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Published by the Ife CentrefOf Psychological Studies

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ASSOCIATE EDITORSAKINNAWO. TOPE Adekunle Ajasin University. AkungbaAKUAMOAl-!-BOATENG. R: University of Ghana. Legon·ALADE. EUN[CE Kenyatta University. NairobiAYA.NN[Yl B. ALHASSAN National Open University of I\igcriaBOJUWOYE. N[YI University of the North Owa Qwa campus Phuthadithaba '1866 R.S .'\BOSKI. PAWEL Academy of Sciences. Podlesna 62. WarsawCANGEM[ JOSEPH University of Western KentuckyCASTRO JOSE LUIS Universidad de Burgos.SpainDIBU-OJERINDE SOLA Obafemi Awolowo University. lie-lie.EZE[LO BER~I( T University of Nigeria. NsukkaG[NSBERG PALl.1 '-I' Utica College, Syracuse University, New York U502HALL, R. E. Michigan State University. USA.IKEOTUONYE ALPHONSO University of Abuja, Abuja.KOLO [BRAHIM Bayero University. Kano ,MBOYA MZOBANZ[ Research Institute of Southern Africa 480. Esscnhout Lane, Lynnwood. Pretoria. 008 I SAMYAMBO KATHLEEN American University in Cairo' 'OKATCHA FREDER[CK Kenyatta University, Nairobi. OLAD[MEJl BENED[CTA Obafemi Awolowo Uni\·ersitl. Ik,lti:OMOLUAB I.PETER· University of Lagos. -Akoka .:PFEFFER KAREN Lincoln University, Lincolnshire. England.PELTZER. KARL Human Sciences Research Council. 'Private Bag X9182 Cape Town 8000 S. Africa. SEFA-DEDEH ARABA University of Ghana Medical SchoolSHINDI JOSIAH Benue State University. xtakurdi'T[AM[YU MOJI University' of Toledo. Ohio 43606-3390.UDEGBE BOLA University of lbadau, Ibadan.WATK[NS DAV[D University of Hong Kong, Pokfulan Road. Hong KongZAMAN[ ANDREW Dept. of Clinical Psychology, Gwagwalada Specialist Hospital. P.MB 228. Gwagwalada, Abuja.Interested researchers are invited to contribute articles for inclusion in our journal [FE PSYCHOLOGIA. An International Journal. It is peer-reviewed.

The journal has a multidisciplinary focus. It is not meant for psychologists onlv. but for all persons who find knowledge of whatpsychology has accomplished and is doing in Africa useful or interesting. The journal is interested in the future of psychology in Africa and theworld over.. ** Submission ·in duplicate/l 8M-compatible diskettes (most preferred), should be sent roThe Editor in ChiefIFE PSYCHOLOGIA: An International JournalA.A.Olowu.Department of Psychology.Obafemi Awolowo University,Ile-lfe, Nigeria.Neither the Editor-in-Chief nor the Board ofTrustecs (individually or collectively) assumes any responsibility for statements of fact or opinionin [he papers published. Authors are responsible for obtaining copyright permissions. Advertising rates are supplied on request. Books torreview should be sent to the Editor.All orders and requests for subscriptions should be sent to the IFE PSYCHOLOGIA: An International Journal. Ife Center for PsychologicalStudies, P.O. Box 1548, Ile-lfe, Nigeria.Published twice a year (March and September) by the Ife Center for Psychological Studies. PO. 80, 1548. llc-Itc I't.. »ussion to reprint tablesfigures or any portion of the text must' be obtained from the Center.

. I © All Copyright reserved by ([CpS) Ire Center for Psychological Studies.Thisjournal is indexed and abstracted lor Psychological Abstract. (P.A) (The Print Product) and lor the CD-ROM Product PsyUT and lor thePsytNf'Oronline database of the American Psychological Association P.O. Box 91600 Washington. DC 20090-1600 USA.lre Psychologia. ',\11

International Journal is listed in Ulrich's International Periodicals Directory.lfe Psychologia is covered by the African Journals Online at http t,

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EDITOR ALT~~~~12 ~~ 2, 2004~~

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ISSN 1117-1421

CONTENTS. SEPTFMBER,2004PAGE' TITLEOF ARTICLES1

11

1 Cross-Cultural Adaptation AfricanStudents in China

17 Predictive Factors Influencing theSexual Behaviour of Some NigerianAdolescents

27 Impact of Computer Expertise, Locusof Control and Self-Esteem onComputer- Induced Stress

40..

