GENDER DIFFERENCES IN JOB SATISFACTION

This article analyzes gender differences in job satisfaction among full-time workers. Why do women report equal or greater job satisfaction than men in spite of objectively inferior jobs? Analysis reveals few differences between men and women in the determinants of job satisfaction when considering job characteristics, family responsibilities, and personal expectations. Little support is found for theories that men and women: (1) focus on different aspects of work in arriving at a given level of job satisfaction; (2) differentially condition their job satisfaction according to the extent of their family responsibilities; and (3) employ different personal expectations in evaluating their jobs. Two alternative explanations for women's relatively positive job attitudes are considered. First, women may arrive at a higher level of job satisfaction than men by using different comparison groups. Second, men may be more willing to verbalize dissatisfaction with work because of different socialization. The most likely explanation is that these processes operate in conjunction to produce greater reported job satisfaction among women.     

Emotional and Physical Satisfaction in Noncohabiting,Cohabiting, and Marital Relationships: The Importance of Jealous Conflict

This article examines whether associations between marital status and emotional and physical satisfaction depend on jealous conflict associated with expectations about sexual exclusivity. Using data from a representative sample of 681 women and men drawn from the city of Chicago and its inner suburbs, this study estimated logistic regression models of jealous conflict and ordered logistic regression models of adults' reported emotional and physical satisfaction of their relationships. The results show that marriages are less exposed to jealous conflict than cohabiting and noncohabiting relationships. Regarding emotional and physical satisfaction, their associations with marital status were contingent upon whether individuals reported jealous conflict in their relationships. Specifically, in relationships without jealous conflict, married couples were more emotionally satisfied than noncohabiting couples. Married couples, but not cohabiting and noncohabiting couples, had significantly lower emotional and physical satisfaction when jealous conflict occurred. Cohabitors were not less emotionally or physically satisfied than married respondents. Overall, this research supports the argument that sexual exclusivity expectations are important for understanding the link between marital status and relationship quality.     

Attitudes About Remarriage in Malta

This study investigated the attitudes about remarriage of married and previously married Maltese people. Respondents were selected using stratified random sampling; 810 men and 1,196 women answered a questionnaire by means of computer-assisted telephone interviewing. The majority (67.4%) of respondents did not consider remarriage. Remarriage was more likely to be considered by respondents who were younger, previously married, nonparents, had children who were not all born within marriage, and were of higher socioeconomic status. The study highlights the differences in attitude according to gender and marital status. The fact that pro-remarriage attitudes were endorsed by 32.6% of respondents and that these were more likely to come from nontraditional family forms suggests that family life in Malta is no longer dictated by normative social imperatives. The need for the legal protection of families headed by cohabiting partners is highlighted.     

Motives for flexible work arrangement use

This study investigated employees’ motives for using two types of flexible work arrangements (FWA), flextime and flexplace. Using a sample of workers with high job flexibility (university academics), we examined both the prevalence of different motives (life management and work-related) and how these motives vary according to several individual differences (gender, family responsibility, marital status, and work-nonwork segmentation preferences). Overall, results indicated that employees are more driven to use FWA by work-related motives than by life management motives. Those with greater family responsibilities and those married/living with a partner were more likely to endorse life management motives, whereas individuals with greater segmentation preferences were more motivated to use FWA by work-related motives. Findings regarding gender were contrary to expectations based on traditional gender roles, as there were no gender differences in life management motives but women more highly endorsed work-related motives than did men. The main implications of the findings are that individuals recognize FWA as not only a work-family policy, but also as a potential means to increase productivity. Individual differences relate to why workers use available flexible policies. Additional theoretical and practical implications are discussed.     

Antecedents and Outcomes of Work Family Conflict Among Employed Women and Men in Finland

The aim of this study was to examine theprevalence, antecedents, and consequences of work familyconflict among employed women and men in Finland. Thedata were obtained by questionnaire from a sample of 501 employees working in four organizations.The results showed that work family conflict was moreprevalent than family work conflict among both sexes,but that there were no gender differences inexperiencing either work family or family work conflict.Family work conflict was best explained by family domainvariables (e.g., number of children living at home) forboth sexes, and work family conflict by work domain variables (e.g., full-time job, poorleadership relations) among the women, and by higheducation and high number of children living at homeamong the men. Family work conflict had negativeconsequences on family well-being, and work family conflict,in particular, on occupational well-being. The findingssuggest that in particular improvements in working lifeare needed to prevent problems in the work family interface.     

