EMPLOYMENT PRACTICES AND ORGANIZATIONAL COMMITMENT: DIFFERENTIAL EFFECTS FOR MEN AND WOMEN?

Abstract

This study evaluated the effects of two employment practices, namely work flexibility and firm internal labor markets on affective and continuance organizational commitment. In addition, it examined whether such effects were gender‐specific. Survey data were obtained from a sample of 772 business executives in Hong Kong. Hierarchical regression analyses revealed that, although the two employment practices had significant and positive effects on both affective and continuance organizational commitment, they are not affected by gender.

Citation

Ngo, H. and Wing‐Ngar Tsang, A. (1998), "EMPLOYMENT PRACTICES AND ORGANIZATIONAL COMMITMENT: DIFFERENTIAL EFFECTS FOR MEN AND WOMEN?", The International Journal of Organizational Analysis, Vol. 6 No. 3, pp. 251-266. https://doi.org/10.1108/eb028887