Gender Differences In Job Satisfaction Research Articles

Gender differences in job satisfaction among gig workers in Bangladesh

The gig economy (temporary, contract, and freelance online jobs rather than permanent positions) is a component of the fourth industrial revolution and preview of future work. The rise of digital platforms has increased career opportunities and income potential, particularly for women. Yet, the sex-disaggregated evidence regarding platform usage, employment characteristics, and working motivations and satisfaction remains untapped. Using data from a quantitative survey of Bangladeshi gig workers (242 men and 201 women) conducted in 2022, this paper addresses these gaps between male and female workers. The gig economy appears to be gender-segregated across digital platform usages and working categories. Women tend to prioritize digital work options for managing multiple responsibilities, while men are often driven by the potential for higher income. This study conceptually utilized the two-factor theory and empirically ordered a probit model to identify gender differences in job satisfaction. Job satisfaction was significantly increased by work-life balance, monthly income, and social-media connection, while an increase in working hours, complexity in payment systems, and unstable networks all led to a decrease in job satisfaction. The findings have implications for the future growth of the gig economy, provide new insights into gender differences in job satisfaction, and underscore the need for gender-sensitive policies in the online labor market.

The Influence of Employee Activation on Gender Differences in Job Satisfaction

The Influence of Employee Activation on Gender Differences in Job Satisfaction

Job Satisfaction and Locus of Control in Mid-Career Professionals in Karachi, Pakistan

The current research was an attempt to explore the association between Job Satisfaction (JS) and Locus of Control (LOC). The gender difference in JS and LOC was also explored. For this study a sample of 421(211 males, 210 females) mid-career employees was drawn from Karachi, Pakistan. It was hypothesized that (1) Internal LOC will be positively correlated with JS. (2) There will be gender difference in JS, and (3) there will be gender difference in LOC. The first hypothesis of the study was proved. Results indicated that there is positive correlation between JS and internal LOC however the gender difference is insignificant in both, JS and LOC in the sample under study (i.e., mid-career employees of Karachi, Pakistan). The findings of current study offer valuable insights into the factors that impact JS, providing practical recommendations for organizations looking to enhance employee engagement and productivity.

Job Satisfaction, Mental Symptoms, and Well-Being in Adult Workers: A Gender Analysis

Although studies have found that job satisfaction has an impact on workers’ physical and mental health, research has generally not focused on the psychological well-being of adult workers and a gender differential analysis has not been conducted. The aim of the current research is to determine the importance of job satisfaction for mental symptoms and well-being among adult working women and men. We also examine gender differences in job satisfaction. A non-probability sample of 1977 Spanish workers (51.6% men and 48.4% women) aged between 36 and 65 years was used in this cross-sectional study. Six questionnaires and self-report scales were used to assess the participants. For both men and women, higher job satisfaction was associated with lower depressive, somatic, anxiety, and social dysfunction symptoms; higher life satisfaction; and greater psychological well-being. Hierarchical multiple regression analyses showed that after controlling for the effects of self-esteem and social support, higher job satisfaction predicted greater life satisfaction, fewer mental symptoms, and greater psychological well-being, although the effect of job satisfaction on psychological well-being was somewhat stronger for men than for women. We conclude that job satisfaction is important for the mental health, psychological well-being, and life satisfaction of adult working women and men.

Job satisfaction and work stress among physicians in Norway and Germany-A cross-sectional study.

