HERMOSA NATIONAL HIGH SCHOOL

FACTORS AFFECTING THE PREFERENCE OF BUSINESS OWNER’S IN

GENDER-BASED HIRING IN HERMOSA

A Research Proposal presented to

the Faculty of the Senior High School
Hermosa National High School
Culis, Hermosa Bataan

In partial fulfillment
of the requirement for the subject
Inquiries, Investigation and Immersion

Santos Jade Irish

Limon Jenny Lhin
Meletante Jessa Mae A.
Dela Cruz Arlan
Medina Mark Angel
Llego Joshua

January 2024
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APPROVAL SHEET

This thesis entitled: “_Factors affecting the preference of Business Owner’s in

Gender-Based Hiring _”, prepared and submitted by (Meletante Jessa Mae A.),
(Santos Jade Irish M.), (Dela Cruz Arlan D.), (Medina Mark T.), (Limon Jenny
Lhin), (Llego Joshua) in partial fulfillment of the requirements for the subject Practical
Research I, has been examined and is recommended for acceptance and approval for Oral
Defense Examination.

Adviser

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Chapter I

THE PROBLEM AND ITS BACKGROUND

Introduction
This study is crucial for understanding the dynamics of workplace hang diversity into
the intricate interplay social, psychological, and organizational factors that shape hiring
decisions. Exploring this can contribute valuable insights into how biases, stereotypes,
and societal expectations influence the recruitment process ultimately informing the
strategies for more inclusive and equitable workplaces. This research might examine the
role of organizational policies and practices in promoting gender diversity, scholarly
articles and academic work provide insights into how gender stereotypes.

Most of literature saying that in this society women are more capable in house than
working in office. Seeing the differences to both genders is unfair because of their
gender, they experience discrimination and inequality treatment from the owners. This
topic needs to be known and a warning for others that gender-based hiring is not the
definition for a good quality of service of work because is based on experience, serves
and attitude. Gender basing can be called discrimination because people judge a person
already, the applicant without testing their skills if they are capable for the position. This
research will use experimental design that describes how gender-based hiring affects the
business owner’s preference by observing and giving survey to them to answer.

Hiring decisions could be influenced by preconceived stereotypes about a certain

gender group. Gender bias is a problem that needs to be addressed for both men and
women to enjoy equal opportunities about professional achievement and development.
Gender bias is pervasive at work and in organizations, creating inequalities at every stage
of the employment cycle. Gender-Based stereotypes affect which candidates get recruited
for certain roles and why, how salaries are negotiated, how manager provide feedback to
their employees, and which employees receive career development opportunities and
career encouragement, and which do not. Each of these factors compounds across
women’s careers, producing and sustaining gender inequality from recruitment to
selection to promotion.
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Decades of research has made one thing clear: gender biases are nearly always
present in employment decisions, subtly influencing our assessments about who is the
“right” or “best” person for the job. This insight paper highlights some of the research
examining how gender bias operates at work and provides evidence-based suggestions
for creating a more equitable recruitment and promotion system. This paper discusses the
factors that drive employment segregation and policy prescriptions suggested by the
literature- while prescriptions are highly dependent on local context, government policies
are most likely to be effective if they strategically address the supply side and demand-
side constraints that are binding for a particular context, address several constraints in
parallel. If they are simultaneously binding and carefully consider general equilibrium
effects.

Statement of The Problem

The following questions are the problems the researchers want to be answered through
this study.
Profile
1.1 Length in Business
1.2 Business type
2. What are the factors affecting business owner’s preference on gender based-hiring?
3. Is there significant difference on the factors of affecting business owner’ preference on
gender-based hiring when group according to profile?
4. What is the basic solution that can be made based on the finding of the study?

Significance of The Study

The finding of factors affecting the preference of business owners in gender-based
hiring.
The study determines the effect of gender-based hiring to the applicants, the result may
give them a warning and learning about the gender-based hiring happening in the
business world so they can be more aware to applying for a job.
To the business owners, the result may serve them as a warning and learning about
gender-based hiring so they will know that is discrimination so they will stop on doing
that, so they will focus on the skills not the gender.
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The future researcher can explore how they will avoid this kind of situation when
applying for a job and how they will stop the inequality treatment. Future researchers can
build awareness to the applicants and to the business owners.

