Gender Job Satisfaction Research Articles

Workplace Discrimination and Strain Theory: A Case of District Okara Police Force

This study investigates the impact of workplace discrimination on gender job satisfaction, with a particular focus on police officers in District Okara including DepalPur, Renala Khurd, and Okara. Additionally, we examine how work environment, police culture, thread, and harassment contribute to gender job satisfaction and the adoption of strain theory. The research is based on a sample of 440 District Okara police officers, and primary data was collected through a questionnaire survey. Descriptive statistics, Correlation Coefficient, regression analysis, F-test, multivariate Generalized Linear Model (GLM), and two-way ANOVA were employed for data analysis using SPSS and R software. Minitab, Amos used for graphical representation. The study aims to shed light on the relationship between workplace discrimination and gender job satisfaction among District Okara police officers, especially considering the experiences of female officers. It was observed that both female and male officers face workplace discrimination. Notably, female officers exhibited higher levels of job dissatisfaction compared to their male counterparts. These findings are crucial for promoting gender equality and creating a supportive work environment in the District Okara police force.

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.

From Office to Home: Drivers of Gender Job Satisfaction During COVID-19

Research on job satisfaction and gender has yielded mixed results, underscoring the need to understand how men and women may experience job satisfaction differently. This study builds on extant literature by examining how extrinsic rewards, intrinsic rewards, work relations, work-life balance, and work design contribute to job satisfaction among men and women. Moreover, the study examines these relationships in the context of the COVID-19 pandemic. Using measurement items from the International Social Survey Programme Work Orientation Module, the study examined data from 766 employees in the United States who were employed throughout the pandemic. Findings revealed that women and men reported similar levels of job satisfaction, although the drivers of job satisfaction differed across genders. The findings and implications of the study can assist managers in maximizing job satisfaction among employees.

Gender and job satisfaction: a European analysis in the light of gender ideology

The gender-job satisfaction paradox, i.e., women reporting higher levels of job satisfaction while facing worse working conditions, has been hotly debated by scholars. This article studies the moderating role of national gender ideology in this paradox. In particular, the focus on Anglo-Saxon countries as well as the lack of attention towards the role of national gender ideology have received criticism. National gender ideology moderates the relationship between gender and job satisfaction: in more egalitarian countries, the gender gap of job satisfaction (to the detriment of women) is more important than in countries with more traditional gender ideologies. These results allow us to discuss expectation theory and the transitory nature of the gender-job satisfaction paradox

The gender-job satisfaction debate in the light of the “gendered organizations”

La littérature académique est particulièrement féconde sur les relations entre genre et satisfaction au travail. Des recherches conduites dans des pays anglo-saxons ont montré que les femmes déclarent en moyenne des niveaux de satisfaction au travail plus élevés, alors qu’elles sont généralement désavantagées en matière de conditions de travail par rapport aux hommes. Cependant, d’autres recherches menées dans d’autres pays ont donné des résultats différents. Une hypothèse mise en avant dans ce débat porte sur d’éventuelles différences genrées concernant les antécédents de la satisfaction au travail. Cette recherche vise à explorer cette hypothèse en lien avec le courant théorique des « organisations genrées », qui incite à prêter attention aux interactions entre genre et pratiques de GRH. Elle se fonde pour ce faire sur des modèles de régression linéaire multiple avec des effets de modération, estimés sur les données de l’enquête REPONSE 2017 de la DARES. Elle montre que les effets positifs du télétravail et des dispositifs formels d’évaluation de performance sur la satisfaction au travail sont plus élevés pour les femmes que pour les hommes, alors que les effets du temps partiel et de la formation sont les mêmes pour femmes et hommes.

