Unequal Ground: Gender Disparities at Work Life in the Construction Industry

Abstract

This research intends to explore how gender impacts different aspects of the quality of work life, emotional intelligence, and the work–family interface among professionals in the Indian construction industry. This study employs quantitative methodology using a questionnaire survey. The questionnaires were circulated to 900 construction professionals, and 724 valid responses were received, resulting in a response rate of 80.44%. The data were analyzed using descriptive analysis and independent sample t-Tests. The independent samples t-Test revealed significant (p < 0.05) gender disparities in various quality of work life factors, emotional intelligence, and work–family interface. Males had a more positive perception of career growth, management, and the working environment. In contrast, females experienced higher job satisfaction, work commitment, personal satisfaction towards their workplace and personal life, a higher work–family interface, and a better work–life balance. Females also experienced a higher level of physical exhaustion and had a higher level of emotional intelligence, while males experienced a higher level of mental exhaustion. There were no significant gender differences in satisfaction towards remuneration and fringe benefits, work culture, or the level of psychological exhaustion. The findings suggest that construction industry organizations could implement policies and practices that promote equal opportunities, provide support for work–family integration, and foster a culture of emotional intelligence. This research adds to the current body of knowledge by igniting novel empirical proof of gender-based differences in the Indian construction industry. It highlights the importance of addressing these disparities to improve the quality of work life, emotional intelligence, and work–family interface among professionals in the industry.

1. Introduction

The construction industry (CI) in India is a significant contributor to the nation’s gross domestic product (GDP), both directly and indirectly. It provides employment to 33 million people and has a considerable impact on several related sectors, including cement, steel, electronics, and skill development. The construction sector, consisting of more than 200 corporate organizations and approximately 120,000 Class A contractors registered with different government construction bodies, has undergone substantial expansion. It has made a notable contribution of 8% to the national GDP (The Indian Construction Sector 2016). Nevertheless, the CI is currently facing a scarcity of proficient and unskilled laborers, a predicament that can be attributed to the industry’s organizational culture and nature of work. The quality of work life (QWL) in the CI is determined by various kinds of factors, including skills, personal characteristics, educational background, work culture, working environment, passion for the industry, and capability (Major Challenges 2022). QWL is a multi-dimensional concept as defined by several authors, as it is a crucial factor in the philosophy of human resource productivity (Walton 1973). QWL is a “conscious international effort to improve labor–management relations to mutually address the issue of enhancing organizational performance and employee satisfaction” (Cohen and Rosenthal 1980). QWL is “an individual’s perception of and attitudes towards their work and the overall working environment” (Nadler and Lawler 1983). Professionals in the CI often face extended work hours, comparatively lower salaries than other sectors, inadequate working conditions, safety hazards, exposure to dangerous tasks, and physically demanding activities associated with the projects. These factors have a significant impact on the physical and social benefits experienced by the individual (Reizen 2019).

Extensive research on QWL has been carried out in developed countries as well as in several developing nations including Malaysia, Iran, Nigeria, Philippines, Egypt, and India. Despite this, the construction industry, particularly in developing countries such as India, has received limited attention compared to other sectors such as technology, healthcare, manufacturing, and education (Jayaraman et al. 2023). Based on data from Statista, the World Bank, and the International Labor Organization (ILO), the real estate and construction sector in India had a workforce of approximately 71 million people during the fiscal year of 2023. Curiously, the number of employees in this sector reached its lowest point in the fiscal year 2021, with a total of approximately 57.4 million workers (Rathore 2023). Existing research on India’s labor market highlights the disadvantages faced by these workers, which are evident in their engagement in informal employment, poor working conditions, lack of job security, and long working hours (Breman 2020).

