CHAPTER 4 FINDINGS
F. P-Value Religion-DMPs
Table 4.13 Continued
DMPs Importance
F. P-Value
positions)”, “The company provides equal employment opportunities for men and women when recruiting senior managers”, “The company provides equal training conditions and development plans for male and female employees”, “The company consciously spreads the cultural awareness of gender equality to employees”, “The company provides equal opportunities for promotion to male and female employees”,
“The company provides equal salary and bonuses to male and female employees”,
“The company can objectively and equally evaluate the work performance of male and female employees”, “The company tries its best to ensure that there are no conflicts in the work and family life of male and female employees in working hours and workplaces”, “The company provides maternity leave opportunities for pregnant women”, “The company provides marriage leave, ordination leave and funeral leave opportunities for male and female employees”, and “The company provides both male and female equal opportunity to give feedback, for solving problems or improving your work”. Table 4.5.2-2 shows that the respondents who were “25 and less than 40 years” perceived these attributes as more important than the respondents who were “Less than 25 years” and “40 years and older”. However, it was not significantly different in terms of the importance level toward these attributes between the respondents who were “Less than 25 years” and “40 years and older”.
Table 4.14 Multiple comparisons (LSD) among different age groups hotel employees and their perception toward the importance of gender DMPs
Age N Mean SD Letter*
“The company supports the full participation of a women in the workplace”
Less than 25 years 93 3.74 1.19 a
25 to less than 40 years 168 4.11 1.04 b
40 years and older 123 3.96 1.28 ab
“The company does not have gender selectivity when publishing recruitment information (except for special positions)”
Less than 25 years 93 3.63 1.17 a
25 to less than 40 years 168 4.10 1.02 b
40 years and older 123 3.72 1.31 a
Table 4.14 Continued
Age N Mean SD Letter*
“The company provides equal employment opportunities for men and women when recruiting senior managers”
Less than 25 years 93 3.92 1.28 a
25 to less than 40 years 168 4.27 0.89 b
40 years and older 123 3.94 1.24 a
“The company provides equal training conditions and development plans for male and female employees”.
Less than 25 years 93 3.92 1.14 a
25 to less than 40 years 168 4.21 0.92 b
40 years and older 123 3.93 1.16 a
“The company consciously spreads the cultural awareness of gender equality to employees”
Less than 25 years 93 3.83 1.22 a
25 to less than 40 years 168 4.23 1.00 b
40 years and older 123 3.86 1.28 a
“The company provides equal opportunities for promotion to male and female employees”
Less than 25 years 93 3.75 1.19 a
25 to less than 40 years 168 4.18 0.95 b
40 years and older 123 4.03 1.14 a
“The company provides equal salary and bonuses to male and female employees”
Less than 25 years 93 3.74 1.35 a
25 to less than 40 years 168 4.29 1.05 b
40 years and older 123 3.85 1.37 a
“The company can objectively and equally evaluate the work performance of male and female employees”
Less than 25 years 93 3.85 1.27 a
25 to less than 40 years 168 4.22 1.02 b
40 years and older 123 3.83 1.21 a
Table 4.14 Continued
Age N Mean SD Letter*
“The company tries its best to ensure that there are no conflicts in the work and family life of male and female employees in working hours and workplaces”
Less than 25 years 93 3.85 1.22 a
25 to less than 40 years 168 4.15 1.03 b
40 years and older 123 3.80 1.23 a
“The company provides regular physical examinations for male and female employees”
Less than 25 years 93 3.86 1.24 a
25 and less than 40 years 168 4.25 0.99 b
40 years and older 123 4.02 1.21 ab
“The company provides maternity leave opportunities for pregnant women”
Less than 25 years 93 3.96 1.18 a
25 to less than 40 years 168 4.33 0.99 b
40 years and older 123 3.94 1.19 a
“The company provides marriage leave, ordination leave and funeral leave opportunities for male and female employees”
Less than 25 years 93 3.95 1.25 a
25 to less than 40 years 168 4.32 1.03 b
40 years and older 123 3.85 1.24 a
“The company provides both male and female equal opportunity to give feedback, for solving problems or improving your work”
Less than 25 years 93 3.87 1.30 a
25 to less than 40 years 168 4.29 1.00 b
40 years and older 123 3.85 1.19 a
*Means with the same letter are no significant differences (+/-5% variation)
In terms of religion DMPs, 2 attributes showed significant differences.
From Table 4.15, the respondents who were in the age of “25 and less than 40 years”
viewed the practices of “The company respects the food management of employees of all religions in their daily lives or festivals”, and “The company accepts and respects employees of all religions to celebrate religious holidays” more important than the respondent who were in the age of “less than 25 years” and “40 years and older”.
However, the respondents who were in the age of “25 to less than 40 years” perceived the implementation level of this attribute as not significantly different from the respondents who were in the age of “Less than 25 years” and “40 years and older”.
Table 4.15 Multiple comparisons (LSD) among different age groups hotel employees and their perception toward the importance of religion DMPs
Age N Mean SD Letter*
“The company respects the food management of employees of all religions in their daily lives or festivals”
Less than 25 years 93 3.85 1.29 a
25 to less than 40 years 168 4.24 1.04 b
40 years and older 123 3.94 1.15 a
“The company accepts and respects employees of all religions to celebrate religious holidays”
Less than 25 years 93 3.89 1.08 a
25 to less than 40 years 168 4.26 1.00 b
40 years and older 123 3.93 1.13 a
*Means with the same letter are no significant differences (+/-5% variation) 4.5.2.2 Age and the implication of DMPs
To test H2.2, the ANOVA was used in order to test whether different age groups of hotel employees have different perceptions toward the implementation of DMPs. Table 4.16 revealed the comparison of the perception toward the implementation of DMPs among different age groups. In terms of gender DMPs, all attributes showed not significantly different (p-value > 0.05). Similarly, in terms of age DMPs, most attributes showed no significant differences (p-value > 0.05) except “The company provides equal employment opportunities for all age groups when recruiting senior managers” (p-value = 0.05) and “The company provides reasonable training conditions and development plans for employees of all ages” (p-value = 0.02 > 0.05).
In terms of religion DMPs, most attributes are significantly different (p- value < 0.05) except “The company allows employees of all religions to pray daily (such as Muslim employees perform prayers and attend Al-khutbah of Friday)” (p-value
= 0.13 > 0.05) and “The company allows the religious habits of employees of various religions (such as Female Muslim employees wear headscarves)” (p-value = 0.46 >
0.05).
It can be concluded that the perception among different age groups of hotel employees toward the level of implementation of all attributes in gender DMPs were not significantly different (p-value > 0.05). but there were significant differences in terms of age and religion DMPs. Therefore, H2.2 was partially accepted.
Table 4.16 The ANOVA comparison of age and the implementation level of DMPs
DMPs Implementation
F. P-Value