Empirical research regarding mentoring effects on commitment to job, job satisfaction, and gender within the Nigerian police force is virtually nonexistent. The objective of this study is to evaluate the effect of mentoring on commitment to job, job satisfaction, and gender specifically in the Nigeria police. Participants of the study consisted of 592 police officers (396 were males and 196 were females) recruited from 3 out of 6 geo-political zones in Nigeria using a cluster quota random sampling method. There were two hypotheses tested: (1) there is no significant difference in the job commitment of mentored male and female police and (2) there is no significant difference in the job satisfaction of mentored male and female police. Results indicate that mentoring made a significant impact on the commitment to job and gender of the police. The findings demonstrate the potential effect that mentoring could have on commitment to job and gender of the Nigerian police. Findings from the first hypothesis showed that mentored male police were more committed to their job than mentored female police. Findings from the second hypothesis showed that mentored female police were more satisfied with their job than male counterparts. The findings show that police personnel are desirous of good police organization. It is noted that mentoring is a management strategy which should begin from the recruitment state, training program, and qualitatively improved upon throughout the management level. References