Gender Differences in Organizational Commitment among Early Career Engineers in Canada

To assess a possible explanation for persistent gender inequalities in engineering, this study examines differences recent Bachelor of Engineering graduates’ intention to look another engineering job three years after graduation. Applying organizational commitment theories, we examined and family characteristics, feelings these graduates towards their jobs understand what underlying factors make with employer. Based on logistic regression analyses the National Graduates Survey 2013 (Statistics Canada, 2013), found no statistically significant intentions leave. This indicates that is unlikely be reason women’s underrepresentation occupation. However, women are more likely employer when they feel overqualified work doing, supervising someone at job, visible minority, or have children. Moreover, significantly minority men than white looking new job. These results implications existing retention initiatives engineers Canada