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Relationships of gender, family responsibility and flexible work hours to organizational commitment and job satisfaction
Author(s) -
SCANDURA TERRI A.,
LANKAU MELENIE J.
Publication year - 1997
Publication title -
journal of organizational behavior
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 3.938
H-Index - 177
eISSN - 1099-1379
pISSN - 0894-3796
DOI - 10.1002/(sici)1099-1379(199707)18:4<377::aid-job807>3.0.co;2-1
Subject(s) - organizational commitment , job satisfaction , negotiation , psychology , work (physics) , affective events theory , social psychology , job performance , public relations , job attitude , political science , mechanical engineering , law , engineering
Psychological contract theory (Rousseau, 1995) suggests that women and those with family responsibilities may negotiate new psychological contracts that include family‐responsive benefits such as flexible work hours. Relationships of gender, family responsibility, and flexible work hours to organizational commitment and job satisfaction were examined among 160 matched male and female managers in a cross‐organizational study. Results revealed that women who perceived their organizations offered flexible work hours reported higher levels of organizational commitment and job satisfaction than women who did not. Also, flexible work hours were related to higher organizational commitment and job satisfaction for those having family responsibilities. Implications of these results for future research and organizational policy are discussed. © 1997 by John Wiley & Sons, Ltd.