Sex differences in job satisfaction.

Measures of 5 separate aspects of job satisfaction gathered from 295 male workers and 163 female workers drawn from 4 different plants were analyzed with respect to the mean job satisfaction for the male and female workers. T2 analyses indicated that in 3 plants the female workers were significantly less satisfied than their male counterparts (p     

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 satisfaction with grandparenting.

177 grandmothers and 105 grandfathers completed mail questionnaires that consisted of 51 Likert-scale items covering demographic and family background and grandparenting satisfaction and perceived responsibilities (disciplining, caretaking, helping, advising). Ss were White and aged 45–90 yrs. Findings show that grandmothers' satisfaction scores significantly exceeded those of grandfathers and that perceived responsibilities for grandchildren's care and for helping grandchildren contributed to the satisfaction of both grandmothers and grandfathers. Results also indicate, however, that family and individual characteristics contributed to men's but not to women's satisfaction with grandparenting and different variables predicted men's and women's satisfaction scores. Possible sources of these gender differences are discussed. (8 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Effect of worker orientation differences on job attitude correlates.

Investigated correlations between various worker attitudes and job motivation, performance, and absenteeism for 290 skilled and semiskilled papermakers. The hypothesis that significant relationships occur more frequently for those employees who are least job involved was supported, inasmuch as they accounted for 84% of the significant correlations. Further analyses disclosed twice as many associations for skilled as for semiskilled employees. Thus, highly involved employees, more intrinsically oriented toward their job, did not manifest satisfactions commensurate with company evaluations of performance; they depended more on intrinsic rewards. Employees more detached from the job itself were more extrinsic in orientation and experienced gratifications more in line with company performance assessments due to their greater dependence on extrinsic rewards. (16 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Do cultural differences affect job satisfaction?

Attempted to assess more accurately the impact of culture on the need satisfactions of blue-collar employees by matching structural and technological variables in United States and Mexican plants. Results indicate that the Mexican Ss were more satisfied than Americans. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Ego-defensiveness as a determinant of reported differences in sources of job satisfaction and job dissatisfaction.

Administered the Marlowe-Crowne Social Desirability scale to 77 white- and blue-collar male employees who described the determinants of their present satisfactions and dissatisfactions during 3 work periods. It was found, especially in relation to the reported determinants of job dissatisfaction, that the higher the social-desirability score the greater was the tendency to respond in a manner predictable from F. Herzberg's 1959 2-factor theory. Results support V. Vroom's 1964 suggestion that Herzberg's results are in part a product of ego-defensive processes within individuals. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Explaining racial differences in job satisfaction: A reexamination of the data.

Reexamines the study of M. K. Moch (see record 1981-02256-001). Contrary to Moch, the present author argues that a substantial portion of the variance in job satisfaction associated with race was also associated with the hypothesized mediating structural, cultural, social, and social psychological factors, consistent with their hypothesized mediating role. (4 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Gender differences and similarities in the personality correlates of adolescent alcohol problems.

The personality traits of behavioral undercontrol (BU) and negative emotionality (NE) are associated with alcohol problems. The authors examined gender differences in the associations of BU and NE with alcohol problems in 710 adolescents (aged 11.9–19.7 yrs) recruited from community and treatment sources. Multiple measures were used to characterize each construct, and the specified 2-factor model provided a reasonably good fit to the data. ANCOVAs were used to examine each construct by gender across four groups: never-regular drinkers, regular drinkers, and those with DSM-IV alcohol abuse and alcohol dependence. Males had significantly higher BU and lower NE than did females. BU and NE both increased with degree of alcohol problems. However, there was not a significant Gender * Alcohol Group interaction for BU or NE. Although there are gender differences in levels of BU and NE, mechanisms of alcohol involvement related to these 2 personality traits may operate similarly in adolescent males and females. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Gender differences in fire fighter job stressors and symptoms of stress

This study described gender differences in fire fighter appraisal of job stressors and symptoms of stress. A sample of 670 male and 41 female fire fighters responded to an anonymous mail survey consisting of three standardized and investigator-developed questionnaires. Male and female fire fighter respondents were more similar than different on both job stressor and symptoms of stress measures. Five job stressors were ranked the most "bothersome" by both males and females during the last 10 shifts worked. These were: sleep disturbance, wage/benefit concerns, job skill concerns, substandard equipment, and safety concerns. Of these five job stress factors, only one gender difference was noted. Female fire fighters reported significantly higher scores than males on job skill concerns. Job discrimination reported by female respondents was significantly higher than for males (t = 3.51, p < .0001) even though it was not ranked among the five most stressful factors. Partial correlations computed between job stressors and symptoms of stress, while controlling for the number of years as a fire fighter, were of moderately high magnitude for both genders and similar to simple correlations computed. These results suggest that the number of years of service did not account for gender differences reported.     

