International Islamic University Islamabad

Assignment. Fact Sheet of Articles

Submitted to. Sir, Zulfiqar Ali Sha

Submitted by.Shahnawaz Khokhar

Reg # 137-FMS/MSMGT/F-12

Class.. MS
Dated11-10-2013

Department Faculty of Management Sciences (FMS)

S. No
Title
paper
Author

1
of Organizational-Level Gender Dissimilarity and Employee Commitment
Hyun-Jung Lee and Riccardo Peccei

Journal
Name

British Journal of Industrial Relations

Year

December 2007

Research
Question

The extent to which gender dissimilarity in the workplace affects

employees commitment to their organization

Objective

To determine the impact that the gender composition of a work setting has on
employee attitudes and behaviour net of the effect of other potentially confounding
variables.

Hypothesis

H1. Organizational-level gender dissimilarity will be negatively related

to employee organizational commitment
H2. Organizational-level gender dissimilarity will have a non-linear
U-shaped effect on employee organizational commitment

Methodolog
y

random sample
sample of 22,887,
11,667 male (51.0 per cent) and 11,220 female (49.0 per cent)
nationally representative British

Variables

Dependent variable
Organizational commitment
Control variables
Pay level, Size of workplace
Gender job-level segregation
Family-friendly management
Trade union recognition

Data
Analysis

coefficient alpha reliability

using ordinary least squares stepwise
multiple regression., regression analysis

Results

the effects of organizational-level gender dissimilarity on organizational commitment

were more complex than has commonly been assumed i

Conclusion

The U-shaped nature of the relationship means that studies covering only medium

levels of gender dissimilarity (i.e. more or less gender-balanced settings) are likely to
find non-significant effects for gender dissimilarity, whereas studies covering
either low or high levels of gender dissimilarity are likely to find negative and
positive effects, respectively.

S. No
2
Title
of Gender as a Moderator of the Relationship between Organizational
paper
Citizenship Behaviors andTeam Effectiveness in China
Author
Ren-Tao Miao, Heung-Gil Kim
Journal
Asian social sciences
Name
Year
Oct 2009
Examines the relationships of OCBs and team effectiveness will be
Research
Question
moderated by gender in the context of China.
Objective

Hypothesis

Methodolog
y
Variables
Data
Analysis
Results

Conclusion

The purpose of this study was to examine the relations between three
domains of OCBs and team effectiveness, and to test for the moderating
effects of gender on the relationship between OCBs and team
effectiveness.
OCBs: (a)Self domain OCBs, (b)Group domain OCBs, and (c)Organization
domain OCBs will be positively related to job satisfaction.
Hypothesis 2: OCBs: (a)Self domain OCBs, (b)Group domain OCBs, and
(c)Organization domain OCBs will be positively related to team
performance.
Hypothesis 3: The relationships between OCBs: (a)Self domain OCBs,
(b)Group domain OCBs, and (c)Organization domain OCBs and job
satisfaction will be moderated by gender.
Hypothesis 4: The relationships between OCBs: (a)Self domain OCBs,
(b)Group domain OCBs, and (c)Organization domain OCBs and team
Performance will be moderated by gender.
Sample 218
Age, team size
Regression analysis, exploratory principal component analysis with
varimax rotation, Descriptive statistics
The results indicated that gender moderated the relationship between
organization domain OCBs and job satisfaction, and this relationship was
stronger for males than females.
there were positive relationships between organization domain OCBs and
job satisfaction for employees, and a stronger relationship (steeper
slope) for male employees than female. This finding may indicate that
relatively male employees are necessary for OCBs to positively influence
job satisfaction.

S. No
Title
paper

3
of
GENDER AND EMOTIONS AT
ORGANIZATIONAL COMMITMENT

WORK:

RECONCEPTUALIZATION

OF

Author
Ron Fisher,
Liz Fulop

Journal
Name
Year
Research
Question
Objective
Hypothesis
Methodolog
y
Variables
Data
Analysis
Results

Conclusion

2000
pursuing the issue of gender and emotions through a study of organizational
commitment
the need for a reconceptualization of organizational commitment
How recent research regarding links between gender, emotion and perceived
levels of organizational commitment indicates a need to fully understand how
these interact in relation to organizational commitment.
Grounded theory.

