scholarly journals Impact of Gender upon the Perception and Auditor's Job Satisfaction

2013 ◽  
Vol 3 (1) ◽  
pp. 258
Author(s):  
Nasrollah Takhtaei ◽  
Leila Abbasi Dezfully
Keyword(s):  
Job Satisfaction ◽  
Gender Discrimination ◽  
Significant Relationship ◽  
Employee Relations ◽  
Male And Female ◽  
Advancement Opportunities ◽  
Work Related ◽  
Audit Firms ◽  
Independent Variable ◽  
And Gender

The purpose of the present research is to investigate the effects of gender upon the level of job satisfaction of auditing professionals as well as examine if gender leads to differences in their perceptions of work related attributes such as advancement opportunities and relations with supervisors. Questionnaires have been applied as a means to collect required data to test the hypotheses. The dependent variable is gender and independent variable consists of 9 factors including job fulfillment, treatment with supervisors, promotion and advancement opportunities, supervisors, gender discrimination, employee relations with coworkers, workload volume, fringe and benefits, and amount of compensation. The results indicate that there is a significant relationship between gender and all factors regarding independent variable except advancement and promotion opportunities. The results also show that there are differences between male and female auditors in treatment by peers and supervisors and gender discrimination. The results point out the effects of gender on 9 factors of the level of job satisfaction in audit firms.

scholarly journals A STUDY OF JOB SATISFACTION IN PUBLIC and PRIVATE BANKING SECTOR EMPLOYEES OF MEERUT REGION

2021 ◽  
Vol 9 (66) ◽  
pp. 15595-15606
Author(s):  
Parul Singh ◽  
Rahul Sharma
Keyword(s):  
Job Satisfaction ◽  
Public Sector ◽  
Banking Sector ◽  
Statistical Technique ◽  
Length Of Service ◽  
Satisfaction Scale ◽  
Public And Private ◽  
Independent Variable ◽  
And Gender ◽  
Private Banking

This study finds out the effect Types of Bank (A), Cadre (B), Length of Service (C) and Gender (D) of the employees on job satisfaction. 240 subjects were used as sample of the research. Out of these 240, 120 subjects were of public sector bank and 120 of private bank of Meerut Region. Each group of 120 individuals consisted of 60 officers and 60 clerical staff. Each group of 120 bank employee consisted of 60 employee of below 5 years and 60 employee of above 10 years, In each subgroup of 30 subjects, 15 were Male and 15 Female. Effects of this The first independent variable, type of bank was varied at two type i.e., Private Sector (A1) and Public Sector (A2), Second variable cadre has two categories Officer (B1) and Clerical (B2). Third variable length of service has two categories i.e., below 5 years (C1) and above 10 years (C2) fourth variable gender has two categories, i.e., Male (D1) and Female (D2).Job Satisfaction Scale: This test was developed by Prof. S.K. Srivastava of Gurukul Kangri University; Haridwar. As the design of the study is 2x2x2x2 between group fractional designs, with 16 cells was used to examine the effect of three independent variable on job satisfaction. ANOVA was used as statistical technique to analyze the data followed by Mean and Newman-Keuls Multi-group Comparison Test.

scholarly journals Detecting Gender Discrimination in University Salaries: A Case Study

1992 ◽  
Vol 22 (1) ◽  
pp. 1-13
Author(s):  
Leora C. Swartzman ◽  
Clive Seligman ◽  
Wlliam J. McClelland
Keyword(s):  
Gender Discrimination ◽  
Regression Models ◽  
Sex Discrimination ◽  
Statistical Analyses ◽  
Male And Female ◽  
Relevant Variables ◽  
And Gender ◽  
The University ◽  
Departmental Affiliation

To assess sex discrimination in university salary allocation accurately, one must determine whether gender explains the salary difference in and of itself, or exerts its influence through other variables, such as rank and departmental affiliation, that themselves affect salary and may correlate with gender. Using members of the Faculty of Social Science (N = 133) of a large Canadian university as a case sample, we assessed gender discrimination in promotion and gender differences in departmental affiliation as related to salary before including these two variables in statistical analyses predicting salary. No evidence was found for discrimination in promotion and women were not morie under-represented in the higher-salaried departments. Several regression models recommended in the literature for assessing gender discrimination in salaries were conducted and yielded convergent findings : male and female faculty similar on salary-relevant variables were equivalently paid. While these results should be reassuring, they would not go very far toward resolving salary discrimination disputes in the university studied or in most other academic institutions. The difficulties of applying the results of statistical analyses within a politically-charged arena are discussed.

scholarly journals The Impact of Faculty Status and Gender on Employee Well-being in Academic Libraries