The job nature and stress experienced by a construction professional are not the same as for other employees working in the manufacturing or service sectors. Also, it is found that there is a need to study the QWL of construction employees due to the variations in their lifestyles (Senthamizh Sankar et al. 2023). Few researchers have explored the relationship between the demands on work time, control over working hours, and supervisor support. The need for work time is positively correlated with the work–family interface (WFI). WFI also states the originality in examining the extent of demand on different configurations of job nature (Ngozi 2015; Zhang and Bowen 2021). The degree of work–life balance (WLB) and the deciding factors that influence the CI show that an inferior limit exists for professionals, and it generally reflects in the low WLB. On the other hand, implementing new technology, long working hours, and stress affect WLB. Further WLB activities bolstered by proper business culture can improve WLB in the CI (Lingard et al. 2015; Martínez-León et al. 2018; Zuo et al. 2018). The framework illuminates the problems and hurdles encountered by working women, providing valuable insights for human resource professionals. This knowledge can be used to formulate policies that enhance WLB for female employees and attract more skilled women to this sector. A recent study has shown that QWL was initially developed for professionals who often experience negative and positive job satisfaction, which indirectly affects the employee’s well-being due to work pressure (Zhang and Bowen 2021). Conversely, job dissatisfaction is primarily caused by a lack of recognition, excessive workloads, limited participation in decision-making, limited opportunities for career advancement, significant effort required, strained interpersonal relationships, insufficiently skilled workforce, increased cost of materials, adoption of new technologies, complexity of projects, frequent power outages, concerns about environmental sustainability, exposure to natural hazards, and unfavorable working conditions. Engineers working in the CI leave their profession due to high levels of job dissatisfaction (Engelen et al. 2022; Rotimi et al. 2023; Stein 1983).

Due to these reasons, the recent trends for providing the best QWL is an essential requirement for organizations to continue to draw and sustain engineers committed to the organization (Soundarya Priya and Anandh 2024). QWL is a concept that encompasses various aspects of an employee’s experience at work. It includes factors such as job satisfaction, work environment, career growth opportunities, and WLB (Sirgy et al. 2001). QWL is increasingly recognized as a critical factor in enhancing employee performance, commitment, and overall organizational effectiveness (Nayak et al. 2018; Soundarya Priya et al. 2023b). Despite its importance, QWL has received limited attention in the CI, particularly in the context of gender disparities (Soundarya Priya and Anandh 2024). Gender disparities in the workplace have been a topic of considerable interest in recent years. However, existing research has focused on industries such as technology, finance, and healthcare, with less attention given to the CI (Agarwal et al. 2024; Powell et al. 2009; Singhapakdi et al. 2014). Given the male-dominated nature of the CI, it is crucial to examine the influence of gender on various factors related to the QWL. This study aims to explore the gender disparities in the quality of work life (QWL), emotional intelligence (EI), and work–family interface (WFI) among professionals in the construction industry (CI). The research questions guiding this study are as follows:

• Does gender influence the perception of career growth, management, job satisfaction, satisfaction towards remuneration and fringe benefits, satisfaction towards working environment, work culture, and work commitment?
• Does gender influence the levels of physical exhaustion, mental exhaustion, psychological exhaustion, and emotional intelligence?
• Does gender influence the frequency of issues at home/workplace, personal satisfaction towards workplace and personal life, work–family interface (WFI), and work–life balance (WLB)?

This research study also aims to contribute to the body of knowledge on gender disparities in the workplace and provide valuable insights for practitioners in the CI. The findings of this study could give insights into the development of gender-inclusive policies and practices that enhance the QWL, EI, and WFI for all employees in the CI.

2. Gender Disparity in CI

2.1. QWL

QWL is a concept that encompasses various elements that contribute to an individual’s job satisfaction, which are derived from their working conditions (Singhapakdi et al. 2014; Sirgy et al. 2001; Warr et al. 1979). Understanding QWL satisfaction requires identifying the key components of working conditions, especially the experience of the work environment (Easton et al. 2013). These elements cannot be sufficiently explained individually; they must be considered as a whole (Van Laar et al. 2007). Various aspects, such as the interface between home and work or support in the workplace, can be taken into account. Furthermore, it is recommended to distinguish between the causes, specifically the working conditions, and the effects, namely the perception of QWL, in order to effectively target appropriate interventions in the workplace (Jayaraman et al. 2023; Salès-Wuillemin et al. 2023). A recent survey in France (IFOP 2022) revealed that only 37% of women occupy managerial positions, indicating a significant gender gap. This study examines the QWL of women and managers in the face of these gender disparities. Numerous investigations examining gender disparities in job satisfaction have discovered that despite women experiencing more unfavorable working conditions, job rewards, and job values, there is no discernible disparity in overall job satisfaction between women and men (Bokemeier and Lacy 1987; Singhapakdi et al. 2014). Recent research has explored the effects of extrinsic/intrinsic rewards, work relationships, and WLB rewards on job satisfaction (Andrade et al. 2019). They found no differences in job satisfaction between women and men, leading some authors to term this phenomenon as the “gender-job satisfaction paradox” (Mihajlov et al. 2021). By examining the satisfaction dimensions, the authors reveal different sources of satisfaction. These findings highlight the need to refine the measurement of job satisfaction by considering different sources of satisfaction, such as various dimensions of working conditions. These dimensions should be included when measuring the QWL (Salès-Wuillemin et al. 2023). Studies show that women tend to have a lower quality of work life (QWL) compared to men, specifically in relation to the work environment and work organization, such as role ambiguity and decision latitude (Schoepke et al. 2004). However, women tend to have a better QWL when it comes to social relationships in the workplace (Marcacine et al. 2019). Therefore, a similar outcome could be anticipated in this study.