Gender Inequality and Job Satisfaction in Senegal: A Multiple Mediation Model

Women are often found to be in inferior jobs with lower wages and lower job quality, but to report higher job satisfaction. This gender-job satisfaction paradox is documented for high-income countries and is explained by gender inequality in job quality and expectations. In this paper we document this paradox for a developing country. We explore the complex relationship between gender, job quality and job satisfaction among agro-industry workers in Senegal, using primary data from a comprehensive worker survey. We use a multiple mediation model to disentangle direct and indirect pathways through which gender relates to job satisfaction. We find that women’s job satisfaction is higher, despite earning lower wages, receiving fewer nonwage benefits, being more in casual employment, and working fewer hours than men. Moreover, job satisfaction varies more strongly with gender than with worker education, wages or other job quality characteristics. We find that gender inequality in job quality mitigates the positive relationship between gender and job satisfaction, with wage and nonwage benefits as major mediating variables. Our findings imply opposing direct and indirect gender effects on job satisfaction, and bring some nuance in the debate on how reducing gender inequality in job quality may affect women’s job satisfaction.

A Cross-National Comparison: Job Satisfaction and Gender

Comparative gender job satisfaction studies have been inconclusive with some finding that women are more satisfied on the job than men and others finding no difference. Previous research has also identified similarities and differences in gender and job satisfaction globally based on cultural, economic, social, and political factors across countries and world regions. Overall, however, limited cross-national or global research has been conducted in this area. The current study uses International Social Survey Programme data to investigate the role of gender and country on job satisfaction. Findings support previous beliefs about gender differences but with significant country variations.

Revisiting the gender job satisfaction paradox: The roots seem to run deep

AbstractUsing the Canadian General Social Survey of 2016, a large nationally representative dataset, this article estimates the gender job satisfaction gap. This unique dataset allows to control for nearly all the variables previously suggested to explain the well‐documented higher job satisfaction of women, such as task characteristics, job flexibility and the quality of social relations at work. Accounting for all these variables, the gender gap in favour of women remains in the aggregate sample. But, when the sample is partitioned by age and educational attainment, among the youngest and the most educated workers, the gender job satisfaction gap is found to be statistically insignificant. In addition, these data allow for the inclusion of subjectively experienced intrinsic job rewards, such as sense of pride and accomplishment from work, rarely available in social surveys. With the inclusion of these variables, the gender job satisfaction gap loses its statistical significance across all age groups and educational attainment levels, except for those with a graduate university degree. For the latter group, the gender job satisfaction gap is actually reversed in favour of men. Consistently, an Oaxaca–Blinder decomposition of the gender job satisfaction gap indicates that the ‘explained’ component of the gender gap substantially increases with the inclusion of intrinsic job rewards. The implications are discussed.

The gender-job satisfaction paradox through time and countries

ABSTRACT Much has been written about the so-called gender-job satisfaction paradox, derived from the fact that a significant number of empirical studies found that women reported higher levels of job satisfaction than their male counterparts, although they had what were considered ‘worse’ jobs in terms of pay and other nonmonetary working conditions. In this article, we use a procedure to compare the relative performance of groups when their achievements are described by distributions of outcomes over an ordered set of categories, the Balanced Worth Vector (BWV), to analyse whether women consistently report to be more satisfied at work than men in different periods of time and countries. The BWV offers a cardinal, complete and transitive evaluation that is based in the likelihood of getting better results. In our setting, the BWV methodology provides a complete ranking of the countries covered by the European Working Conditions Survey according to the relative levels of job satisfaction with working conditions that women and men in each country report. Our results indicate a decreasing gender differential over time and substantial differences across countries, proving that the gender-gap paradox cannot be considered a widespread phenomenon.

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.

The paradox of the contented female worker: the mediating role of income and the moderating role of sexual orientation

Employing longitudinal data, we examine how income mediates, and sexual identity moderates, the gender-job satisfaction relationship using the theoretical lens of human capital theory. We find that income does mediate the gender-job satisfaction relationship and that the mediated relationship between gender and job satisfaction is moderated by sexual identity. Our main result is that income is a stronger driver of the gender-job satisfaction relationship for lesbians than it is for straight women. Theoretical and practical implications of this result are discussed.