Scope and Delimitations

The delimitation boundaries of this study limited the participants to small business
owners who have successfully hired military veterans in the southeastern Virginia area.
An additional delimitation was limiting the intended scope of this study to three small
businesses in the state of Virginia that focus on recruiting military veterans as potential
recruits and employees. This study included businesses with fewer than 500 employees,
which are not considered medium or large companies. Delimitation was the location of
each organization; the three businesses were located throughout the state of Virginia.

The delimitation boundaries of this study limited the participants to small business
owners who have successfully hired male and female. An additional delimitation was
limiting the intended scope of this study to three small businesses in the Philippines to
potential recruits and employees. This study included businesses which are not
considered medium or large companies. Delimitation was the location of each
organization; the three businesses were located throughout of the Philippines.

Notes of Chapter I
An analysis of gender-based pay equity of instructional faculty members in the Virginia
Community College System - ProQuest
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CHAPTER II

THEORETICAL FRAMEWORK

The object of this study is to learn the factors affecting the preference of business
owner in gender based hiring and how will it apply on their application and requirements.

Most of the owner of a business is busing in the gender of applicant without even at
their resume. So many applicant experiencing discrimination from work or to the finding
job.

Peterson and Thea (2006) described that there are so many ways of the gender
biasness and discrimination in organizations due to the unfair actions of the employer,
discrimination in job compensation package, hiring discrimination, favoritism related to
job promotion, and biasness in wage setting for different type of job work. Many analysts
agree on this hiring is most important; promotion is second, and wages, transfer, training,
dismissal, are third.

Gender issues related to the differences of male and female were pinpointed in decade
of 1950’s, but highlighted as an important issue in management and organizational
studies in between 1980’s & 1990’s.

Relevant Theories
Eagly’s (1987) social role theory argues that widely shared gender stereotypes
develop from the gender division of labor that characterizes a society. In western
societies, men’s greater participation in paid positions of higher power and status and the
disproportionate assignment of nurturant roles to women have created stereotypes that
associate agency with men and communion with women. In addition, the gendered
division of labor gives men and women differentiated skills. When gender stereotypes
shape behavior directly through the expectations members form for one another’s
behavior. When group members enact social roles that are more tightly linked to the
context than gender, such as manager and employee in the workplace, these more
proximate roles control their behavior rather than gender stereotypes. Even in situations
where gender stereotypes do not control behavior, however, men and women may still act
slightly differently due to their gender differentiated skills.
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Social role theory has a broad scope that applies to interaction in all contexts and
addresses assertive, power related behaviors as well as supportive or feeling related
behaviors (called socio emotional behaviors). The explanations offered by the theory are
not highly specific or detailed, however. The theory predicts that women will generally
act more communally and less instrumentally than men in the same context, that these
differences will be greatest when gender is highly salient in the situation, and that gender
differences will be weak or absent when people enact formal, institutional roles.

According to vinncy (2019) introducing gender schema theory, observe that the
gender binary between male and female had become one of the basic organization
structures in human society. Gender is the definition of a person to be known in society
also about what kind of work that aligns to one person’s gender.

Bem cautional that gender schema theory was a theory of process. The theory does
accompany for the specific content of gender schemas, as they may different between
cultures. Instead, it focuses on the way people process and utilize the information of their
culture provides about masculinity and feminity.

Feminist theory falls under the umbrella of critical theory, which in general have the
purpose of destabilizing systems of power and oppression. Feminist theory will be
discussed here as a theory with a lower case ‘t’, however this is not meant to imply that it
is not a Theory or cannot be used as one, only to acknowledge that for some it may be a
sub-genre of Critical Theory, while for others it stands alone. According to Egbert and
Sanden (2020), some scholars see critical paradigms as extensions of the interpretivist,
but there is also an emphasis on oppression and lived experience grounded in subjectivist
epistemology.
The purpose of using a feminist lens is to enable the discovery of how people interact
within systems and possibly offer solutions to confront and eradicate oppressive systems
and structures. Feminist theory considers the lived experience of any person/people, not
just women, with an emphasis on oppression. While there may not be a consensus on
where feminist theory fits as a theory or paradigm, disruption of oppression is a core
tenant of feminist work.

Understanding that feminism is about reducing oppression for everyone and sharing
that definition can reduce this challenge. hooks (2000) said that, “A male who has
divested of male privilege, who has embraced feminist politics, is a worthy comrade in
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struggle, in no way a threat to feminism, whereas a female who remains wedded to sexist
thinking and behavior infiltrating feminist movement is a dangerous threat”.