2.2. EI

EI is the ability to recognize and manage one’s own emotions and those of others, and it has a significant role in the CI (Sunindijo and Zou 2013). EI involves the interplay between emotion and cognition, as well as self-regulation, either individually or in interaction with others (Chun et al. 2010; Kukah et al. 2022). Over the past twenty years, studies have shown that construction managers with high EI are likely to possess excellent communication skills and exhibit creativity and innovation when tackling complex tasks, leading to successful projects (Goleman 2005; Konanahalli and Oyedele 2016; Takšić et al. 2018; Zhang et al. 2018). EI can be divided into three distinct categories: perceiving emotions, understanding emotions, and managing emotions (Lam and Kirby 2002; Pellitteri 2002). Two main aspects of EI have been identified in research: the skill-based and trait-based models. The skill-based model defines EI as an individual’s ability to reason about emotions (Mayer and Salovey 1993), while the trait-based model describes EI as a collection of competencies, abilities, dimensions, and personal skills that influence an individual’s capacity to handle pressures and demands (Bar-On 2004; Ogińska-Bulik 2005). Nelson and Low’s model emphasizes intra-personal psychology to assist an individual in self-development, leading to a lasting self-discovery of personal strengths. In the CI, EI competencies such as assertiveness, leadership skills, team-building characteristics, conflict resolution, and high self-control in the face of provocation contribute to improved personal and project performance, inspired leadership, increased resilience against stress, enhanced communication skills, and boosted confidence among project practitioners (Kukah et al. 2022; Lawani et al. 2024; Sankar et al. 2024). However, the research does not explicitly state the gender differences in EI within the CI. A study on construction management MSc students suggested that there are variations in EI growth depending on gender and age. However, the limited size of the sample hinders from making conclusive statements (Mo and R.J. 2007). More research is needed to investigate the role of gender in EI within the CI. It is important to note that the findings can vary depending on the cultural context and the specific measures used in the studies.

2.3. WFI

WLB in the CI is complex and influenced by various factors, including gender and organization size (Turner et al. 2009). Companies often implement work life interventions to address issues related to gender equality, flexible working systems, stress management strategies, wellness programs, and childcare (de Sivatte et al. 2015; Zhang and Bowen 2021). This imbalance between professional and personal life can result in emotional exhaustion, stress, cynicism, and decreased performance, reducing profits (Anandh and Gunasekaran 2016; Turner et al. 2009). Gender plays a significant role in the WFI. Social role theory suggests that societal norms often designate men as primary earners while women manage domestic responsibilities (Eagly and Wood 2012). This traditional division of labor influences how each gender values various aspects of their lives, including their perceptions of WLB (Kaufman and Taniguchi 2019; Major 1993). Men are typically more task-oriented, deriving self-esteem from their work roles, while women tend to be more relationship-oriented (Babin and Boles 1998). In male-dominated industries such as construction, these gender differences are particularly evident (Fielden et al. 2000; Watts 2009). Women in the CI often report higher levels of work stress than men (Kamardeen and Sunindijo 2017) and find the work environment to be discriminatory and hostile (Agarwal et al. 2024; Dainty et al. 1999). Organizational barriers further limit women’s participation and effectiveness in the construction workforce (Al-Dalaeen and Tarawneh 2022; Suresh et al. 2023; Tijani et al. 2022). Work–family conflict is a situation where the demands of work and non-work roles are mutually incompatible (Agarwal et al. 2024; Greenhaus and Beutell 1985) and are linked to adverse health effects for the worker, such as overall well-being, psychological stress, and unhealthy eating habits (Allen et al. 2000; Allen and Armstrong 2006; Christoforou et al. 2024; Colenberg et al. 2021). Studies in the Australian CI have explored the precursors of this conflict, revealing that workers experience high levels of work–family conflict, which are predicated on excessive job requirements, including extended and irregular working hours (Lingard and Francis 2004; Turner and Mariani 2016). The interaction between work and family roles in the construction industry is complex and influenced by various factors (Soundarya Priya et al. 2023a), including gender. Employers should take careful notice of the factors that affect the QWL and implement strategies to address specific issues concerning gender equality, flexible working systems, stress management strategies, wellness programs, and childcare (Lingard et al. 2010; Zhang and Bowen 2021). In conclusion, the interaction between work and family roles in the CI is complex and influenced by various factors, including gender.