Age, level of edu

Meta analysis
It is well documented that many women, and some men who have significant
home responsibilities, are flexible in term of family demands.
More women than men reported this as a problem of negative perceptions by
others of their level of organizational commitment.
Current approaches, largely devised by male researchers, are not appropriate
measures of the organizational commitment of women and some men in our
contemporary workplaces.

S. No
Title
of
paper
Author
Journal
Name
Year
Research
Question
Objective
Hypothesis

Methodolog
y
Variables

Data
Analysis
Results

4
Appraising the Impact of Gender Differences on Organizational
Commitment: Empirical Evidence from a Private SME in Iran
Ashkan Khalili, Dr. Arnifa Asmawi
International Journal of Business and Management
March 1, 2012
This study investigates the
organizational commitment

impact

of

gender

differences

on

H1: Males and females have the same level of affective commitment.
H2: Male and females have the same level of continuance commitment.
H3: Male and females have the same level of normative commitment.
Main hypothesis:
H4: Males and females have the same level of organizational
commitment
108 employees (54 men and 54 women)
Affective Commitment
Continuance Commitment
Normative Commitment
Organizational commitment
Cronbach Alpha method is used to determine the reliability of each
component
Mean and Standard Deviation
The findings indicate that men and women have the same level of
affective commitment,
continuance commitment, and an overall organizational commitment.
However results reveal that women have a greater level of normative
commitment than men within the SME.

Conclusion

There is a need to evaluate the gender differences through small and

medium enterprises in various types of industries, including technologybased, human service, or non-profit organizations.

S. No
5
Title
of Cross-level effects of demography and diversity climate on organizational
paper
attachment and firm effectiveness
JORGE A. GONZALEZ1* AND ANGELO S. DENISI
Author
Journal of Organizational Behavior
Journal
Name
Year
2009
Research
diversity climate (DC) moderates the impact of relational and categorical
Question
demography on
affective organizational commitment, organizational identification, and
intention to quit.
Objective
impact of demographic diversity on individual attachment and firm unit
performance in a relatively diverse organization.
Hypothesis
Hypothesis 1: Gender and racial/ethnic demographic dissimilarity from
others in a firm will be negatively related to affective organizational
commitment and organizational identification, andpositively related to
intention to quit.
Hypothesis 2: Categorical demography will be related to affective
organizational commitment,organizational identification, and intention to
quit such that women and people of color will be less attached to the
organizations in which they work.
Methodolog sample of 26
y
race/ethnicity and a
Variables

Data
Analysis
Results

Conclusion

dichotomy for gender

cross-level regression analysis
We found that DC shapes the impact of relational demography across
demographic lines, and that it moderates the effects of organizational
demography on firm effectiveness
The promotion of a supportive DC may reduce possible adverse diversity
effects. Also, categorical and relational demography effects are tied to
organizational demography, and thus their effects cannot be understood
without reference an organizations demographic composition. Finally,
the complex association between organizational diversity and
performance depends on a variety of contextual factors such as strategy,
industry characteristics, and DC.

S. No
6
Title
of JOB SATISFACTION AND ORGANISATIONAL COMMITMENT: THE EFFECT OF
paper
GENDER
Author
Norazah Mohd Suki and Norbayah Mohd Suki
Journal
International Journal of Psychology Research
Name
Year
2011
Research
Gender plays an important role in creating individual attitudes pertaining to the workplace
Question
and in interpreting OC
Objective
The purpose of this paper is to examine the effect of gender on employees' perception of job
satisfaction and organisational commitment.
Hypothesis
H,: Men and women have the same level of job satisfaction.
H2 : Men and women have the same level of organizational commitment
Methodolog A random sample of employees from vadolls industries in Labuan was selected., adopted
y
from the Hackman and Oldhana

Variables
Data
Analysis
Results

Conclusion

(1974) scale.
Age , marital status, edu level, income
Position
Means, Standard Deviation, and Correlation Coefficients
results showed that both male and female employees in Labuan have the same level of
perception of job satisfaction and organizational commitment.