Physicians' health and wellbeing are important albeit often neglected quality indicators of health care systems. The aims of the study were to compare job satisfaction and work stress among doctors in Germany and Norway, and to identify predictors for job satisfaction. All active physicians in Schleswig-Holstein, Germany (N = 13,304) and a nationwide sample of Norwegian physicians (N = 2,316) were surveyed in a cross-sectional design in 2021. Response rates of German and Norwegian physicians were n = 4,385 (33%) and n = 1,639 (70.8%), respectively. In addition to age, sex, and work-hours, the main outcome measures were the validated Job Satisfaction Scale (JSS) and the short form of the Effort-Reward Imbalance Questionnaire (ERI). There were significant differences between Norwegian and German physicians in job satisfaction but with small effect sizes. All effort scores of German physicians were significantly higher and four of seven reward scores significantly lower than for their Norwegian colleagues. The proportion of German physicians in the state of a gratification crisis was significantly higher (67%) than in their Norwegian colleagues (53%). In both countries, physicians with a gratification crisis scored significantly lower on all items of job satisfaction. There were only minor gender differences in job satisfaction and effort-reward balance. Age, effort, and reward accounted for 46% of the explained variance of job satisfaction. Lower job satisfaction and reward in some areas and higher perceived effort of physicians in Germany than in Norway are still in favor of Norwegian working conditions, but the differences seem to diminish. The high proportions of gratification crises in both countries warrants appropriate measures for prevention and health promotion.

Gender differences in job satisfaction among anesthesiologists in Saudi Arabia; a cross-sectional study

Objective: This study aimed to assess the gender differences in job satisfaction among Saudi Arabian anesthesiologists. Methods: A cross-sectional study was conducted across Saudi Arabia using a modified version of the anesthesia practice satisfaction survey. Total 350 participants participated in the survey, which focused on identifying how satisfied anesthesiologists were. The survey also included questions about leadership, teamwork, workload, work environment, pay, and career development prospects. Results: The majority were male (65.4%) and between the ages of 25 and 35 (42%). Most were married (70.9%) and Saudi citizens (78.6%). 55.4% had less than nine years of experience. Geographically, many people worked in the Central (37.4%) or Eastern (38.3%) regions. The most prevalent academic rank was senior registrar (15.4%), 62.9% of participants expressed satisfaction with their income, 50% said they had a good work-life balance, and the majority worked 40–59 hours a week. Around 95.1% of the participants (n = 333) were in the operating room (OR). Gender showed a significant discrepancy (p-value=0.006), with male anesthesiologists at 67.2% satisfaction compared to 49.6% for females. . Conclusion: The findings showcase the need for interventions to address differences, improve well-being, and promote gender equity. Factors such as income, work-life balance, and teamwork play essential roles in satisfaction. By tackling these issues, healthcare organizations can increase anesthesiologists' satisfaction, which leads to better patient outcomes.

Job satisfaction in Europe: a gender analysis

PurposeThe main aim of this study was to examine gender differences in job satisfaction in Europe.Design/methodology/approachFor the empirical analysis, data from the Sixth European Working Conditions Survey were used. Oaxaca–Blinder decomposition with a principal component analysis (PCA) aggregated variable, after unconditional quantile regressions in a multiple imputation background, was implemented.FindingsWomen report higher job satisfaction than men do. Women were significantly more satisfied than men for the middle levels of the job satisfaction distribution.Originality/valueThis study expands the evidence on the determinants of job satisfaction in the European labour market by applying a recent form of decomposition that invests in unconditional quantile regression (UQR). To the best of this study knowledge, this is the first time that the Oaxaca–Blinder decomposition with a PCA aggregated variable after unconditional quantile regression has been employed to study gender-based differences in job satisfaction.

Flexible Working Hours and Job Satisfaction in Females

To examine the concepts of job satisfaction among females and the impact of working arrangements, this review examines five research articles from different countries. The cultural variations in women's job satisfaction according to their working hours were addressed in research done in different nations. This review claims that gender difference in job satisfaction is present and the impact of working arrangements like flexible hours has an impact on job satisfaction especially in females. Also, flexible working arrangements, such as homeworking, working part-time, flexitime, job-sharing, compressed hours, and term-time, were identified for the study. Moreover, it is suggested that the findings reported as a result of the data of different samples obtained from different countries, even if flexible working hours mean the same concept across countries, whether the effects of conditions and women on them have changed in future studies. Depending on the results of these articles, different directions in the issue were found. In this review paper, the discussion and implications based on whether gender may have an impact on the relationship between flexible working hours and job satisfaction will be covered. Keywords: Flexible Working Hours, Gender, Job Satisfaction, Working Arrangements.