Gender differences in the link between marital support and satisfaction in older couples.

Recent work on social support in marriage indicates that the link between marital satisfaction and social support is stronger for wives than husbands (D. Julien and H. J. Markman; see record 1992-08896-001). Hypotheses based on these findings and on studies of interpersonal perception were tested on a sample of 69 older married couples (mean age 74 yrs). The separate effects of giving, receiving, and reciprocity on spouses' marital satisfaction and well-being were examined. Analyzing the data separately for husbands and wives reveals that perceptions of social support in marriage are more strongly related to the marital satisfaction and general well-being of wives than husbands. Methodological and theoretical interpretations are offered that shed light on the differences between men and women in the meaning of social support in marriage. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Gender differences in correlates of disablement among the elderly in Egypt

Abnormal mechanical stress on pulmonary structures is associated with increased airway resistance and impaired gas exchange as a result of increased airway smooth muscle (ASM) deposition. Using an in vitro system with cultured ASM cells, we have demonstrated that cyclic deformational strain increases ASM cellular myosin and myosin light chain kinase. To determine if these contractile protein increases were accompanied by ultrastructural changes in cells indicating phenotypic modulation, cells subjected to strain were compared to cells grown under static conditions by transmission electron microscopy (TEM) and fluorescent staining. The strained ASM cells oriented perpendicular to the strain direction were more elongated and contained more actin stress fibers than identical cells grown under physically static conditions. The stress fiber bundles were thicker and reorganized parallel to the long axis of the cell. Marked increases in the numbers and lengths of focal adhesions between the cell membrane and the substratum were found by both TEM and immunostaining for talin. Mechanical strain thus increases organization of cytoskeletal elements in cultured ASM cells. Similar effects in vivo may serve to promote the expression of the contractile phenotype of cultured ASM cells independent of other in vivo factors and alter cell contractility. Increased organization of cytoskeletal elements might also increase the efficiency of signal transduction from the extracellular matrix into the cell interior.     

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)     

Underlying sources of job satisfaction.

Recent theories of job satisfaction generally assume 2 underlying types of job elements important to employee satisfaction: those in the work process which allow for self-actualization, and environmental elements in which the worker's rewards are physical and monetary. A parallel assumption pertains to the 2 types of employees for whom each of these is important. A validation of such constructs was attempted through factor analysis and indicated 3 underlying groups of job elements important to job satisfaction: social and technical environment, intrinsic work aspects, and recognition through advancement. The factor of greatest import to each employee was identified, and factored groups of employees were described in terms of their differing age, salary, and occupational patterns. No significant differences in overall job satisfaction among the 3 groups were found. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Gender harassment, job satisfaction, and distress among employed White and minority women.

This study tested the hypotheses that gender harassment is related to decreased job satisfaction and increased distress, and that White and minority women differ in their responses to it, in a sample of 385 women office workers. Over 70% reported exposure to gender harassment at work. As predicted, frequency of harassment was negatively correlated with job satisfaction and positively associated with an index of distress, assessed by self-reported somatic complaints, the Center for Epidemiological Studies Depression Scale (Radloff, 1997), and the reported use of alcohol for palliative coping. Minority status was unrelated to frequency of reported harassment or to responses to it. The tendency to focus on negative aspects of self and environment (negative affectivity) was statistically controlled. Findings indicate that gender harassment is a commonplace workplace stressor that warrants serious attention. (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)     

Job satisfaction and job survival.

Using a job satisfaction questionnaire constructed on previous samples, mail questionnaires were sent to 2,710 insurance agents, of whom 990 made a return. From these, matched samples of 99 survivors and 99 terminated agents were compared. The results "indicated that certain attitudes held by agents are significantly related to the criterion of survival-termination. It was also found that the proportion of agents expressing dissatisfaction with a particular item was not related to whether or not that item was predictive of the criterion. The data show that the validation of signed job satisfaction questionnaires leads to a much different kind of interpretation of the responses than is obtained from anonymous questionnaires." (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Work values and job satisfaction.

114 student airmen and 306 noncommissioned officers completed measures of job satisfaction and work values. Consistent relationships appeared between these 2 sets of variables. Evidence indicates that the job satisfaction variance controlled by work values is independent of that controlled by other variables. (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 mathematics.

Presents examples of disparate findings to show that it is not surprising that the debate about the magnitude of gender differences in mathematics continues in both the professional and lay communities. It is suggested that the media concludes prematurely that the mathematics performance of males is higher than females. (PsycINFO Database Record (c) 2010 APA, all rights reserved)