Tammy D. Allen

The effects of gender and leave of absence on attributions for high performance, perceived organizational commitment, and allocation of organizational rewards

The present study examined the effects of gender and type of leave of absence on attributions for high performance, perceptions of organizational commitment, and allocation of organizational rewards. Results of the study, utilizing a predominately white student sample with a mean age of 29 years, indicated that there were no negative effects in terms of perceived organizational commitment or allocation of organizational rewards associated with a leave of absence (medical or parental) of short duration (three months) when taken by a high performing male or female. Causal attributions for performance and perceived level of organizational commitment were, however, related to recommendations of reward allocations. Implications of findings and future research are presented.

Participant Recruitment and Selection

Investigators shall provide detailed information on how participants will be identified and recruited in response to questions in the Research Application. This information shall include a description of the target study population (including age range, gender, and ethnic background), the inclusion and exclusion criteria and whether compensation for participation will be offered. Additionally, Investigators are required to justify the inclusion of targeted persons (e.g., healthy participants, students or participants with certain medical conditions).