IS GENDER ISSUE STILL RELEVANT IN WORK ENGAGEMENT CONTEXT?

Research purposesGender issues was being relevant issue in the past decades. Also, work engagement play important roles to boost organization profitability. This paper aimed to investigate the differences between male and female employees in work engagement. MethodologySample for this study were 243 banking employees. Validity and reliability conducted in this study was using Confirmatory Factor Analysis (CFA) with the Work Engagement CFA score was .802 (sig.000) and Cronbach Alpha score for Work engagement was .900 (Minimum Score is 0.7) in SPSS 25. Independent T-test used in this research to find out the differences between male employees and female employees work engagement. FindingsThe research Levene’s Test for F score was 1.820 (sig. 0179) or in other words is insignificant. So, the result conclusion was that it was not any differences in engagement significant level between female employees and male employees in the Indonesia banking sector. Practice ImplicationTo enhance productivity through work-engagement, banking industry has wide choice in recruiting female and male employee (both gender suitable with banking industry job description). OriginalityFindings in this research occurred the relationship model between work-engagement based on gender perspectives.


INTRODUCTION
. Thus, the academic discussion on the service field was known little to discuss even the service field were containing enormous psychological pressures, unclear working hours and work shifts, unhealthy working condition, long working hours, low wages, and extensive emotional labor (Liu, Cho, & Eka, 2017). Banking as the service areas also included in the little discussion which had related work engagement based on gender perspective. Even, the banking sector played important roles in conventional economy circulation, especially how the bank had collected funds from the public then distribute funds to society (Lisa, 2016). Bank as the main driver of the global economy, especially in ASEAN regions (particularly Indonesia) which had dramatically significance in the economic growth (Mirza & Wee, 2014) and, also, in open economic condition, Banks had the task to build proper liquidity management and it was becoming very imperative and challenging (Ismal, Assessment of liquidity management in the Islamic banking industry, 2010) (Ismal, Depositors' withdrawal behavior in Islamic banking: case of Indonesia , 2011). In purpose to comply with those duties, the Bank should have an employee with high engagement in the organization.
Based on the previous discussion about work engagement and gender issue limited to Banihani, Lewis, & Syed (2013) and Liu, Cho, & Eka (2017) who tried to relate work engagement in gender perspective in various organizations, but the previous research had an unfinished discussion and never touched banking sector even the banking sector played important role in the conventional economic. The purpose of this study had to respond to a few research that deliberate interconnection between work engagement and gender issues. In summary, this study wants to answer (1) Were female employees more engaged in the workplace than male workers or vice versa?
Equal opportunities policy was needed by the organization culture in purpose to achieve highest productivity at workplace (Biswas & Cassell, 1996). Moreover, promoting women and other diverse groups had become more popular in 1996 to against economic recession and uncertainty in business circumstances. Moreover, Biswas and Cassell (1996) argued that companies should pay attention on diverse workforce, especially in sex (gender), ethnicity, disability or whatever to propose the effecting organization. Otherwise, Biswas and Cassell (1996) did not disavow that the hotel industry was a fertile environment in which to study issues surrounding women's experience of work and women occupied low status in role in that industry such as, chambermaids, and men occupied more prestigious roles such as, managers and chefs.
Gender issues and dilemma also influenced in Multinational Corporations (MNC). Feminist theories which adopted in organization studies had created a gender impact in MNC (Frenkel, 2017). The MNC operated in new locations, especially in developing countries should give impact to local related with gender concern. But, in the several decades, MNC which had a massive increase in the export -processing sector, taxfree industrial zones, organization, and management studies still had little impact to women rights and opportunities and on gender relations around the globe (Frenkel, 2017). The barriers were occurred from social, economic, and cultural context in which MNC's operated. Thus, Frenkel (2017) sent three key critics to MNC's relate to the failure to improve gender issue in the host country; "(1) cultures are emerging properties that are changing over time, especially in an era of globalization when people are extensively exposed to other cultures on a daily basis. From this perspective, the MNC and its different domestic and foreign unites should not be understood as being forced to accept local gender cultures. Their intended and unintended decision to accept or challenge local gender norms should be understood as part of their managerial strategy aimed at increasing efficiency and profitability (2) Values, habits, and norms are less important than the more formal rules and legislation developed to regulate employment in general and the gendered division of labor at home and in the labor market (3) Both gender-culture gender and institutions should pay more attention to the local and transnational power relations in the household, on the social and political levels, and in the market sphere" (Frenkel, 2017).
A gender issue was becoming important manners in Hongkong industry. Hongkong had been under British rule for 150 years when China regained sovereignty over the territory in 1997. But, during the past two decades, Hong Kong economic development had created enormous opportunities for women, and business pragmatism and opportunism to avoid gendered ideology and sex bias (Leung, 2002). Gender stereotypes still influenced attitudes and personnel practices in the Hong Kong workplace, which hindered women to gain management positions. Leung (2002) tried to answer how the secretaries work roles and identities and the nature of their career path and the secretary relations with their boss and how these relations construct sexuality. And, the result found that "the fact that secretarial work lacks standard job descriptions and rational criteria, and is hard to quantify, which put the secretaries in a relatively powerless position when it came to direct their careers". The next question related with how the relationship between women and their bosses was (1) fatherdaughter discourse (2) Perception women as master-housekeeper discourse (3) Friend-friend discourse (Leung, 2002).
Women more suitable when the organization faced "change" situation even the male was also considered as change agent had unavoidable. Women more suitable as the change agent in the organization because they had (Maddock, 1999) capability to (1) process approach to change and new relationships, (2) people approach not a systematic approach, (3) more confidence in the social values of the organization, (4) more local connectedness or social awareness, (5) confidence that those who are the margins or challengers were instrumental in social transformation, and (6)

