International Information & Library Review

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Gender Difference in Organizational Commitment,

Job Satisfaction and Job Involvement: Evidence
from University Library Staff

Joseph Chukwusa

To cite this article: Joseph Chukwusa (2020): Gender Difference in Organizational Commitment,
Job Satisfaction and Job Involvement: Evidence from University Library Staff, International
Information & Library Review, DOI: 10.1080/10572317.2019.1675444

To link to this article: https://doi.org/10.1080/10572317.2019.1675444

Published online: 28 May 2020.

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INTERNATIONAL INFORMATION & LIBRARY REVIEW
https://doi.org/10.1080/10572317.2019.1675444

Gender Difference in Organizational Commitment, Job Satisfaction and Job

Involvement: Evidence from University Library Staff
Joseph Chukwusa
Delta State University Library, Abraka, Nigeria

ABSTRACT KEYWORDS
The study determined gender difference in Organizational Commitment (OC), Job Gender difference; job
Satisfaction (JS) and Job Involvement (JI) of library staff in federal university libraries in satisfaction; job
South-East, Nigeria. Descriptive survey design was used for the study. Out of the 274 copies involvement;
South-East; Nigeria
of questionnaires administered to respondents, 243 representing (172 females and 71 males)
were retrieved and found usable. Three hypotheses were stated and tested. The significance
difference between the variables was tested using Z score. The study revealed that both
gender were positive in their organizational commitment, job Satisfaction and job involve-
ment. The study concluded that there is no significant mean scores difference between
male and female library staff in organizational commitment and job involvement, but differ
significantly in job satisfaction.

Introduction staff in five federal university libraries in South-

Studies have correlated individual reports of East, Nigeria.
organizational characteristics as predictors of
organizational commitment, job satisfaction and Literature review
job involvement. For instance, Susanty, A highly committed staff could be one who
Miradipta, and Jie (2013) found that the favor- accepts and believes in the library’s values, is
ableness of organizational changes, the level and willing to put out effort to meet the library’s
importance of the change put together predict goals, and has a strong desire to remain with the
staff commitment. Another study revealed that library. Staff who are highly committed see them-
favorable reports concerning staff performance selves as genuine and indisputable part of the
leads to staff job satisfaction and organizational institution. This is because they often do not take
commitment (Judge & Kammeyer-Mueller, 2012). serious, offenses and are always defending the
Furthermore, a study involving cross level medi- institution no matter what (Ahmad et al., 2012).
ation according to Mayer, Nishii, Schneider, and They show strong attachment and identification
Goldstein (2007) found that the relationship with the university library. Organizational com-
between individual perceptions of organizational mitment is another arm of work attitude.
justice with organizational commitment and job Organizational commitment has been defined by
satisfaction was moderated by group-level justice researchers as the level of involvement and iden-
climate. These studies, taken together, suggest tification with a given organization. A staff with
that collective perception of situations could be a high level of commitment is likely to see herself
used to predict individuals’ organizational com- as a true member of the institution. The reverse
mitment, job satisfaction and job involvement. seems to be the case when the staff is less com-
Therefore, this study seeks to determine if there mitted. Also, in institutions that show more con-
is gender difference in organizational commit- cern to staff, the staff sometimes responds
ment, job satisfaction and job involvement of positively. Therefore, organizational commitment

CONTACT Joseph Chukwusa [email protected] Obi-Ugbe Quaters, Obiaruku, Dellta State.

ß 2020 The Author(s). Published with license by Taylor & Francis Group, LLC
2 J. CHUKWUSA