The results of data analysis showed that the employee's gender has no significant effect on
her/his perception of job satisfaction. Both men and women have the same level of job
satisfaction.

S. No
7
Title
of Are educational background and gender moderator variables for leadership, satisfaction and
paper
organizational commitment?
Author
Lien-Tung Chen1, Cheng-Wu Chen2 and Chen-Yuan Chen3
Journal
African Journal of Business Management
Name
Year
Feb 2010
Research
Gender also impacts subordinate's job satisfaction in cases of transactional leadership, as
Question
well as trust and job satisfaction in relation to the subordinate's organizational commitment.
Objective
The purpose of this study is to examine the demography of a group of individuals to
determine the effect of such things as gender and education level on the latent variables
Hypothesis
Ha1b: Level of education is a moderator for organizationalcommitment.
H02a: Gender is not a moderator for job satisfaction.
Ha2a: Gender is a moderator for job satisfaction.

H02b: Gender is not a moderator for organizational commitment.

Ha2b: Gender is a moderator for organizational commitment.
Methodolog
y
Variables
Data
Analysis
Results

Conclusion

S. No
Title
paper
Author
Journal
Name
Year
Research
Question
Objective

Correlations of the variables

1. The level of education has an impact on subordinate job satisfaction for both
transformational leadership and transactional leadership relations.
2. Undergraduate and graduate levels of education do not influence trust relationships and
organizational commitment with transformational and transactional leadership.

8
of Effects of Protg-mentor Gender Mix on Organisational Commitment
By David E. Okurame1
Journal of International Womens Studies

May 2008
Gender effects of mentoring.
The principal aim of this study was to examine the interaction effect of protg

and mentor gender on organisational commitment.

Hypothesis

Hypothesis 1: The highest level of organisational commitment would occur in the

maleprotg-male mentor gender combination compared to other gender dyads.
Hypothesis 2: The lowest level of organisational commitment would occur in the
femaleprotg-female mentor gender combination compared to other gender dyads.

Methodolog
y

factorial design to ascertain the interaction effects of protg-mentor gender mix on

organisational commitment.

Variables

age, organisational tenure and length of

mentoring relationship

Data
Analysis

analysis
of covariance
t-test

Results

Results revealed that mean scores of all-male, all female, and the female protg-male
mentor dyads were comparable while that of male protg-female mentor was
significantly low.

Conclusion

These findings suggest that gender of protg or gender of mentor in

isolation is not useful in revealing differences in organisational commitment.

S. No
Title
paper

Author

9
of THE IMPACT OF CULTURE, GENDER, AND AGE ON EMPLOYEE
PERCEPTIONS OF INDIVIDUAL AND ORGANIZATIONAL COMMITMENT
TO THE GREEN MOVEMENT
Lillian Y. Fok,
Susan M. L. Zee,

Journal
Name
Year
Research
Question

Journal of International Womens Studies

Objective

we find support for a proposed set of linkages among employee perceptions of

organizational green orientation, individual green orientation, and impacts of the green
movement on organizational performance in two cultures:

2001
Male and female subjects will have different levels of green orientation, reactions to
organizational culture, organizational performance, and impacts of the green
movement.

Hypothesis
Methodolog
y

sample were approximately 323 managers from a wide variety of industries in the
United States. The subjects were roughly 57.3 % male and 42.7% female

Variables

Green Products/Services, Green Actions, Green Belief, Green Consciousness,

TQM Culture, and Organizational Success.

Data
Analysis
Results

Regression

Conclusion

The results indicate differences among male and female subjects and between different
age groups in terms of employee perceptions of individual and organizational green
orientation, organizational culture, impacts of the green movement, and organizational
performance.

