Journal Article

Gender and Training

Saleh, Ingy Mohamed, Bakry, Hala El Sedafy, Nashaat, Injy Hassan

2022

Overview

According to the Central Agency for Public Mobilization in its annual estimates for labor and unemployment rates (for those who are 15 years old and more) for the time period (2019); the total Egyptian working force is estimated to be about 28,300,000 workers Consisting of 82% male workers and 18% female workers. The rate of unemployment among the consensuses is about 4.8% for males and 21.7% for females. Whereas, Cairo represents the highest labor force in country's demographics. Thus, females are responsible for about 23% of the total production of the country. However, sex at birth ratio is 1.05 males/female and this means that the whole country consists of about 55% males and 45% females. Which means that there are roughly about 38,000,000 females are not working. This phenomenon is dangerous for the society as a whole. And the interdependence between males and females are out of proportion. Even though for those who are considered part of the working force the unemployment rate among them is much higher than that among males. Therefore, there must be a wide array of social and cultural reasons that lead to this phenomenon. In this study we are trying to understand the work dynamics that might cause females to either progress or halt their careers in comparison to male peers. The study is trying to compare the effect of further knowledge on career advancement on both men and women in the Egyptian private sector. A longitudinal comparative study has been used targeting first line managers in the age group between 30 and 50 years old in both genders. The sample was picked randomly from 8 private institutes in 4 governorates Cairo, Alexandria, Sharqiyah and Sohag. The sample represented 3 sectors; medical institutes, petroleum sector and educational institutes. A simple random sample of 384 employees has been used from a population of 800,000 workers in the 4 governorates with a confidence level of 95% and confidence interval of 5. Only 158 employees were in our target group and only 150 employees successfully answered the survey. The sample included 41 females and 109 males. A broad scale survey has been used to test the significance of further studies in the form of formal training on career growth for both genders individually and then a comparison between the results has been performed. The survey consisted of 8 closed end questions testing the degree of career growth and 6 open end questions testing the type of career growth. Survey has been statistically analyzed using SPSS version 21.0. A MANOVA statistical technique has been used to test the significance of relationship between gender and career growth and the analysis proved the presence of significance and accordingly we rejected the null hypothesis. Then Pearson's correlation and weighted average statistical analysis has been done to find out the more probable group to see this growth. The results showed that males are most likely to find more use of the training in their careers more than females. The findings of the comparative analysis showed how culture can play a strong factor in altering the outcomes of undergoing the same training programs between males and females. The study will be backed up with relevant literature review.

• Publisher: جامعة قناة السويس - كلية التجارة بالاسماعيلية
• Subject: التنمية المهنية / السلوك التنظيمي / النمو الوظيفي / ظاهرة البطالة