includes the acceptance of organizational goals hours without complaining. They are high per-
and a strong belief in these goals, willingness to formers and their being job involved is followed
perform substantial efforts on behalf of the by more specific attitudes such as job satisfaction
organization, and having a definite desire to facets, specific dimensions of organizational com-
maintain organizational membership (Uygur & mitment, and so on. A phrase that brings the
Kilic, 2009). Job involvement and organizational idea of work life into focus is “work to live, don’t
commitment is somewhat similar in that they are live to work” (Changing Attitude towards Work,
both concerned with an employee’s identification 2017). In fact, staff that is job involved work
with the work experience (Chungtai, 2008). to live.
According to Olatunde (2010) and Riketta A library staff may become involved in their
(2008), the elements that make up job satisfaction jobs in response to specific attributes of the work
are salary (increments inclusive), other benefits situation and high level of job involvement would
and coworker relationships. Job satisfaction is an be noticed when the work situation is meaningful
important arm of work attitude. Even when (New Charter University, 2018). Also, greater
somebody is a renowned professional such as intensity of job attachment would be noticed
accountant, lawyer, nurse or doctor, his satisfac- when schedules are defined on how work is to be
tion at work is a matter to be taken serious. A done and behavioral standard identified, gives
satisfied staff tends to be absent less often, to feedback, and provides backing for coworkers
make positive contributions and to stay with the and supervisors. Many researchers have argued
institution. In contrast, a staff that is not satisfied that improved efforts towards organizational suc-
in his workplace may be absent more often, may cess are a characteristic of job involved staff.
experience stress that disrupts coworkers, and Most times, job involved staff hardly move out to
may be continually looking for another job. find jobs elsewhere. There is no clear demarca-
Contrary to what a lot of leaders believed, high tion between job satisfaction and organizational
levels of job satisfaction do not necessarily lead commitment because most times, those elements
to higher levels of performance (Chiyem & that makes us job satisfied also makes us job
Bojeghre, 2016). Job satisfaction, a positive assess- committed (Chungtai, 2008).
ment of feeling seems to occur when the work an A number of industry observers and practi-
individual is doing ties with his needs and aspira- tioners agreed that frontline staff who are satis-
tions. Often, some scholars have noted that job fied with and committed to their jobs share the
satisfaction is a lone idea whereas it is a collec- institution’s customer-oriented values, exhibit low
tion of related work attitudes with various job levels of role stress, and deliver the highest level
characteristics Younes (2012). For instance, of service quality (Younes, 2012). Longitudinal
Stanton et al. (2002) citing Smith, Kendall, and research also shows that declines in supervisor
Hulin (1969) noted that the Job Descriptive support during the period of organizational entry
Index (JDI) is usually employed to gauge job sat- were associated with declines in job satisfaction.
isfaction with respect to five characteristics of a Job satisfaction is the amount of overall positive
person’s job. feeling that individuals have toward their job
Job involvement has to do with staff immers- (Jokisaari & Nurmi, 2009). One study demon-
ing themselves and doing more than is expected strated that pay satisfaction following a merit
in a work situation. This according to Olusegun raise was much greater for those who had incre-
(2017) is because they do not work only to earn ment in salary (Schaubroeck, Shaw, Duffy, &
a living. These categories of staff are intrinsically Mitra, 2008). It follows therefore, that those who
motivated and have interest in getting the work are expecting increase in salary may be more sat-
done. A person with a lot of job involvement will isfied when raises are disbursed. Hence, Harris,
derive natural satisfaction from the job itself and Anseel, and Lievens (2008) showed that pay satis-
will want to learn more and more about how to faction is often based on whom one compares
perform the job effectively. As a result, they are oneself to – those who compare their pay to
very punctual to work and willing to work for those who make much more than themselves are
 INTERNATIONAL INFORMATION & LIBRARY REVIEW 3

less satisfied than those who compare their pay dependent on their husbands and this makes
to those who make only slightly more than them- them, less jobs-involved or committed.
selves. Besides the main effect of organizational Uygur and Kilic (2009) posited that women
practices related to compensation argued have relatively positive work attitude than men.
Edwards and Cable (2009) researches utilizing a They argued two explanations for the above pos-
polynomial regression approach to assess congru- ition. Women may arrive at a higher level by
ence suggests that the correspondence between using different comparison groups; and men may
staff values and organizational values is associated be more willing to verbalize dissatisfaction with
with improved organizational commitment, job work because of difference socialization. The
satisfaction and job involvement most likely explanation could be that these proc-
esses operate in conjunction to produce greater
reported job satisfaction among women.
Gender difference in the workplace
Women have been found to have closer super-
The study of gender differences has been done in vision, and more limited promotional opportuni-
the workplace extensively and a lot of stereotypes ties than men, yet women’s attitude towards their
regarding both genders have emerged. From the jobs are often more favorable than men’s (Eagly,
time when the workforce was integrated, the usu- 2016). Men and women may have different char-
ally established traditions are being questioned in acteristics of work. Women may be more satisfied
the work situation. Even though a somewhat because they focus on their roles as home-mak-
young field, the concept, gender difference in the ers, rather than their roles as workers and seem
workplace is fast gaining attention. According to to derive additional satisfactions from this sphere.
Powell (2018) lots of factors led to the recogni- According to Zou (2018) in the job satisfaction
tion this field of study have gained. The first literature, women, though argued to be short-
obvious reason seems to be the inadequate devel- changed in the work world, are more satisfied
opment of solid generalizations concerning both with their job than men. That, though effort has
genders in a place of work and in the work force. been made to interpret these puzzling situations,
Secondly, the various work conditions that can we have been, so far, unable to provide satisfac-
be found across is another factor. The key factor tory explanation to the paradox of the contented
is basically the noticeable increase in the number women workers.
of females in the work force. Rajadhyaksha and Ramadoss (2012) and
Although women have been in the work force Scientific Journal International (2018) reported
ever since early colonial years, they were denied that information on gender and organizational
some jobs. The distinctive line between males commitment had mixed results. For example,
Scientific Journal International (2018) asserted
and females work was drawn. Women have grad-
that there are some authors who suggested that
ually worked their way into the work force only
women are less committed to their work than
to find “a no go area” in their work world. Near
men. Much of these contentions may have as
to the ground positions were assigned them in
their roots the idea that women, as a result of
the workplace believing that high level adminis-
their socialization, place a greater emphasis on
trative ranks were only for the males.
family roles than men (New Charter University,
Desta (2012) and Ekmekci (2011) asserted that
2018). This may result in women placing less
organizational commitment and job involvement
importance on their work roles whereas men’s
differs between males and females. According to
socialization process leads them to identify them-
Ekmekci (2011) males are more committed to selves as independent, assertive and goal-directed.
their organizations and they are more involved in
their jobs. The reason, the researcher argued can
be explained with the role of male in society. The Studies on gender difference in the workplace
males appear to be more responsible for the daily Rast and Tourani (2012) did an evaluation of
bread of the family, while the females are often employees: An empirical study of airline industry
4 J. CHUKWUSA