Related Literature
According to Kimberly A Eddleston & Gary N Powell. This study examines how
gender identity explains what male and female business owners look from their careers.
Results suggest that gender identity, represented by the dimensions of masculinity and
feminity, serves as a cognitive mechanism that contributes to sex differences in business
owner’s careers satisfier preferences. Masculinity mediates the relationship between sex
and preferences for status based satisfiers. Feminity mediates the relationships between
sex preferences for employee relationship satisfiers. These results support the view that
entrepreneurship is a gendered process and that incorporation of a feminine is needed.

In this study, we use a correspondence testing to approach to investigate whether

employers discriminate against women based on stereotypes or prejudice. The
correspondence test is an experimental technique that consists of sending pairs of resume
for job offers that are very similar in everything except the trait to be analyzed gender, in
our case. Discrimination is established if candidates with the trait females have a lower
profitability of being selected for further screening. We sent two pairs of resume to 1,372
real job advertisements appearing in two large local labour markets (Madrid and
Barcelona) in Spain in 2016.
This research design allows us to address some issues insufficiently explored in the
literature, namely the extent to which women experience subtle forms of discrimination
based on the order in which they are selected for further screening. More importantly,
unlike in many previous studies, we additionally estimate if gender discrimination varies
by an applicant’s parenthood status and level of qualifications.
This allow us to asses to what extent employers discriminatory practices are grounded
in stereotypes about males and females typical qualifications and prescribed roles as a
mother and worker, rather than on unswerving prejudice against, or aversion towards,
female workers.

According to Simel Esim (2016) the study argues that social and institutional factors
accompany human capital factors in determining coming of the self-employment. Some
of these determinants are gender based factors affecting women earning only. This study
is significant because it explains the gender based earning job by taking into account the
interaction between economics factors and prevailing social and institutional structures,
with women entrepreneurs as the norms. Women increased mobility and access to
information and modest influence in their earnings positively while these factors do not
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have significant effects on the earnings of men. Therefore, it is necessary to recognize the
address of the gender based constraints forced by women when developing economic
development policies in the fields of poverty alleviation and gender equality.

This study by Roberts and Schoer (2015) gender segregation along horizontal and
vertical dimension in work has been identified as a man contributor to gender earnings
differential (Dos and Kotikula, 2019). With horizontal segregation referring the
concentration of each gender in specific occupations or sectors, and vertical segregation
describing the ordering of gender within an occupation according to positions of power
(Betitros & Verusschhagina, 2009), female workers continue to find themselves
employed in low paying occupations and industries. There are a several factors that
influenced the choice of set of women in the labour market and these by have the
potential to cause gender segregation. For instance, women are often expect to perform
household responsibilities and may have less decision- making power that contains the
types of work they can do as travel to. They faced discrimination that makes it more
difficult for them to apply for work.

According to Eddleston and Posell (2018) this study examines how gender identity
explains what male and female business looks for their career. Result suggest that gender
identity represented by dimensions of masculinity and feminity, serves as cognitive
mechanism that contributes to sex differences in business owner’s career satisfiers
preferences. Masculinity imediates the relationships between sex and preferences for
status based for satisfiers. Gender identity is important to the business world because as
you can see most of men are the one handling business and women are more into paper
works as others, women for them is more a companion not the boss.

This article by Wieland et.al (2019) explores the social cognitive factors which lead
bath women and men to pursue ventures consistent with their gender social identity
therefore, reinforcement the gender gap in entrepreneurship. We measured the self-
assessments of individuals presented with experimentally manipulated entrepreneurial
opportunities that were either consistent or inconsistent with their self-reported gender.
The results provide insight into the insidious barriers that play a role in reproducing a
gender gap in entrepreneurial outcomes by nudging women into lower return ventures in
less active industries.

Birkulumd et.al (2018) all trends to words equalization nationality, gender,

inequalities in the labour market still exist. Broadly constructed, these are two
explanations for why this is the case. First women are treated differently from men within
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the same jobs, with lower earnings and fewer promotion prospects in typically female
dominated jobs.

Gender differences in business performance evidence from the characteristics of

business owner’s survey, although female business ownership rates have risen in recent
decades, the prevelance of business ownership among women is only 50-60% of that for
men. The low rate of business ownership among women is worldwide phenomenon
aggregate data from the organization for economic co-operation and development
(OECD) indicate that female self-employment rates are substantially lower than male
rates in almost every reported country, with an average ratio of 0.543 (OECD 2002). In
the USA, the female business ownership rate is 6.6%, which is only 60% of the male rate
(Fairlie 2006).

