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Gender differences in job satisfaction

E S Mason1

  • 1Department of Management, Marketing & Human Resource Management, Brock University, St. Catharines, Ontario, Canada.

The Journal of Social Psychology
|April 1, 1995
PubMed
Summary
This summary is machine-generated.

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This study examined gender differences in job satisfaction among over 13,000 U.S. employees. Results support structural theory, suggesting workplace structures, not just socialization, influence job satisfaction for men and women.

Area of Science:

  • Organizational Psychology
  • Sociology of Work

Background:

  • Investigating gender differences in job satisfaction is crucial for understanding workplace dynamics.
  • Competing theories including socialization, structural, and social role theories offer different explanations for these differences.

Purpose of the Study:

  • To test competing hypotheses regarding gender differences in job satisfaction.
  • To determine the influence of socialization, structural factors, and social roles on job satisfaction across genders.

Main Methods:

  • Analysis of a large sample (over 13,000 employees) from diverse industries and organizations.
  • Utilized t-tests and effect sizes to compare job satisfaction between men and women in clerical and managerial roles.

Main Results:

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  • Found support for structural theory and partial support for social role theory.
  • Socialization theory lacked empirical support in this context.
  • Crucially, no significant differences were found in the sources of job satisfaction between U.S. women and men in management positions.

Conclusions:

  • Workplace structures play a significant role in shaping job satisfaction, independent of gender.
  • Social role influences contribute to job satisfaction differences, but socialization is less impactful.
  • Findings suggest a convergence in satisfaction sources for male and female managers.