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more confidence in the community and the workforce that inspired trusting relationships (Linstead, Brewis, & Linstead, 2005). Strengthened his opinions Maddock (1999) added more perspective that women capable to (1) more confidence in alternatives based on social values, (2) had more ability to handle diversity, ambiguity and change, (3) experience in developing organizations where social objectives determined work, (4) an awareness of diversity and gender cultures, and (5) had more capacity to be critically aware and capable of trusting others. Even, women had competitive advantage, but many researchers did not accept Maddock research. They argued that gender comparisons should pay attention on age, class, and ethnics differences as non-work variable apart (Linstead, Brewis, & Linstead, 2005).

Work Engagement
Work engagement explained as "a positive fulfilling work-related of mind that is characterized by vigor, dedication, and absorption" ( Vigor was characterized by high levels of energy and mental resilience while working, the willingness to invest effort in one's work, and persistence even in the face of difficulties; dedication by being strongly involved in one's work, and experiencing a sense of significance, enthusiasm, inspiration, pride, and challenge; and absorption by being fully concentrated and happily engrossed in one's work, whereby time passes quickly and one has difficulties with detaching oneself from work. Kahn (1990 in Farndale, Beijer, & Van Veldhoven, 2014, p.4) who was a founder of work engagement had discovered that "people occupy roles at work to varying degrees (personal engagement or disengagement), suggesting that people could use varying degrees of their personal selvescognitive, emotionally, and physically-in the roles they perform". Moreover, Kahn (1990) said that meaningfulness at the workplace, availability, and safety are fundamental construction of engagement ( "Work engagement construct comprises three-dimension. Vigor referred to the levels of energy, mental resilience, and persistence. The dedication was about the mental and emotional state that reflects on experience a sense of significance, enthusiasm, inspiration, and pride. Finally, absorption means being completely concentrated in one's work" (Ferreira & de Oliveira, 2014).