3. Data Collection and Questionnaire Design

This study on the QWL, EI, and WFI in the CI utilizes a modified structured questionnaire, which is adapted from established questionnaires in the literature (Edwards et al. 2009; Kukah et al. 2022; Lee et al. 2015; Lingard et al. 2012; Mazerolle et al. 2015). The questionnaire is tailored to the individual professional level of selected private construction companies in India. A pilot study was conducted with a sample of 80 construction professionals prior to the main survey to validate the questionnaire’s reliability and content validity. The pilot study revealed that some items in the questionnaire were ambiguous or difficult to understand, and Cronbach’s alpha for a few subscales was below the acceptable threshold of 0.7. Based on these findings, the revised questionnaire included the ambiguous items rephrased, a few items that were not contributing to the internal consistency of the subscales had been removed, and a few items had been modified to improve the content validity of the questionnaire. The revised main study structured questionnaires were distributed to 900 construction professionals through in-person visits and online platforms between February 2023 and March 2024. This process yielded 759 responses in return and a valid count of 724 responses was considered for this research, therefore indicating a response rate of 80.44%. The data collection process entailed circulating the questionnaires to professionals in the CI and subsequently gathering and scrutinizing their responses to derive conclusions regarding the QWL in the industry. The participants were notified that their contribution was voluntary and that their responses would be kept confidential. The study complied with the university’s ethical principles and guidelines. The questionnaire comprised several categories of variables with a total of 92 items. These categories included career growth (4 items) (Edwards et al. 2009; Lee et al. 2015); management (12 items) (Lee et al. 2015; Lingard et al. 2012); job satisfaction (17 items) (Edwards et al. 2009); remuneration and fringe benefits (14 items) (Lee et al. 2015); work–life interface (Lingard et al. 2012; Mazerolle et al. 2015)—issues at home (12 items) and personal satisfaction (10 items); emotional intelligence (Kukah et al. 2022)—physical exhaustion (4 items); mental exhaustion (6 items) and psychological exhaustion (4 items); work culture (4 items) (Lee et al. 2015; Lingard et al. 2012); and work commitment (5 items) (Lee et al. 2015). Each category contained specific items related to the QWL, EI, and WFI in the CI, and respondents rated using a 5-point Likert’s scale for each item as it can capture a range of responses on a scale from 1 (Strongly Disagree) to 5 (Strongly Agree).

4. Results

4.1. Descriptive Analysis

The demographic information collected as part of the study included the respondents’ gender, age (in years), marital status, education qualification, work experience in their present organization (in years), and level of management (all presented in Figure 1).

From Figure 1, it can be observed that 71.5% of the sampled respondents are males and the remaining 28.5% are females. A few decades ago, females did not tend to opt for jobs in the CI; however, recently the CI developed many job opportunities for women, which caused a considerable increase in female representation. The majority of the respondents were between the ages of 18 and 38, with 53.6% in the 18–28 age group and 40.2% in the 29–38 age group. Only a small percentage of respondents were in the 39–48 and 49–58 age groups (2.9% and 3.3%, respectively). This suggests that the CI organizations’ workforce is relatively young. The 724 respondents were an almost equal blend of single (48.1%) and married (50.4%), with a very small percentage falling into the ‘others’ category (1.5%), which included divorced and widows/widowers. It can be observed that more than half of the respondents (52.8%) had an undergraduate degree, while 39.5% had a postgraduate degree, and 7.7% had a diploma. This suggests that the industry workforce is highly educated. From the collected data, it is evident that the majority of respondents (56.1%) had between 1 to 5 years of experience in their organization, 18.1% had less than 1 year of experience, 21.5% had between 6 and 15 years of experience, and only 4.3% had more than 15 years of experience. This suggests that the organizations had a relatively high turnover rate or they were growing and hiring new employees. The results show that the respondents were almost equally divided between the junior level (44.6%) and middle level (43.8%), with a smaller percentage at the senior level (11.6%). This suggests a typical hierarchical structure in the organizations.

4.2. Reliability Analysis

A reliability test was carried out as a start-up for the analysis to check the reliability or internal consistency of the study questionnaire before analysis. In this study, the Cronbach alpha value is 0.924, and the Cronbach alpha based on standardized items is 0.928. Both of these values are close to 1, indicating a high level of internal consistency for the scale with 92 items. This suggests that the items in the study questionnaire are closely related as a group and likely measure the same underlying construct. The data collection has a robust internal efficiency of more than 0.7 for Cronbach’s alpha (McCall 1994).

