Organizational-Level Gender Dissimilarity and Employee Commitment

26 Pages Posted: 9 Nov 2007

See all articles by Hyun-Jung Lee

Hyun-Jung Lee

London School of Economics & Political Science (LSE) - Department of Industrial Relations

Riccardo Peccei

University of London, King's College London, Department of Management

Abstract

This study explores the extent to which gender dissimilarity in the workplace affects employees' commitment to their organization, using data from the British (1998) Workplace Employee Relations Survey. The results showed that the effects of organizational-level gender dissimilarity on organizational commitment were more complex than has commonly been assumed in the literature. The relationship between organizational-level gender dissimilarity and employee commitment was U-shaped for women whereas it was not significant for men. The relationship was moderated by the respondents' status as measured by their level of pay. For men, the relationship between gender dissimilarity and commitment was negative for high-paid individuals but not for low-paid ones, while for women the U-shaped relationship was weaker for high-paid individuals than for low-paid individuals.

Suggested Citation

Lee, Hyun-Jung and Peccei, Riccardo, Organizational-Level Gender Dissimilarity and Employee Commitment. British Journal of Industrial Relations, Vol. 45, Issue 4, pp. 687-712, December 2007, Available at SSRN: https://ssrn.com/abstract=1028379 or http://dx.doi.org/10.1111/j.1467-8543.2007.00644.x

Hyun-Jung Lee (Contact Author)

London School of Economics & Political Science (LSE) - Department of Industrial Relations ( email )

Houghton Street
London, England WC2A 2AE
United Kingdom

Riccardo Peccei

University of London, King's College London, Department of Management ( email )

150 Stamford Street
London, SE1 9NN
United Kingdom
0207 848 4094 (Phone)
0207 848 4094 (Fax)

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