scholarly journals Something to Celebrate (or not): The Differing Impact of Promotion to Manager on the Job Satisfaction of Women and Men

2017 ◽  
Vol 32 (2) ◽  
pp. 407-425 ◽  
Author(s):  
Daniela Lup
Keyword(s):  
Job Satisfaction ◽  
Gender Gap ◽  
Women Managers ◽  
Fixed Effects ◽  
National Sample ◽  
Gender Status ◽  
Managerial Position ◽  
Differing Effect ◽  
Open Question ◽  
The Relationship

The literatures on gender status stereotyping and the ‘glass-ceiling’ have shown that women managers have more difficult job experiences than men, but whether these experiences result in lower job satisfaction is still an open question. Using fixed-effects models in a longitudinal national sample, this study examines differences in job satisfaction between women and men promoted into lower and higher-level management, after controlling for key determinants of job satisfaction. Results indicate that promotions to management are accompanied by an increase in job satisfaction for men but not for women, and that the differing effect lasts beyond the promotion year. Moreover, following promotion, the job satisfaction of women promoted to higher-level management even starts declining. The type of promotion (internal or lateral) does not modify this effect. By clarifying the relationship between gender, promotion to managerial position and job satisfaction, the study contributes to the literature on the gender gap in managerial representation.

Teacher-principal race and teacher satisfaction over time, region

2017 ◽  
Vol 55 (6) ◽  
pp. 624-639
Author(s):  
Samantha L. Viano ◽  
Seth B. Hunter
Keyword(s):  
Job Satisfaction ◽  
Fixed Effects ◽  
White Teachers ◽  
Ordinary Least Squares ◽  
Teacher Job Satisfaction ◽  
Southern Region ◽  
Content Type ◽  
Black Principals ◽  
The Relationship ◽  
Over Time

Purpose The purpose of this paper is to replicate prior findings on teacher-principal race congruence and teacher job satisfaction and extend the literature by investigating trends over time and if the relationship between race congruence and teacher job satisfaction differs by principal race and region. Design/methodology/approach The study sample comes from four waves of cross-sectional data, the nationally representative Schools and Staffing Survey, administered between 2000 and 2012. The analysis is conducted using ordinary least squares and school-year fixed effects with a comprehensive set of covariates. Findings The relationship between race congruence and teacher job satisfaction is attenuating over time and is likely explained by the lower job satisfaction of white teachers who work for black principals. Some evidence indicates teacher-principal race congruence has greater salience in the Southern region of the country. Find evidence that teachers with race-congruent principals report more workplace support than their non-race congruent colleagues. Research limitations/implications Future studies should investigate why racial congruence has more salience in the Southern region of the country and for white teachers who work with black principals. At the same time, results indicate that teacher-principal race congruence might no longer be a determinant of teacher job satisfaction, although further studies should continue investigating this relationship. Originality/value Findings on the changing nature of the relationship between principal-teacher race congruence and teacher job satisfaction over time as well as the differing nature of race congruence in the Southern region of the country are both novel findings in the literature.

Presence and Perceived Attitudes of other Family Members in the Home as They Relate to Employees' Job Satisfaction

1996 ◽  
Vol 79 (1) ◽  
pp. 151-160 ◽  
Author(s):  
Thomas J. Bergmann ◽  
Joyce Grahn ◽  
William J. Hannaford ◽  
James F. Wenner
Keyword(s):  
Job Satisfaction ◽  
Family Relations ◽  
Family Members ◽  
Principal Component ◽  
National Sample ◽  
Analysis Of Covariance ◽  
Five Factors ◽  
Employees Satisfaction ◽  
Professional Employees ◽  
The Relationship