Gender and job satisfaction in OECD countries

Gender differences in labour market outcomes are frequently reported. Earlier findings on associations of job satisfaction and gender reveal mixed results. Majority of empirical results indicate that women report higher levels of job satisfaction than men whereas others find no gender differences in job satisfaction. This study explores gender differences in job satisfaction by utilizing the Survey of Adult Skills for OECD countries. Employing the Balanced Worth Vector (BWV) procedure for data analysis, this study contributes to literature by presenting additional cross-national evidence from various regions of the world. Our findings reveal that there are heterogeneities in gender-gap paradox of job satisfaction across OECD countries.

The gender-job satisfaction paradox: the evidence of Serbia

Research Question: This study investigates gender differences in job satisfaction among employees in Serbia. Motivation: The main goal of the research is examine and providing evidence the existence and scope of the paradox of gender job satisfaction. In his paper, Clark (1997)proves that women have greater job satisfaction than men. The author suggests that, in general, the higher satisfaction of women at work may be a consequence of lower job expectations as a result of the worse position in the labor market that women have had in the past. Idea:The starting point of this research is the assumption that employed women are on average more satisfied than men, despite the inferior position they occupy in the labor market. Data:The research was conducted among 468 employees in six privately owned IT and publishing companies and one state-owned company (The Pension and Disability Insurance Fund of the Republic of Serbia).The structured questionnaire was used and distributed during January 2021. Tools: The questionnaire has two parts. The first part pertains to the respondents’ demographic information such as gender, age, level of education, the sectoral structure of the company in which they are employed, management positions and years of work experience. The second part of the questionnaire referred to questions related to job satisfaction, ie it contained 8 questions in accordance with the Job Satisfaction Questionnaire(Clark, 1997), which measured the degree of satisfaction with aspects of job including general satisfaction with current job. Findings: The results research show the women are more dissatisfied with their job compared to men, despite the fact that the distinction in job satisfaction between women and men is statistically insignificant. Finding that women on the average more dissatisfaction with their jobs than man appears to be contradictory to the most of studies report that women more satisfaction with their jobs than men. Accordingly, the idea of the gender-job satisfaction paradox in conditions of high levels of gender inequality that characterizes the labor market in Serbia cannot be confirmed and accepted as a universal phenomenon.Contribution: The paper adds existing knowledge about the job-gender paradox. Evidence that there are no differences in job satisfaction between female and male employees suggests that gender discrepancies is becoming less significant.

Gender, Educational Attainment, and Job Quality in Germany, Sweden, and the UK: Evidence from the 2015 European Working Conditions Survey

This research aims to explore the relationships between gender, educational attainment, and job quality, including work autonomy, work intensity, and job satisfaction across Germany, Sweden, and the UK. The European Working Conditions Survey 2015 was used to achieve this research objective. Descriptive statistics and multivariate regression analysis were used to determine how educational level plays an important role in creating gender differences in job quality across three countries. The findings show that receiving postsecondary education can improve work autonomy for both German and Swedish women. However, postsecondary education has different impacts on gender gaps in job quality in these countries. While postsecondary education lowers the gender gap in work autonomy and intensity in Sweden, postsecondary education increases the gender gap in work autonomy and intensity in Germany. Postsecondary education does not significantly decrease gender differences in job satisfaction in Germany or Sweden or any of our job quality measures in the UK. These findings challenge the commonly held belief that higher education has a positive effect on job quality. In fact, gender norms and national institutional factors may also play important roles in this relationship.

Gender differences in job satisfaction among disabled workers.

This paper explores the association between job satisfaction and gender for workers with disabilities, using data from the Panel Survey of Employment for the Disabled, which interviews officially registered persons with disabilities in Korea. To take full advantage of the longitudinal data, we apply random-effects ordered probit models to investigate the underlying factors that affect gender differentials in job satisfaction. Our findings reveal that merely different work values between women and men do not account for the significantly higher job satisfaction among women. We suggest that workers' expectations play a role in explaining why female workers are happier in the workplace than their male counterparts; that is, holding other factors constant, women's expectations from jobs are lower than men's. This hypothesis is partially supported by the empirical analyses that gender differentials diminish among the highly educated workers, for whom there is less likely to be a gender gap in terms of job expectations.

