. 86 0.87 0 .7 7
Occupation development gender awareness
1.0 0
Salary development gender awareness
0.8 4 0 .4 4
Training development gender awareness
0 .7
0
1.0 0
Training opportunity gender awareness
0.91
0. 72 0 .2 1
Training way gender awareness
Training development gender awareness
56 0. 0 .4 7 0 .6 0
2
7 0 .4
0 .5
Training idea gender awareness
Promotion way gender awareness Promotion speed gender awareness S alary level gender awareness
0. 79
Salary level gender awareness
0.7 1
Occupation development gender awareness
Promotion development gender awareness
Promotion way gender awareness
0 .79
0 .82 0 .7 3
0.8 8
P romotion development gender awareness
0 .5
5
Promotion opportunity gender awareness
Salary fair gender awareness Salary system gender awareness Training opportunity gender awareness Training way gender awareness Training idea gender awareness Training effect gender awareness
Training effect gender awareness
(a) Male employees
(b) Female employees
Fig. 2. Result of gender awareness model of male and female employees in occupation development.
5. Conclusions 1) Gender awareness of the employees in occupation development consists of promotion, salary and training development gender awareness. 2) Promotion development gender awareness consists of promotion opportunity gender awareness, promotion way gender awareness and promotion speed gender awareness. 3) Salary development gender awareness consists of salary level gender awareness, salary fair gender awareness and salary system gender awareness. 4) Training development gender awareness consists of training opportunity gender awareness, training way gender awareness, training idea gender awareness and training effect gender awareness. 5) The occupation developments awarded to male and female employees were different in both male and female employees. Female employees were awarded less than male employees in promotion development, but awarded much more in salary development which can explain women’s satisfaction with salary. The male are the main economic source to families, therefore, the economic pressure of men is bigger than that of women. So the male pay more attention to salary. Acknowledgments The author would like to thank the companies which participated in this research.
References [1] Herr EdWL. Career development and its practice: A historical perspective. Career Dev Q 2001;3:9–18. [2] Nn BR. The plight of women’s career development in new period and analyses. Population Northwest 2005;4:24–7. [3] Robbins. Management. Beijing: Chinese University Press; 1997. [4] Schein Edgar H. Professional effective management about professional. Beijing: Triptych Bookstore; 1992. [5] Ci QY, Tian YJ, Xu N. Expression and characteristics about different income. Population J 2003;3:54–8. [6] Ning BR. Obstacles and countermeasures about women’s career development. Hum Dev 2003;9:44–5. [7] Song LJ, Lin JR. Human development the gender differences of professional status. Anhui Province Agric Univ J 2003;3:70–4. [8] Li Y. Research on psychological contract staff and related factors. Beijing: Capital Normal University; 2002. [9] Hou TJ, Wen ZL, Cheng ZJ. Model of structure equation and application model. Beijing: Education and Science Publishing House; 2004. [10] Myers Barbara, Pringle JudithK. Self-initiated foreign experience as accelerated development: influences of gender. J World Bus 2005;40:421–31. [11] Byars Angela M. Applications of social cognitive theory of to the career development of women of color. Appl Prev Psychol 1998;7:255–67. [12] Pulkkinen Lea, Ohranen Minna, Tolvanen Asko. Personality antecedents of career orientation and stability among women compared to men. J Vocat Behav 1999;54:37–58. [13] Niles SG. Using super career development assessment and counseling model to link theory to practice. Int J Educ Vocat Guidance 2001;1:131–9. [14] Harry ND. Special issues introduction: career and life planning key feature within comprehensive guidance programs. J Career Dev 2000;27(2):73–80. [15] Brown D, Brooks L. Career choice and development. San Francisco: JosseyBass; 1996.
Contents lists available at SciVerse ScienceDirect
International Journal of Mining Science and Technology journal homepage: www.elsevier.com/locate/ijmst
Substantial study on the occupation development of gender equality Zhang Xiaoyan ⇑ School of Management, China University of Mining & Technology, Xuzhou 221116, China Xuzhou College of Industrial and Vocational Technology, Xuzhou 221140, China
a r t i c l e
i n f o
Article history: Received 30 January 2012 Received in revised form 26 February 2012 Accepted 15 March 2012 Available online 25 September 2012 Keywords: Occupation development Equality Substantial evidence research
a b s t r a c t Men and women participate in many social activities through professional roles. The main content of this study is the occupation development gender equality, which is a recessive change of quantity. Therefore, we cannot concretely measure it to some extent, but through the structure square distance model and employees’ feeling about the process, we can reflect its difference. The results of studying the feelings of male and female employees show that the gender equality is a problem, and there is a difference for men and women in career development. Ó 2012 Published by Elsevier B.V. on behalf of China University of Mining & Technology.
