Effect of Gender on Job Satisfaction and Organizational Commitment

Effectof Gender on Job Satisfaction and Organizational Commitment

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Effectof Gender on Job Satisfaction and Organizational Commitment

Organizationcommitment is the promise and pledge of any responsibility in thefuture, thus organization responsibility is a responsibilityexperienced by employees in identifying with current customs andpurposes of the organization, and thus it can be thought to be simpleloyalty. On the other hand, job satisfaction is the driving forcebehind an individual’s behavior in relation to their work.Therefore, this paper entails recommendation on areas of study inregards to the effects of gender on job satisfaction and organizationcommitment.

Effectsof Gender on Job Satisfaction

Analyseshave revealed few differences between men and women in thedeterminant of job satisfaction, when considering job characteristic,family responsibilities, and personal expectations. Notably, womenhold jobs that are on average inferior in many aspects to those heldby men, women have been found on average to have less autonomy,closer supervision, and limited promotion opportunities compared tomen. Despite all these, women’s attitudes towards their job areusually more favorable than those held by men.

Thereexist three likely clarifications for these variations that can betested. Foremost, men and women hold diverse assessments of jobssince they rate different characteristic of work, secondly, women mayattain more satisfaction from the fact they will focus morepertaining their duties as homemakers, somewhat than on theirfunction as workers deriving additional satisfaction from this field.Thirdly, men and women carry different personal expectations, andthey use different comparison groups when it comes to how theyevaluate their jobs, for example, women tend to compare themselves toother working women, rather than to men, thus, they hardly feeldeprived. Alternatively, women will compare themselves with womensolely involved in homemaking feel rather satisfied with theiremployment situation in spite of specific characteristics.

Effectsof Gender on Organizational Commitment

Studiesregarding the link between organizational commitment and gender pointout that the importance of the domain. This emanates from thepatriarchal settled culture based on tradition of women undertakingfamily factions like housekeeping and child care, whereas on theother hand, men are identified with the role of supporting theirfamilies through means of working outside cannot be refuted. This isbecause in such a cultural context, in the working life, the womanparticipates in the competitive atmospheres under unequal conditionsmost of the time. Consequently, this affects a woman’s commitmentto a job negatively.

However,where the traditional cultural variable is disregarded, differentstudies have revealed that women compared to men are more committedto their jobs, while others have put forth the notion that gender isunrelated to organization commitment, and still there are studiesshow the vice versa that men have higher job commitment than women.In addition, there are studies suggesting variables that commitmentbased on gender can change based on the sector and position as wellcannot be ignored. For example, studies have determined that bluecollar women expressed high organization commitment than men, and onthe other hand, white collar men have more organizational commitmentthan women.


Inconclusion therefore, recommendation valuables should touch onvalues, which the different genders regard as being important in worklife, and how they affect commitment and job satisfaction. The studyshould as well focus on different aspects of work, conditions in linewith responsibilities and employ different personal expectations.