Abstract
Two competing theories-the gender model and the job model-have been used to explain diverse research findings on gender and organizational commitment. This study examines the relationship between gender and attitudinal commitment to organizations via a meta-analysis of prior research results, using data from 27 independent samples (IV = 14,081). Meta-analysis procedures reveal that gender and attitudinal commitment are unrelated. There is little evidence that the type of commitment instrument or job type moderates the relationship between gender and attitudinal commitment. Cumulative evidence provides no support for the gender model of organizational commitment, but the findings are consistent with a job model explanation of organizational commitment.
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