1. Introduction According to Edwin L Herr (2001), ‘‘career development mainly means that the individual increase social resources and the capacity of social resources by various professional activities’’ [1]. Social resources include political, economic and relationship resources. The growth of obtaining political resource capacities depends on the individual through continued paid labor, participation in political life, improved political life consciousness, improving occupation status and continuous level. The growth of obtaining economic resources capacity depends on the individual to make economic income and income ability, which indicates the individual’s social and economic status through the occupation activity. The growth of obtaining social relation resources refers to the individual obtains directly or indirectly social relation network expansion through the occupation activity and the influence growth about the social relationship network enhance on occupation development. Domestic and international researches on gender equality at workplace and the actual operation of enterprises display that there are gender differences in career development of employees. However, most researches on career development in gender differences are static, and a deeper empirical research is still lacking. Therefore, in this paper we study the gender equality in vocational institute by a static empirical research method at an angle of perception of the male and female workers at workplace in the process of development.
⇑ Tel.: +86 13814434712. E-mail address: [email protected]
2. Status of gender equality at workplace both at home and abroad This present research on the career development emphasizes on several dimensions. American scholar P Robbins’ research on career development was concentrated on three fields, i.e., promotion, training and organizations. American professional psychologists studied the professional developments including three dimensions, i.e., level, functions and senior, and also built the sports exercises theory in professional development. The scholars of homeland, i.e., Si Qingying and Tian Yuji studied the perspective of gender differences in the salary income in 2003, Nin Benrong pointed out that women were vulnerable position in the promotion and salary in 2003, whereas Song Lijun and Ling Juren pointed out that the professional statuses of women and men were different. Education or training was the most important reason [2–7]. Based on comprehensive studies abroad, this paper studies the gender equality in career development from the promotion and salary development, training and development of the three dimensions including promotion, salary, training developments. 3. Methodology The studies in this paper were undertaken on staffs of mediumsized enterprises in one city. The investigators issued out a total of 480 questionnaires. After sorting and removing invalid questionnaire, there were 48 valid questionnaires with a recovery ratio of 94%. Tests and samples from each of 224 samples are shown in Table 1. The samples were distributed basing age, education, office, duties and professional, which are fitted with the empirical research requirement. The questionnaires of this paper were based
2095-2686/$ - see front matter Ó 2012 Published by Elsevier B.V. on behalf of China University of Mining & Technology. http://dx.doi.org/10.1016/j.ijmst.2012.08.005
626
X. Zhang / International Journal of Mining Science and Technology 22 (2012) 625–628
Table 1 General situation of the investigated samples.
4. Data analysis
Project
Category
Total number
Male (%)
Sex
Male Female <20 20–30 30–40 40–50 >50 Junior school High school Specialty Undergraduate Graduate Top management Middle management Basic management Technical staff General staff <3 3–10 10–20 20–25 >25 Senior Intermediate Primary No post <1000 1001–2000 2001–3000 3001–4000 >5000 Joint enterprise State-owned enterprise Private enterprise
224 224 24 136 188 98 2 53 162 146 75 14 0 39
100 0.40 25.45 47.32 25.89 0.94 6.25 27.23 34.82 26.34 5.36 0 13.39
100 10.26 35.26 36.61 17.41 0.46 17.41 44.64 30.36 6.69 0.9 0 4.02
97 74 238 24 136 188 97 3 15 112 114 207 186 111 76 54 21 117 301
29.47 20.09 37.05 12.95 20.98 45.98 10.27 9.82 5.36 27.67 29.46 61.65 25.45 30.35 20.98 15.62 7.55 8.92 80.82
13.84 12.95 69.19 28.57 24.55 33.48 8.04 5.36 1.34 22.32 21.43 54.91 57.58 19.19 12.94 8.48 1.81 41.96 53.58
30
10.26
4.46
Age
Education
Position
Working time (year)
Post
Pay status (Yuan)
Enterprise
Female (%)
4.1. Statistical analysis SPSS12.0 was used to calculate the mean and standard deviation. We found that the identity of male staff to the promotion of development was higher than that of female staff. The average compensation system for gender awareness and training program of female employees was higher than that of the male employees. 4.2. Data quality analysis The internal consistency indexes (Cronbach a) of the two sets of samples were 0.85 and 0.848. The internal consistency index of all scales was in excess of 0.5, which explained that the reliability of the table was better. A LISREL8.5 was used to analyze the model for validation, and the results indicate that the model and the extent of the data were both well. It indicated that the structure of the questionnaire was better. With LISREL8.5, taking the correlation coefficient matrix of each variable as the input matrix, the confirmatory factor analysis of the two models was carried out respectively. The result shows that the fitting degree of both the male and female career development of gender-aware models with the sample data are high as shown in Table 3. Contrasting the male and female gender identity models, it was found that the coefficient was not the same as shown in Table 4. Therefore, the staffs for professional development and gender justice were perceived differently. Table 5 shows the second-order factor load. 4.3. Explanation of indicators to variables
