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

Kaiser, Lutz C.

doi:10.2139/ssrn.870280

Cited by 20 publications

(13 citation statements)

References 13 publications

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“…Second, as female labour market aspirations are partly shaped by the evolving social norms regarding gender roles, labour market aspirations and expectations tend to be higher among women who were exposed to the social norms of a more gender equal society. For instance, Kaiser (2007) finds that the pattern of a greater female job satisfaction does not hold in more gender equal countries such as Denmark, Finland and the Netherlands. Consistently, Perugini and Vladisavljević (2019), using a larger and more recent cross‐country sample, report similar results.…”

Section: Resultsmentioning

confidence: 99%

“…The apparent undesirable characteristics of vocations with a high concentration of female workers and generally lower monetary and nonmonetary compensations of these vocations, underscore the paradoxical nature of a gender job satisfaction gap in favour of women. The explanations offered for the pattern, although inconclusively verified by the data, mostly centre on the workers’ self‐selection (Wharton & Baron, 1987; 1991; Sousa‐Poza & Sousa‐Poza, 2000, 2003; Kaiser, 2007; Bender et al., 2005; Hauret & Williams, 2017).…”

Section: Literature Reviewmentioning

confidence: 92%

“…Accordingly, evidence has emerged that among younger and highly educated workers, the gender job satisfaction gap is smaller (Sousa‐Poza & Sousa‐Poza, 2003; Green et al., 2018; Sánchez‐Sánchez & Fernández Puente, 2019). There is also evidence that the gender equality norms prevailing in the society affect the gender job satisfaction gap (Kaiser, 2007; Perugini & Vladisavljević, 2019). These findings are compatible with Clark's ‘differential aspirations hypothesis’.…”

Section: Introductionmentioning

confidence: 99%

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

Dilmaghani

2021

Brit J Industrial Rel

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Using 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.

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Section: Resultsmentioning

confidence: 99%

Section: Literature Reviewmentioning

confidence: 92%

Section: Introductionmentioning

confidence: 99%

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

Dilmaghani

2021

Brit J Industrial Rel

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“…Berbeda dari penelitian lain yang berstatus wanita dan menikah memiliki tingkat kepuasan kerja tertinggi (Pagan, Haro, & Sanchez, 2016). Wanita memiliki tingkat kepuasan kerja keseluruhan yang lebih tinggi dibandingkan dengan pria, meskipun posisi jelas wanita yang kurang beruntung di pasar tenaga kerja (Kaiser, 2007).…”

Section: Pendahuluanunclassified

“…Kepuasan kerja yang lebih tinggi mungkin disebabkan oleh perbaikan dalam aspek obyektif pekerjaan baik karena ekspektasi yang berkurang atau karena aspek ketidakpuasan pekerjaan diremehkan sementara aspek yang menyenangkan diberi bobot yang lebih besar (Gazioglu & Tansel, 2006). Kepuasan kerja relevan untuk kinerja ekonomi secara keseluruhan, kepuasan kerja relevan dengan kebijakan sosial, yang tidak pernah terbatas pada masalah material semata (Kaiser, 2007)). Sumber daya manusia dianggap sebagai aset perusahaan yang sangat diperlukan, perusahaan harus memelihara dan meningkatkan kepuasan kerja karyawan, mempertahankan pekerja yang kompeten, mengurangi turnover, meningkatkan efisiensi kerja perusahaan secara keseluruhan, menunjuk personil yang sesuai untuk posisi yang sesuai, dan memotivasi karyawan untuk potensi penuh mereka (Tsai, 2018).…”

Section: Kerangka Penelitian and Hipotesisunclassified

Marital Status dan Gender: Investigasi Kepuasan Kerja Karyawan Hotel

Andriani

Disman

2019

JIMB

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Abstract. For employees in the hospitality industry, employee job satisfaction is an important factor because it will affect customer perceptions of service. Job satisfaction is an interesting topic to discuss, favoring companies in the field of research services at the front line. Companies must improve and enhance job satisfaction, through control variables that can increase job satisfaction such as marital status (single or married) and gender differences (male or female). This study discusses analyzing any indicators that give high priority to the satisfaction of hotel frontline employees. This study discusses differences in marital status and gender that affect job satisfaction in employees at hotels. The study uses a survey conducted on 152 frontline employees at three hotels in the city of Bandung. Presentation of data in table form or frequency distribution and cross tabulation (crosstab) with an analysis of trend trends in research, both those included in the low, medium or high categories. The results of this study provide evidence that frontline employees in hotels have the desire to achieve success in work (achievement), have responsibility in work, have a good working relationship between employees (interpersonal relations) and company policies and administration to get satisfaction in the category high.Keywords: Gender; Frontline Hotel employees; Job Satisfaction; Marital Status Abstrak. Pada karyawan di industri perhotelan, kepuasan kerja karyawan adalah faktor penting karena akan mempengaruhi persepsi pelanggan mengenai layanan. Kepuasan kerja merupakan topik yang selalu menarik untuk diteliti, dengan penekanan pada perusahaan di sektor jasa terutama penelitian pada karyawan frontline. Perusahaan harus memelihara dan meningkatkan kepuasan kerja karyawan, melalui control variable yang dapat mempengaruhi kepuasan kerja seperti marital status (lajang atau menikah) dan perbedaan gender (pria atau wanita). Penelitian ini bertujuan untuk menganalisis indikator apa saja yang memberikan pengaruh tinggi pada kepuasan kerja karyawan frontline hotel. Penelitian ini meneliti apakah perbedaan marital status dan gender mempengaruhi kepuasan kerja terutama pada karyawan frontline di hotel. Penelitian dengan menggunakan survei dilakukan terhadap 152 karyawan frontline pada lima hotel di Kota Bandung. Penyajian data dalam bentuk tabel atau distribusi frekuensi dan tabulasi silang (crosstab) dengan analisis ini akan diketahui tren dalam temuan penelitian, baik yang termasuk dalam kategori rendah, sedang atau tinggi. Hasil Penelitian ini memberikan bukti empiris bahwa karyawan frontline di hotel memiliki keinginan untuk mencapai kesuksesan dalam pekerjaan (prestasi), memiliki tanggung jawab dalam pekerjaan, memiliki hubungan kerja yang baik antara karyawan (hubungan interpersonal) dan kebijakan dan administrasi perusahaan untuk mencapai kepuasan kerja dalam kategori tinggi.Kata Kunci: Gender; Karyawan Frontline Hotel ;Kepuasan Kerja; Marital Satus

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Job Satisfaction

Fernández-Macias,

de Bustillo Llorente

2023

Encyclopedia of Quality of Life and Well-Being Research

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

Cited by 20 publications

References 13 publications

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

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

Marital Status dan Gender: Investigasi Kepuasan Kerja Karyawan Hotel

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