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. MANUFACTURERS

 

 

 

ABSTRACT

 

Prior research 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.