S. No
Title
paper

10

Among the nine factors, we found that Green Actions, Green Belief, and
Organizational Success are statistically significant at the levels of .002, .026, and .
006, respectively. For Green Action, the mean factor score of females (.115) is
greater than that of males (-.135) which implies that female subjects take more
personal green actions (such as recycle paper, plastic, or aluminum, buy organic food,
turn off lights when not in use, and etc.) than male subjects.

of Gender Differences in Organizational Commitment:

Influences of Work Positions and ~ a m iRlo~le s

Author

Journal
Name
Year

Peter V. Marsden
Arne L. Kalleberg
Cynthia R. Cook

May 4, 1992

Research
Question

whether gender and race variation in network (connections to other faculty within
onesprimary department) and work-life (family-friendly work climate and satisfaction
withwork-life balance) integration can explain gender and race variation in job
satisfactionand organizational commitment.

Objective

To define the terms job satisfaction and organizational

commitment and explore gender and race variation in these concepts.

Hypothesis
Methodolog
y
Variables

Sample 500

Work position
Career experiences
Compensation
Family roles

Data
Analysis
Results

T test,

Conclusion

current study revealed that lower organizational commitment among women and
minority faculty could make the rising inflow of women and minorities in Science and
Engineering less effective in increasing their representation

Results indicate that job satisfaction did not significantly vary by gender or race.
Women, however, were less likely to say they intend to remain attheir current
institution.

S. No
Title
paper

11
of Gender and Race Differences in Job Satisfaction and Commitment
among STEM Faculty: The Influence of Network Integration and WorkFamily
Balance

Author

Megumi Watanabe

Journal
Name
Year

May, 2010

Research
Question

whether gender and race variation in network (connections to other faculty within
onesprimary department) and work-life (family-friendly work climate and satisfaction
withwork-life balance) integration can explain gender and race variation in job
satisfactionand organizational commitment.

Objective

To define the terms job satisfaction and organizational

commitment and explore gender and race variation in these concepts.

Hypothesis

women and nonwhite faculty have lower job satisfaction and organizational
commitment than men and White faculty, respectively (H1).
2. Women and nonwhite faculty will alsohave lower network integration and worse
work-family balance

Methodolog
y
Variables

452 faculty members)

Data
Analysis
Results

Correlation, regression

Conclusion

current study revealed that lower organizational commitment among women and
minority faculty could make the rising inflow of women and minorities in Science and
Engineering less effective in increasing their representation.

Network
Integration
Work-Family
Balance
Race

Results indicate that job satisfaction did not significantly vary by gender or race.
Women, however, were less likely to say they intend to remain attheir current
institution.

S. No
Title
paper

12
of
NATURE AND ANTECEDENTS OF ORGANIZATIONAL COMMITMENT:
CONSIDERATIONS FOR HUMAN RESOURCE MANAGEMENT

Author
Elena Velando Rodriguez
Tony Crespo Franco
Maria Joo Nicolau Santos
Journal
Name
Year
Research
Question

Objective

2006
This research is particularly justified by the need to render the concept of
organizational commitment operational through the identification of behaviours
and attitudes that have a significant impact upon performance and
organizational efficiency.
This study aims to make the concept of organizational commitment
useable from a business perspective through a rigorous analysis of
its character and antecedents.

Hypothesis
Methodolog
y
Variables

Data
Analysis
Results

Work experience
Ambiguity and conflict role
Psychological contract
regression

Conclusion
several actions and specific strategies that can extend the scope for human
resources management action in regard to organizational commitment.

S. No
13
Title
of The Perceived Nature and Extent of Gender Discrimination in the Teaching Profession
paper
in Botswana
Author
Munyae M. Mulinge
Journal
Organization for Social Science Research in Eastern and Southern Africa
Name
Year
2003
Research
The existence of gender-based discrimination in the workplace is as old as womens
Question
entry into what was once a male domain - the labour market. Todays workplace is a
permutation of a pattern of gender differentiated work experiences, occupations, and
rewards that has prevailed much longer than the era of industrial capitalism. Women
face a number of disadvantages that include often being paid less than men even
where they have comparable education (skills) and experience,
Objective
schools and colleges were analysed to assess whether the profession favours men over
women, whether male
and female teachers differ in their affective orientation toward work and whether they
differ in their valuation of workplace conditions.
Hypothesis
H1. Relative to males, females in the teaching profession in Botswana perceive greater
gender-based discrimination in hiring/recruitment practices and greater global
discrimination within the workplace.
H2. Relative to their male counterparts, females in the teaching profession receive
inferior intrinsic and extrinsic rewards.
H3. Female teaching professionals perceive their work environments to be less
supportive in their job performance than do male teachers.
Methodolog 1,123 teaching professionals distributed across primary schools, secondary schools
y
and colleges
Variables
Promotional opportunities
Professional growth opportunities
Task significance
Data
Group mean comparisons utilising

