Gender Differences in Work Values

Rowe, Reba; Snizek, William E.

doi:10.1177/0730888495022002005

Cited by 147 publications

(93 citation statements)

References 26 publications

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“…The work value structure identified in this sample is more representative of female employees' work values than those of their male counterparts. Additionally, the study reports that work values do not differ significantly between male and female workers and this result is congruent with previous studies which found very few gender differences between males and females (Keller, Bourchard, Arvey, Segal, and Dawis, 1992;Rowe and Snizek, 1995).…”

Section: Discussionsupporting

confidence: 81%

“…Super (1990) proposed the Life-Career Rainbow which suggested that a person would have different "roles," such as child, student, worker, and so on, throughout his or her entire lifespan. Work values play an important role in the development of each "role" (Super, 1990 Dawis, 1992;Rowe and Snizek, 1995). However, Taylor and Thompson (1976) investigated the differences of work value systems between younger and older workers, and the results indicated that both education and age had a strong influence on work values.…”

Section: Literature Reviewmentioning

confidence: 99%

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A Comparative Study of Work Values between US and Malaysia Marketing Students

Ismail

Johnson²,

Mohamed³

et al. 2016

IJBA

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This paper aims to identify the ranking of importance of work values as perceived by marketing students, and to explore the underlying dimensions of work values in the Malaysian context. It also aims to determine whether there are differences of work values between marketing students in Malaysia and US. Previously validated Super's Work Values Inventory (SWVI) containing 15 dimensions was completed by business students undertaking Marketing and other majors in Malaysia and USA. Factor analysis is employed to examine the underlying structure of work values. The study confirms the two-factor structure (intrinsic and extrinsic) of work values and shows that marketing students value the work that allows them to fulfill their potential in terms of creativity (M = 4.23) and intellectual stimulation (M = 3.99) in Malaysia. Moreover, the results showed that significant differences in work values exist between Malaysia and US students with respect to economic return, way of life, altruism, prestige, management and variety. This article contributes to the worldwide knowledge on work values by highlighting the importance of understanding potential marketing professionals' work values in the two different countries. Respondents selected from two countries will limit the generalizability of the study.

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Section: Discussionsupporting

confidence: 81%

Section: Literature Reviewmentioning

confidence: 99%

A Comparative Study of Work Values between US and Malaysia Marketing Students

Ismail

Johnson²,

Mohamed³

et al. 2016

IJBA

View full text Add to dashboard Cite

show abstract

“…For example, Hakim claims that gender differences in labour market participation and outcomes reflect differences in life-style choices and values. Specifically, she argues that women are generally more family-oriented than men, thus they choose jobs that allow them to accommodate family demands and value factors such as flexible work hours higher than pay and promotion opportunities (Hakim, 1991(Hakim, , 2000(Hakim, , 2002 -but see Glass & Camarigg, 1992;Rowe & Snizek, 1995).…”

Section: Labor Market Theory and The Notion Of Gendered Strategiesmentioning

confidence: 99%

In search of family-friendly careers? Professional strategies, work conditions and gender differences in work–family conflict

Grönlund

Öun

2017

Community, Work & Family

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The aim of this paper is to investigate whether women in a dualearner context acquire family-friendly jobs as a strategy to keep work-family conflict down. The analysis is based on a survey of newly graduated highly educated men and women in five occupations in Sweden (n ≈ 2400). The sample was stratified by occupation and gender to minimize the influence of factors other than gender. The results show that women are more familyoriented, but also more career-oriented than men in their professional strategies. In their jobs, women have less control over work and schedules than men but a similar level of work demands. However, women face lower requirements for employer flexibility (e.g. frequent over time) and this is related to their professional strategies. Finally, women report a higher level of work-family conflict than men in the same occupation, but this gender difference becomes non-significant when accounting for women's lower level of control. In sum, women in this sample clearly aim for both family and career and do not acquire family-friendly jobs, but aim to avoid 'family-unfriendly' requirements for constant availability. To some extent, this enables them to limit their workfamily conflict but due to their lower control over work, women still experience more conflict than men in the same occupation. RÉSUMÉ L'objectif de cet article est d'étudier si les femmes dans un contexte à double revenu acquièrent des emplois favorables à la famille en tant que stratégie visant à réduire le conflit travail-famille. L'analyse est basée sur un sondage auprès d'hommes et de femmes nouvellement diplômés et hautement qualifiés dans cinq professions en Suède (n ≈ 2400). L'échantillon a été stratifié par profession et par sexe afin de minimiser l'influence de facteurs autres que le genre. Les résultats montrent que les femmes sont plus orientées vers la famille, mais aussi plus orientées sur la carrière que les hommes dans leurs stratégies professionnelles. ARTICLE HISTORY

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“…This suggests that the pattern of preference of job characteristics is common and cuts across fields of program specializations, and also across gender, except in High Pay. Although there are many empirical reports of women assigning higher value to intrinsic job aspects (Sagie, Elizur, & Koslowsky, 1996), but there are evidences that economic conditions as well as growth in female worker numbers have contributed in reducing gender differences in male and female work values (Rowe & Snizek, 1995); occupational interest (Hansen, 1988), and job attribute preferences (Gomez, 2003).…”

Section: Discussionmentioning

confidence: 99%

The Effect of Leadership Attributes and Motivation to Lead on Preferred Job Characteristics (Job Attributes): Case Study of Undergraduates in Malaysian Universities

Hamid¹,

Alby²

2014

IJBM

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The objective of this study was to examine the relationship between the leadership attributes and motivation to lead (MTL) of undergraduates in Malaysia with their inclination to choose specific types of job characteristics or job attributes. Many researches has proven that personality is positively related to preferred job characteristics, but no research to the researchers' knowledge has been done on leadership attributes and motivation to lead with selected job characteristics. Data were collected from 711 undergraduates from Malaysian public universities. The results showed that leader attributes contributes a stronger predictive effect than the motivation or keenness to lead in determining the selection of specific job characteristics. This finding supports the research hypothesis that undergraduates who have been exposed to leadership training and development have gained greater emotional and cognitive maturity that enable them to be more open to a broader range of job characteristic types. No significant difference was observed between males and females, nor between Science and Humanity programs of study in the students' selection of specific job characteristics. Findings, implications and directions for research are discussed.

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Gender Differences in Work Values

Cited by 147 publications

References 26 publications

A Comparative Study of Work Values between US and Malaysia Marketing Students

A Comparative Study of Work Values between US and Malaysia Marketing Students

In search of family-friendly careers? Professional strategies, work conditions and gender differences in work–family conflict

The Effect of Leadership Attributes and Motivation to Lead on Preferred Job Characteristics (Job Attributes): Case Study of Undergraduates in Malaysian Universities

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