In this quest for the entrepreneurial personality gender issues play a central role.
Women are seen as an important potential resource for communities and regions aiming
to expand their economies. Globally, women are less likely than men to behave
entrepreneurially, whether this is measured in terms of newly founded or established
businesses (Minniti et al., 2005, Reynolds et al., 2002).Separating the different stages of
entrepreneurship, such as the cognitive and behavioral stages, enables us to gain insight
into the question of why some people become entrepreneurs and others do not (Baron,
2004).

In the present paper, we distinguish between two groups of individuals depending on

their pull or push motivations for entrepreneurship. First, by means of a univariate
analysis, we compare the two groups on the basis of commonly investigated individual-
level characteristics that determine entrepreneurial engagement (see Simoes et al. 2015).

Although women-owned businesses tend to be smaller, slower growing, and less

profitable than those owned by men (Greene et al., 2003), research suggests that women
business owners are as satisfied with their entrepreneurial careers as men (Parasuraman et
al., 1996).

We also examine which occupations are male dominated or female dominated for a
particular context. We follow De mel, Mc Fenz, et. al. (2009) while sex segregation into
particular occupation is not universal, women tend to concentrate in low productivity
sectors: examining employment segregation from a boarder perspective, the Mc Kinsey
Global Institute (Woetzel et al. 2015).
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Two studies which investigated gender-based decision making in an occupational

setting are reported. Participants judged the suitability of a male or a female applicant
with identical resume for a male-dominated or a female-dominated position. In study
where participants gave their own judgment of the suitability of the applicant for the
positions, there was no evidence of gender-based bias. In study 2. Participants were
required to take the perspective of the applicant in providing their judgement of
suitability.

Across three studies, we investigate men’s reactions to women in superior roles.

Drawing from precarious manhood theory, we hypothesize that when a woman occupies
a superior organizational role, men in subordinate positions experience threat, which
leads them to behave more assertively toward her and advocate for themselves. In Studies
1 and 2, we demonstrate that men feel more threatened (relative to women) by women in
superior roles (relative to men in superior roles) and, as a result, engage in more assertive
behaviors toward these women. In Study 3, we investigate a boundary condition to this
effect and demonstrate that a woman in a superior role who displays qualities associated
with administrative agency (e.g., directness, proactivity) rather than ambitious agency
(e.g., self-promotion, power-seeking) elicits less assertive behavior from men. We
conclude by discussing implications as well as directions for future research

The history of male dominance in organizational hierarchy can leave a residue of

mistrust in which women in particular do not expect fair treatment. The mere presence of
a female leader relative to a male leader led perceivers to anticipate fairer treatment in
that organization (Study 1) and greater projected salary and status (Study 2). This mere
presence effect occurred uniquely through communal and not agentic affordances; these
patterns emerged especially or only for women. Female leaders cued organizational trust
in both male- and female-dominated industries (Study 3) and when they occupied
different levels of the organizational hierarchy (Study 4). When information about
organizational communal affordances is directly communicated, both female and male
leaders signal trust (Study 5). The processes and practices of male-dominated
organizational culture can leave a residue of mistrust, but viewing women in leadership is
one beacon illuminating paths forward and upward.

Women have traditionally been disadvantage in the labour market, and much
scholarship has documented patterns of and trends in gender inequalities ( e.g.
Weichselbaumer and Winter-Ebmer, 2005; Carlsson, 2011). However, women’s and
men’s working lives have change considerably since the mid-20th century (Goldin,
2014). In nearly all OECD countries, women now have higher educational attainment
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than men (OECD 2015). In many countries, women comprise more than 40 percent of the
labour force (Pew Research Center, 2017), and although the process is slow, there is
some evidence that the gender gap in earnings is converging (Jacobsen, Khamis, and
Yuksel, 2015) (Blau and Kahn, 2017; Neumark, 2018). People’s attitudes have also
change in particular, we have seen decreasing support for traditional gender norms and
increasing support for women’s employment (Fernandez, 2013).

This gives more credibility to the sorting explanation. Indeed, we know that
occupational sex segregation is widespread (Chang, 2004), and that men and women
work in jobs with unequal compensation (Levanon and Grusky, 2016). Scholars have,
therefore argued for the exigency to better understand the sorting process of men and
women into different jobs (Petersen and Saporta, 2004). We can think of two competing
explanations. First, the supply side argument addresses educational and occupational
choices: men and women choose different occupations and therefore apply for different
jobs. Alternatively, men and women apply for the same jobs, but women are
discriminated against when they apply for jobs with higher earnings, more
responsibilities, etc. This demand side argument is related to employer’s hiring decisions,
and this study aims to make an contribution to the literature by testing the discrimination
explanation.