Gender Differences in Job Satisfaction and Work-Life Balance Among Chinese Physicians in Tertiary Public Hospitals.

Background: Gender has been associated with job-related experience, including job satisfaction and work-life balance. This study aimed to identify gender differences in job satisfaction and work-life balance among Chinese physicians in a large, nationally representative sample.Methods: A national cross-sectional survey was conducted between March 18 and 31, 2019, using an anonymous online questionnaire. The questionnaire included the short-form MSQ (Chinese version) and a work-life balance item. The demographic and job-related factors were also collected.Findings: In total, 22,128 physicians (9,378 males and 12,750 females) from 144 tertiary public hospitals completed the survey. The overall MSQ score (job satisfaction) was 70.31 ± 12.67, and it was 69.89 ± 13.24 in males, and 70.63 ± 12.22 in females, respectively (p < 0.001). Only 931 (4.21%) physicians were very satisfied with WLB (421 males, 510 females), and 2,534 (11.45%) were rated as satisfied. Age, education, monthly income, working hours, specialty, and professional titles were significantly associated with job satisfaction; while number of children, specialty, professional titles, monthly income, age, working hours were significantly associated with WLB. No significant gender differences were observed in job satisfaction or WLB after controlling confounding factors (both p > 0.05).Interpretation: While many demographic and work-related factors are significantly associated with job satisfaction and WLB, we found no significant gender differences, which is different from many other studies. To improve Chinese physicians' job satisfaction and work-life balance, interventions should be focused on certain specialties and on other modifiable factors, such as income, working hours.

Rodne razlike u zadovoljstvu poslom među zaposlenima u Srbiji

In this paper, a research was conducted on gender differences in job satisfaction among employees in Serbia. Starting from the paradox that women are more satisfied with work despite the more unequal position on the labor market, it was determined that there are no significant gender differences. A quantitative research study was conducted through the structure of online surveys using a technical random sample. If we can talk about the complete neutrality of job satisfaction, it has been shown that women are satisfied with how much they perceive the support of managers through open and constructive communication. Men are satisfied with their work if the organization provides conditions for adequate evaluation of their agreement on the creation of organizational acts (autonomy in work and promotional opportunities), or if their needs for self-realization and self-realization are met.

Gender inequality and the gender-job satisfaction paradox in Europe

Despite being paid less than men and facing worse working conditions, lower promotion opportunities and work-place discrimination, women typically report higher levels of job satisfaction. Twenty years ago Andrew Clark (Clark, 1997) suggested that this might be due to their lower expectations, driven by a number of factors related to current and past positions in the labour market. Although this hypothesis is one of the leading explanations of gender differences in job satisfaction, cross-country research on the relationship between gender inequality and the gender-job satisfaction gap is rare and only descriptive. In this paper, we use the data from EU-SILC module on subjective well-being from 2013 to analyse adjusted gender-job satisfaction gaps in 32 European countries and we relate them to country differences in gender inequalities. Our results provide extensive and robust evidence of a relationship between exposure to more gender equal settings in the early stages of life and smaller gender gaps in job satisfaction. This corroborates the hypothesis that women who grew up in contexts with higher gender equality have expectations increasingly aligned to those of their male counterparts. Our results also show that being employed in typically male occupations enables this alignment too, whereas higher levels of education do not play a similar effect.

A Meta-Analysis of Gender Differences in Subjective Well-Being: Estimating Effect Sizes and Associations With Gender Inequality

Despite global gender inequalities, findings on gender differences in subjective well-being have been inconsistent. We conducted a meta-analysis on gender differences in subjective well-being to account for the type of subjective-well-being measure, sampling variability, and levels of national gender inequality from which samples are gathered. Based on 281 effect sizes for life satisfaction (N = 1,001,802) and 264 for job satisfaction (N = 341,949), results showed no significant gender differences in both types of subjective well-being. Supplementary meta-analyses found significantly lower job satisfaction, but not life satisfaction, in women for studies that used both life-satisfaction and job-satisfaction measures, and studies that relied on measures that previously demonstrated measurement equivalence. Using the Gender Inequality Index, we found that greater national gender inequality significantly predicts greater gender differences in job satisfaction, but not life satisfaction. We discuss the implications of these findings and the use of subjective well-being as a measure of societal progress.

