Abstract
The study, carried in Kuwait, assessed the effect gender has on employee perception of organizational commitment and job satisfaction. The study sampled 436 employees from five government ministries. The study used correlation, mean t-tests and one way analysis to analyze the data. The study found no significant differences with regards to gender.
Introduction
Presented literature highlights genders roles as one of the key issues for women regarding employment. However, recommendations have been made for more research into the influence of gender roles on women’s job attitudes. Sex differences like work values and job attitudes have been showered with attention over the years. The most commonly used measures of these differences are organization commitment and job satisfaction (Al-Ajmi 838)
With the many inherent differences between work attitude relationships owing to the different personalities, settings, cultures and workplaces, this research focused on males and females in Kuwait. The study also tests previously held hypothesis on the matter of organizational commitment and hob satisfaction. More precisely, the paper seeks to respond to the query as to whether Kuwaiti females are in the very least as satisfied as their male counterparts. The paper examines the effect that gender has on job satisfaction and organizational commitment in Kuwaiti employees. For an apt examination, the paper sought to identify any significant areas and differences for consideration.
Gender and job satisfaction
Extensive research has been undertaken on the association between gender and job satisfaction. However, the findings of these studies have been by far contradictory with most of them being inconsistent; with many of them reporting either gender to be more satisfied when compared with the other. Nonetheless, it is noteworthy that most of the studies find no significant correlation between both gender and job satisfaction. Although some studies reported that the female gender felt discriminated against, they felt satisfied with their job. Consequently, the following hypotheses have been formulated:-
H1: There is no significant difference between job gender and job satisfaction.
H2: Men and women have the similar levels of job satisfaction.
Gender and Organizational Commitment
The relationship between gender and organizational commitment is not any dissimilar from the latter; with the numerous studies conducted reporting mixed findings. More importantly, most researchers have not established any significant differences between males and females with regard t organizational commitment. As a result, the following hypotheses have been postulated:
H3: There is no significant relationship between gender and organizational commitment.
H4: Men and women have the same level of organizational commitment.
Methodology
Sample and Procedures
The study used the random sampling technique in five government ministries. 500 questionnaires accompanied by a cover letter guaranteeing confidentiality were distributed. The response rate was 87.2%. 80% of those who responded were of Kuwait nationality with a 51% being male. 50% of the respondents were 30 years and above.
Measures
The study utilized the seven point Hackman and Oldham scale with over five items being measured. Items 3 and 5 after reverse coding were averaged to obtain the score showing job satisfaction. The scale had an internal consistency of 0.80. In assessing organizational commitment, the study used a 15-item measure by Porter et al., On a five point Likert scale, the respondent were asked to indicate with their agreement and disagreement of the items on measure. The coefficient measure for the scale was 0.85.
Data analysis
The data was analyzed for means, rank order correlation coefficient and standard deviation. There was no significance correlation between the dependent and independent variables(r= .010 and .031 respectively). The results show that although there exists relationships between gender and job satisfaction and organizational commitment, the relationships are insignificant. This supported the first and second hypotheses. The t-tests also showed no considerable difference between the males and females. The ANOVA also showed no significant interaction between gender and the two variables.
Discussion
The study shows no significant effect between gender and employee exceptions on job satisfaction and organizational commitment. Conclusively, male and female employees in Kuwait have similar levels of satisfaction and commitment.
Recommendations/Conclusion
During a research, the researcher can only predict the outcome based on previous studies on the subject. However, this does not warrant a data collection tool skewed towards the probable outcome. A suggestion is that the researcher should assess for the extrinsic factors of a job that might affect job satisfaction. These factors would make apt variables of study that would illuminate on the subject. These include job security, remuneration and promotion.
The sampling criteria focused on formal employment. The feeling is sampling across the board to include self employed individuals would have given the study more mandate to generalize findings in Kuwait. In addition, the paper should have touched in on the mode of work with regards to part-time workers and full-time workers. This would have been representative; thereby reflecting the true effect of gender on job satisfaction and organizational commitment.
Works cited
Al-Ajmi, R. The Effect of Gender on Job Satisfaction and Organizational Commitment in Kuwait. International Journal of Management.23.4. (2006): 838-844. Print.
