Enhancing Gender-based Job Commitment Among Physicians

Abstract Background Utilizing the Meyer and Allen (1991) model of organizational commitment, we investigated gender-based differences in physicians’ perceptions of their affective, continuance, and normative commitment, particularly concerning preferences for emigration. Methods The study sample comprised 1,553 physicians (1,002 males and 532 females), mean age of 43 years and tenure of 15 years. Upon giving informed consent, they responded to the anonymous online questionnaire, which was distributed via the Medical Chamber of Serbia in September 2020. We explored gender-based differences with the Pearson Chi-Square (p < 0.05). Results A higher proportion of female respondents reported that their institution holds personal significance for them, compared to male respondents (45.6% vs. 35.1%, p < 0.001) but do not feel guilty about leaving the institution immediately (47.6% vs. 39.1%, p = 0.005). A larger proportion of women than men would consider working abroad for better training and advancement opportunities (51.9% vs. 42.5%, p < 0.001), improved working conditions and salary (54.7% vs. 43.5%, p < 0.001), and the belief that employees in the Serbian healthcare sector are placed in a subordinate position compared to their colleagues in other European countries (77.2% vs. 72.3%, p = 0.043). More men than women underscore the importance of remaining loyal to their employer and institution (57.7% vs. 49.7%, p < 0.001) and believe that much of their lives will be disrupted if they decide to leave the institution (p = 0.02). Additionally, more men than women see separation from family as a barrier to working abroad (55.8% vs. 36.7%, p < 0.001). About two-fifths of all respondents do not cite a sense of moral obligation as a reason for continuing to work at the institution; however, nearly two-thirds are convinced that their institution has growth potential. Conclusions Female physicians exhibited higher levels of affective and lower levels of normative commitment than their male counterparts. Key messages • The gender interaction with job commitment components may significantly influence employee retention. • There is a need for further research into the role of organizational support for staff of different gender.