Analysis
Results

Conclusion

t-tests
Results for gender differences in workplace conditions showed that female teachers
substantially differ from men only in eight of 19 workplace conditions analysed.
Female teachers were significantly
lower in upward communication and task significance (the intrinsic rewards); in pay
(extrinsic reward) and in grievance procedures (social support condition) but
substantially higher in the four stresses of work
overload, role ambiguity, role conflict and sexual harassment.
It was concluded that, although women teaching professionals do not encounter high
levels of disadvantages in their jobs, they are not yet equal partners with their male
counterparts.

S. No
14
Title
of Impact of Gender and Generational Differences in Work Values and Attitudes in an
paper
Arab Culture
Author
John W. Whiteoak _ Norman G. Crawford _ Richard H. Mapstone
Journal
Thunderbird International Business Review
Name
Year
2006
Research
to determine the impact of generational change and gender on work attitudes and
Question
values in the United Arab Emirates..
Objective
attempt to fill in some of the gaps in the literature on work values and attitudes by
investigating a range of important work values and attitudes in the United Arab
Emirates.
Hypothesis
1: Work attitudes and values will differ across generations in the UAE due to major
societal changes in recent years. Proposition 2: Work attitudes will differ between
males and females in the UAE due to the traditional view of the role of women
held by men in UAE society. Proposition 3: Attitudes to work will differ across
generations of women due to the changing views of younger women in UAE
society.
Methodolog
y
Variables

Data
Analysis
Results

Conclusion

The final sample size of the study was 241 UAE nationals.
Islamic Work Ethic
Attitudes to Women at Work
Individualism
means, standard deviations, and intercorrelations of the variables
we find that the Islamic work ethic was not significantly higher for older UAE
nationals, t (215) = 1.78, p = .08. This indicates that there was no difference in the
Islamic work ethic as a consequence of age. Although this study lends some support to
the suggestion that men would have a higher IWE than women, t (214) = 1.95, p = .05,
the level of significance indicates that the difference was somewhat questionable

S. No
15
Title
of Gender and job attitudes: a re-examination and extension
paper
Author
Parbudyal Singh, Dale Finn, Laurel Goulet
Journal
Women In Management Review
Name
Year
2005
what are the effects of gender on job attitudes, taking into
Research
Question
consideration work-related and demographic variables?
our main objective was to assess the differences, if any, between the
Objective
job attitudes of
men and women, taking into consideration job-related and
demographic variables
Hypothesis
Methodolog using a sample of 228 employees, 51 companies were randomly
y
selected
age, education, marital
Variables
status, number of dependents
Results of the survey were first analyzed using descriptive statistics
Data
Analysis
and reliability analysis.
that is, women and men have similar job attitudes once we control
Results
for work-related and other variables. for the job attitude variables,
gender is positively related at a significant level only with
organizational commitment (p , 0:05).
That is, women display higher levels of organizational
commitment.Women also have less education and and are less likely
to hold exempttype
jobs.
Conclusion

S. No
16
Title
of Gender differences in the job satisfaction of university
paper
teachers
Author
Titus Oshagbemi
Journal
Women In Management Review
Name
Year
2005
Research
This study examined gender differences in the job satisfaction of UK university
Question
teachers and
found from the frequency distribution that female and male academics were more or
less
equally satisfied with their jobs
Objective
The objective of this study was to investigate the effects of gender on the job
satisfaction of
UK academics.
Hypothesis
Methodolog A total of 554 responses was received, giving a response rate of 50.3 per cent.
y
Variables
Age, rsnk, gender
Data
SD, Mean. Coefficient of regression
Analysis

