Workplace harassment: Double jeopardy for minority women.

To date there have been no studies of how both sex and ethnicity might affect the incidence of both sexual and ethnic harassment at work. This article represents an effort to fill this gap. Data from employees at 5 organizations were used to test whether minority women are subject to double jeopardy at work, experiencing the most harassment because they are both women and members of a minority group. The results supported this prediction. Women experienced more sexual harassment than men, minorities experienced more ethnic harassment than Whites, and minority women experienced more harassment overall than majority men, minority men, and majority women. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

Job needs, job satisfaction, and job behavior of women manual workers.

Administered a forced-choice questionnaire and unstructured interview to 2159 female workers and 236 female ex-workers associated with electronics firms to investigate their attitudes to various aspects of their jobs. 21% of the present workers and 36% of the ex-workers expressed overall dissatisfaction with their jobs, which were of a highly rationalized type. Analysis of responses indicate the overriding importance of the actual work done as a determinant of job dissatisfaction. Analysis of reasons for leaving given by the ex-workers indicate that voluntary labor turnover resulted mainly from job dissatisfaction. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Black–White correlates of job satisfaction.

Multiple regression analysis of a sample made up of 3 independently drawn US national surveys (J. A. Davis, 1972, 1973, 1974) was used to estimate the correlation of 8 variables with job satisfaction among 275 Blacks and 1,748 Whites. Correlations were not large, and results were very similar for both races: With other variables controlled, age was the strongest predictor of job satisfaction, and social class, work autonomy, sex, and education showed no effects. Family income, supervisory position, and occupational prestige correlated with job satisfaction among Whites, but the relationships among Blacks are not significant. (21 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Gender differences in correlates of job satisfaction.

Compared the relationships between evaluations of specific job attributes and overall job satisfaction for men and women. Data from a 1977 national survey of 1,524 Canadians show differences between the sexes in assessed quality of job attributes. Although some hypotheses concerning gender differences for strengths of relation between evaluations and satisfaction were confirmed, the magnitude of these differences was small. Results are discussed in relation to changing attitudes toward work on the part of women. (French abstract) (19 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Interrelationships among measures of job satisfaction and general satisfaction.

For a sample of 41 male and 52 female civil service employees, correlations were determined among 2 measures of job satisfaction (SRA Employee Inventory and Brayfield-Rothe Job Satisfaction Index) and 2 measures of attitudes toward life in general (Weitz General Satisfaction Test and Rundquist-Sletto Morale Scale). All the intercorrelations were moderately positive and significant for the males, but only the intercorrelation between the two general satisfaction measures was significant for the females. 15 references. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Gender differences in job strain, social support at work, and psychological distress.

Using the demand-control-support model of job strain, the authors examined gender differences in the relationship between psychosocial work exposures and psychological distress in a cross-sectional sample of 7,484 employed Canadians. Compared with low-strain work, high-strain and active work were associated with a significantly higher level of distress in both men and women. Differences in psychological distress in relation to psychosocial work exposures were greater for men than for women. Low social support was associated with higher distress across all categories of job strain, and the combined effect of low social support and high job strain was associated with the greatest increase in distress. This pattern was similar in men and women. This study suggests that psychosocial work exposures may be a more significant determinant of psychological well-being in male workers compared with female workers. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

White therapist and female minority clients: Gender and culture issues.

Discusses ramifications of a White female therapist working with female minority clients. The personality of the therapist and the meaning of White and minority to him/her appear to be important variables for success with minority clients. It is argued that therapy with minorities must always be viewed in the context of one's own political perspective, attitudes, and biases and that racial homogeneity for client and therapist is less important than interpersonal trust in a situation of gender likeness and equality. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Correlates of job satisfaction and job dissatisfaction among female clerical workers.

Correlated degree of overall satisfaction, overall dissatisfaction, and overall satisfaction/dissatisfaction with measures of satisfaction/dissatisfaction with several aspects of the work situation for 160 female clerical workers. Tabulations were made of responses to open-ended questions concerning reasons for positive and negative feelings about the company. The results of these analyses offer no support for the 2-factor theory of job satisfaction, but are consistent with the traditional framework in which any variable can be both a "satisfier" and a "dissatisfier." (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Causal connections among managers' merit pay, job satisfaction, and performance.