on documents [8–15]. The first part was basic information, while the second part was career development closed questionnaire, and the method of answering the questionnaires was by Likerttype five points. The inspection used statistical software SPSS12.0, and the results were analyzed with LISREL8.5. The ‘‘employee occupation development questionnaire’’ was used as a measuring tool. The contents of the questionnaire were as follows: Table 2. Based on documents, we proposed the gender awareness model of staff in occupation development as shown in Fig. 1.
From Table 4, we know that the loads of indicators for the employees were different. From Table 5, we know that among the male gender identity professional staff development model, the training and gender awareness model had the biggest load of 1.0, and the promotion of development model had the second biggest load of 0.88, whereas the gender identity for salary development was the smallest. On the contrast, the order of loads for the female staff was training gender awareness, salary development gender awareness and promotion development gender awareness. Contrasting on the second factor for the male and female employees’ professional development model of gender identity, we found out that the staff training development of the male and female employees were fair. The awarding of promotion develop-
Table 2 A questionnaire contents of gender feeling of the occupation development. Second-order factor
First-order factor
Contents of the index
Occupation development gender awareness
Promotion development gender awareness
Male and female have the same opportunities to promotion in our unit Male and female have consistent promotion way in our unit Male and female have the same promotion speed in our unit Male and female have the same post with the reward in our unit Male and female are fair in remuneration in our unit Our unit attaches great importance to labor rights protection of female employees Male and female have the same training opportunities in our unit The same position of men and women are trained consistent in our unit The training demand of male and female are avidly in our unit Male and female can play the same role through trainin in our unit
Salary development gender awareness
Training development gender awareness
627
X. Zhang / International Journal of Mining Science and Technology 22 (2012) 625–628 Table 4 Indicator in the variable load.
Promotion opportunity gender awareness Promotion development gender awareness
Promotion way gender awareness Promotion speed gender awareness
Salary development gender awareness
Occupation development gender awareness
Salary level gender awareness Salary fair gender awareness Salary system gender awareness Training opportunity gender awareness
Training development gender awareness
Training way gender awareness Training idea gender awareness Training effect gender awareness
Fig. 1. Gender awareness model of staff in occupation development.
Table 3 Gender-aware model goodness of fit indicator in structural equation. Indicator
df X2
X2/df RMSEA RMR NNFI CFI
Male model 30 55.849 1.861 0.059 Female 29 63.966 2.206 0.073 model
IFI
RFI
GFI
0.041 0.948 0.965 0.966 0.894 0.955 0.047 0.942 0.963 0.963 0.899 0.946
ment to male employees was 0.88 whereas that of female employees was 0.79. The awarding of salary developments to male employees was 0.85 slightly lower than salary developments awarded to female staffs. After the LISREL procedure, the standard path diagram for path coefficient model is shown in Fig. 2.
4.4. Results and discussion From studies on career development, we found out that the promotion development awarded to male and female employees were different. Men thought it was fair while women thought it was unfair, which revealed the system of job promotion was disadvantageous to women employees. The male and female employees were awarded different salary developments. The salary development of female staff was much less than the development salary of male staff. This can be perceived that the female staffs were paid less than male employees and male employees pay more attention to salary development. Maybe the major issue is that a man is the main financial source in a family. Therefore, men have greater economic pressure than women, and they pay more attention to salary development. Both men and women are concerned in training staff development, which explained that thay both care the sustainability of the career development. The study on the male and female employees professional development revealed that the professional development of men and women employees were different. Therefore, in order to achieve equality between men and women in professional development, the individual, organization and society should adopt corresponding countermeasures.