Perceived. Sexual Harassment as. aConsequence of Psychosocial Factors.

<VOLUME T\vELVE

··NUMBER Two;' NAME OF AUTHORS'. EDITORIALCONTENTS

'. DISMAS NYAMWANA

. A. O. FAIAYE

CHOVWEN C.O.,.~.AIARAPE A.I.,.. OLAPEGBA, P.O ..ABIKOYE. G.E.

PETER.. O. OLAPEGBA

, FREDERICK OCANSEY

CECILIA BOAKYE

49 Early Adolescents' Attitudes andPerceptions about their Parents mGhanaAn An81YBis of Student TeachingPractice in GhanaGroup Identification as aMultidimensional Construct: TheCase of Ethnicity

U~IA BHOWON &, TSEUNG-WONG C.N.

69

87

The RtJIe of Resource Persons of theVisually Impaired in MainstreamingEducational Institutions in GhanaStudents' Perception of Continuous.Assessment as a Precursor toAcademic Performance among .JuuiorSecondary School, Students in OgunStateInfluence of Employees Sex, Numberof Dependants. and FamilyResponsibility on •.Job Involvement

,.

HUBERT. O. QUIST & 99EDWARD KOFI NfIM

ADEKOLA, B.O 116

,J. O. EKORE s, 125FINBARRS ONOMERIKE .

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EWHRbDJAKPOR, C.

O.A. AREMU

S.O. SALAMI

137 Personality Characteristics andAttitudes towards Alcohol Use amongStudents in Tertiary InstitutionsDelta and Edo States of Nigeria

149 Psychological.' and SociologicalDeterminants of AcademicAchievement of Nigerian Adolescents

162 Relationship between Problem-Solving Ability and Career Maturityamong High School Students inNigeria

ENZUVA-YA-TSUVAWAVO 178

i, EBOIYEHI,FRIDAYA 188

I:I:, AJAYI~N.A,OKUNLOLAA.A. 229r\ & OMOTAYO.B.O.11'i BookReviewi I AccoladesA Sample of Review Notese-psyche '.. ' ,

Ulrich InternationalDirectoryReach Us·Sabinet OnlineInvitation, to Subscribe .Ife P&ychologIA.(RC"LAZOllQ34)ItePsychologia:' .An International ,JournalAfrican Journal Online

LILYYAAAPPOH 213

237238239240244245246247248249

250

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Honesty, Cooperation and CuriosityAchievement of Some Schools on Nan.(China)High Fertility Rates Among MarriedCouples in Uwessan Communities of

. -. PEdo State, Nigeria.Changes in Maternal , NutritionalKnowledge and its Relationship withChild Nutritional Status in the .VoltaRegion of Ghana

Book Loan Delinquency in Academic••libraries Students' Reaction

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INFLUENCE OF EMPLOYEES' SEX, NUMBER OF DEPENDANTSAND FAMILY RESPONSIBILITY ON JOB INVOLVEMENT.

JOHN OSELENBALU EKORE & FINBARRS ONOMERIKEDepartmentof Psychology,

University ofIbadan,Ibadan, Nigeria.

E-mail;jekore@.lahoo.com

AbstractHaving a paid job constitute an important component of human needs.When on the job however, the level of job involvement differ amongemployees. Some salient personal characteristics of employees are seldomconsidered in discussing job involvement in Nigeria. This necessitated thisstudy, which investigated the influence of sex, number of dependants,. .

andfamily responsibility onjob involvement.A total of 200 participants drawn from two multinational corporations inIbadan, Nigeria took part in the study that adopted the exposit factor design.Questionnaires were usedfor data collection.Females were found to be more involved in their job than the male workersthat participated in the study. Number of dependants was found to havehighpositive relationship withjob involvement. It was ..concluded that there is no justification for the gender stereotype thatencourage the deliberate exclusion of females from certain jobs inorganisations. Having high number of dependants does not hinder jobinvolvement. The need for gender sensitive policies was recommended forManagement of orqanisaiions. .

Keywords: ~rriployees, responsibility, job involvement

IntroductionWork is central to the survival of every individual as an adult.

Having a paid job constitute art important component of human needs(Ekore, 2001). Apart from having the desire to meet personal needsthrough working, it also enable individuals as workers to satisfy thesecurity need and enhance the psychologicalwellbeing of their families.The desire to meet such heeds has been a major factor that motivatesevery individual to seek employment. When on the job however, thelevel of involvement differs among employees. .