Used the frequency-of-change-in-product-moment and cross-lagged correlation techniques to analyze field study data obtained from 62 managers over 2 yrs. Results indicate that merit pay caused satisfaction and increased the correlation between these 2 variables. Satisfaction was an effect and not a cause of performance. Performance increased the correlation between performance and satisfaction. The merit-pay-causes-performance hypothesis was not supported, but results suggest the possibility of reciprocal causation. (20 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Correctional psychologist burnout, job satisfaction, and life satisfaction.

Corrections is a stressful environment, but do correctional psychologists experience greater levels of occupational burnout and life stress than other public sector and nonpublic sector psychologists? Data collected from 203 doctoral level psychologists including correctional (CR; n = 44), Veteran's Affairs (VA; n = 56), public psychiatric hospital (PPH; n = 54), and university counseling centers (CC; n = 49) indicated that CR psychologists do experience significantly more occupational burnout relative to VA and CC psychologists. Furthermore, CR and PPH psychologists reported significantly less job satisfaction than CC psychologists. Although psychologists working in PPH settings reported significantly lower levels of life satisfaction than VA and CC psychologists this was not the case for CR psychologists. Professional identity related to occupational setting emerged as a significant predictor of occupational burnout. Implications of these findings are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Status, job satisfaction, and factors of job satisfaction of state institution and clinic psychologists.

"In this report we will compare psychologists with other mental hygiene professionals—psychologists in state schools and hospitals with psychologists in clinics." Ss were 80 psychiatrists, 80 psychologists, 80 social workers, 80 teachers, 80 nurses (40 of each group in state institutions and 40 in nonstate institutions) and, in addition, 59 upper middle class and 51 lower middle class Ss. There is "limited support for the hypothesis which states that status and job satisfaction are related." The hypothesis that "the status of state institution psychologists is lower than that of clinic psychologists, is generally substantiated." The hypothesis that "there are differences in the job satisfaction of the two groups of psychologists finds some support." (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Job satisfaction among physicians employed in public health services

For several years the high turnover of doctors in municipal public health positions has been a cause of concern in Norway. More information on the causes of the higher turnover, and of factors that could promote greater satisfaction, could provide a basis for discussing what needs to be done. In order to find out the main sources of satisfaction, or dissatisfaction, and their relative importance, a questionnaire was mailed to all doctors in public health positions from 1988 through 1991. They were asked about 12 different aspects of their jobs and general family well-being. 218 (81%) of the doctors who had held such a position for the whole period ("the stable"), and 98 (87%) of those who had quit ("the quitters") responded. Sources of great satisfaction were opportunities for outdoor recreation and the well-being of the family. The doctors were least satisfied with the level of income and the heavy load of work. When asked to state the most important sources of satisfaction, both stable and quitters gave first priority to the professional content of the work and collaboration with colleagues. The stable also gave high priority to general family well-being. For the quitters, an important negative factor was the heavy work load. About 27% of the stable and 42% of the quitters thought the job required too much effort. More of the stable group than of the quitters felt professionally competent, and that they were doing a good job. On the other hand, more of the quitters than of the stable group felt they had little influence on the local health policy, and that the job was uninteresting. In the efforts to reduce the turnover of doctors in public health positions, the health authorities should consider the wider aspects of the job, not just the wage. To increase stability and job satisfaction, greater attention should be given to the professional content of the work, the need for professional collaboration, and the heavy work load.     

Age and job satisfaction among males and females: A multivariate, multisurvey study.

A study of 1,080 White male and 461 White female respondents to 3 recent national sample surveys (J. A. Davis, 1972, 1973, 1974) reveals, for both sexes, a moderate but consistent positive correlation between age and job satisfaction. The correlation may result from influences associated with aging or cohort membership, or both. Tests, through partial correlation analysis, of one "aging" and one "cohort" explanation yield largely negative evidence. The correlation among males, however, seems likely to result to some degree from an increase with aging in extrinsic job rewards. (16 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Emotional distress and urinary incontinence among older women.

