The key question to be addressed in this paper is whether specific work and unemployment experiences or non-work (social) contexts have a greater effect on employment commitment (Bielby and Bielby, 1989; Row and Snizek, 1995). In particular, I shall test the (so called) feminist orthodoxy which according to Hakim (1995) is critical of a dualistic understanding of men’s and women’s employment patterns and employment commitment. The dominant opinion is that sex differentials in work commitment have faded away (Gallie and White, 1993; Ellingsæter, 1995), while others (Reskin and Padavic, 1994) have dismissed sex differences in work commitment as implausible and out of date ideas.