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lIe PsychologuEmployees that are highly involved in their jobs would gladly

spend extra time to ensure task accomplishment and takeuncompleted work/ assignment home so as to complete them beforethe next working day. They actively participate in the Job and wouldapply extra rule in order to realize the organisational goal irrespectiveof extrinsic rewards. These work behaviours ultimately lead to higherproductivity and consequently bring about higher profit for theorganization. On the other hand, employees who are uninvolved intheir jobs demonstrate lack of interest in their jobs and do not seetheir jobs as a central life interest. Such employeesreadily demonstratea lack of commitment to the organisation's activities, and may not beso punctual to work. This tends to have very negative implications forthe organisation's profit and productivity.

As it were, employees as organisational members are alsofamilymembers. The levelofresponsibility to the family by an employeeseparates one from the other. In Nigeria, as it is with most parts of'the world.vfathers and mothers (male and females) as workers alsohave the responsibility to bring up children with utmost care, attention,and concern and to give adequate attention to their parents and otherrelatives that may be depending on them. Evenworkers who are singledo have dependants like parents, siblings and other relatives as well.Such a worker could show either high or lowlevel of responsibility tothe dependants. Familyresponsibility as a factor along with some socialcharacteristics becomes an important issue to be considered in theinvestigation of job involvement among employees.

Fathers as the head of the family are expected to contributeextensively to the healthy development of their children by beingpresent in their lives everyday. This involvement is shown in waysranging from showing affection to the kids, treating their wives withrespect, talking and listening to their children, and encouraging themto express themselves. Other ways are reading to them and takinginterest in their schoolwork.

The responsibilities of mothers are numerous andindispensable in families just as it is with her male counterpart. Thefemale employee as a mother also assists the husband to balance bothfamily and job demands. This goes to show that if an employee feelshis job allows or:does not allow him to be responsible to his family,there is the likelihood that such an individual,might show high or lowinvolvement Ort the job as the case may be. Therefore, meeting bothsocial and organisational roles could be a major source of conflict for

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the worker. Yet,as organisations in Nigeriaseek newways of improvingemployees' work attitudes in the 2pt century, little or no researchattention has been given to the influence of family responsibility andnumber of dependants on job involvement. This seemingly neglecthas underplayed the importance of cultural expectations in Nigeriathat have been known to play significant roles in workers productivityin organisations. This necessitated this study that focuses on jobinvolvement using family responsibility and demographiccharacteristics as possible factors of influence.Literature ReviffuJ

According to Appley (1991), the incentive theory explains thatindividuals in organisations are pulled toward certain actions by somesocial forces. Family responsibility fallswithin social stimuli that couldpull workers to exhibit behaviours and attitude that reflect jobinvolvement. Holding similarview;'Prorie, R~ssel and Cooper (1992)also underpinned job involvement to family responsibility. They'reportetLthat individuals seek to construct desired images of themselvesand anything that block the constructiorrof these desired imagesrepresents a threat to their identification. The identity of anyindividual is founded in their family"aridwhen the job constitutes athreat to their family identity-they might become less involved on the 'job and focus more on meetingfamily responsibilities. In a similarvein, Cox, Owen, Henderson, and Margand (1992) argued that helpwith childcare (which is a concern foremployees' family responsibility)can among other things, increase productivity and employee moraleas well as reduce accident rates; a1Jsenteeismarid turnover that areknown to stem from involvement problems,

It can therefore be inferred that employees who are moreresponsible to their familieswould likely be more involved in theirjobs as well. The extent of responsibility byan individual towards hisfamily might contribute extensively to the understanding of his or herinvolvement in the job.

The issue of job involvement is very vital to the progress ofevery organisation., It establishes a relationship between productivity,employees needs, and quality of life. Scholars like Argyris (1957) andMcGregor (1960) presented job involvement as a means of aidingproductivity by creating work situation in which there would be betterintegration of individuals and organisational goals. Gurin, Veroff andFeld (1960) also spoke of job involvement as the extent to whichindividuals seek some expression and actualisation of the self in theirwork.

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Some researches have found that flexible schedules (Shin, Wong,Simko, and Ostiz 1989; Staines and Pleck 1983), parental leave(Shellenbarger 1996) and help with older care (Burden and Geoogins1987) can reduce multiple role strains in families thereby promotinglevel of responsibilities and increasing job involvement. Researcheslike Bacharch, Bamberger and Lanley (1991);Frone, Russel and Cooper1992) have shown that balancing work and family responsibilities haveimplications for job involvement. This position is aptly buttressed by.Kalatt 1999), that one of the most powerful influences in the human.environment is the family. By implication, the level of familyresponsibility could be an important factor influencing job involvement.Goff, Mount and Jamison (1990) mentioned absenteeism, which is acounterproductive attitude arising from low level of job involvement.