Debate related Gender and Work Engagement
Women were more easier to engage than men. The argumentation occurred that women had better psychological in (1) Liu et al (2017) in 107 restaurants in a Midwest US town which was involving 149 respondents (from 598 questionnaires had been spread out but only 149 came back or in other words only gain 28 percent response rate). The findings in this research revealed that selfeficacy rules in moderated Perceived organization support (POS) and work engagement only work for women even in this study mentioned that women's self-efficacy was considered as the lower level (Liu, Cho, & Eka, 2017).
To gain more evidence related between work engagement and gender issue, this study proposed some problem question, they were: H1= Female Employees were more engaged at workplace than Male employees H2= Male employees were more engaged at workplace than Female employees  .000

Validity Result
Source: Processed data, 2020

Reliability Result
All items inside variable could be said reliable if the Cronbach alpha more than 0.70 (Ghozali, 2013).  Table 2 shown reliability score for Work Engagement as 0.900 (higher than 0.70) that could be concluded that all items in Work Engagement is reliable (Ghozali, 2013).  The majority respondents in this study were less than 20 years old as many as 127 respondents, and the minority respondent ages were more than 41 years old. The most respondents education were senior high school as many as 117 respondents and the minorities were diploma level I (D1) as many as 5 people.

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Each three item represented the work engagement indicators or dimension: Item 1 until 3 had represented vigor at workplace, item 4 until 6 had represented dedication, and item 7 until 9 had represented absorption at workplace.    Table 7 illustrated the majority respondents said they feel energize to work 81.5 percent and the rest 18.5 percent they did not know if they felt energizes or not.       Table 11 illustrated 90.1 percent respondents they focused to their job and 9.9 percent respondents did not know if they focused at workplace or not.    Table 13 described 83.2 percent respondent choose to continue working rather than talked to their colleagues and 16.9 percent said they did not know or did not remember which ones they were chosen talk to their colleagues or continue working

Independent T-Test Result
To measure differences between male and female employees, we used Independent T test which the statistic result shown:

Hypotheses test
None of the research shown tendency to women or man in the previous research even some studies mentioned H1= Female Employees were more engaged at workplace than Male employees H1 is rejected H 2 = Male employees were more engaged at workplace than Female employees H2 is rejected This research results against previous research or had differences with previous research because many factors. First factor was this research respondents' age characteristics. This study age respondents majority were an early adulthood whom this kind of respondents more independent, intimacy, generativity (Nevid, 2009), also, "adolescents come to see themselves as unique and integrated persons with an ideology or they become confused about what they want out of life" (Bernstein & Nash, 2008 where social objectives determined work etc. But, it had happened if the age, social class, and ethnic differences were become consideration (Linstead, Brewis, & Linstead, 2005). Also, revealing the study demographic result, especially in educational background whom majority respondents were graduated from senior high school influenced this study result (Linstead, Brewis, & Linstead, 2005).

CONCLUSION
The result of this study answered the gender issue in the workplace, especially in Banking area which this research outcome was not any differences between women and men engaged level. Even, this study mentioned that there had any differences between women and man in office but it was insignificant.

IMPLICATIONS
Based on study results, companies in Indonesia, especially Banking areas, were not worried about gender issue gave impact to their work engagement. Moreover, concern about other factors that influenced to work engagement rather than gender issue such as perceived organization performance (Farndale, Beijer, & Van Veldhoven, 2014), Corporate responsibility (CSR) (Ferreira & de Oliveira, 2014), leadership style, organization culture, job satisfaction, role ambiguity, job involvement (Barnes, Collier, & Robinson, 2014), job security, safety, work-life balance, empowerment/autonomy, sense of accomplishment, work tasks, communication, diversity & inclusion, enabling, infrastructure, performance management, customer focus, innovation, talent & staffing, senior leadership, supervision, collaboration, brand/reputation, pay, benefits, recognition, career opportunities, learning and development (Merry, 2013).

LIMITATIONS AND SUGGESTION
This study have a few limitation such as, (1) this study only focused in Banking sector perhaps it will gain different result when it implemented