4.3. Independent Sample t-Test

The t-Test carried out independently for the samples associates the mean of two independent sets to state whether there is a statistical indication that related population means are significantly dissimilar or not. The objective of this study is (1) to investigate the influence of gender on various QWL factors such as career growth, management, job satisfaction, remuneration and fringe benefits, working environment, work culture, and work commitment; (2) to investigate the influence of gender on various factors related to EI, such as physical exhaustion, mental exhaustion, psychological exhaustion, and EI itself; and (3) to investigate the influence of gender on various factors related to WFI, such as the frequency of issues at home/workplace, personal satisfaction towards workplace/personal life, WFI, and WLB.

4.3.1. Gender vs. QWL Factors

The t-Test was executed to recognize the presence of significant gender-based perception differences for various QWL factors among constructional professionals (

Table 1. t-Tests: gender vs. QWL factors.

Factors	Gender	N	Mean	Standard Deviation	Levene’s Test for Equality of Variances		t-Test for Equality of Means
					F	p-Value	T	p-Value
Career growth	Male	518	13.41	2.744	0.225	0.635	2.940	0.003 **
	Female	206	12.76	2.617
Management	Male	518	42.53	8.834	0.450	0.538	11.599	<0.001 **
	Female	206	33.02	12.328
Job satisfaction	Male	518	56.97	11.042	0.141	0.759	−4.142	<0.001 **
	Female	206	61.00	13.608
Remuneration and fringe benefits	Male	518	28.12	5.936	1.317	0.251	−1.129	0.259
	Female	206	28.68	6.152
Working environment	Male	518	22.46	5.458	1.653	0.127	3.966	<0.001 **
	Female	206	20.80	4.071
Work culture	Male	518	14.72	3.461	0.797	0.380	1.519	0.129
	Female	206	14.27	3.895
Work commitment	Male	518	19.25	3.712	3.730	0.054	−3.328	0.001 **
	Female	206	20.25	3.515

Note: ** represents significance at a 1% level.

).

Hypothesis H0:

There is no significant difference in the perception of QWL factors between males and females.

Hypothesis H1:

There is a significant difference in the perception of QWL factors between males and females.

Levene’s test for the equality of variances was conducted, and the results are disclosed in t-test tables, where N = number of samples, F = F ratio, T = t-Test value, and p-value = level of significance. These results are analyzed to verify that both groups (i.e., male and female construction professional engineers) had equal variances, confirming the existence of homogeneity between the two groups at a 5% significance level.

There is a significant difference in the perception of career growth between males (M = 13.41, SD = 2.744) and females (M = 12.76, SD = 2.617); t-value = 2.940, p = 0.003. It is observed that males experience higher career growth than females. There is a significant difference in the perception of management between males (M = 42.53, SD = 8.834) and females (M = 33.02, SD = 12.328); t-value = 11.599, p < 0.001. This suggests that males have a more positive perception of management than females. There is a significant difference in job satisfaction between males (M = 56.97, SD = 11.042) and females (M = 61.00, SD = 13.608); t-value = −4.142, p < 0.001. This suggests that females are more satisfied with their jobs than males. There is no significant difference in satisfaction towards remuneration and fringe benefits between males (M = 28.12, SD = 5.936) and females (M = 28.68, SD = 6.152); t-value = −1.129, p = 0.259. This suggests that both genders are equally satisfied with their remuneration and fringe benefits, indicating that the organizations surveyed are providing equal remuneration to both genders. There is a significant difference in satisfaction towards the working environment between males (M = 22.46, SD = 5.458) and females (M = 20.80, SD = 4.071); t-value = 3.966, p < 0.001. This suggests that males are more satisfied with the working environment than females. There is no significant difference in the perception of work culture between males (M = 14.72, SD = 3.461) and females (M = 14.27, SD = 3.895); t-value = 1.519, p = 0.129. This suggests that both genders perceive the work culture similarly, indicating that the organizations surveyed have cultivated a work culture that is perceived similarly by both genders. There is a significant difference in work commitment between males (M = 19.25, SD = 3.712) and females (M = 20.25, SD = 3.515); t-value = −3.328, p = 0.001. This suggests that females show higher work commitment than males.

4.3.2. Gender vs. EI

This t-Test was performed to recognize the presence of a significant mean difference persisting between gender and EI in the CI, as shown in

Table 2. t-Test: gender vs. EI.