Indicator relation (path)
Indicatorvariable relation (path)
Standardized path coefficient (male)
Standardized path coefficient (female)
Promotion opportunity gender awareness Promotion way gender awareness Promotion speed gender awareness Salary level gender awareness Salary fair gender awareness Salary system gender awareness Training opportunity gender awareness Training way gender awareness Training idea gender awareness Training effect gender awareness
g1–y1
0.55
0.86
g1–y2
0.82*
0.87*
g1–y3
0.73*
0.77*
g2–y4
0.71*
0.79*
g2–y5
0.62*
0.84*
g2–y6
0.83*
0.44*
g3–y7
0.70*
0.56*
g3–y8
0.72*
0.47*
g3–y9
0.21
0.60*
g3–y10
0.52*
0.47*
Note: g1 is promotion development gender awareness, g2 salary development gender awareness, g3 training development gender awareness, y1 promotion opportunity gender awareness, y2 promotion way gender awareness, y3 promotion speed gender awareness, y4 salary level gender awareness, y5 salary fair gender awareness, y6 salary system gender awareness, y7 training opportunity gender awareness, y8 training way gender awareness, y9 training idea gender awareness, and y10 training effect gender awareness. * Represents significant influence.
Table 5 Gender feeling second-order factor load. Operator load
Male
Female
Promotion development gender awareness Salary development gender awareness Training development gender awareness
0.88 0.85 1.00
0.79 0.91 1.00
Female staff should set their career development goals. They should improve education, handle the conflicts between the daily life and work properly and enhance interpersonal skills which could reduce the career development gap between male and female employees. Organizations should attach importance to the promotion and training developments of the staff and improve their satisfaction in their professional development. In order to achieve equality in professional development between male and female employees, organizations should undertake the following measures include: change the work of women in subordinate status within the organization, design a professional path according to female staff and provide balanced plans between family and work for females. Society should create equal employment opportunity, help alleviate the conflict for the female role and improve the personnel policy systems (for example, the retirement policy in most countries offer different ages between males and females, etc.).
628
X. Zhang / International Journal of Mining Science and Technology 22 (2012) 625–628
Promotion opportunity gender awareness
0.85
P romotion speed gender awareness
Salary development gender awareness
0. 62 0 .8 3
S alary fair gender awareness Salary system gender awareness
0. 86 0.87 0 .7 7
Occupation development gender awareness
1.0 0
Salary development gender awareness
0.8 4 0 .4 4
Training development gender awareness
0 .7
0
1.0 0
Training opportunity gender awareness
0.91
0. 72 0 .2 1
Training way gender awareness
Training development gender awareness
56 0. 0 .4 7 0 .6 0
2
7 0 .4
0 .5
Training idea gender awareness
Promotion way gender awareness Promotion speed gender awareness S alary level gender awareness
0. 79
Salary level gender awareness
0.7 1
Occupation development gender awareness
Promotion development gender awareness
Promotion way gender awareness
0 .79
0 .82 0 .7 3
0.8 8
P romotion development gender awareness
0 .5
5
Promotion opportunity gender awareness
Salary fair gender awareness Salary system gender awareness Training opportunity gender awareness Training way gender awareness Training idea gender awareness Training effect gender awareness
Training effect gender awareness
(a) Male employees
(b) Female employees
Fig. 2. Result of gender awareness model of male and female employees in occupation development.
5. Conclusions 1) Gender awareness of the employees in occupation development consists of promotion, salary and training development gender awareness. 2) Promotion development gender awareness consists of promotion opportunity gender awareness, promotion way gender awareness and promotion speed gender awareness. 3) Salary development gender awareness consists of salary level gender awareness, salary fair gender awareness and salary system gender awareness. 4) Training development gender awareness consists of training opportunity gender awareness, training way gender awareness, training idea gender awareness and training effect gender awareness. 5) The occupation developments awarded to male and female employees were different in both male and female employees. Female employees were awarded less than male employees in promotion development, but awarded much more in salary development which can explain women’s satisfaction with salary. The male are the main economic source to families, therefore, the economic pressure of men is bigger than that of women. So the male pay more attention to salary. Acknowledgments The author would like to thank the companies which participated in this research.
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