Gender Differences in the Effect of Job Characteristics on Work‐to‐Family Conflict in Japan: Application of the Job Demands‐Resources Model into Japanese Population1

This article uses the job demand‐resources (JD‐R) model to analyze the Japanese population and gender differences in work‐to‐family conflict in Japan. Using data from the International Social Survey Programme in 2015, the study addresses four main questions: (i) does the JD‐R model apply to the Japanese population? (ii) which gender is more likely to experience work‐to‐family conflict? (iii) does gender moderate the relationship between work‐related factors and work‐to‐family conflict? and (iv) do different factors predict work‐to‐family conflict between men and women? The findings show that the JD‐R model applies in part to the Japanese population, and women are more likely to experience a higher level of work‐to‐family conflict than men. There are also different factors predicting work‐to‐family conflict by gender, even though gender does not moderate the relationship between work‐related factors and work‐to‐family conflict. This article points out the peculiar Japanese social and cultural contexts that lead to gender differences in work‐to‐family conflict. It offers two solutions: (i) legal regulations to reduce working hours and the frequency of working on weekends to prevent work from intruding on family life; and (ii) changes to the work environment to make women workers more comfortable at work because of the male‐dominated workplace and Japanese culture on family gender roles in Japan.     

Women and plant closings: Unemployment,re-employment,and job training enrollment following dislocation

Major changes in the U.S. economy are leaving blue collar women vulnerable to extended unemployment, permanent job loss, or re-employment at lower wage and benefit levels. Consequently, retraining for other jobs may be a virtual necessity. Information about factors associated with women's employment status after job loss may be useful to policy makers and program planners providing assistance or training to dislocated women. This study of women workers, who are dislocated from jobs in textile and apparel plants in Georgia, identifies the differences between women who are unemployed, re-employed, or enrolled in job training programs following job loss. Findings suggest that stage of the family life cycle and the demands of combining production work and family responsibilities contribute to women's experience of unemployment and their labor market participation.     

More Control,Less Conflict? Job Demand–Control,Gender and Work–Family Conflict

The connection between working hours and work‐to‐family conflict has been established in a number of studies. However, it seems what is important is not only the quantity of work but also its quality, as captured by the job demand–control model. Survey data from 800 Swedish employees show that job demands spill over negatively into family life, while job control reduces work‐to‐family conflict. Interestingly, women in jobs with high demands and high control — regarded as the prototype for modern, flexible work life — do not experience more work‐to‐family conflict than men, even when working the same hours.     

The Experience of Work–Family Conflict Among Divorced Parents in Flanders

This study investigates the difference between married and divorced parents, accounting for gender and relationship status after divorce. It also provides insight into differences within the category of divorced parents. Data from 769 married and 1,424 divorced parents were analyzed using logistic regression analysis. The results identify a complex interplay among marital status, relationship status, and gender. For mothers, both marital and relationship status have an impact on work–family conflict. For fathers, it is the presence of a partner that affects the interference of family with work. Gender, working hours, and child’s presence were identified as important factors influencing work–family conflict among divorced parents.     

Spillover Between Marital Quality and Job Satisfaction: Long‐Term Patterns and Gender Differences

We used data from a 12‐year panel survey of a nationally representative sample of married individuals (not couples) and structural equation modeling to investigate the process of spillover between marital quality (satisfaction and discord) and job satisfaction among married individuals. We considered three questions: whether job satisfaction and marital quality are related over the long term, whether influence flows primarily from work to family or if there is a pattern of mutual effects between job satisfaction and marital quality, and whether job satisfaction and marital quality are related in similar ways for married women and married men over the long term. We found that marital quality and job satisfaction are related over the long term and that marital quality is the more influential of these domains. We found evidence of both positive and negative spillover from marital quality to job satisfaction over the long term. Specifically, increases in marital satisfaction were significantly related to increases in job satisfaction, and increases in marital discord were significantly related to declines in job satisfaction. Finally, our results indicated that these processes operate similarly for married women and married men.     