Factors	Gender	N	Mean	Standard Deviation	Levene’s Test for Equality of Variances		t-Test for Equality of Means
					F	p-Value	T	p-Value
Physical exhaustion	Male	518	11.05	3.958	2.577	0.109	3.163	<0.001 **
	Female	206	15.04	3.713
Mental exhaustion	Male	518	17.35	4.045	1.009	0.179	−4.424	<0.001 **
	Female	206	15.94	5.066
Psychological exhaustion	Male	518	10.63	3.791	0.773	0.379	−1.185	0.236
	Female	206	10.99	3.524
Emotional intelligence	Male	518	39.03	8.390	0.993	0.319	−3.379	<0.001 **
	Female	206	41.97	7.918

Note: ** represents significance at 1% level.

.

Hypothesis H0:

There is no significant difference in the levels of physical exhaustion, mental exhaustion, psychological exhaustion, and EI between males and females.

Hypothesis H1:

There is a significant difference in the levels of physical exhaustion, mental exhaustion, psychological exhaustion, and EI between males and females.

There is a significant difference in the level of physical exhaustion between males (M = 11.05, SD = 3.958) and females (M = 15.04, SD = 3.713); t-value = 3.163, p < 0.001. This suggests that females experience a higher level of physical exhaustion than males. There is a significant difference in the level of mental exhaustion between males (M = 17.35, SD = 4.045) and females (M = 15.94, SD = 5.066); t-value = −4.424, p < 0.001. This suggests that males experience a higher level of mental exhaustion than females. There is no significant difference in the level of psychological exhaustion between males (M = 10.63, SD = 3.791) and females (M = 10.99, SD = 3.524); t(722) = −1.185, p = 0.236. This suggests that both genders experience a similar level of psychological exhaustion. There is a significant difference in the level of EI between males (M = 39.03, SD = 8.390) and females (M = 41.97, SD = 7.918); t-value = −3.379, p < 0.001. This suggests that females have a higher level of EI than males.

4.3.3. Gender vs. WFI

This t-Test was performed to recognize the existence of significant differences between genders towards various factors of WFI, as shown in

Table 3. t-Tests: gender vs. WFI.

Factors	Gender	N	Mean	Standard Deviation	Levene’s Test for Equality of Variances		t-Test for Equality of Means
					F	p-Value	T	p-Value
Frequency of issues at home/workplace	Male	518	37.44	10.768	2.874	0.090	3.516	<0.001 **
	Female	206	34.40	9.803
Personal satisfaction towards workplace/personal life	Male	518	23.58	9.995	0.305	0.581	−5.405	<0.001 **
	Female	206	32.00	9.677
WFI	Male	518	61.03	14.639	0.196	0.757	−3.145	0.002 **
	Female	206	66.39	14.151
WLB	Male	518	34.57	30.152	0.188	0.665	−2.791	0.004 **
	Female	206	43.51	28.438

Note: ** represents significance at 1% level.

.

Hypothesis H0:

There is no significant difference in the frequency of issues at home/workplace, personal satisfaction with workplace/personal life, WFI, and WLB between males and females.

Hypothesis H1:

There is a significant difference in the frequency of issues at home/workplace, personal satisfaction with workplace/personal life, WFI, and WLB between males and females.

There is a significant difference in the frequency of issues at home/workplace between males (M = 37.44, SD = 10.768) and females (M = 34.40, SD = 9.803); t-value = 3.516, p < 0.001. This suggests that males experience a higher frequency of issues at home/workplace than females. There is a significant difference in personal satisfaction towards workplace/personal life between males (M = 23.58, SD = 9.995) and females (M = 32.00, SD = 9.677); t-value = −5.405, p < 0.001. This suggests that females experience higher personal satisfaction in their workplace and personal life than males. There is a significant difference in the WFI between males (M = 61.03, SD = 14.639) and females (M = 66.39, SD = 14.151); t-value = −3.145, p = 0.002. This suggests that females have a higher WFI than males. There was a significant difference in WLB between males (M = 34.57, SD = 30.152) and females (M = 43.51, SD = 28.438); t-value = −2.791, p = 0.004. This suggests that females have a better WLB than males.