in Iran. The purpose of this study was to deter- the study. The population consists of 274 univer-
mine level of employees’ job satisfaction and sity library staff that are on Consolidated
empirically test the relationship between employ- Nigerian Universities Academic Salary Scale,
ees’ job satisfaction and their gender. The result (CONNUSS) 6 and above. The entire population,
of an independent-sample t test indicate that 274 library staff was used for the study. The
overall job satisfaction is slightly related to the whole population was used because it was small.
gender of the employees but it is not statistically The questionnaire (Work Attitude of Library
significant at the 0.05 level (p¼.07). In addition, Staff, Appendix 1) was used for data collection.
the mean of job satisfaction facets was plotted Out of the 274 copies of questionnaires adminis-
against the difference in gender. The result indi- tered to respondents, 243 representing (172
cates a weak relationship between respondents’ females and 71 males) were retrieved and found
gender and facets of job satisfaction. usable. Three null hypotheses were stated and
Ekmekci (2011) investigated job involvement tested at 0.05 level of significance. The mean
and commitment of employees in Turkey. The score difference between the variables was tested
research explored the relationship between using Z score.
employees’ job involvement and their feeling of
organizational commitment and how some
Hypotheses
demographic factors influence the two
work attitudes. The following hypotheses were stated and tested:
Findings revealed that male workers are more
involved and committed in their jobs than their 1. There is no significant mean scores difference
female counterpart. It was also found that the between male and female library staff in organ-
level of organizational commitment and job izational commitment.
involvement differs with respect to marital status, 2. There is no significant mean scores difference
educational level and tenure variables. The study between male and female library staff in job
further showed that only 16.66% of the organiza- satisfaction.
tional commitment of the employees can be 3. There is no significant mean scores difference
explained with the influence of factors other than between male and female library staff in job
job involvement. involvement.
Ekere and Ugwu (2011) investigated the influ-
ence of age, gender and working experience on Response rate
librarians’ job satisfaction in university libraries
The entire population was studied without sam-
in Nigeria. The purpose was to determine the
influence of personal characteristics of librarians pling because the size was not too large.
on their job satisfaction. The findings revealed However, Out of the two hundred and seventy
that older librarians are more satisfied than the four (274) copies of the questionnaires adminis-
younger ones and male librarians had higher job tered, two hundred and forty three (243) repre-
satisfaction than the females. This means that senting 88.6% were retrieved and found usable
there were significant age and gender differences (Table 1).
in librarians’ job satisfaction, favoring older and Table 2 revealed that generally, both gender
male librarians. scored above the criterion mean (3.00) with
respect to the variables measured. The study
shows that the males are more involved with
Method their job than females, while the females are
The study determined gender difference in mean more committed and satisfied with their job.
scores of organizational commitment, job satis- Hypothesis 1: There is no significant differ-
faction and job involvement of library staff in ence between the organizational commitment of
five federal university libraries in South-East, male and female library staff in federal university
Nigeria. Descriptive survey design was used for libraries in South-East, Nigeria.
 INTERNATIONAL INFORMATION & LIBRARY REVIEW 5

Table 1. Population distribution by institutions.

