gender differential paper IJCRB

ijcrb.webs.com
JUNE 2011
INTERDISCIPLINARY JOURNAL OF CONTEMPORARY RESEARCH IN BUSINESS VOL 3, NO 2
For all categories the independent variable was Job Satisfaction and the dependent variable was
Employee’s commitment with the organization.
7.31 R
esearch findings for hypothesis 3:
H3 was accepted at significance level of 0.000 (p value < 0.001). 53.2% of the variations in the
Employee Commitment with the organization were due to the Job Satisfaction of the employees.
There was a strong positive relationship between Job Satisfaction and Employee Commitment as
with an increase of one unit in the Job Satisfaction there was 0.966 unit increase in the Employee
Commitment to the organization where as in the absence of Job Satisfaction, the Employee
Commitment was very low.
A strong and positive relation between Job Satisfaction and employee’s Commitment with the
organization was observed under the above mentioned categories also. The empirical finding for
the gender wise analysis showed that Job Satisfaction of female employees had stronger impact
on Employees Commitment with the Organization. Female employees were found more
committed if they had Job Satisfaction as compared to male employees. In the comparison of
types of the organizations, it was found that the employees in Gov. and Semi Gov. Organizations
were found more interested to be satisfied with the jobs so that they remain committed with their
organizations as compared to the employees working in Private and Public organization.
Similarly the Top level management was found more towards having Job Satisfaction so that
they can be committed with their organizations as compared to the middle level management and
the officers and also when they had no job satisfaction then they were more towards changing
their jobs (no commitment).
8. CONCLUSIONS
The study leads to the following conclusions:
1. This study was drawn on the survey data collected by 334 respondents who were
employees in different Banks to primarily investigate the impact of Employee
Empowerment on Job Satisfaction of employees and also Employee Commitment. The
study revealed informative and practical results which clearly showed that Employee
Empowerment had a strong impact on Job Satisfaction and Employee Commitment with
the Organization.
2. The survey procedures, sampling, and data analysis supported the study’s key hypothesis
that Employee Empowerment had a positive impact on Job Satisfaction and Employee
Commitment.
3. Empowerment will lead to an employee to get satisfied with his or her job and also to be
committed with the organization. And employee who does not have empowerment,
which means that he or she has no authority to make decisions for his/ her work related
activities and also does not has sufficient autonomy to perform the job, will not be
satisfied with his/ her job and will try to find out better opportunities for work and that is
why they will be less committed with their organization.
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