Gender differences in work experiences and satisfactions of Norwegian oil rig workers

Abstract

Purpose -The present study sets out to compare women (N ¼ 24) and men (N ¼ 613) working on Norwegian oil rigs in the North Sea on work experiences, work satisfaction, perception of safety attitudes and safety climate, and psychological health. Design/methodology/approach -Data were collected using questionnaires from 1,022 women and men, a 59 percent response rate. Only those respondents working in traditionally male-dominated jobs were considered. Findings -Few differences were observed, suggesting that those women that continue in this occupation compare favorably with their male colleagues. Research limitations/implications -The findings should be considered tentative, given the small number of women taking part in the study. Practical implications -For the past three decades, women were encouraged and supported to enter non-traditional occupations (NTOs). NTOs were occupations that have traditionally been male-dominated. Only modest inroads have been made by females during this time. Women in NTOs typically report work experiences reflecting unique challenges, most resulting from the gender culture of their workplace and findings show that women that survive in these jobs report similar experiences to those of their male colleagues. Originality/value -The paper adds to one's knowledge of women's experiences in non-traditional jobs.

Prevalence of nursing diagnostics in oil industry workers in Bahia, Brazil

“…The grouping of variables followed the guidelines identified in the existing literature 3,19,21 . No comparisons were made by sex as previous studies, such as those by Dickey et al 9 and Burke et al 22 reveal no sex differences in job satisfaction levels of oil industry workers.…”

Moderator Effects of Gender in the Job Insecurity—Career Engagement Relationship: A Nigerian Study

“…It is argued that such findings are possible because it is much more difficult for women to get new jobs compared to men (McMullin & Berger, 2006;Smith, 2009;Weller, 2007). Other researchers (e.g., Burke et al, 2008;Erlinghagen, 2007) have provided empirical evidence that men and women express comparable levels of job insecurity. The foregoing suggests an inconsistent pattern of the influence of gender on job insecurity and how this may decrease or increase career engagement activities of men and women, hence the need to ascertain the moderator role of gender in the Nigerian banking population.…”

Employee susceptibility to experiencing job insecurity

“…However, Green (2008) finds that female employees are more insecure than male employees thereby indicating that males are more confident of the existence of the salient features in their jobs. Erlinghagen (2007), on the other hand, finds no gender-specific differences with regard to job insecurity and Burke, Mattiesen, Einarsen, Fiskenbaum and Soiland (2008) reveal no relationship between gender and importance of job features. Ojedokun (2008) reveals that there is a significant difference in the threats perceived by males and females regarding their job features.…”