S/N Institutions Population No. Retrieved Males Females
1. Nnamdi Azikiwe Library, University of Nigeria Nsukka 103 31 71 ¼ 96
2. Federal University of Technology Library, Owerri 98 21 60 ¼ 81
3. Prof. Festus Aghagbo Nwako Library, Nnamdi Azikiwe University, Awka 33 7 19 ¼ 30
4. Michael Okpara University of Agriculture Library, Umudike 29 11 16 ¼ 27
5. Dr. Alex Ekwueme Federal University Library, Ndufu- Alike, Ikwo 11 4 5¼9
Total population 274 243

Table 2. Means scores of male and female subjects in organ- Table 4. Z test analysis of gender difference in job
izational commitment, job satisfaction and job involvement. satisfaction of library staff in South-East, Nigeria.
Gender N Mean of OC Mean of JS Mean of JI Gender N Mean SD LC DF Zcal Zcrit Decision
Male 71 3.48 3.15 3.21 Male 71 3.15 1.38
Female 172 3.49 3.23 3.06 0.05 9 2.56 2.26 Rejected
Female 172 3.23 0.92

Table 3. Z test analysis of gender difference in organizational Table 5 indicates that at 0.05 level of signifi-
commitment of library staff in South-East, Nigeria.
Gender N Mean SD LC DF Zcal Zcrit Decision
cance and 9 degree of freedom, the hypothesis of
Male 71 3.48 1.38 no significant mean score difference between
0.05 9 0.031 2.26 Accepted male and female library staff on job involvement
Female 172 3.49 0.92
was accepted. This is because Zcal (1.49) is
lesser than Zcrit (2.26). It was concluded that
Table 3 indicates that at 0.05 level of signifi-
there was no significant difference in mean scores
cance and 9 degree of freedom, the hypothesis of
between male and female library staff in job
no significant mean score difference between
involvement.
male and female library staff on organizational
commitment was accepted. This is because Zcal
(0.031) is lesser than Zcrit (2.26). This means Discussion
that male and female subjects do not differ sig- Generally, organizational commitment, job satis-
nificantly in organizational commitment. It was faction and job involvement of the respondents
concluded that there was no significant difference were positive as revealed in Table 2 (the three
between male and female library staff with variables had Mean scores above the Criterion
respect to organizational commitment. mean, 3.00). This could be as a result of the lead-
Hypothesis 2: There is no significant mean ership styles and meeting up with the needs of
scores difference between the Job Satisfaction of employees in the university libraries. A leader is
male and female library staff in federal university required to have the ability to provide comfort to
libraries in South-East, Nigeria. his staff in order to work effectively. An effective
Table 4 indicates that at 0.05 level of signifi- leader will run his function properly, not only
cance and 9 degree of freedom, the hypothesis of shown from the power and control but also by
no significant mean score difference between his attention to the well-being and contentment
male and female library staff on job satisfaction of staff.
was rejected. This is because Zcal (2.56) is greater Tables 3 and 4 revealed that there is no signifi-
than the Zcrit (2.26). Consequently, the null cant mean scores difference between males and
hypothesis, that there is no significant difference females in organizational commitment and job
between the mean job satisfaction scores of males involvement. This findings could be as a result of
and females is rejected. This means that male the assertion of Chungtai (2008) that sometimes
and female subjects differ significantly in job those things that make us job committed also
satisfaction. makes us job involved. The findings disagreed
Hypothesis 3: There is no significant differ- with Judge and Kammeyer-Mueller (2012) who
ence between the organizational commitment of reported that organizational commitment and job
male and female library staff in federal university involvement differs between males and females.
libraries in South-East, Nigeria. The disagreement between this study and Judge
6 J. CHUKWUSA

