THE IMPACT OF AGE AND GENDER
DIFFERENCES IN THE SUPER/SUBORDINATE DYAD ON THE ORGANIZATIONAL COMMITMENT AND
JOB SATISFACTION LEVELS OF HUMAN RESOURCES PROFESSIONALS WORKING FOR LARGE U.S.
indicates that workplace diversity negatively impacts the job satisfaction and
organizational commitment levels of minority workers. This study investigates the impact of age and
gender diversity between human resources (HR) professionals and their
supervisors on the satisfaction and commitment levels of the
professionals. Data from 279 HR
professionals employed by large U.S.
manufacturers were collected using a traditional mail methodology and were
analyzed using ANOVA. Neither
age differential, gender differential nor age and gender differential
interaction were not found to impact the job satisfaction and
organizational commitment levels of human resources professionals. These unexpected findings may be attributed
to the heightened awareness of diversity related legislation and regulation on
the part of HR professionals.
Additionally, HR professionals as a group are likely more attuned to the
potential negative impact of workplace diversity and more skilled in applying
workplace strategies to minimize the negative impact of such diversity.