According to Schooley (2023) in a recent survey commissioned by Greene King,

more than 50% of employers admitted to judging applicants based on their appearance.
Although the research mainly focused on features such as visible tattoos, clothes, and hair
color, many employers still make appearance-based decisions regarding gender as well.
In addition to unintentional bias, which can form your expectations, how women talk
about themselves in the interview can sway your decisions. When women describe
themselves with stereotypically feminine terms in a job interview, they are often seen as
less qualified for jobs traditionally held by men than candidates who describe themselves
with masculine-coded words.Create a standard template of hard and soft skills necessary
for the job to eliminate bias in the interview. Check off the boxes of said skills
throughout the conversation for a more objective selection process.
Gender bias in hiring is the intentional or unintentional act of discriminating against a
job applicant based on their gender. The negative impact on cisgender women is
commonly held up as the example, although it often affects transgender, nonbinary, and
gender-nonconforming applicants as well.

According to Roberson (2023) along with underscoring a broad and systemic

problem, the above data shows that gender discrimination can begin in recruiting. While
most recruiters and hiring managers may not think they are biased in their decision-
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making, the data proves that recruiters do choose male candidates over female candidates,
even when the recruiters are women. Unfortunately, gender biases in the workplace can
be challenging to break. Common strategies like diversity training, gender-specific
employee resource groups, and diversity quotas have been shown to have little if any
impact on lowering workplace discrimination. Indeed, one longitudinal study found that
diversity training programs may even decrease the representation of black women in the
workplace. However, one strategy that has proven useful is relying on quantitative
metrics rather than gut instinct to help balance the fairness scales. When candidates’
names are eliminated from early candidate reviews, and interview decisions are made
based on pre-employment assessment results rather than resumes alone, recruiters lose
the opportunity to inject unconscious bias into the screening process. This gives women a
better chance to get their foot in the door and prove their value to the company.

Hiring processes are contingent on employer’s decision making, and crucial elements
of their decision usually remain opaque to researchers. Thus, measuring discrimination is
difficult. Supply side data can reveal gender gaps in labour market outcomes, but we can
never rule out the possibility that observed gender gaps are driven by unobserved factors
pertaining to the supply side rather than by employers’ discriminatory practices on the
demand side. Therefore, experimental designs are more suitable for detecting
discrimination (Azmat and Petrongolo, 2014; Gaddis, 2018). While a weakness of
laboratory experiments is external validity, field experiments can, through manipulation
of one or more treatment variables, e.g. the applicant’s gender, provide real-world casual
estimates of treatment effects on employer’s hiring decisions.

Related Studies
This study by ( Stamarski, Son Hing, 2015) the workplace has sometimes been
referred to us an inhospitable place for women due to the multiple farms of gender
inequalities present (e.g Abraham 1991) some examples of how workplace discrimination
negatively affects women’s earnings and opportunities are the gender wage gap (e.g
Peterson and Longer 1995) the death of women in leadership, and longer time required
for women vs men to advanced in their careers. As a result women are the one who
doesn’t treat well than men even in the earnings, men had more higher earnings than
women, even in leadership.

This study (Simel Esim) argues that social and institutional factors accompany human
capital factors in determining earnings of the self employed. Some of these determinants
are gender-based factors affecting women’s earning only. The study challenges the
human capital approach and develop an alternative model that identifies social and
institutional factors that are determinants of earning.
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This study (Rahman khan et. al.) revealed the both genders considered to obtain a
social status, to use innovative ideas to become own and success of others entrepreneurs
as the motivating factors. Further, males have also considered working independently and
excelling with self-confidence. The study also revealed that both gender instead on
starting up capital self-confidence, working capital and previous business experience, and
religions consciousness factors are the essential factors to the business. The result says
that both gender are equally and talented when it comes to thinking to the new ideas for
business, if they are confident to the way they thinking so this study says both gender are
equal.

These study (Heilman and Chen, 2003) aims that we discuss the experiences that
women and minorities encounter in organizational settings that result in frustration and
discontent with corporate life and their opportunities for advancement. The study suggest
that such experiences push many of these individuals out of organizations, attracting
them to entrepreneurship as an alternate route to both personal and professional success.