Table 5. Z test analysis of gender difference in job involve- often linked to how they feel. Longitudinal
ment of library staff in South-East, Nigeria. research has shown that declines in supervisor
Gender N Mean SD LC DF Zcal Zcrit Decision
support during the period of organizational entry
Male 71 3.21 1.74
0.05 9 1.49 2.26 Accepted were associated with declines in job satisfaction
Female 172 3.06 2.02 (Jokisaari & Nurmi, 2009). According to in Zou
(2018) the job satisfaction literatures, women,
and Kammeyer-Mueller (2012) could also be though argued to be shortchanged in the work
attributed to the nature of job of the respondents world, are more satisfied with their job than
in both studies. The researchers asserted further men. The scholar revealed further that although
that males are more committed to their organiza- effort has been made to interpret these puzzling
tions and they are more involved in their jobs, situations, we have been, so far, unable to pro-
arguing that this could be explained with the vide satisfactory explanation to the paradox of
roles of males in society. The males appear to be the contented women workers.
more responsible for the daily bread of the fam-
ily, while the females are often dependent on
Recommendations
their husbands and this makes them, less jobs-
involved or committed. Household and family The study revealed that there was a significant
responsibilities faced by employed women gener- difference between male and female staff on job
ate conflict between domestic and work roles satisfaction. In the real world, the difference in
which presumably further decreases their organ- job satisfaction is truly relevant because women
izational commitment and job involvement appear to be more satisfied as they focus on their
(Chin-Wen, Chien-Yu, Chiang-Kuei, & roles more as home-makers, rather than their
Chiang, 2016). roles as workers and seem to derive additional
The study also reported that males and females satisfactions from this sphere. The information
differ significantly in job satisfaction. The find- from this finding could be used by Library
ings disagreed with Rast and Tourani (2012) who Management to know that both genders are not
did an evaluation of employees’ job satisfaction equally treated in terms of job satisfaction meas-
in an Airline industry in Iran. In that study, the ures that have been put in place in the libraries.
mean of job satisfaction facets was plotted against It was suggested that all job satisfaction facets
the difference in gender. The result of the study should be taken seriously by Library
revealed a no significant difference between Management in other to improve staff
respondents’ gender and facets of job satisfaction. satisfaction.
Also, the disagreement of this study with Rast The study further showed that the males and
and Tourani (2012) could be as a result of the the females have the same level of both organiza-
type of job the respondents are involved in. tional commitment and job involvement. This
Airline industries are known for taking the mat- confirm the fact put forward by some scholars
ter of staff welfare very serious. Job satisfaction that those things that make us job committed
may be demonstrated when staff are positive equally make us job involved. This information
about their job role, enjoy coming to work, pro- could be used by Library Management and
vide support for other coworkers, are willing to Administrators by being more responsive to the
take on new tasks, and their responsibilities at both genders’ needs. It was recommended that in
work seriously. According to Judge and order to get the best out of the staff, their needs
Kammeyer-Mueller (2012) creating and maintain- must be addressed, in addition to assigning chal-
ing positive behavior among staff could be lenging jobs because less thought-provoking
important for morale, problem solving, skills careers could be a source of frustration and
development and ultimately productivity in the dissatisfaction.
workplace. Employees who are satisfied with their The information from this study could be used
work are likely to exhibit positive work attitude to augment the structure for interpreting gender
because how they behave in their workplace is difference in job satisfaction, organizational
 INTERNATIONAL INFORMATION & LIBRARY REVIEW 7

commitment and job involvement. The informa- ORCID

tion could increase responsiveness and additional Joseph Chukwusa http://orcid.org/0000-0002-2114-1174
knowledge of how the various facets of work atti-
tude examined could influence improvement in
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 INTERNATIONAL INFORMATION & LIBRARY REVIEW 9

Appendix: Work attitude of library staff

Instruction: Listed below are different aspects of attitudes
workers exhibit. Indicate by ticking the option that is most
appropriate to your work attitude.

5 4 3 2 1
S/N Items
SA A UD D SD
Job Satisfaction
1. I feel accomplished as a member of the library
2. I have the tools and resources to do my job well
3. I am committed to service quality
4 I am respected and appreciated by my university librarian
5. I always try to make library users/coworkers satisfied
6. I use my talents well in the library
7. My librarian keeps staff up-to-dated regarding issues affecting us
8. I am satisfied with my participation in decisions that have impact on my work
9. My university librarian encourages me to be my best
10. My efforts are rewarded timely
Organizational Commitment
11. Leaving my library for another is unthinkable
12. I feel fulfilled to remain employed in the library
13. I do not feel it would be right to leave my library even if it were to my advantage
14. I am indebted to my library
15. I cannot consider myself working elsewhere, except the library
16. I would be very happy to spend the rest of my career in this library
17. I am pleased to inform others that I am a part of this library
18. I can’t work elsewhere, I cherish this job
19. There is much to gain by being a part of this library
20. Leaving this library for another is unthinkable
Job involvement
21. I am truly engaged in the work of this library
22. I have gained a lot from working in this library
23. I am totally immersed in my job
24. I truly care about the fate of this library
25. I will put in my best to make this library successful
26. I spend most of my time working in the library
27. I think I would be less fulfilled if am not working in this library
28. Making the library a success is my priority
29. I think of my job even when with my family
30. I don’t feel comfortable if there are works left unattended in the my workplace