Brody(1985), and Lantor(1983)found that family responsibilitiesmay cripple a woman's climb on the career ladder, while burden ofcare can lead to emotional collapse, strained personal relationship. and decline in.personal health.which could affect theemployee's leverof job.involvement.

Reisch (1984); Gilbert, Holahan and Meaning (1981) found thatthose who are employed outside the home must also deal with thestressors associated with their occupational role often without anyreassignment of household responsibilities such as cooking, shoppingand ironing. Moen and Dempster- Meclain (1987) asserted that thejobs are greater than either they or their spouses would prefer.

Sekerari (198~);. Sekeran and Mowday (1981) posited twoapproaches to job involvement. The first is personal characteristicsthat predispose individuals to become more o~ less involved in theirjobs. Secondly, job involvement can also been seen as a response tospecific work situation characteristics such as work flexibility.Rabinowitz and' Hall (1977) found thatindividual characteristic likesex of employees is a factor in job involvement. Maccoby andJacklin(1974) reported that men and women as workers differ inconformity. Women tend to be more flexible while men arc moreindependent. Maccoby (199b) posited that the important differencesbetween males and females emerge more in social settings. Thededuction that can be made from this position is that level of jobinvolvement between males and females working in organisation (asocial setting) would differ. . .

A critical review of literature necessitated the followinghypotheses to be tested in'the study;

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Sekeran, U. (1989) Paths to the job satisfaction of banking employees.Journal of Organisational Behaviour's 10, 347-359.

Shellenbarger, S. (1991) More Job seekers put family needs first. Thewall street Journal pp 31,136.

Shin, M. Wong, N.W, Simko, P.A. Ostiz Torres B (1989) Promoting thewellbeing of working parents: coping, social supported andflexible schedules. The American Journal of community psychology17, 31-55

Staines, G.L. and Pleck, J.H. (1983). The impact of work schedules onthe family. Ann Arbor, M.I: Institute for Social Research.

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Ekore & Onomerike, F: Influenrc of Employees' Sex, Number of Dependants ...

(1) Employees with high family responsibilities will report moreinvolvement in their jobs than those with low family responsibilities(2) There will be a significant relationship between the numberof dependents employees have and their level of job involvement(3) Female employees will be more involved in their jobs thantheir male counterparts.

MethodDesign

The survey study adopted an expost-facto research design. Alltheresponses were provided by the respondents as the situations appliedto them. There was no prior categorisation of respondents into thedimensions of the variables: The independent variables are sex,number of dependants, and familyresponsibilities while the dependentvariable is job involvement. '

PartfcipantsParticipants in this study were selected from the population of workersof the Nigerian Bottling Company and Nigerian Breweries Pic bothlocated in Ibadan through the accidental sampling technique, Theywere all fulltime workers in the organisations. The workers operatein the various departments of the two organisations. A total of twohundred (200) participants consisting ofone hundred and twenty four(124) males and seventy-six (76) females constituted the sample forthe study. Theitage range was between 20 to 55 years with a meanage of 32.6 and a standard deviation of7.52.

InstrumentQuestionnaires were used to collect data in the study. The

questionnaire consists of three sections. Section A measured thedemographic variables of participants such as sex, age, education,number of dependants, and religion. Section B contained the FamilyResponsibility scale, which was developed by the researchers tomeasure the respondents' level of family responsibilities. The scalehad 8 Items with a reliability artd validity coefficient values of r= 0.65and 0.61 respectively. It was scored by using the likert format withscores ranging from strongly Agree (5) to strongly Disagree (1). Thehigher scores indicate higher family responsibilities. Items 5 and 1were reversed, meaning that higher scores indicate low familyresponsibilities. Section C contained the Job Involvement scale. Itmeasured the respondents' level of job involvement. The scale has 7

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Ife Psycholug1Aitems and was adapted from literature (Landy, 1985) for the study. Thelikert format was adopted in scoring which ranged from strongly agree(5) to strongly disagree (1). Higher scores indicate higher level of jobinvolvement. The alpha coefficient value of 0.85 was reported in thepresent study.

