How satisfied are they and why? A study of job satisfaction, job rewards, gender and temporary agency workers in Australia

Aletraris, Lydia

doi:10.1177/0018726709354131

Cited by 103 publications

(114 citation statements)

References 51 publications

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“…1 1 Other studies refer also to the perceived importance of job attributes, but denote this as work value (Clark, 1996;Kalleberg, 1977), aspiration level or preferences which indicate aspiration levels (Aletraris, 2010;Schokkaert et al, 2011).…”

Section: Determinants Of Job Satisfactionmentioning

confidence: 49%

You can’t always get what you want: gender differences in job satisfaction of university graduates

Bönte

Krabel

2014

Applied Economics

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Standard-Nutzungsbedingungen:Die Dokumente auf EconStor dürfen zu eigenen wissenschaftlichen Zwecken und zum Privatgebrauch gespeichert und kopiert werden.Sie dürfen die Dokumente nicht für öffentliche oder kommerzielle Zwecke vervielfältigen, öffentlich ausstellen, öffentlich zugänglich machen, vertreiben oder anderweitig nutzen.Sofern die Verfasser die Dokumente unter Open-Content-Lizenzen (insbesondere CC-Lizenzen) zur Verfügung gestellt haben sollten, gelten abweichend von diesen Nutzungsbedingungen die in der dort genannten Lizenz gewährten Nutzungsrechte. Abstract: Previous literature stressed on the gender differences in job satisfaction and the factors influencing the job satisfaction of men and women. Two rationales are usually provided for the finding that women tend to be relatively more satisfied with their jobs than men although disadvantaged in labour markets: first, women may have relatively lower expectations of career and income, and second, they may attach relatively less importance to extrinsic rewards than men. In order to analyse whether substantial gender differences exist already at the beginning of the career, we employ information of over 20000 graduates collected through a large-scale survey of German university graduates who recently entered the labour market. We find that the job satisfaction of female graduates is on average slightly lower than the job satisfaction of male graduates, but our results do not point to substantial gender differences. , 1987;Hull, 1999;Kaiser, 2007) than men's. At first glance, this seems to be somewhat surprising, since there is ample evidence that women are disadvantaged in labour markets. They are less likely to climb the career ladder, their salaries are often lower than those of men, even if they do comparable jobs, and they have more difficulties in finding jobs matching their qualification (Hodson, 1989;Weinberger, 1998;Azmat et al., 2006). Terms of use: Documents in EconStor mayThe literature on job satisfaction offers two major explanations for these apparently paradox findings: First, it is argued that the relatively high level of job satisfaction of women may be explained by their relatively low expectations (Sloane and Williams, 2000; Sousa-Poza and Sousa-Poza, 2000). Long (2005) and Clark (1997), for instance, find that women have lower expectations of promotion prospects or pay from work as compared to men. Second, it is argued that women's valuation of job satisfaction is shaped by other job attributes as men's.While income and career opportunities may be less important for women, women may attach more importance to job attributes such as interesting work content and good work schedules (Bokemeier and Lacy, 1987;Clark, 1997;Babcock et al., 2003;Bender et al., 2005 1997). Third, and most importantly, our data allows for an investigation including both the level of importance attached to job attributes and the perception of actual job rewardsdistinct for the different job attributes analysed. Thus, we are able to directly test the hypothe...

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Section: Determinants Of Job Satisfactionmentioning

confidence: 49%

You can’t always get what you want: gender differences in job satisfaction of university graduates

Bönte

Krabel

2014

Applied Economics

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“…Hierarchical multiple regression analysis was used to test the hypotheses. Following an approach adopted by other researchers (Aletraris, 2010;Bender, Donohue, & Heywood, 2005;Huang & Gamble, 2015), the sample was divided and tested for men and women separately.…”

Section: Methodsmentioning

confidence: 84%

Job demands–resources: a gender perspective on employee well-being and resilience in retail stores in China

Huang

Xing

Gamble

2016

The International Journal of Human Resource Management

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Organisational resilience can be promoted through human resource management practices that enhance individual employees' well-being and ability to cope with adversity. However, the extant literature tends to neglect the influence of gender on employee well-being and resilience. Shopfloor employees in retail stores often undertake demanding roles, characterised by considerable pressure and low pay, and attendant high levels of employee turnover. Drawing on the job demands-resources model, by analysing data collected from 697 employees at foreign-invested retail stores in China, this paper found that workload and employee participation in decision-making had a similar impact on the well-being of both male and female employees. However, the impact of job security and emotional demands on employees differed by gender. This paper extends the job demands-resources model by articulating the influence of gender on employee well-being. Additionally, its empirical insights, drawn from an emerging economy context, enable a contribution to the literature on employee well-being and resilience. Relevant implications for human resource management and resilience are discussed.

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“…Previous research comparing THAs to non-THAs showed that lack of autonomy was one main reason for the lower job satisfaction of agency workers (Aletraris, 2010). Our findings suggest that the lower autonomy and skills utilization of agency workers may be due at least in part to the roles agency workers have in client organizations.…”

Section: Discussionmentioning

confidence: 99%

Job quality in triadic employment relations: Work attitudes of Norwegian temporary help agency employees

Kalleberg

Nesheim

Olsen

2015

Scandinavian Journal of Management

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How satisfied are they and why? A study of job satisfaction, job rewards, gender and temporary agency workers in Australia

Cited by 103 publications

References 51 publications

You can’t always get what you want: gender differences in job satisfaction of university graduates

You can’t always get what you want: gender differences in job satisfaction of university graduates

Job demands–resources: a gender perspective on employee well-being and resilience in retail stores in China

Job quality in triadic employment relations: Work attitudes of Norwegian temporary help agency employees

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