@article {7447,
	title = {Gender and organizational commitment: evidence from a nationwide survey in Poland},
	journal = {Central European Management Journal},
	volume = {32},
	year = {2024},
	month = {11/2024},
	pages = {515-533},
	abstract = {Purpose {\textendash} The study examines whether affective organizational commitment and its drivers differ between Polish female and male employees.
Design/methodology/approach {\textendash} Our proprietary data are from ongoing surveys conducted by a major Polish HR consulting firm. The nationwide survey of nearly 3,000 Polish workers in 2020 constitutes the data set in this analysis. Regression analysis is applied to analyze the relationship between organizational commitment, gender and other variables.
Findings {\textendash} The study provides support for the job model, that is, women and men have similar levels of commitment once all other factors are controlled. Although the results show that, ceteris paribus, the organizational commitment of women is statistically significantly higher than that of men, the effect size is trivial in practical terms. The study also discloses the fact that the determinants of organizational commitment of men and women are similar, thus refuting a commonly held notion about gendered job attribute preferences. Support for gender as a moderator between organizational commitment and its antecedents is not found. COVID-19-related work adjustments do not seem to have affected the commitment of Polish male and female workers to their employers.
Originality/value {\textendash} The study adds to the scarce empirical literature on organizational commitment in Poland. To date, only a small number of such studies exist for Poland, and all of them use small homogeneous samples and limited questionnaires. The results are of value to researchers as well as HR managers seeking to improve long-term commitment to organizations.},
	issn = {2658-0845 },
	doi = {10.1108/CEMJ-05-2023-0201}
}