Results

Conclusion

S. No
Title
paper
Author
Journal
Name
Year
Research
Question

Objective
Hypothesis

The results indicated that gender does not affect the job satisfaction of university
teachers directly.However, the interaction effect of gender and rank was statistically
significant (p < 0.05). Overall, female academics at higher ranks namely, senior
lecturers, readers and professors, were more satisfied with their jobs than male
academics of comparable ranks
that although gender is not by itself related to overall job satisfaction of
university teachers, gender is directly related to their pay satisfaction and to the
satisfaction of their physical conditions/working facilities

17
of WORK AUTONOMY AND JOB OUTCOMES: A COMPARATIVE STUDY
AMONG THE PUBLIC AND PRIVATE UNIVERSITY TEACHERS
Malarkodi M*1, Uma K2, Mahendran K3

international journal of management research

and review
2012
The autonomy of employees and managers is often dictated by an organization's
structure and culture; traditional, bureaucratic organizations often have little
autonomy, but newer, more organic structures rely on autonomy, empowerment, and
participation to succeed.
H0: There would be a difference in the work autonomy among the public and private
university teachers.
H1: There would be differences in the job outcomes like job satisfaction, job
involvement, participation in decision making and organizational commitment among
the public and private university teachers.

Methodolog
y
Variables
Data
Analysis
Results

Conclusion

H2: There is a strong relationship between work autonomy and the job outcomes
among the public and private university teachers
Data were collected from the public and private university teachers. The total number
of sample size was 50 each for public and private teachers, totally 100 respondents
were selected using convenience sampling procedure.
Levenes test for equality of variance, Regression analyses
The result of the study revealed that among the work autonomy facets, the work
schedule autonomy (WSA) and work method autonomy (WMA) had more influence
on the job outcomes of university teachers. In case of public university teachers job
outcomes like job satisfaction, job involvement, participation in decision making and
organizational commitment were well predicted with the facets of work autonomy but
only the job satisfaction and job involvement were predicted by the facets of work
autonomy in case of private institute teaching professionals.
It could be stated the there would be a significant difference in the work autonomy and
jobsatisfaction among the public and private university teachers. Among the work
autonomy facets,the work schedule autonomy (WSA) and work method autonomy
(WMA) had more influence onthe job outcomes of university teachers. In case of
public university teachers job outcomes likejob satisfaction, job involvement,

S. No
18
Title
of Some Antecedents of Organisational Commitment: Results from an Information
paper
Systems Public Sector Organisation
Author
Emanuel Camilleri*
Journal
Bank of VSaolmleett Aa nRteevceiedwen
Name
Year
2002
Research
Research into OC has focused upon finding a relationship between various antecedents
Question
and the three components that make up OC.
Objective
Hypothesis

The primary objective of this research is to be able to understand some of the major
antecedents that contribute in making employees committed to an organisation (OC).
Older employees have a higher degree of OC.
Females tend to have a higher degree of OC

Methodolog
y
Variables

Data
Analysis

Results

The lower the education standard the higher degree of OC

The higher the position in the organisational hierarchy the higher the
degree of OC
Married employees tend to have a higher degree of OC.
Employees with dependent children have a higher degree of OC
The questionnaire was provided to all the employees (330) of the organisation
under study.
Age;
Gender;
Educational standard;
Position tenure within the organisation;
Marital status;
Family life cycle status;
Reliability and validity using Cronbach alpha and factor analysis. Multivariate
analysis using the regression method and analysis of variance were utilised to establish
whether there was a significant relationship between the selected antecedents and the
three dimensions of OC
The overall response rate was just under 74%, the response rate for males was 76%
and for females 68%.

Conclusion

Education level is a significant factor in terms of the level of OC within this

organisation. It is significantly stronger for the Continuance and Normative
dimensions of OC.