According to (Robb, Wattson, 2012) examining the performance of female and male
owned firms have generally reported that female owned firms under form male-owned
firms. No difference in the closure rates for female and male owned new ventures in the
United States. Perhaps more importantly, our findings should also ensure that women
who are contemplating starting a new ventures are not discomfort from doing so by false
belief that new ventures initiated by women are less likely to succeed than this initiated
by men. As this study shows that succeed are more into men than women because women
are just starting to venture and men are expert now in field of owning a business or
company.

Two studies by (Harvey, et. al.) which investigated gender-based decision making in
an occupational setting are reported. In study 1, where participants gave their own
judgements of suitability of the applicants for the positions, there was no evidence of
gender-based biases. In study 2, participants were required to take the perspective of the
applicant in providing their judgments of suitability.

This study (Das & Kotikular, 2019) the unequal distribution of female and male
workers across and within job types is often at the heart og gender gaps in job equality
wage and employment trajectories. Employment-segregation arise important costs for
economy, particularly in countries facing a demographic crunch, a death of talent among
job applicants or an increasing proportion of household in which women are the primary
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bread winners. As saying of this study, segregation between men and women has large
gap also most of the employer are looking at the skills and quality of the service, to what
can do of the applicants and most of the applicant is women because they are the key of
success in their family.

According to (Sofia Moratti) the study investigated women’s hiring patterns in

academic, bridging the gap between two strings of literature typically not brought in
conversation with one another: (1) access to tenured professorship by gender, (2)
academic mobility and the disadvantage it can create for women. We studied all
recruitments of new permanent associate and full professor by open call from (2007) at
one faculty of the largest university.

The study aims to understand discrimination is key for designing policies

interventions that promote equality in society. Economies have studied the topic
intensively, typically taxonomy and enrich it psychologically (Barron et. al.) we designed
a hiring experiment that rules out both sources if discrimination with respect to gender.

This study by Ahmed A. Granbery M. Khanna S. (2021) the helegenous effects across
occupational categories revealed that discrimination in hiring against men much higher in
female-dominated occupations. Overall, we found that in some male-dominated
occupations like vehicle mechanics, warehouse workers and business-to-business (B2B)
sales, men likelier to receive positive employer responses than women, although these
differences were not statistically significant. In female-dominated occupations such as
cleaner, childcare provider, preschool teacher, accounting clerk, and enrolled muse,
positive employer response rates were much higher for women than for men.

Gender-based employment segregations refer to the unequal distribution of female

and male workers across and within a job types. Segregation can be horizontal, with
women and men concentrating in different sectors, industries, occupations, types of
product and business sales and vertical, with genie disparities in positions with different
statuses, managerial responsibilities, and potential for promotions.

Occupational and sector segregation by gender is remarkably persistent and a major

contribution to gender wage gap. We investigate the determinant to aggregate
occupational and sector by gender in developing countries using unique, household-
survey-based aggregate cross-country database including 69 countries between 1980 and
2011.
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This chapter reviews research on the segregation of women and men in the
workplace. After examining ways to measure segregation, I summarize trends in sex
segregation in the United States cross-nationally.

Gender in equality in organizations is a complex phenomenon that can be seen in

organization, structure, processes, and practices. For women, some of the most harmful
gender inequalities are enacted within human resources. (HRS) practices. This study is
because of the practice (i.e., policies, decision, malign, and their excitement) affect the
hiring, training, pay and promotion of women.

Kimberly A Eddleston, Gary N Powell Journal of Business Venturing 23 (2), 244-256,

2008 This study examines how gender identity explains what male and female business
owners look for from their careers. Results suggest that gender identity, represented by
the dimensions of masculinity and femininity, serves as a cognitive mechanism that
contributes to sex differences in business owners' career satisfier preferences. Masculinity
mediates the relationship between sex and preferences for status-based satisfiers.
Femininity mediates the relationships between sex and preferences for employee
relationship satisfiers and contribution to society satisfiers. These results support the view
that entrepreneurship is a gendered process and that incorporation of a feminine
perspective into entrepreneurial theories and research is needed.

This study saying that gender bias in hiring is the intentional or unintentional act of
discriminating against a job applicant based on their gender. The negative impact on
cisgender women is commonly held up as the example, although it often affects
transgender, nonbinary, and gender-nonconforming applicants as well. When a recruiter
or hiring manager lets gender bias affect their hiring decisions, the organization could
ultimately suffer. Common acts of gender bias during the recruitment process include
using masculine job descriptions, judging interviewees based on appearance, tuning out
feminine language, and offering unequal salaries to men vs. women.