Professional employees' job satisfaction and its relationship to the employees' family relations provide the focus of this study. Specifically, the study examined the presence and the perceived attitudes of other family members in the home and their relationship to the employees' job satisfaction. A national sample of 362 nurses completed a questionnaire measuring employees' job satisfaction, satisfaction with their ability to discuss positive aspects of work at home, the presence of family members in the home, and selected demographic characteristics. Multivariate analysis of covariance was used to test the hypotheses. The covariates were age, education, sex, organization experience, and employment status (hours of employment); and the dependent variables were five factors of job satisfaction generated through principal component analysis. Analysis indicated that both the employees' satisfaction with ability to discuss positive work accomplishments and the presence of a nonadult family member are related to the employees' job satisfaction. Areas of research to elucidate the relationship are identified.

scholarly journals Role Conflict, Role Ambiguity, Job Satisfaction And The Moderating Effect Of Job-Related Self-Esteem: A Latent Variable

2011 ◽  
Vol 10 (2) ◽  
pp. 106 ◽  
Author(s):  
Terry Gregson ◽  
John Wendell
Keyword(s):  
Job Satisfaction ◽  
Role Conflict ◽  
Latent Variable ◽  
Role Ambiguity ◽  
Self Esteem ◽  
National Sample ◽  
Certified Public Accountants ◽  
Linear Structural Relations ◽  
The Individual ◽  
The Relationship

<span>The relationship between job-related self-esteem, role ambiguity, role conflict, and job satisfaction for a national sample (n=216) of certified public accountants (CPAs) was examined. Job-related self-esteem is concerned with the evaluation that the individual makes regarding the influence of the individuals job on how they view themselves. The Rosenberg (1965) global self-esteem scale was modified to reflect job-related aspects. Linear structural relations (LISREL) was used to examine the relationships between job-related self-esteem, role ambiguity, role conflict, and job satisfaction. Job-related self-esteem was found to not be directly related to job satisfaction with role ambiguity and role conflict were controlled for. Job-related self-esteem was found to be an independent predictor of role ambiguity and role conflict.</span>

scholarly journals GENDER EQUALITY AND THE GENDER GAP IN MATHEMATICS

2017 ◽  
Vol 50 (2) ◽  
pp. 227-243 ◽  
Author(s):  
Hung-Lin Tao ◽  
Christos Michalopoulos
Keyword(s):  
Gender Equality ◽  
Gender Gap ◽  
Data Model ◽  
Fixed Effects ◽  
Individual Data ◽  
Multilevel Data ◽  
Pisa 2012 ◽  
Country Level ◽  
Pisa Data ◽  
The Relationship

SummaryA gender gap has been found in mathematics (boys outperform girls) that has prevailed across countries for many decades. Whether this gap results from nature or nurture has been hotly debated. Using the evidence of PISA 2003 and the gender equality index of 2003, some researchers have argued that an improvement in gender equality reduces the gender gap in mathematics. This study used five waves of country-level PISA data and, controlling for country fixed effects, found no evidence to support this argument. Furthermore, individual data for PISA 2012 and the multilevel data model were used. The conclusion drawn also does not support the argument. In fact, the relationship between gender equality and the gender gap in mathematics vanished after PISA 2003.

Is public engagement gendered? An analytical proposal using some evidence from Italy

2021 ◽  
pp. 096366252110020
Author(s):  
Monia Anzivino
Keyword(s):  
Gender Differences ◽  
Mass Media ◽  
Survey Data ◽  
Gender Gap ◽  
Public Engagement ◽  
Analytical Approach ◽  
National Sample ◽  
Community Based ◽  
The Mass Media ◽  
The Relationship

The relationship between gender and public engagement in the literature is unclear. Unlike with other factors, research has not conclusively shown whether gender affects involvement in public engagement activities and, if it does so, in what direction. This article aims to investigate this ambiguity and intends to contribute to the understanding of underlying factors. Using survey data from a large national sample of Italian academics from all disciplines ( N = 5123), we find a gender gap in public engagement activities in the mass media and not in community-based activities. These results suggest a different analytical approach for investigating gender differences in public engagement.

Must We Suffer to Succeed?

