The Same-Sex-Referent-Work Satisfaction Relationship: Assessing the Mediating Role of Distributive Justice Perceptions

Buchanan, Tom

doi:10.1080/00380237.2008.10571329

Cited by 14 publications

(10 citation statements)

References 44 publications

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“…After examining descriptive differences for each group, we run four sets of ordinary least-squares regressions by group to examine the relationship of childcare and household labour hours, and market work hours on the gender income gap. This is a three-stage version of Baron and Kenny's (1986) mediation process as used by Buchanan (2008) to test for mediation. In this process, our goal is to evaluate the gender gap in income while performing the following steps of mediation analysis.…”

Section: Methodsmentioning

confidence: 99%

Examining the family dynamics of the Canadian gender income gap

2021

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We use the 2015 Canadian time diary data to examine the gender income gap in relation to time spent doing domestic (household and childcare) and market work. Specifically, we highlight the impact of relationship and parenting status by comparatively examining three groups: single without children, married without children, and married with children (N = 10,573). After controlling for household labour and market work hours, we find that the gender income gap is negligible for those who are single without children. The gender income gap for married couples without children is much larger. The largest gender income gap exists for married couples with children. When we examine married couples with children, accounting for hours spent on market and domestic work reduces the gap substantially. There is a mediating relationship of market work to the domestic work-income relationship. Domestic work is the largest contributor in the models predicting market work hours. We contribute to the understanding of gender-based income inequality by going beyond the conventional study of market work. Implications for reducing structural gender inequality in income by addressing both family and work spheres are discussed.

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Section: Methodsmentioning

confidence: 99%

Examining the family dynamics of the Canadian gender income gap

2021

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“…Literature has also shown the effects of workers’ workplace autonomy and perceived promotional opportunity on workers’ job demands (Buchanan, 2008; Banerjee and Perrucci, 2010). Following those examples, these two variables were used as control variables in order to make the study rigorous and comprehensive.…”

Section: Methodsmentioning

confidence: 99%

Gender, workplace support, and perceived job demands in the US and Indian context

Banerjee

Doshi

2020

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PurposeThe purpose of this paper is to explore the under-researched dynamics of gender, workplace support, and perceived job demands in two different contexts, the United States and India.Design/methodology/approachThe paper draws from two studies conducted in different contexts (the United States and India) via different methodological approaches (quantitative and qualitative, respectively). In Study I of this paper, data was collected using questionnaires from a nationally representative sample of adult workers in the United States. In Study II, interviews were conducted with 48 workers in India, selected using convenience sampling.FindingsIt was found that both in the United States and India, women perceived considerably greater job demands than men. In terms of workplace support, both the studies found that workplace culture and supervisors’ support influenced the perception of job demands, but the same was not true for coworkers’ support, which mainly helped in coping rather than actually reducing the perception of job demands.Research implicationsThe article contributes to research by concluding that job demands as a construct are not clearly segregated from gender demands or expectations, especially in the way women “perceive” it. Women construct job demands as “job-family” demands and workplace support as “job-family” support. Moreover, being a woman in the workplace, women feel the “burden” of gender.Practical implicationsIt would be useful for organizations and policy makers to understand that women remain “conscious” of their gender in the workplace, and for them, the meaning of job demands and workplace support are “job-family” demands and “work-family” support, respectively.Social implicationsThis research intends to contribute toward thinking about gender relations and empowerment of people within organizational and work settings from a new light.Originality/valueThe present study provides an alternative way of thinking about gender, job demands, and workplace support. Its value underlies in the way it raises the voices of women workers.

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“…Furthermore, high-status women compare themselves, in terms of pay, with other high-status men, rather than lower status women, given high-status men's closer proximity and positioning to high-status women (Gibson & Lawrence, 2010;Kulik & Ambrose, 1992), and these processes would likely operate differently in male-dominated occupations, as compared to more mixed-sex occupations. For example, when professional women compare themselves to professional men they express greater levels of dissatisfaction than when they compare themselves to other women, likely because professional women tend to be paid less than professional men and have poorer working conditions (Buchanan, 2008;Zanna, Crosby, & Loewenstein, 1987).…”

Section: Control Measuresmentioning

confidence: 99%

Underpaid Boss: Gender, Job Authority, and the Association Between Underreward and Depression

Schieman

Taylor

Narisada

et al. 2019

Work and Occupations

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Underreward is associated with depression—but is that association contingent upon job authority and other forms of status in the work role? And, do these patterns differ for women and men? Analyses of a national sample of American workers reveal that underreward is more strongly associated with depression among women with higher levels of job authority compared to similarly situated men. The authors then demonstrate that this pattern is amplified when other status elements are considered: income, skill level, autonomy, and decision latitude. These patterns are observed net of a range of sociodemographic measures, work stressors, and workplace sex composition. The findings of this study provide new insights about the gendered ways that job authority and other forms of status shape the association between underreward and depression. In doing so, the authors speak to diverse theoretical traditions related to distributive justice and engage with key ideas of reward expectation states theory. The efforts of the authors dovetail with recent interest in the gendered implications of authority and status as well as their connections to psychological distress.

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The Same-Sex-Referent-Work Satisfaction Relationship: Assessing the Mediating Role of Distributive Justice Perceptions

Cited by 14 publications

References 44 publications

Examining the family dynamics of the Canadian gender income gap

Examining the family dynamics of the Canadian gender income gap

Gender, workplace support, and perceived job demands in the US and Indian context

Underpaid Boss: Gender, Job Authority, and the Association Between Underreward and Depression

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