Gender And Gender Commitment

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Gender and Organizational Commitment
Gender Blindness and Suppression
The commitment of women specifically has been the focus of a few quantitative studies, the issue of gender, where women have been identified as a discrete group within research that is theorizing it was able to arrive at a little reception. No consistent relationship between gender and commitment has been noted when gender has been considered (Mathieu and Zajac, 1990 and Cohen and Lowenberg, 1990). The lack of a consistent relationship together with negligible differences between genders had implied that gender has not been an important consideration for researchers by means of quantitative approaches to measure organizational commitment. Women had been measured consistently
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Until a new category is discovered, Charmaz (2002) suggested that the paragraph by paragraph is an acceptable basis. The analysis in the interview in this research was done on a line-by-line basis throughout in an attempt to ascertain that no concept is left out of the process of analysis. 67 provisional categories were identified in this interview. In order to give a meaningful whole into the analysis, the researcher were able to attempt to think of the data at a theoretical level as open and axial coding were taking place.

Practical Grounded Theory of Work Commitment
As being discussed above, the main aim of this paper is to explore the ways in which the commitment to work is gendered and emotionalized. The study also aims at developing practical grounded theory on work commitment. Adhering to Glasser and Strauss (1967), this research shall substantive theory as opposed to formal grounded theory.

Gendering Commitment to
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The impact of gender on the construct has been disregarded by the large extant of literature in the domain of work commitment. The positivistic approach that focus on measurement rather than understanding in the last 30 years. From the perspective of organizational members, the aspects of emotional and gender of work commitment were not understood clearly. This research has been consistent with Bellas (1999) which is the workplace is highly gendered. Some women not meeting the male notion of the ideal work are the result of competing commitments falling short of the notion of the ideal mother trying to establish an equilibrium the competing requirements of work and family. The commitment of staff to their work duties is also gendered in two reasons: organizations is a greedy organization and commitment that some staff have their own career, gendered undertones irrespective of the impact on their peers (Coser, 1974 and Franzway, 2000 and
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