According to (Bashir et al., 2011), whether it's a developed or developing economy, job satisfaction is paramount. One of the factors that influence the rate of job satisfaction is gender. In most organizations, male employees will always register high levels of job satisfaction compared to the females (Bashir et al., 2011). This phenomenon can be explained by the fact that most female employees complain of unfair treatment such as unfair promotion practices. In the current economy, gender is a critical factor in an organization. To ensure there is no turnover especially among the female employees, it is important that an organization provides equal career advancement opportunities for both genders.
Marital status is a crucial factor in people choosing their prospective employers. According to (Bashir et al., 2011), marital status affects the attitudes of an employee, and this has an impact on the overall effectiveness of the High Performance Work System. To ensure low voluntary turnover which can lead to loss of creative employees and costs of hiring, it is vital that an organization promotes work practices that are family friendly. This includes having paid maternity and paternity leave, and working hours being realistic enough to allow those who are married to tend to their families. With very many employment opportunities coming in, employees will always opt for an employer who has family values embedded in the organizational culture.
Conclusion
Lasty, another factor that is very significant to a High Performance Work System is organizational tenure. According to (Tang et al., 2017), an organization with good recruitment and retaining efforts motivates employees into focusing on a long-term perspective of their job. This reduces the rate of voluntary turnover and encourages creativity and innovation in an employee. This factor influences how an employee responds to change and motivates them to undergo on and off the job training to increase their skills and effectiveness.
References
Bashir, M. et al. (2011). The Role of Demographic Factors in the Relationship Between High-Performance Work System and Job Satisfaction: A Multidimensional Approach. International Journal of Business and Social Science. Vol. 2(18), pp. 207-218. Accessed from https://pdfs.semanticscholar.org/60e0/f865e653341ea3c5542090e6bc1f6e196d02.pdf
Tang, G. Et.al. (2017) High Performance Work System and employee creativity: The roles of perceived organizational support and devolved management. Personnel Review. Vol. 46 (7), pp.1318-1334. Retrieved from https://doi.org/10.1108/PR-09-2016-0235
