GENDER EQUITY, SELF-IDENTITY, AND WORK-FAMILY CONFLICT IN UNIVERSITY FACULTY: ROLE OF DEMOGRAPHIC VARIABLES

Abstract

Gender Equity, Self-Identity, and Work-Family Conflict simultaneously play a significant role in academic life of University Faculty. The study aimed to examine the relationship between Gender Equity, Self-Identity, and Work-Family Conflict in University Faculty.  Through the purposive sampling technique, a sample of 100 faculty members were recruited from Public and Private Universities includes Punjab University, NUML University, University of Engineering & Technology, and Lahore Garrison University (M=44.58; SD=7.43). The study utilized three scales i.e., the Gender Equity Scale ([GES]; Kostick et al., 2011), The Social and Personal Identities Scale ([SIPI]; Nario-Redmond et al., 2004), and Work-Family Conflict Scale ([WFC]; Haslam et al., 2015). The results demonstrated a significant positive correlation of Gender Equity with WFC; and Self-Identity had a negative correlation with Work-Family Conflict. Moreover, the Regression Analysis revealed that Gender equity and Self-Identity are likely to predict WFC in University Faculty. Furthermore, the result of Independent Sample t-test indicated significant gender differences in University Faculty. Gender Equity, Self-Identity, and Work-Family Conflict in University Faculty are significantly linked with each other. This study will be helpful in providing the basis for further empirical research, by promoting gender equity, nurturing positive self-identities, and implementing flexible work arrangements.