5. Discussion

5.1. Gender vs. QWL

The findings of this research provide valuable insights into the influence of gender on various QWL factors among professionals in the CI. The results suggest that gender significantly influences some QWL factors while it does not significantly impact others. The study found that males experience higher career growth than females, which could be attributed to societal norms and expectations or organizational policies and practices that favor males in terms of career advancement opportunities (Gospel 2003; Smith 2022). This finding is consistent with previous research that has reported gender disparities in career growth perceptions (Salès-Wuillemin et al. 2023; Johnson and Mathur-Helm 2011). Regarding management, males were found to have a more positive perception than females. This could be due to the traditionally male-dominated nature of the CI, which may lead to management practices and styles that are more relatable to males (Choi et al. 2020; Dainty et al. 2000). Interestingly, females were found to be more satisfied with their jobs than males. This could be due to various factors, such as the value placed on WLB, the nature of the tasks performed, or the level of support received from colleagues and supervisors (Bokemeier and Lacy 1987; Andrade et al. 2019; Mihajlov et al. 2021; Singhapakdi et al. 2014). There was no significant difference in satisfaction towards remuneration and fringe benefits between males and females, suggesting that the organizations surveyed were providing equal remuneration to both genders. This is a positive finding, as it indicates a level of gender equality in terms of pay and benefits in these organizations (Elmuti et al. 2009; Salès-Wuillemin et al. 2023). Males were found to be more satisfied with the working environment than females. This could be due to the physical nature of the CI being more suited to males (Choi et al. 2020; Marcacine et al. 2019; Powell et al. 2012). There was no significant difference in the perception of work culture between males and females, indicating that the organizations surveyed cultivated a work culture perceived similarly by both genders. This shows that these organizations have been successful in creating an inclusive work culture that values and respects all employees, regardless of their gender (Salès-Wuillemin et al. 2023; Schoepke et al. 2004). Females were found to show higher work commitment than males. This could be due to a variety of factors, such as higher levels of job satisfaction, a greater sense of responsibility, or a stronger desire to prove themselves in a male-dominated industry (Meyer et al. 2002; Salès-Wuillemin et al. 2023).

5.2. Gender vs. EI

The findings of this research provide valuable insights into the influence of gender on various factors related to EI among professionals in the CI. The study found that females experience a higher level of physical exhaustion than males. This could be attributed to the physically demanding nature of the CI, which may disproportionately affect females (Lawani et al. 2024; Johnson and Mathur-Helm 2011). In terms of mental exhaustion, males were found to experience a higher level than females. This could be due to the traditionally male-dominated nature of the CI, which may lead to increased mental stress and pressure on males (Dainty et al. 2000; Lawani et al. 2024). Interestingly, there was no significant difference in the level of psychological exhaustion between males and females. This could be due to various factors, such as the nature of the tasks performed, the level of support received from colleagues and supervisors, or the coping strategies employed by individuals (Kukah et al. 2022; Siron et al. 2013). Females were found to have a higher level of EI than males. This could be due to inherent gender differences in emotional processing and understanding or the socialization processes that encourage females to develop higher EI (Elmuti et al. 2009; Kukah et al. 2022).

5.3. Gender vs. WFI

The findings of this research provide valuable insights into the influence of gender on various factors related to WFI among professionals in the CI. The study found that males experience a higher frequency of issues at home/workplace than females. This could be because traditionally males in the CI perform highly physically demanding jobs, which may lead to increased stress and pressure (Soundarya Priya et al. 2023a; Zhang and Bowen 2021). In terms of personal satisfaction in the workplace/personal life, females were found to have higher satisfaction than males. This could be due to various factors, such as the nature of the tasks performed, the level of support received from colleagues and supervisors, or the coping strategies employed by individuals (Eby et al. 2005; Hammer et al. 2011; Zhang and Bowen 2021). Females were found to have a higher WFI than males. This could be due to inherent gender differences in emotional processing and understanding or the socialization processes that encourage females to develop higher EI (Chung and van der Lippe 2020; Turner and Mariani 2016). In terms of WLB, females were found to have a better balance than males. This could be due to various factors, such as the value placed on WLB, the nature of the tasks performed, or the level of support received from colleagues and supervisors (Agarwal et al. 2024; Chung and van der Lippe 2020).

