Research Article

Gender Equity, Self-Identity, and Work-Family Conflict in University Faculty: Role of Demographic Variables

Ameena Fatima, Samer Fatima, Rafia Gul, Sana Nouman

Center for Management Science Research · Volume 4, Issue 3 · Published March 27, 2026 · DOI: 10.5281/zenodo.19274012

iD ORCID iD: https://orcid.org/0000-0002-0605-7089 · View All Publications by Dr. Rafia Gul

In Brief

Balancing a demanding job with family life is hard for many university teachers. This study asked how fairness between men and women at work (gender equity) and a person’s sense of who they are (self-identity) are linked to work-family conflict among university faculty.

Key Points

• A correlational study of 100 faculty members from four universities in Pakistan, with an average age of about 45 years, chosen by purposive sampling.
• Higher gender equity was linked to more work-family conflict, while a stronger self-identity was linked to less.
• Both gender equity and self-identity predicted work-family conflict in the regression analysis, and there were significant differences between men and women.
• The authors recommend promoting gender equity, supporting a positive self-identity and offering flexible work arrangements.

Gender EquitySelf-IdentityWork-Family ConflictUniversity Faculty

Published in Center for Management Science Research, Volume 4, Issue 3 (2026). Also available on Zenodo. PDF shared by the authors.