Feminism plays a vital role in the workplaces around the globe and resulted in increased productivity due to the development of modern employment culture opted by successful organizations in the biosphere. This study is intended to examine the impact of feminism on development of modern employment culture of five multinational companies in Pakistan. Total 250 questionnaires were distributed and 200 respondents filled the questionnaire and response rate was eighty percent. By application of Statistical Package for Social Sciences (SPSS), descriptive statistics, correlation among variables, one-way ANNOVA and multiple regression analysis were carried out on the compiled data and concluded on the impact of selected independent variables including mental health, career fulfilment, equality and adversity on modern employment culture. The results showed that all the variables were significantly correlated to each other and had positive correlations. The regression analysis showed that there was a significant relationship among the independent and dependent variables.
In spite of advances for women in the modern employment culture, a few elements keep on contrarily sway women’s' feeling of prosperity at work. These components incorporate gender discernment, gender job requirements, a male ruled work environment, and inflexibility. This section will survey ways a women's activist point of view may help them in the working environment by giving a challenge to contemporary role, giving a setting for segregation, and giving a feeling of competency in dealing with the workplace, maybe prompting a more noteworthy in general feeling of prosperity. In conclusion, utilizing the women's activist point of view, the section closes with certain suggestions for improving the work environment for women.
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In-Text Citation: (Din & Din, 2019)
To Cite this Article: Din, Q. M. U., & Din, Q. M. U. (2019). Impact of Feminism on the Progress of Contemporary Employment Culture. International Journal of Academic Research Business and Social Sciences, 9(6), 58–68.
Copyright: © 2019 The Author(s)
Published by Human Resource Management Academic Research Society (www.hrmars.com)
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