ProcedureA total of 256 questionnaires were initially given out to

respondents in the organisations but only 200 were recovered. Onehundred and twenty four males and seventy-six female respondentsreturned theirs. Each of the questionnaires had the instructions clearlywritten on .it. The respondents were informed that the exercise wasstrictly for research purposes and that individual's responses wouldbe treated confidentially. The responses were then collected, collatedand used for the main statistical analysis to test the stated hypotheses.

Statistical AnalysisThe data collected were subjected to statistical analysis using

the Statistical Package for the Social Sciences (SPSS). TheIndependent t-test statistics was used to test hypotheses one and three,while the Pearson product moment correlation coefficient was used totest hypothesis two.

ResultsHypothesis one which stated that employees with high family

responsibilities will be more involved in their jobs than employeeswith family responsibilities was analysed with the independent t -test and the result presented in the table 1below:Table 1: Summary Table of the Independent t-test result showing theinfluence of Family Responsibility on Job involvement

Fani. Respon.Low

N117

X59.13

SD6.96

Df198

T1.51

pns

High 83 60.83 8.78

The Table above shows that hypothesis 1 was not confirrnedt (198)= 1.51, P>.05. This means thereis no significant difference in

the Job involvement of employees with high family responsibility (x =60.83, SD=8.78) and those with low family responsibility (x =59.13,SD=6.96).

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The second hypothesis which stated that there will be asignificant relationship between the number of dependents employeeshave and their level of job involvement was tested with the PearsonProduct Moment Correlation Coefficient. The result indicates thathypothesis two was confirmed with r=O.68,P<.05:

Employee's number of dependents showed positive relationshipwith their job involvement. That is, the higher the number ofdependants the higher the level of employees' job involvement.The third hypothesis which stated that female employees will be moreinvolved in their jobs than their male counterparts was analysed withthe independent t- statistical test and the result is shown on Table 2below.

Table 2: Summary Table of the independent t - test result showingthe Influence of sex on Job involvement

Sex N x SD df t P

Male 124 58.62 7.74 198 2.87 <.05

Female 76 61.82 7.52

The above table shows that hypothesis three was confirmedt(198) = 2.87, P<.OS. This mean that female employees (x= 61.8,SD=7.52) had higher job involvement scores than the male employees(x=58. 6, SD=7.74).

DiscussionThe findings of the study show that employees with high family

responsibility were not more more involved in their jobs thanemployees with low family responsibility. The result finding clearlyshows that when employees are saddled with too many responsibilitiesor too little responsibilities they could still be involved in the job theyare engaged in. The mean differences however showed that employeeswith high family responsibilities showed more involvement on. thejob. The reason could be that these individuals make some extrasfrom the job and therefore devote more time to overtime allowance,which might solve some family problems. This finding is not supportiveof an earlier work of Bacharach, Bamberger and Conely (1991) which

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indicated that work and family responsibilities might affect jobinvolvement. Frone (1992) also supports this finding in his referenceto self-identity via the family. The outcome of the present study hasshown that employees responsibility to their families do not hinderjob involvement.

The result of hypothesis two indicated that employees numberof dependants showed positive relationship with job involvement andthat the higher the number of dependents, the higher the level of jobinvolvement. The reason for this could be that since employees with ahigher number of dependants have many people to take care offinancially, materially and otherwise, they may have no option thanto be more involved on the job. This could be reflected in various ways:being punctual, doing overtime, and rate busting. All these could beaimed at retaining the jobs and also getting extra allowances likeovertime pay and after sales bonuses. In this case, having highnumber of dependants could lead the employee to be more involved inthe job because of the belief that the job will enable them provide fortheir dependants.

The result of hypothesis three showed that female employeesWere more involved in their jobs than male employees. The reason forthis finding could be the fact that femalesfind it easier to be emotionallytied to issues be it their family or their jobs. This finding clearly supportthe earlier positions of Maccobyand Jacklin(1974); and rYIaccoby(1990).They extensively reported significant differences. between males andfemales especially in social actions. The work settings that werecovered in the present study aptly represent such social activitydescribed by Maccoby. The finding also supports those of Rabinowitzand Hall (1977) that a variable such as sex does influence job.involvement. Such demographics characteristic could also reflect ina: worker's job attitude. Since females tend to be more involved withtheir family duties in most cultures, it may then be easier for them tobe more involved in their jobs. This finding further lends support tothe volume of literature on sex differences in behaviour and attitude.