Cross‐National Analysis of Gender Differences in Job Satisfaction

Research over the past two decades has found significant gender differences in subjective job satisfaction, with the result that women report greater satisfaction than men in some countries. This paper examines the so‐called “gender paradox” using data from the European Social Survey for a subset of fourteen countries in the European Union. We focus on the hypothesis that women place higher values on certain work characteristics than men, which explains the observed differential. Using estimates from Probit and ordered Probit models, we conduct standard Blinder–Oaxaca decompositions to estimate the impact that differential valuations of characteristics have on the gender difference in self‐reported job satisfaction. The results indicate that females continue to report higher levels of job satisfaction than do men in some countries, and the difference remains even after controlling for a wide range of personal and job characteristics and working conditions. The decompositions suggest that a relatively small share of the gender differential is attributable to gender differences in the weights placed on working conditions in most countries. Rather, gender differences in job characteristics contribute relatively more to explaining the gender–job satisfaction differential.

Gender Difference in Job Satisfaction and Its Relation to Subjective Sense of Well-Being and Level of Happiness in Medical Doctors of West Bengal

The present study deals with gender difference in job satisfaction among the doctors of west bengal. Attempts were also made to assess their subjective sense of well being and the level of happiness. The sample size was 110 divided into 2 groups (male- 67 and female- 43). Each group was consisted respondents age ranging between 22-35 years and having minimum 2 years of job experience. The data were collected from several public sector hospitals of west bengal. Job satisfaction scale, Subjective well being inventory and Oxford happiness inventory were administered to assess the level of job satisfaction, subjective sense of well being and level of happiness. It is revealed that female doctors were found to be more satisfied than male doctors in their job and in case of subjective sense of well being and level of happiness the same result has been found. A significant difference between the gender has been revealed in subjective sense of well being, level of happiness and level of job satisfaction as well. Furthermore, significant correlation has been found between job satisfaction and level of happiness for the entire group of selected sample and a significant correlation could not be drawn between job satisfaction and subjective sense of well being for the present sample. The results of the present study can be fruitful for further research studies.

Association between Happiness and Related Psychosocial Correlates and Job Satisfaction among the Employees of Information Technology (IT) Sector: A Comparative Analysis of Gender Difference

The present study deals with gender difference in job satisfaction among the employees of Information Technology (IT) sector. Attempts were also made to assess their level of happiness, quality of interpersonal relationship and coping style. The sample size was 50 divided into 2 groups (male- 25 and female- 25). Each group was consisted respondents age ranging between 22-35 years and having minimum 2 years of job experience. The data were collected from several private sectors IT companies of west Bengal. Job satisfaction scale, Oxford happiness inventory, interpersonal relationship inventory and coping checklist II were administered to assess the level of job satisfaction, level of happiness quality of interpersonal relationship and coping style. It is revealed that female employees were found to be more satisfied than male employees in their job and in case of the other variables an opposite result was found. No significant difference between the two gender has been revealed in the selected variables. Furthermore, no significant correlation has been found between job satisfaction and the other selected variables for the present sample. The results of the present study can be fruitful for further research studies.

Gender Differences in Job Satisfaction in 5 Star Hotels of North Cyprus: Descriptive Analysis

The purpose of this study is to analyze the level of job satisfaction of the hospitality employees and provide empirical evidence whether gender differences exists in relation to the job satisfaction of male and female hospitality employees in 5 Star Hotels in North Cyprus. The study instrument used was the short form of Minnesota Satisfaction Questionnaire (MSQ) which measures job satisfaction using 20 facets of the job. A total of 248 hospitality employees agreed to take part in this study. Data was analyzed using statistical program SPSS 17 The study indicate that male hospitality employees, as compared to female hospitality employees, have a higher level of satisfaction with overall job satisfaction