Objective: Examined appraisals of interference and personal tolerance in the prediction of distress among women experiencing urinary incontinence (UI). Design: Interviewed women volunteering for a behavioral treatment for UI. Women were interviewed at baseline; follow-up assessments were conducted 6 weeks and 6 months later. Measures of perceived interference, tolerance, condition-specific emotional distress, symptom severity, general intelligence, and depressive symptoms were administered. Participants: 131 women (mean age = 66.6 years, SD = 8.4; range 55-90) with reported involuntary loss of urine at least once a week prior to participation. Main Outcome Measure: Emotional distress attributed to UI. Results: Path analyses indicated that greater tolerance was associated with less interference imposed by UI. Greater tolerance was also associated with less distress. Symptom severity (frequency of UI episodes, nocturia, and objectively determined fluid loss) indirectly influenced emotional distress through perceived interference. Cognitive appraisals of interference and tolerance were stable over time. Conclusions: These data indicate that appraisals of personal ability to tolerate the condition and interference of the condition on goal-directed behavior and expected activities have greater influence on emotional distress than does severity of condition-specific symptom. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Objective and subjective work monotony: Effects on job satisfaction, psychological distress, and absenteeism in blue-collar workers.

The relation of objective work conditions (work underload, repetitive or varied work) and subjective monotony to job satisfaction, psychological distress, and sickness absence was examined in 1,278 male and female workers. Subjective monotony was moderately related to the objective work conditions. Hierarchical regression analyses showed that the effects on all outcomes were partially mediated by subjective monotony and were also directly related to repetitive work and work underload. Job satisfaction and psychological distress were mainly related to subjective monotony, whereas sickness absence was equally related to the work conditions and subjective monotony. The highest impact was observed for short-cycle repetitive work. Testing sex interactions revealed that sickness absence was related to the work conditions in women but not in men. The findings highlight the significance of noting the actual work conditions in predicting employee outcomes. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Gender and the relationship between perceived fairness of pay or promotion and job satisfaction.

J. Brockner and L. Adsit (1986) found that satisfaction with an exchange relationship was more strongly related to perceptions of equity among men than women. A. Kahn (1972) reported that men were more likely than women to distribute outcomes to individuals in direct proportion to their input. The authors evaluated potential gender differences among 12,979 personnel in 30 different organizational systems in (1) correlations between fairness and job satisfaction scores and (2) standardized group differences in the perceived amounts of pay and promotion fairness and expressed levels of facet and global job satisfaction. The fairness–satisfaction relationship was not higher for men, and there were no practical differences in fairness perceptions and job satisfaction between men and women. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Relationship of job characteristics to job involvement, satisfaction, and intrinsic motivation.

Administered questionnaires to 291 scientists working in research and development laboratories. Results of a factor analysis indicate that job-involvement attitudes, higher order need-satisfaction attitudes, and intrinsic-motivation attitudes should be thought of as separate and distinct kinds of attitudes toward a job. These 3 types of attitudes related differentially to job design factors and to job behavior. Satisfaction proved to be related to such job characteristics as the amount of control the job allowed the holder and the degree to which it is seen to be relevant to the holder's valued abilities. Satisfaction was not related to either self-rated effort or performance. Job involvement, like satisfaction, bore a significant relationship to certain job characteristics; unlike satisfaction, however, involvement was positively related to self-rated effort. Intrinsic motivation was less strongly related to the job characterisitcs measured, but was more strongly related to both effort and performance than was either satisfaction or involvement. (15 ref.) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Job satisfaction, job performance, and situational characteristics.

How are job satisfaction and performance related to the variables of the situation? S were approximately 2500 workers in 72 warehouses of 1 company. Job satisfaction was measured by questionnaire items. Factor analysis was used to relate the variables of quantity, quality, profitability, turnover, size of workforce, city size, wage rate and unionization and percentage of males. Job satisfaction was highest with the greatest productivity and profit. Small town culture had the most satisfaction and performance. From Psyc Abstracts 36:01:3LH65K. (PsycINFO Database Record (c) 2010 APA, all rights reserved)