Cross-National Analysis of Gender Differences in Job Satisfaction

Hauret, Laetitia; Williams, Donald R.

doi:10.2139/ssrn.2616261

Cited by 16 publications

(22 citation statements)

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“…Despite receiving less appreciation at work, women are more satisfied with their jobs. This result supports the existence of the “job satisfaction-gender paradox” (Hauret and Williams, 2017; Kossek et al , 2017; Westover, 2012) and extends prior studies of this paradox to Gen-Y (e.g. Clark, 1997; Eagly, 1987; Zhao et al , 2017).…”

Section: Discussionsupporting

confidence: 87%

“…Despite receiving less appreciation at work, women are more satisfied with their jobs. This result supports the existence of the 'job satisfaction-gender paradox' (Hauret and Williams, 2017;Kossek et al, 2017;Westover, 2012) and extends prior studies of this paradox to Gen-Y (e.g., Clark, 1997;Eagly, 1987;Zhao, et al, 2017). Our findings concur with previous assertions, stating that the paradox becomes salient in situations where women are more satisfied with their jobs, albeit facing less favorable working conditions, career prospects, and pay (Joshi et al, 2015;Kossek et al, 2017).…”

Section: Moderating Effects Of Gendersupporting

confidence: 91%

“…Whereas previous research showed that gender is not a differentiator of job satisfaction (Fields and Blum, 1997; Mobley, 1977; Mobley et al , 1994), more recent studies stress that female employees usually have greater job satisfaction than men (Clark, 1997; Huang and Gamble, 2015). These results are surprising, since there is broad agreement that women experience less favorable working conditions, lower payment and career prospects than men (Hauret and Williams, 2017; Kossek et al , 2017). With the same performance levels, women are less promoted and receive less payment (Joshi et al , 2015), a situation often referred to as the “job satisfaction-gender paradox” (Westover, 2012).…”

Section: Research Framework and Hypothesesmentioning

confidence: 97%

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Quality of work life and Generation Y

Muskat

Reitsamer

2019

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Purpose The purpose of this paper is to examine how quality of work life (QWL) influences job satisfaction and to test if gender and organizational type moderate this relationship for Generation Y (Gen-Y). Design/methodology/approach Questionnaire data were collected from 328 Gen-Y employees in European hospitality businesses. Drawing on generational theory, social role theory and person–environment (P–E) fit theory, the authors discuss how gender and organizational types (i.e. independent vs corporate structures) moderate Gen-Y’s QWL–job satisfaction relationship. Findings The findings of the paper are as follows: first, gender and organizational type influence the QWL–job satisfaction relationship for Gen-Y. Second, job security does not change job satisfaction levels for female employees while high levels of job security negatively influence job satisfaction for male employees. Third, receiving appreciation at work increases job satisfaction for both women and men but, when receiving little appreciation at work, women remain more satisfied. Fourth, having opportunities to contribute to decisions positively affects Gen-Y’s job satisfaction. Fifth, having the right to say is more important in independent organizations, while the opportunity to realize an employee’s own potential leads to higher job satisfaction in corporate organizations. Originality/value The study contributes to the limited empirical scholarly research, adding to a deeper understanding of influencing factors of Gen-Y’s QWL–job satisfaction relationship.

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Section: Discussionsupporting

confidence: 87%

Section: Moderating Effects Of Gendersupporting

confidence: 91%

Section: Research Framework and Hypothesesmentioning

confidence: 97%

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Quality of work life and Generation Y

Muskat

Reitsamer

2019

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“…This gender difference was also perceived by Cohrs et al (2006). In a recent cross-national study by Hauret and Williams (2017), in only three of the 14 studied countries, women were found to report a significant higher job satisfaction than men.…”

Section: Indirect Link Through Job Satisfaction and Organizational Commitmentmentioning

confidence: 73%

Predicting voluntary turnover through human resources database analysis

Rombaut

Guerry

2018

MRR

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Purpose This paper aims to question whether the available data in the human resources (HR) system could result in reliable turnover predictions without supplementary survey information. Design/methodology/approach A decision tree approach and a logistic regression model for analysing turnover were introduced. The methodology is illustrated on a real-life data set of a Belgian branch of a private company. The model performance is evaluated by the area under the ROC curve (AUC) measure. Findings It was concluded that data in the personnel system indeed lead to valuable predictions of turnover. Practical implications The presented approach brings determinants of voluntary turnover to the surface. The results yield useful information for HR departments. Where the logistic regression results in a turnover probability at the individual level, the decision tree makes it possible to ascertain employee groups that are at risk for turnover. With the data set-based approach, each company can, immediately, ascertain their own turnover risk. Originality/value The study of a data-driven approach for turnover investigation has not been done so far.

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“…While the original paradox of the contented female worker was not unique to the United Kingdom, early evidence indicated that it was most evident in Anglo‐Saxon countries (Sousa‐Poza and Sousa‐Poza ). Yet, more recent work suggests that the female job satisfaction advantage may be most evident in Nordic countries, long considered leaders in gender equality (Hauret and Williams ). This finding may be hard to reconcile with the contention by Kaiser () that the gender premium will disappear when women have the same opportunities as men in the labour market.…”

Section: Introductionmentioning

confidence: 99%

Paradox Lost: The Disappearing Female Job Satisfaction Premium

Green

Heywood

Kler

et al. 2017

Brit J Industrial Rel

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Using the original data source of Clark, we show that over the last two decades the female satisfaction gap he documented has vanished. This reflects a strong secular decline in female job satisfaction. This decline happened both because younger women became less satisfied as they aged, and because new female workers entered with lower job satisfaction than their early 1990s peers. Decompositions make clear that the decline does not reflect changing job characteristics for women but rather their increasingly less favourable evaluation of job characteristics. These findings fit with the suggestion that women in the early 1990s had a gap between their labour market expectations and actual experience that has since closed and that the gender satisfaction gap has vanished as a consequence.

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Cross-National Analysis of Gender Differences in Job Satisfaction

Cited by 16 publications

References 0 publications

Quality of work life and Generation Y

Quality of work life and Generation Y

Predicting voluntary turnover through human resources database analysis

Paradox Lost: The Disappearing Female Job Satisfaction Premium

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