This study contributes to the theoretical debate on labor market decision-making by

exploring how decision makers in the workforce respond to applications that vary on the
basis of gender and recent employment history (i.e. whether or not the applicant is
unemployed at the time of application submission). Employing original survey-
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experimental data, this study examines the following question: do male and female hirers
differ in their preferences for job applicants based on applicant gender? It finds that males
and females do differ in their hiring preferences, with female hirers demonstrating an in-
group preference for female applicants and that this preference is stronger when the
applicant is presently employed and perceived to be competent. These findings suggest
that hirer gender and present employment status moderate and that perceptions of
applicant competence mediate the relationship between applicant gender and hiring
outcomes. Consequently, these are important factors to consider when predicting gender-
based labor market outcomes.

Gender discrimination, particularly in employment, is when a candidate or employee

is treated differently or less favorably than someone from the opposite sex, whether
they’re applying for a job or an existing employee wishing to advance. Generally, gender
discrimination occurs when employers or colleagues make assumptions about the
capabilities of workers or applicants based purely on their gender identity or sexual
orientation.
It’s important to note that gender discrimination is illegal according to federal law.
As part of the Civil Rights Act of 1964, it is illegal for employers to discriminate against
job applicants or employees based on sex, race, color, religion, or ethnicity.

Gender discrimination is often regarded as an important driver of women’s

disadvantage in the labour market, yet earlier studies show mixed results. However,
because different studies employ different research designs, the estimates of
discrimination cannot be compared across countries. By utilizing data from the first
harmonized comparative field experiment on gender discrimination in hiring in six
countries, we can directly compare employers’ callbacks to fictitious male and female
applicants. The countries included vary in several key institutional, economic, and
cultural dimensions, yet we found no sign of discrimination against women. This cross-
national finding constitutes an important and robust piece of evidence.

Despite there being greater attention given to gender equality in the workplace in
recent years, the sad truth is that gender bias continues to influence hiring decisions
globally.
According to a UN report that collected data from 75 countries, 90% of men and
women hold some bias against women — with almost half of the respondents believing
that men make stronger political leaders and business executives.
Women continue to face adversity at every stage of the employment cycle, from the
moment they click on a job post to their opportunities for career progression.
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Conceptual Framework
The study undertook using Input-Process-Output Approach. The figure below
showed how the study was undertaken.
INPUT PROCESS OUTPUT

Statement of the Problem Survey Questionnaire Giving flayers to the business owner’s

1.The profile of participants

1.1 Length in business
1.2 Business type
T-test
2. The factors affecting business owner’s preference on gender-based hiring.
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Figure 1 - Paradigm of the Study

The figure shows the conceptual framework of the study. It is depicted in the form of
paradigm of IPO style. In the first part, the input states the research question that is used
in the study. In the second part, the process which states the research instrument to be
used, namely the observation sheet and the statistical treatment to be used which is the T-
TEST. Lastly, the output that contains the desired output which is the result that proves
the factors affecting the preference of business owner in gender-based hiring.

Hypothesis
There is no significant relationship between the two variables of business owner
in gender-based hiring.

Definition of Terms
Gender stereotype is a generalized view or preconception about attributes, or
characteristics that are or ought to be possessed by women and men or the roles that are
or should be performed by men and women. Gender stereotypes can be both positive and
negative for example, “women are nurturing” or “women are weak”.
Gender-Based Hiring
-The intentional or unintentional act of discriminating against a job applicant based on
their gender.
Gender Schema
-Mental structures that organize incoming information according to gender categories and
in turn lead people to perceive the world in terms of gender.
Trajectories
-The most direct path from point A to point B with set conditions.
Segregation
-The action or state of setting someone or something apart from others.
Cognitive Mechanism
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-Studies how the human brain realizes the mental activities of perception, learning,
memory, thinking, emotion and consciousness from the micro, meso, and macro scale.

