An examination of attitudinal differences between policewomen and policemen.

Abstract

Survey data on general satisfaction, organizational commitment, role conflict, and role ambiguity were obtained from 529 male and 21 female patrol officers. Measures used were the short form of the Minnesota Satisfaction Questionnaire, Porter's Organizational Commitment Questionnaire, and 14 items of role conflict and ambiguity as constructed by Rizzo, House, and Lirtzman. Results showed no significant differences in attitudes on measures of organization commitment, job satisfaction, work anxiety, role conflict, and role ambiguity. These results offer further support for the argument that personal and organizational factors are stronger predictors of attitudes in the work place than is gender.

Sex Differences Among Bank Employees in the Relationships of Commitment with Psychological Climate and Job Satisfaction

“…An assumption implicitly held by some researchers is that attempts to inspire higher levels of commitment require separate strategies for women and men (Bhagat & Chassie, 1981). This assumption prevails despite contradictory evidence showing no sex differences in organizational commitment (Angle & Perry, 1981;Aranya, Kushnir, & Valency, 1986;Bruning & Snyder, 1983;Cromie, 198 l ;Fry & Greenfeld, 1980;Mowday, Porter, & Steers, 1982). It is consistent, however, with the stereotypical notion that female employees have higher absenteeism and turnover rates (i.e., they are less committed) than male employees (Chusmir, 1982).…”

Employee job satisfaction: an empirical assessment of marketing managers as an occupationally homogeneous group

“…However, research findings are often unclear and there is little consensus about the relationship between gender and job satisfaction [30]. This study found a statistically significant relationship from a χ 2 comparison (p = < 0.0006) between the two factors (Table VIII).…”

In search of gender advantage

“…Evidence on the impact of functional specialty, job level, and employee demographics also has indicated that functional specialty and level are of greater importance in explaining employee responses than employee demographics or individual traits (Adams, Laker, & Hulin, 1977;Fry & Greenfield, 1980;Herman, Dunham, & Hulin, 1975;Herman & Hulin, 1972;Hulin, Hom, & Brett, 1976;O'Reilly & Roberts, 1975;Roznowski & Hulin, 1985). Whatever personal demographics may be indexing is less important in accounting for attitudes toward and about life in organizations than is the position one occupies within the organization.…”