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The Impact of HR Practices on Perceived Gender Sensitivity and Gender Bias: A Multilevel Analysis of Hotel Industry

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  • Farha Naz Khan
  • Neeraj Sehrawat
  • Sumanjeet Singh

Abstract

Gender sensitivity aids as a probable solution for facilitating female talent in an organization. This study measures gender sensitivity by applying multilevel modeling in hotel industry with a twofold objective: to identify explanatory predictors at the organizational level as well as to check whether insensitivity is the result of inherent bias in the industry at the individual level. Primary data were obtained from 355 employees and 10 HR (human resource) managers of both five and four-star hotels of Udaipur, India. Since 19.132% of the variation in gender sensitivity lies among the hotels and variation at the individual level is 8.731%, the data is analyzed through hierarchical linear modeling. Perceived gender bias (PGB) and human resource policies and practices (HRP) were found to be both significant and enough to explain variation in gender sensitivity among hotels. Also, an inverse and significant relationship between perceived gender bias (PGB) and perceived gender sensitivity (PGS) and a positive and significant relationship between PGS and HRP were identified.

Suggested Citation

  • Farha Naz Khan & Neeraj Sehrawat & Sumanjeet Singh, 2021. "The Impact of HR Practices on Perceived Gender Sensitivity and Gender Bias: A Multilevel Analysis of Hotel Industry," Jindal Journal of Business Research, , vol. 10(1), pages 90-106, June.
    • Handle: RePEc:sae:jjlobr:v:10:y:2021:i:1:p:90-106
    DOI: 10.1177/22786821211001769
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    References listed on IDEAS

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