Relationship of Ages and Gender of the Employees in Organisations in the Republic of Serbia and Their Job Satisfaction

AbstractThe purpose of this paper is to investigate the relationship between ages and gender of employees in organisations in Serbia and their job satisfaction. When it comes to age-job satisfaction relationship the assumption is that this relationship could be represented by the “U” curve. When it comes to gender-job satisfaction relationship the authors investigate whether there is a difference in the overall job satisfaction between men and women as well as whether there is a statistically significant influence of different job facets on job satisfaction of men and women in different ages in organisations in Serbia. For testing these assumptions descriptive statistics and multivariate analysis of variance were applied. The research methodology also included theoretical analysis of the concept of job satisfaction. Results of the study have shown that the level of job satisfaction of employees of different age cannot be represented by the “U” curve. Further, the results have shown that there is a small difference in the overall job satisfaction between men and women as well as that there are some dimensions of job that have statistically significant influence on job satisfaction of men and women in different ages. The practical implication of this paper is that it, based on the obtained results, suggests to the managers certain human resource management (HRM) practices in order to gain more satisfied and, hence, more productive employees.

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.

The gender-job satisfaction paradox and the dual-earner society: Are women (still) making work-family trade-offs?

Despite their disadvantaged labour market position, women consistently report higher levels of job satisfaction than men. Researchers have attributed women's higher job satisfaction to their lower expectations, arguing that gender differences will fade away as women's labour market prospects improve. Others, however, argue that women are more contented than men because their jobs satisfy a need for family adaptions. In this article, we put the hypotheses of transitions and trade-offs to a strong test, by comparing men and women with comparable human capital investments living in a country where women's employment is strongly supported by policies, practices and social norms. The relationship between gender and job satisfaction is analysed with stepwise OLS regressions. The analysis is based on a survey to newly graduated highly educated men and women in five occupations in Sweden (n ≈ 2 450). First, we show that, after controlling for a range of job characteristics, women report a higher level of job satisfaction than men. Second, although the paradox appears to be surprisingly persistent, it cannot be attributed to work-family trade-offs. Future research should consider job satisfaction more broadly in the light of gender role socialization and persistent gender inequalities.

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-Job Satisfaction Differences Across Europe: An Indicator for Labor Market Modernization

In 14 member states of the European Union, women's relative to men's levels of job satisfaction are compared by using data of the European Household Community Panel. The countries under consideration can be assigned to three different groups. Denmark, Finland and the Netherlands do not show significant gender-job satisfaction differences. In contrast, in Portugal men are more satisfied with their jobs than women. However, in the vast majority of the investigated countries female workers show a significantly higher level of job satisfaction. As the majority of women are disadvantaged compared to men in the labor market, the findings clearly demonstrate a gender-job satisfaction paradox in these countries. From this point of view, only Denmark, Finland and the Netherlands display gender-job satisfaction equality. The results suggest that objective (socio-economic and institutional) determinants of labor market statuses and subjective (assessed and evaluated) perspectives are mutually complementary. The more restrictive the labor market access and process is for women, the more likely a gender-job satisfaction paradox is to emerge in any country. With regard to the process of labor market modernization, the results support the hypotheses that equal opportunities for women and men like in Scandinavian countries and also partially in the Netherlands implicate that the gender-job satisfaction paradox does not appear anymore due to a fading-out process over past decades.

Hedonic Prices and Implicit Markets: Product Differentiation in Pure Competition

A class of differentiated products is completely described by a vector of objectively measured characteristics. Observed product prices and the specific amounts of characteristics associated with each good define a set of implicit or "hedonic" prices. A theory of hedonic prices is formulated as a problem in the economics of spatial equilibrium in which the entire set of implicit prices guides both consumer and producer locational decisions in characteristics space. Buyer and seller choices, as well as the meaning and nature of market equilibrium, are analyzed. Empirical implications for hedonic price regressions and index number construction are pointed out.