The findings in this study have serious implications fororgarri sa tion s. It has become pertinent that issues of familyresponsibility and dependants have implication for job involvement.Therefore, any effort to enhance job involvement in employees musttake such personal factors into consideration because it has beenfound that there is a high positive relationship between the twovariables. Rather than hiring employeesbased on sex; emphasis should

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be on other personal qualities. As found in this study, females showedhigher level of involvement in their jobs than the males. The factor offamily responsibility should be taken into consideration whenrecruiting new employees as it could help predict possible involvementlevel of an applicant when hired rather than otherwise. If such personaldemographic factors are ignored, they could have negative impact onjob involvement and reduce productivity. It should also be noted thatfemales who are seen as weak and lazier showed more involvementin their jobs. This finding calls for more opportunity for females to getinto higher positions in corporate organisations to be able to directwotk activities whenever possible. Female discrimination in theorganization should thus be discouraged.

The outcome of the present study has serious implication forfuture research. For example, that females were higher than theirmale counterparts on job involvement calls for more research effortsin the area of gender and job involvement. The seeming exclusion of

-: . -.females from .certain jobs in the.organisations that the study coveredhas raise some questions that future researchers need to investigate.It is therefore recommended that management of organisations needs

to establish gender sensitive recruitment policies and consider givingattention to workers' values and needs relating to familyresponsibilities such as dependants' welfare.

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ReferencesAppley, M.H.(1991) Motivation, equilibrium, and stress. Lincoln, NE:

University of Nebraska Press.Argyris, C. (1957) Personality and Organisation. NewYork: Harper.

Bacharach, S.B. Bamberger nd Conely. S (1991) Work HomeConflict among Nurses and Engineers: Mediating the impactof role stress on Burnout and Satisfaction at work. Journal ofOrganizational behaviour 12) 39-33.

Bredy, E.M (1985) Parent care as a normative family stresses. TheGerontologist) 25) 19- 29.

Burden, D.S. and Googins, B (1987) Boston University balancing joband home life study. Boston University School of Social work .

. Cantor; ·M..H~;;(198~lStra,w:atpong ~aregivers::A.~tlldyof experience in .....the United State. The Gerontologist 23) 597-604.

Caplan, P.J. and Hall- MC Corquodele (1985) The scapegoating ofmothers: Acall for change. American Journal of Orthopsychiatry)55) 610-613.

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Cox, M.J., Owen, M.T., Henderson, V.K., & Margand, N.A.(1992)Prediction of infant-father and infant-mother attachment.Developmental Psychology, 28) 474-483.

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Ekore, J.O. (2001) Perception of Effectiveness of Total QualityManagement Implementation: Employees' Needs, OrganisationType and Design as Predictors. An Unpublished Doctoral Thesis,University of Ibadan, Nigeria.

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Frone, M.R., Russell, M and Cooper M.L (1992) Antecedents andoutcomes ofwork familyinterface. Journal of Applied Psychology)77) 65-78.

Gilbert, L.A,Holahan, C.Kand Meaning, L. (1981) Coping with conflictbetween professionals and maternal roles. Family Relations) 30419-420.

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Goff, S.T., Mount, M.K. and Jamison, R.L. (1990) employer supportedchild cares, work family conflict and absenteeism: A field study.Personnel psyclwlogist 43, 793-809.

Gurin, G.Veroff, J and Feld, S (1960)American view of their mental health,New York: Basic Books. .

Kalat, J. (1999). Introduction to Psychology (S" ed.}, California:Wadsworth Publishing Company.

Landy, F.J.(1985). Psychology of WorkBehavior (3rd ed.). Homewood, IL:Dorsey Press.

Lexington M.A, and Rosenthal, R.A. (1994) organisational stress studiesin role conflict and Ambiguity, NewYork: Wiley.

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Maccoby, E.E., & Jacklin, C.N. (1974). Thepsyclwlogyofsexdifferences.Stanford, CA: Stanford University Press.

McGregor (1960). The Human side of enterprise. New York: Mcfrraw-Hill.

Moen, P and bempster-MeClain. D.1.(1987) employed parents. Strains,work time and preferences for working less. Journal of marriageandfamily, 49,579-590.

Rabinowitz, S and Hall, D.T. (1977). Organizational Research on jobinvolvement. Psychological Bulletin, 84, 265-258.

Riesch , S.K. (1984) Occupational commitment and the quality ofmaterial infant interaction. Research in nursing and health 7,295-303.

Sekeran, U and Mowday, R.T. (1981) A cross-cultural Analysis of theinfluence of individual and job characteristics on Jobinvolvement. International review of Applied psychology. 30, 51-54.

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