S. No
Title of
paper

19
RELATIONSHIPS
BETWEEN
EDUCATORS
ORGANIZATIONAL
COMMITMENT,
JOB SATISFACTION, AND ADMINISTRATORS GENDER
Stephanie Litton Potter

Author
Journal
Name
Year
Research
Question

international journal of management research

and review
2006
Does a statistically significant relationship exist between Tennessee middle school
teachers organizational commitment plans in education and the gender of the building

administrator
to examine the differences between teachers mean job satisfaction scores based on the
administrators gender and examine the relationship between the administrators
gender and teachers organizational commitment
A statistically significant difference exists for middle school teachers mean
combination job satisfaction scores (e.g. leadership and instructional practices
H1.2: A statistically significant difference exists for middle school teachers mean
leadership scores as measured by the Teaching, Empowering, Leading and Learning
(TELL) Tennessee Survey based on the gender (male, female) of the school
administrator.
stratified random selection of
schools based on the administrators gender (female, n = 85; male, n = 85) was
selected
(N = 170) from those achieving the predetermined response criteria of 50% return rate.

Objective

Hypothesis

Methodolog
y

Variables
Data
Analysis

Multivariate analysis of variance (MANOVA) procedures were used to examine

the difference in teachers mean job satisfaction scores based on the gender of the
building administrator.
indicated there was not a significant difference between teachers job satisfaction
based on the gender of the building administrator or a significant relationship between
teachers organizational commitment plans in education and the administrators
gender.
Limited research existed that related the particular variables of interest in the
study. It is difficult to isolate the administrators gender as a variable from the
multitude of other factors that influence teachers job satisfaction and organizational
commitment.

Results

Conclusion

S. No
Title
paper

20
of
GENDER AND EMOTIONS AT
ORGANIZATIONAL COMMITMENT

Author
Ron Fisher,
Liz Fulop

Journal
Name
Year

2000

WORK:

RECONCEPTUALIZATION

OF

Research
Question

pursuing the issue of gender and emotions through a study of organizational

commitment
the need for a reconceptualization of organizational commitment

Objective

How recent research regarding links between gender, emotion and perceived
levels of organizational commitment indicates a need to fully understand how
these interact in relation to organizational commitment.

Hypothesis
Methodolog
y
Variables
Data
Analysis
Results

Conclusion

S. No
Title
paper
Author
Journal

Grounded theory.

Age, level of edu

Meta analysis
It is well documented that many women, and some men who have significant
home responsibilities, are flexible in term of family demands.
More women than men reported this as a problem of negative perceptions by
others of their level of organizational commitment.
Current approaches, largely devised by male researchers, are not appropriate
measures of the organizational commitment of women and some men in our
contemporary workplaces.

21
of Effects of Protg-mentor Gender Mix on Organisational Commitment
By David E. Okurame1
Journal of International Womens Studies

Name
Year
Research
Question
Objective

May 2008
Gender effects of mentoring.
The principal aim of this study was to examine the interaction effect of protg
and mentor gender on organisational commitment.

Hypothesis

Hypothesis 1: The highest level of organisational commitment would occur in the

maleprotg-male mentor gender combination compared to other gender dyads.
Hypothesis 2: The lowest level of organisational commitment would occur in the
femaleprotg-female mentor gender combination compared to other gender dyads.

Methodolog
y

factorial design to ascertain the interaction effects of protg-mentor gender mix on

organisational commitment.

Variables

age, organisational tenure and length of

mentoring relationship

Data
Analysis

analysis
of covariance
t-test

Results

Results revealed that mean scores of all-male, all female, and the female protg-male
mentor dyads were comparable while that of male protg-female mentor was
significantly low.

Conclusion

These findings suggest that gender of protg or gender of mentor in

isolation is not useful in revealing differences in organisational commitment.

S. No
Title
paper

22
of Gender Differences in Organizational Commitment:

Influences of Work Positions and ~ a m iRlo~le s

Author

Journal
Name
Year

Peter V. Marsden
Arne L. Kalleberg
Cynthia R. Cook

May 4, 1992

Research
Question

whether gender and race variation in network (connections to other faculty within
onesprimary department) and work-life (family-friendly work climate and satisfaction
withwork-life balance) integration can explain gender and race variation in job
satisfactionand organizational commitment.

Objective

To define the terms job satisfaction and organizational

commitment and explore gender and race variation in these concepts.

