Job satisfaction and gender: Why are women so happy at work?
ABSTRACT By most objective standards, women's jobs are worse than men's, yet women report higher levels of job satisfaction than do men. This paper uses a recent large-scale British survey to document the extent of this gender differential for eight measures of job satisfaction and to evaluate the proposition that identical men and women in identical jobs should be equally satisfied. Neither the different jobs that men and women do, their different work values, nor sample selection account for the gender satisfaction differential. The paper's proposed explanation appeals to the notion of relative well-being, especially relative to workers' expectations. An identical man and woman with the same jobs and expectations would indeed report identical job satisfaction, but women's expectations are argued to be lower than men's. This hypothesis is supported by the finding that the gender satisfaction differential disappears for the young, the higher-educated, professionals and those in male-dominated workplaces, for all of whom there is less likely to be a gender difference in job expectations.
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ABSTRACT: During the last twenty years, a new way to understand complex systems has emerged in the field of social sciences. This approach is often called nonlinear dynamics, dynamic systems theory or chaos theory. This process is referred to as selforganization, and is thought to be responsible for change and continuity in organizational systems. Principles of self-organizing dynamic systems have recently been applied to psychology, especially in explaining cognitive development. This paper addresses core issues in industrial organizational psychology, such as the dynamic relationship between job performance and job satisfaction in organizational complex context.
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ABSTRACT: Using data from the 2006 Survey of Recent College Graduates, this study examines how education–job match and salary may explain recent college graduates’ job satisfaction in the public, non-profit, and for-profit sectors. The results imply that while education–job match increases job satisfaction in all three sectors, for-profit workers may compensate the loss in job satisfaction due to poor match with increased satisfaction from higher salary. The findings suggest that, in the public and non-profit sectors, increased salary cannot make up the loss in job satisfaction from poor education–job match as much as it does in the for-profit sector.Public Management Review 12/2014; DOI:10.1080/14719037.2014.957342 · 1.42 Impact Factor
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ABSTRACT: This study examines the effect of personal and work-related factors on job satisfaction based on a sample from the Czech Republic. The study, which was based on a questionnaire survey of 1,776 respondents in organizations in the Czech Republic, proposed a number of hypotheses related to demographic and organizational variables and tests using ANOVA. Results of the data analysis revealed similarities to findings in Western countries, in which men show higher job satisfaction than women. Age does not seem to have a significant effect on job satisfaction. There is low job satisfaction in public/governmental organizations and among young people entering the job market. It is suggested that it is necessary to develop a human resources strategy for the public/governmental sector that will not only increase its social prestige but also increase positive feelings among its employees. The need to better prepare undergraduates for the demands of the job market is also discussed.SAGE Open 09/2014; 4(3):1-12. DOI:10.1177/2158244014552426