6. Conclusions

The research aimed to investigate the influence of gender on various factors related to the quality of work life, emotional intelligence, and work–family interface among professionals in the construction industry. The study found that gender significantly influences some QWL factors. Males had a more positive perception of career growth, management, and the working environment, while females had higher job satisfaction and work commitment. There were no significant gender differences in satisfaction towards remuneration and fringe benefits or work culture. In terms of EI, females reported a significantly higher level of physical exhaustion and EI, while males reported a higher level of mental exhaustion. There were no significant gender differences in psychological exhaustion. Regarding the WFI, males experienced a higher frequency of issues at home/workplace while females experienced higher personal satisfaction in their workplace/personal life, a higher WFI, and a better WLB. These findings provide valuable insights into the influence of gender on various factors related to the QWL, EI, and WFI. However, it also highlights the need for further research to understand the reasons behind these differences and their implications for workplace policies and practices. In conclusion, the study underscores the importance of considering gender differences in the workplace and suggests that more efforts are needed to ensure equality and inclusivity in the CI. The findings of this study make several distinctive contributions to the existing literature on gender disparities in the workplace. Firstly, by focusing specifically on the Indian construction industry, this research sheds light on gender dynamics within a sector that has received relatively less scholarly attention compared to other industries. The unique context of the construction industry, characterized by its male dominance and physically demanding nature, offers a valuable opportunity to examine the specific challenges and experiences faced by women in this field. The study’s findings contribute to a more nuanced understanding of how gender operates within this particular sector, which can inform targeted interventions to promote gender equality. Secondly, this research employs a multifaceted approach by investigating the interplay of the quality of work life (QWL), emotional intelligence (EI), and work–family interface (WFI). This comprehensive perspective goes beyond examining isolated factors and highlights the interconnectedness of various aspects of the work experience. The study’s findings reveal the complex ways in which gender influences these factors, offering a more holistic understanding of gender disparities in the workplace. Finally, the study’s focus on the Indian context adds a unique dimension to the existing literature, as it explores gender disparities within a specific cultural and societal framework. The findings can contribute to a broader understanding of how cultural factors intersect with gender to shape workplace experiences and outcomes. By understanding the gender differences in the QWL, EI, and WFI, organizations can develop more effective strategies to improve employee satisfaction, well-being, and performance. This aligns with Sustainable Development Goals 3 and 5: Good Health and Well-Being and Gender Equality, which is committed to ensuring health and equality, and promoting the well-being of all individuals.

6.1. Practical Implications

The findings of this study have several practical implications for organizations, particularly those in the CI. Understanding the influence of gender on various factors related to the QWL, EI, and WFI can help organizations develop more effective human resource management strategies. For instance, organizations can use these insights to design gender-inclusive policies and practices that enhance the QWL, EI, and WFI for all employees. This could include initiatives to promote equal career growth opportunities, create a positive work environment, provide ergonomic workstations, and improve job satisfaction for all genders. Moreover, organizations can use these findings to address issues related to physical and mental exhaustion among employees by encouraging open communications and training to enhance EI. This could involve implementing wellness programs, providing flexible work arrangements, or offering support services to help employees manage work-related stress and maintain a healthy WLB, fostering a culture of respect and equality, where all employees feel valued and empowered to contribute their best.

6.2. Limitations and Future Studies

While this study provides valuable insights, it is not without limitations. The sample was predominantly male, which may have influenced the results and interpretations of the study. The experiences and perspectives of females might be underrepresented, which limits the generalizability of the findings. Additionally, the study relied on self-reported data, which may be subject to response bias. Furthermore, the study was cross-sectional in nature, which prevents the establishment of causal relationships between variables. Longitudinal studies are needed to examine the changes over time and the causal relationships between gender and factors related to the QWL, EI, and WFI. A healthy relationship between employers and employees, often referred to as the Psychological Contract (M G et al. 2024; Soundarya Priya et al. 2022), contributes to a high-quality work life (QWL). The author of this paper addresses this gap with the intent of producing beneficial results. Future research could aim to include a more diverse sample in terms of gender, age, marital status, educational qualifications, experience, and level of management. This would provide a more comprehensive understanding of the factors investigated in this study. Additionally, qualitative studies could be conducted to gain a deeper understanding of the experiences and perspectives of professionals in the CI. This could involve conducting interviews or focus group discussions to explore the issues in more depth.

Overall, this study is a step toward understanding the complex dynamics of gender disparities in the workplace. Hopefully, the findings of this study can stimulate further research and discussion on gender disparities in the workplace, particularly by (1) prompting investigations into the root causes of the identified gender disparities in the construction industry, (2) encouraging further exploration of the complex relationships between the QWL, EI, and WFI, and their implications for gender equality, and (3) inspiring cross-cultural and inter-industry comparisons to understand the nuances of gender disparities in diverse contexts. The practical implications of this research can also motivate future studies that assess the effectiveness of various interventions aimed at fostering a more equitable and inclusive work environment. The ultimate goal is to create a workplace environment where everyone, regardless of their gender, can thrive and succeed.