Gender equality in public sector organizations of Pakistan can be sustained by utilizing women’s productive potential, which in turn depends on their work preference. There is a substantial body of literature which establishes a strong linkage between different dimensions of work preference, and demographic and organizational variables. In this paper, the impact of individual and organizational characteristics of Pakistani female public servants, on their intrinsic work preference is thoroughly examined. Cross tabulation shows that compared to the married personnel, unmarried personnel have a greater desire to work outside the home as they find it easier to avoid work-family conflict. ANOVA results reveal relatively less work drive among personnel working in administrative units compared to the teaching and medical professionals. Findings from Regression Analysis underscore positive relationship between personnel’s job preference and quality of the work environment. It is recommended that counseling of female personnel, close to the time they decide to get married, should be an integral part of gender mainstreaming programs. Women who work in non-traditional sectors and senior personnel must receive special encouragement. Monetary incentives must be given to boost the morale of workers in the lower income category.