Relationships of gender, family responsibility and flexible work hours to organizational commitment and job satisfaction

TLDR

Psychological contract theory posits that women and those with family responsibilities may negotiate new contracts that include family‑responsive benefits such as flexible work hours. The study investigates the relationships among gender, family responsibility, flexible work hours, organizational commitment, and job satisfaction. The authors assessed these relationships in a cross‑organizational study of 160 matched male and female managers. Women who perceived flexible work hours reported higher organizational commitment and job satisfaction, and flexible hours were similarly associated with higher commitment and satisfaction among employees with family responsibilities. © 1997 by John Wiley & Sons, Ltd.

Abstract

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.