Notes to Chapter II
Relevant Theories
Vinney, C. (2019, August 22). Gender schema theory explained. ThoughtCo.
https://www.thoughtco.com/gender-schema-4707892

Roe, J. E. a. M. (n.d.). Feminist Theory – Theoretical models for teaching and research.
https://opentext.wsu.edu/theoreticalmodelsforteachingandresearch/chapter/feminist-
theory/

Eagly’s (1987) Social Role Theory

https://doi.org/10.1002/9781118663219.wbegss183
Social Role Theory - an overview | ScienceDirect Topics

Relevant Literature

European Sociological Review, Volume 38, Issue 3, June 2022, Pages 337–354,
https://doi.org/10.1093/esr/jcab043

Eaton, B. (2022, September 5). 4 Examples of gender discrimination in hiring practices

— and how to address them. Vervoe.
https://vervoe.com/gender-discrimination-in-hiring-practices/?fbclid=IwAR0uR40-
kmUrA72Eg3jFhEMqKazZTim_O44LNKckFybxXkOIC7eLu0XKuGk
Borrowman, M., & Klasen, S. (2019). Drivers of gendered sectoral and occupational
segregation in developing countries. Feminist Economics, 26(2), 62–94.
https://doi.org/10.1080/13545701.2019.1649708
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Jobs and Development - World Bank topic. (n.d.). World Bank.

https://www.worldbank.org/en/topic/jobsanddevelopment?
fbclid=IwAR2zewys09T97Qd0WLc4h7IaKozKL3URatBnG3033KYERwMfiZXBy4m0
yMs

Relevant Studies
Schooley, S. (2023, August 10). The hidden ways Gender bias can sabotage recruitment.
business.com.
https://www.business.com/articles/the-hidden-ways-gender-bias-can-sabotage-
recruitment/

Khan, F. R., Author_Id, N., Bakheet, A. H., Maktoumi, I. A., Jahwari, N. A., Qatiti, K.
A., Author_Id, N., Author_Id, N., Author_Id, N., & Author_Id, N. (2021).
Entrepreneurial Preferences in Oman: A Gender-based differentiation analysis.
International Journal of Research in Entrepreneurship & Business Studies, 2(4), 13–22.
https://doi.org/10.47259/ijrebs.242

Robb, A., & Watson, J. (2012). Gender differences in firm performance: Evidence from
new ventures in the United States. Journal of Business Venturing, 27(5), 544–558.
https://doi.org/10.1016/j.jbusvent.2011.10.002
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Chapter III

METHODS OF RESEARCH

Methods and Techniques

This study aims the business owner’s preference in gender-based hiring survey
questionnaire research design which aims to discover Factors Affecting the Preference of
Business Owner’s in Gender-Based Hiring.
This survey questionnaire type of study utilized survey method in identifying the
Factors Affecting the Preference in Business Owners of Gender-Based Hiring. As defined
by Conversely, in female-dominated professions, which tend to be lower-paying, being
female is viewed positively (Galos and Coppock, 2023), thus confirming gender-role
congruity bias. Besides, this bias consistently manifests in hiring decisions. For instance,
Koch et al. (2015) meta-analysis concluded that it is more pronounced among male
raters, and it does not diminish even when raters are provided with additional information
about the candidate.
Research Instrument
This study employed a survey questionnaire which focused on discovering
the Factors Affecting the Preference in Business Owners of Gender-Based Hiring. The
research instrument is divided into two parts.
Part 1 to get the appropriate data from the answers of the respondent from the
survey questionnaire.
Part 2 is the tool to determine the agreement of the owners from gender-based
hiring.
Construction and Validation of Instrument
The research instrument of the study had gone different process to assess its
reliability and validity before it was distributed to the respondents.
Teacher’s will checked and validate the instrument that will be use. Recommendations
and advice given by them will input in the research instrument before distributing to the
respondents.
X
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Data Gathering Procedures
The data for this research were collected using survey questionnaire and will be
analyze after gathered all the data.
As soon as the survey questionnaire was approved, the researchers started to produce
the questionnaires, which may respondents will answer. The researchers use survey
questionnaire sheet to see the result of the survey.
To determine the owner’s preference in gender-based hiring, the researchers use T-
TEST to know if the business owners are had gender basing in their company.

Statistical Treatment of Data

We conduct an independent sample of T-TEST to determine whether a significant
difference existed in terms of how men and women and non-whites and whites responded
for each factor analysis grouping. As illustrated in table 1, the groupings had statistically
significant mean ratings based on gender and race. Women, as opposed to men, were
more likely to perceived gender discrimination happening to themselves.

Notes to Chapter III

Kubiak E, Efremova MI, Baron S, Frasca KJ. Gender equity in hiring: examining the
effectiveness of a personality-based algorithm. Front Psychol. 2023 Aug 15; 14:1219865.
doe: 10.3389/fpsyg.2023.1219865. PMID: 37655204; PMCID: PMC10466048.