2017 ◽  
Vol 38 (2) ◽  
pp. 113-124 ◽  
Author(s):  
Juliane Strack ◽  
Paulo Lopes ◽  
Francisco Esteves ◽  
Pablo Fernandez-Berrocal
Keyword(s):  
Job Satisfaction ◽  
Academic Achievement ◽  
Trait Anxiety ◽  
The Relationship

Abstract. Why do some people work best under pressure? In two studies, we examined whether and how people use anxiety to motivate themselves. As predicted, clarity of feelings moderated the relationship between trait anxiety and the tendency to use this emotion as a source of motivation (i.e., anxiety motivation). Furthermore, anxiety motivation mediated the relationship between trait anxiety and outcomes – including academic achievement (Study 1) as well as persistence and job satisfaction (Study 2). These findings suggest that individuals who are clear about their feelings are more likely to thrive on anxiety and eustress and possibly use these to achieve their goals and find satisfaction at work.

Power Values and Power Distance Moderate the Relationship Between Workplace Supervisory Power and Job Satisfaction

2020 ◽  
Vol 19 (3) ◽  
pp. 135-141
Author(s):  
Kenneth D. Locke
Keyword(s):  
Job Satisfaction ◽  
Multilevel Modeling ◽  
Power Distance ◽  
European Social Survey ◽  
Social Survey ◽  
The Relationship ◽  
Workplace Power ◽  
Over Time

Abstract. Person–job (or needs–supplies) discrepancy/fit theories posit that job satisfaction depends on work supplying what employees want and thus expect associations between having supervisory power and job satisfaction to be more positive in individuals who value power and in societies that endorse power values and power distance (e.g., respecting/obeying superiors). Using multilevel modeling on 30,683 European Social Survey respondents from 31 countries revealed that overseeing supervisees was positively associated with job satisfaction, and as hypothesized, this association was stronger among individuals with stronger power values and in nations with greater levels of power values or power distance. The results suggest that workplace power can have a meaningful impact on job satisfaction, especially over time in individuals or societies that esteem power.

Coping Humor as a Mediator Between Emotional Intelligence and Job Satisfaction

2017 ◽  
Vol 16 (3) ◽  
pp. 155-159 ◽  
Author(s):  
Peizhen Sun ◽  
Jennifer J. Chen ◽  
Hongyan Jiang
Keyword(s):  
Job Satisfaction ◽  
Emotional Intelligence ◽  
Future Research ◽  
Satisfaction Scale ◽  
Primary School Teachers ◽  
Mediating Role ◽  
Regulation Of Emotion ◽  
The Relationship ◽  
Overall Job Satisfaction

Abstract. This study investigated the mediating role of coping humor in the relationship between emotional intelligence (EI) and job satisfaction. Participants were 398 primary school teachers in China, who completed the Wong Law Emotional Intelligence Scale, Coping Humor Scale, and Overall Job Satisfaction Scale. Results showed that coping humor was a significant mediator between EI and job satisfaction. A further examination revealed, however, that coping humor only mediated two sub-dimensions of EI (use of emotion and regulation of emotion) and job satisfaction. Implications for future research and limitations of the study are discussed.

Affirmative Action and Leadership Attitudes in Brazilian Women Managers

2011 ◽  
Vol 10 (3) ◽  
pp. 139-143 ◽  
Author(s):  
Gazi Islam ◽  
Sarah E. S. Zilenovsky
Keyword(s):  
Affirmative Action ◽  
Latin American ◽  
Women Managers ◽  
Psychological Effects ◽  
Preferential Selection ◽  
Justice Perceptions ◽  
First Time ◽  
The Relationship

This note examines the relationship between affirmative action (AA) program perceptions and women’s self-ascribed capacity and desire to become leaders. We propose that women who believe that their organization implements a program of preferential selection toward women will experience negative psychological effects leading to lowered self-expectations for leadership, but that this effect will be moderated by their justice perceptions of AA programs. We test this proposition empirically for the first time with a Latin American female sample. Among Brazilian women managers, desire but not self-ascribed capacity to lead was reduced when they believed an AA policy was in place. Both desire’s and capacity’s relationships with belief in an AA policy were moderated by justice perceptions.

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