Hypothesis
Methodolog
y
Variables

Sample 500

Work position
Career experiences
Compensation
Family roles

Data
Analysis
Results

T test,

Conclusion

current study revealed that lower organizational commitment among women and
minority faculty could make the rising inflow of women and minorities in Science and
Engineering less effective in increasing their representation

Results indicate that job satisfaction did not significantly vary by gender or race.
Women, however, were less likely to say they intend to remain attheir current
institution.

S. No
23
Title
of The Perceived Nature and Extent of Gender Discrimination in the Teaching Profession
paper
in Botswana
Author
Munyae M. Mulinge
Journal
Organization for Social Science Research in Eastern and Southern Africa
Name
Year
2003
Research
The existence of gender-based discrimination in the workplace is as old as womens
Question
entry into what was once a male domain - the labour market. Todays workplace is a
permutation of a pattern of gender differentiated work experiences, occupations, and
rewards that has prevailed much longer than the era of industrial capitalism. Women
face a number of disadvantages that include often being paid less than men even
where they have comparable education (skills) and experience,
Objective
schools and colleges were analysed to assess whether the profession favours men over
women, whether male
and female teachers differ in their affective orientation toward work and whether they
differ in their valuation of workplace conditions.
Hypothesis
H1. Relative to males, females in the teaching profession in Botswana perceive greater
gender-based discrimination in hiring/recruitment practices and greater global
discrimination within the workplace.
H2. Relative to their male counterparts, females in the teaching profession receive
inferior intrinsic and extrinsic rewards.
H3. Female teaching professionals perceive their work environments to be less
supportive in their job performance than do male teachers.
Methodolog 1,123 teaching professionals distributed across primary schools, secondary schools
y
and colleges
Variables
Promotional opportunities
Professional growth opportunities
Task significance
Data
Group mean comparisons utilising
Analysis
t-tests
Results
Results for gender differences in workplace conditions showed that female teachers
substantially differ from men only in eight of 19 workplace conditions analysed.
Female teachers were significantly
lower in upward communication and task significance (the intrinsic rewards); in pay
(extrinsic reward) and in grievance procedures (social support condition) but
substantially higher in the four stresses of work
overload, role ambiguity, role conflict and sexual harassment.
Conclusion
It was concluded that, although women teaching professionals do not encounter high
levels of disadvantages in their jobs, they are not yet equal partners with their male
counterparts.

S. No
Title
paper
Author
Journal
Name

24
of WORK AUTONOMY AND JOB OUTCOMES: A COMPARATIVE STUDY
AMONG THE PUBLIC AND PRIVATE UNIVERSITY TEACHERS
Malarkodi M*1, Uma K2, Mahendran K3

Year
Research
Question

Objective
Hypothesis

Methodolog
y
Variables
Data
Analysis
Results

Conclusion

international journal of management research

and review
2012
The autonomy of employees and managers is often dictated by an organization's
structure and culture; traditional, bureaucratic organizations often have little
autonomy, but newer, more organic structures rely on autonomy, empowerment, and
participation to succeed.
H0: There would be a difference in the work autonomy among the public and private
university teachers.
H1: There would be differences in the job outcomes like job satisfaction, job
involvement, participation in decision making and organizational commitment among
the public and private university teachers.
H2: There is a strong relationship between work autonomy and the job outcomes
among the public and private university teachers
Data were collected from the public and private university teachers. The total number
of sample size was 50 each for public and private teachers, totally 100 respondents
were selected using convenience sampling procedure.
Levenes test for equality of variance, Regression analyses
The result of the study revealed that among the work autonomy facets, the work
schedule autonomy (WSA) and work method autonomy (WMA) had more influence
on the job outcomes of university teachers. In case of public university teachers job
outcomes like job satisfaction, job involvement, participation in decision making and
organizational commitment were well predicted with the facets of work autonomy but
only the job satisfaction and job involvement were predicted by the facets of work
autonomy in case of private institute teaching professionals.
It could be stated the there would be a significant difference in the work autonomy and
jobsatisfaction among the public and private university teachers. Among the work
autonomy facets,the work schedule autonomy (WSA) and work method autonomy
(WMA) had more influence onthe job outcomes of university teachers. In case of
public university teachers job outcomes likejob satisfaction, job involvement,