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Dissertation
Using a structural determinants approach to investigate gender differences in organizational commitment
Doctor of Philosophy (Ph.D.), Drexel University
1992
DOI:
https://doi.org/10.17918/00009025
Abstract
The purpose of this research was to investigate gender differences in organizational commitment (OC), based on a conceptual model that integrated Kanter's (1977a) theory of the structural determinants of organizational behavior with the unidimensional approach (Fishbein, 1967; Calder & Ross, 1973; Fishbein & Azjen, 1975) towards attitude formation. The model posited that: (i) men and women would experience different levels of positional opportunity and power, (ii) these differences would affect their expectations of attaining valued work outcomes, (iii) and in turn would influence the commitment to the organization. Thus, the model proposed that the relationship between gender and OC would be mediated by opportunity and power, as well as expectations. Furthermore, the model proposed that intention to stay would be influenced by the interaction effect of OC and the perception of suitable alternatives. This study was based on survey research, using a cross-sectional and correlational design. The respondents occupied managerial and professional positions in a variety of organizations in such businesses as manufacturing, education, banking, and health care. The results of the study confirmed 5 of the 12 hypotheses. The hypotheses that gender would be negatively related to opportunity, power, and suitable alternatives were not supported. With the exception of the gender-opportunity, gender-power, gender-suitable alternatives, and OC-suitable alternatives linkages, all of the remaining direct relationships hypothesized received moderate to strong support. Specifically, the results confirmed the following hypothesized linkages: that opportunity and power were positively related to the expectations of attaining valued work outcomes, expectations were positively related to OC, and OC was positively related to intent to stay. Clearly, when employees perceive their positions as empowering and as providing an opportunity for advancement, they express positive feelings towards their organization. Several limitations must be considerd when interpreting these results. First, respondents were highly educated managerial and professional employees. Secondly, the reliance on survey data and the cross sectional design of the study complicates the task of distinguishing correlations between variables from truly causal relationships. Lastly, the similarity in design and scale of measurement for many of the study variables may overstate the relations among these variables. (Abstract shortened with permission of author.).
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Details
- Title
- Using a structural determinants approach to investigate gender differences in organizational commitment
- Creators
- Daniel Patrick Moore
- Contributors
- Saroj Parasuraman (Advisor) - Drexel University, Drexel University (1970-)
- Awarding Institution
- Drexel University
- Degree Awarded
- Doctor of Philosophy (Ph.D.)
- Publisher
- Drexel University; Philadelphia, Pennsylvania
- Number of pages
- xi, 179 pages
- Resource Type
- Dissertation
- Language
- English
- Academic Unit
- College of Business (and) Administration (1970-1999); Drexel University
- Other Identifier
- 991021889081104721