Economic consequences of marital dissolution for blacks

Paying particular attention to the economic impact of post-divorce on black survey respondents of both sexes, "this study analyzes Weitzman's suggestion that men and women lose economic well-being in the first year after divorce. Family incomes of divorced women and men are compared with [those of] their married counterparts for five SES [socioeconomic status] categories. Using t-tests, it was found that, for most categories, for both genders, incomes of divorced persons were lower than incomes of married persons. Family incomes were regressed against a set of four control variables and a marital status variable. The marital status variable was statistically significant for four of the five SES categories for females. This was not true for males. Policy implications are considered." The geographical focus is on the United States.     

The times they are a changin': marital status and health differentials from 1972 to 2003

Although the meanings and rates of being married, divorced, separated, never-married, and widowed have changed significantly over the past several decades, we know very little about historical trends in the relationship between marital status and health. Our analysis of pooled data from the National Health Interview Survey from 1972 to 2003 shows that the self-rated health of the never-married has improved over the past three decades. Moreover, the gap between the married and the never married has steadily converged over time for men but not for women. In contrast, the self-rated health of the widowed, divorced, and separated worsened over time relative to the married, and the adverse effects of marital dissolution have increased more for women than for men. Our findings highlight the importance of social change in shaping the impact of marital status on self-reported health and challenge long-held assumptions about gender, marital status, and health.     

The Role of Marital Status and Age on Men’s and Women’s Reactions to Touch from a Relational Partner

Prior research has consistently documented differences between men’s and women’s reactions to being touched by other people. One of the more interesting findings in this literature is the apparent role of marital status in dramatically altering these sex differences in reactions to intimate touch. Unmarried men tend to respond more favorably to intimate touch than unmarried women do, but this difference is reversed among married people. However, research that documented this effect has potentially confounded marital status with age. Participants in this investigation were 305 adults, ranging in age from 18–69. They completed an extensive survey of their reactions to touch to various body regions from a significant other. Results indicated that men had uniformly more positive reactions to intimate touch than women did. For non-intimate touch, the sexes were more comparable in their reactions. This investigation once again documented a disordinal sex by marital status interaction. Unmarried men had generally more positive reactions to touch than unmarried women did and this pattern was reversed among married participants. When statistically controlling for participants’ age, these interactions were still evident.     

In search of family-friendly careers? Professional strategies,work conditions and gender differences in work–family conflict

The aim of this paper is to investigate whether women in a dual-earner context acquire family-friendly jobs as a strategy to keep work–family conflict down. The analysis is based on a survey of newly graduated highly educated men and women in five occupations in Sweden (n?≈?2400). The sample was stratified by occupation and gender to minimize the influence of factors other than gender. The results show that women are more family-oriented, but also more career-oriented than men in their professional strategies. In their jobs, women have less control over work and schedules than men but a similar level of work demands. However, women face lower requirements for employer flexibility (e.g. frequent over time) and this is related to their professional strategies. Finally, women report a higher level of work–family conflict than men in the same occupation, but this gender difference becomes non-significant when accounting for women’s lower level of control. In sum, women in this sample clearly aim for both family and career and do not acquire family-friendly jobs, but aim to avoid ‘family-unfriendly’ requirements for constant availability. To some extent, this enables them to limit their work–family conflict but due to their lower control over work, women still experience more conflict than men in the same occupation.     

The nature of work and the stress of higher status

Are occupational and work conditions associated with work-to-home conflict? If so, do those associations vary by gender? Among a sample of adults in Toronto, Canada, we found that men and women in higher-status occupations reported higher levels of work-to-home conflict than workers in lower-status jobs. In addition, we observed higher levels of work-to-home conflict among workers who are self-employed and among those with more job authority, demands, involvement, and longer hours. The only significant gender-contingent effect was found for nonroutine work, which is associated positively with work-to-home conflict among men but not women. Higher levels of job demands, involvement, and hours among individuals in higher-status occupations significantly contribute to occupation-based differences in work-to-home conflict. Moreover, despite some overlap, these work conditions have largely independent associations with work-to-home conflict. Results generally support the "stress of higher status " hypothesis among both women and men. Although higher-status positions yield many rewards, such positions are not impervious to inter-role stress, and this stress may offset those rewards.     

