Differences In Work Attitudes Research Articles

The influence of career stage on the work attitudes of male and female accounting professionals

Summary The present study compared work commitments, overall job satisfaction, intrinsic and extrinsic rewards satisfactions, and organizational and professional turnover intentions of 718 male and female accounting professionals at different career stages. Career stage was measured by professional tenure. The results indicate that there are some differences in work attitudes across career stages for male accounting professionals. Job involvement, organizational commitment, and intrinsic and extrinsic rewards satisfaction are positively related to professional tenure. Organizational turnover intentions are negatively related to professional tenure for male accounting professionals. There are no significant differences in work attitudes across career stages for female accounting professionals. An examination of reasons for differences in work attitude patterns between male and female accountants suggests the need for research to determine whether later career stages (advancement and maintenance) differ for men and women. The results also suggest that future research should consider defining career stage in terms of the overlap between stages defined using alternate career stage measures.

National Differences in Work Attitudes Between the UK and Germany

In a comparative study involving approximately 900 UK and German adults, an attempt was made to explore the strength of the relationships between diverse but related work attitudes and to examine n...

Individual differences in work attitudes

Subjects completed a number of self-report questionnaires on both individual differences and work-related attitudes. Clear gender and age differences in work attitudes were observed in the sample of 310 Ss (women were less competitive and less money-oriented in their work than men; older Ss tended to be more interested in money and concerned about savings). Furthermore, personality variables, particularly toughmindedness and neuroticism, appeared to be related to work-related attitudes. These trait-work attitude relationships continued after partialling out the effects of age, sex and social dissimulation. Toughmindedness (psychoticism) was negatively correlated with an array of scales such as work ethic, attitudes to savings, money beliefs, achievement motivation, competitiveness and achievement through conformity. Emotional lability (neuroticism) was significantly negatively correlated with four of the work attitudes scales—mastery, savings and both achievement scales—which is consistent with previous findings. Finally, extraversion was related to mastery. The importance of looking for trait correlates of work-related beliefs and behaviours is discussed.

Work Attitudes of Employed Men and Women Who are Married

Possible sex-related differences in work values, job perception, and job satisfaction of 100 male and 100 female respondents were examined. The analysis identified several similarities and a few differences in work attitudes between the sexes. Social implications of the findings are discussed.

Sex Differences During Occupational Socialization.

Differences in work attitudes of men and women vary with occupation and years in the occupation. Differences are most pronounced for managers with little experience, and differences decline with le...

Age-related differences in work attitudes and behavior: A review and conceptual analysis.

Age-related differences in work attitudes and behavior: A review and conceptual analysis.

Age-related differences in work attitudes and behavior: A review and conceptual analysis.

Age-related differences in work attitudes and behavior: A review and conceptual analysis.

A study of cross‐cultural differences in work attitudes among three groups of Israeli prison employees

AbstractThe study investigated differences in work attitudes among three cultural groups of Israeli prison officers: Druze (N = 83), Jews of North African origin (N = 127) and Jews of Georgian origin (N = 96). Several hypotheses were derived from previous knowledge of the three cultures and differences were explored in the relationships between perceptions and attitudes concerning specific aspects of the job on the one hand, and two measures of overall affective responses—general job satisfaction and tedium—on the other hand. Consistent cross‐cultural differences that can be related to characteristics of the studied cultures were revealed only with regard to satisfaction with promotion and to role ambiguity. No other coherent and meaningful cross‐cultural differences could be identified. The theoretical and practical significance of these results is discussed and a general direction for future studies in this area is recommended.

Some differences in work attitudes between Arab and Jewish hotel workers: An exploratory study

This exploratory study compares work antttudes of Jewish and Arah employees who work in the same departments in the same hotel in Jerusalem (n = 75 and n = 62 respectively). Certain differences in work values, in preferred supervisory style and in sources of job satisfaction are revealed. The study also exposes a perception of discrimination among the Arabs and indicates its possible sources. The findings seem to reflect the different political-socio-economic conditions of the two groups rather than basic cultural differences. Future studies. badly needed in view of the importance of Jewish-Arab work contacts have to distinguish between the two types of differences.

The “feminine mystique” in male-dominated jobs: A comparison of attitudes and background factors of women in male-dominated versus female-dominated jobs

This paper examines various background factors plus success and work-related atttudes of 324 women as aggregated into one of three groups: those women working in male-dominated jobs, those in female-dominated jobs, and those in relatively sex-ratio balanced jobs. Overall results show that women holding male-dominated jobs are more likely to be older, better educated, have fathers with higher educational levels, and are more likely to be childless as compared to women in female-dominated jobs. Holding age and education constant, women in male-dominated jobs usually rated definitions of success as more important to their feelings of well-being than did women in female-dominated jobs. With these same constants, there were few differences in work attitudes among the three groups, but contrary to expectations, women in female-dominated jobs rated the importance of their work higher than did women in male-dominated jobs. The variables best predicting whether a woman held a male-dominated job were college attainment, problems related to sex discrimination, the age of the participant, her feelings toward achieving a very high salary, her feelings of the importance of her work, and her feelings about becoming an authority in her job.

Black-White Differences in Job Satisfaction, Group Cohesiveness, and Leadership Style

Data from three organizations (n = 460) were used to compare the job satisfaction, group cohesiveness, and perception of leadership style of black and white, blue-collar and white-collar, male andfemale workers in a stratified matched sample. The results of this study suggest some differences in work attitudes between black and white workers. The most dissatisfied group of workers were the black white-collar females when compared with their white counterparts. However, for some occupational classes differences in work attitudes seem minimal.

Male-female differences in work attitudes among retail sales managers.

Male-female differences in work attitudes among retail sales managers.

Male-female differences in work attitudes among retail sales managers.

Male-female differences in work attitudes among retail sales managers.

Age differences in work attitudes.

Journal Article Age Differences In Work Attitudes Get access H. Meltzer, Ph.D. H. Meltzer, Ph.D. Human Relations Research FoundationSt. Louis Search for other works by this author on: Oxford Academic PubMed Google Scholar Journal of Gerontology, Volume 13, Issue 1, January 1958, Pages 74–81, https://doi.org/10.1093/geronj/13.1.74 Published: 01 January 1958 Article history Accepted: 08 July 1957 Published: 01 January 1958