Job Segregation and Gender Differences in Work-Family Spillover Among White-Collar Workers

We test two propositions in this paper: (1) work-family conflict varies with gender composition and hours on the job; and (2) women will experience more tension between work and family responsibilities than will men. Using a sample of white-collar workers, we measured work-family conflict with a composite scale tapping negative job-to-home spillover. Workgroup composition had no effect on men's reported work-family conflict, while work hours was positively associated with work-family conflict. For women, longer work hours and tokenism in the immediate workgroup increased perceptions of work-family conflict, but unexpectedly, the interaction of work hours and tokenism was negatively related to work-family conflict. We explored several possible arguments for this contrary finding.     

Support,Demands, and Gender Ideology: Exploring Work–Family Facilitation and Work–Family Conflict Among Older Workers

Only recently have researchers begun to investigate issues surrounding the work experiences of individuals in late midlife. This article contributes to the literature on work–family facilitation and conflict among older workers. I focus specifically on the extent to which gender ideology is associated with facilitation and conflict and whether that relationship differs for women and men. Using a sample of older workers (n = 2,253), I find that gender traditional respondents are more likely to report work–family conflict than are nontraditional respondents, with no corresponding association for work–family facilitation. There are no sex differences in the effect of gender ideology on facilitation or conflict. Results are discussed in the context of the importance of understanding the work–family interface among older employees.     

Work satisfaction in a rapidly feminized profession: assessing the intersection of gender,parenting and support resources among veterinary doctors

Abstract

Women typically hold jobs in which they experience less pay and less favorable working conditions than men in comparable positions. Despite these differences, women report similar or even higher levels of work satisfaction. Most studies explaining work satisfaction and gender focus on workplace rewards as potential explanatory variables. Little is known about the relevance of support resources from the family domain in relation to women’s and men’s work satisfaction. Finally, the relevance of support resources has not been studied in high-status professions where women have quickly become more highly represented numerically. Using quantitative survey data from a sample of married veterinary doctors (N?=?311), we explore the influence of work and family-based support resources. Specifically, we examine the relationship between work satisfaction and three sources of support: coworkers, family, and spouses. We also explore whether parental status has moderating effects for women and men with these resources in association with work satisfaction. We find that mothers are more satisfied than fathers. Parenthood and supportive family engagement are strong predictors of women’s work satisfaction. Coworker support is a salient predictor of work satisfaction for all, especially for men who are fathers. Implications for men and women working in high-status professions are discussed.     

To work or not to work? Immigrant women and work between constraints and opportunities: a comparison between Lombardy and Cataluña

The aim of this article is to analyse how family constraints, in term of gender roles and child-care responsibilities, affect the behaviour and attitudes of immigrant women towards work, comparing Italy (Lombardy) and Spain (Barcelona). Moreover, personal skills, the economic crisis, and the limited job opportunities for migrants (who access mostly low-qualified jobs) also play a role in the employment status of immigrant women. Therefore, we are interested in understanding the reasons that make women decide to work (or seek a job) or not, and how they feel about their work or their unemployed status. We will analyse 72 interviews (47 in Italy and 25 in Spain) with working and non-working women of different nationalities, taking into account years of staying in the hosting country, family composition, level of education, and kind of job, in order to combine these different aspects with the attitudes and outcomes towards work.     

Spousal Interdependence in Turnover Decisions: The Case of Israel's Medical Sector Employees

Gender-related labor behavior traditionally has been sensitive to and symptomatic of changes in the labor force and the social structure. Two developments in family life call into question the traditional gender model of work behavior, which posits the family versus job dichotomy: (a) the greater share of economic responsibilities assumed by female spouses, and (b) the greater male involvement in family life within married couple families. A multivariate model that encompasses demographics, work conditions, and family constraints was regressed on the actual turnover behavior of male and female spouses. The analysis reveals that male and female respondents differ in the importance they assign to employment conditions and work attitudes, but they do not differ in the importance they assign to the other spouse's employment and family responsibilities when a turnover decision is considered. These findings support the notion of spousal interdependence in turnover decisions. This interdependence nevertheless is asymmetrical, since the turnover antecedents are caused by the impact of different predictors for men and women.