2016 ◽  
Vol 77 (1) ◽  
pp. 71-86 ◽  
Author(s):  
Quinn Galbraith ◽  
Leanna Fry ◽  
Melissa Garrison
Keyword(s):  
Job Satisfaction ◽  
Well Being ◽  
Work Life ◽  
Work Life Balance ◽  
Life Balance ◽  
Male And Female ◽  
And Gender ◽  
The Impact ◽  
Faculty Status ◽  
Personal Fulfillment

This study measures job satisfaction, personal fulfillment, work/life balance, and stress levels of male and female librarians. Researchers surveyed 719 librarians at ARL institutions that either offer faculty status and tenure or offer neither. Females at libraries offering faculty status indicated poor work/life balance and high levels of stress compared to male colleagues and female librarians without faculty status; however, their reported job satisfaction was similar. Possible implications of the results are discussed.

scholarly journals Job Satisfaction of U.A.E. Dental Practitioners

2019 ◽  
Vol 13 (03) ◽  
pp. 354-360 ◽  
Author(s):  
Fajer S. Al-Buainain ◽  
Asma A. Alzarouni ◽  
Hissa A. Alshamsi ◽  
Arwa H. Arab ◽  
Fares Bader ◽  
...  
Keyword(s):  
Job Satisfaction ◽  
Public Sector ◽  
Likert Scale ◽  
Individual Characteristics ◽  
Working Environment ◽  
Related Factors ◽  
Male And Female ◽  
Work Related ◽  
Dental Practitioners ◽  
Overall Job Satisfaction

Abstract Objective The study aims to analyze job satisfaction among registered clinical dentists in the United Arab Emirates (UAE), and also to explore satisfaction with different work environmental factors and relate them to overall job satisfaction. Materials and Methods A survey modified from the American Dental Association version of job satisfaction published in 2013 to 2014, was given to 197 licensed dentists in Dubai and Sharjah cities in the UAE. The questionnaire included four main sections, in addition to the demographic factors questions. All questions were answered using the 5-point Likert scale. The only exception was the comfortability in the working environment which was answered using a 3-point Likert scale. Statistical Analysis Categorical data were presented as frequencies and percentages, and data were analyzed using means and standard deviations. Regression analysis was performed with overall job satisfaction as the dependent variable and seven aspects of satisfaction with work and individual characteristics as the independent variables. An α level of 0.05 was used for tests of statistical significance. Results The overall job satisfaction of dentists working in the UAE is high compared with other countries. Highest satisfaction was related to the relationship with patients, colleagues, and staff. On the other hand, the least satisfaction was linked to the opportunity for part-time work and benefits package. There were no significant differences between male and female participants regarding all work-related factors apart from autonomy. However, private sector dentists had a higher level of satisfaction compared with the public sector in many work-related factors. Conclusion There are various dimensions that collectively influence the level of overall job satisfaction. Difference existing between the levels of job satisfaction among private and public sector dentists and between male and female dentists need to be addressed to increase the level of job satisfaction among UAE dentists and thus improve all dental care system.

scholarly journals Effect of Parental Deprivation on Self Confidence of Adolescents

2014 ◽  
Vol 2 (1) ◽  
Author(s):  
Renu Tomer ◽  
Dr. Alpna Agrawal
Keyword(s):  
The Self ◽  
Male And Female ◽  
Independent Variables ◽  
Self Confidence ◽  
Female Data ◽  
Independent Variable ◽  
Four Levels ◽  
And Gender ◽  
Test Result ◽  
Two Independent Variables

The aim of this study was to explore the effect of parental deprivation on self-confidence of adolescents. In the present study 4×2 factorial design was used. There were two independent variables, the first independent variable was parental deprivation, and distinguished at four levels that is mother deprivation, father deprivation, both deprivation and no deprivation. The second independent variable was gender distinguished at two levels that is male and female. 160 subjects (9th and 10th class) were selected for the study. Out of which 40 subjects have mother deprivation, 40 have father deprivation, 40 have both deprivation and 40 have no deprivation. In each group there were equal no of male and female. Data was collected with the help of “Agnihotri self-confidence Inventory”. Obtained data were analyzed by mean, ANOVA and newman-Keuls comparison test, result reveal that parental deprivation and gender significantly affect the self-confidence of adolescents.

scholarly journals The level of job satisfaction among nurses at the General ​Al-Iman General Hospital: Field study applied to a sample of nurses at ​Al-Iman General Hospital in Riyadh: مستوى الرضا الوظيفي لدى الممرضين والممرضات بمستشفى الإيمان العام

2020 ◽  
Vol 4 (12) ◽  
Author(s):  
Khaled Sharia AlRashidi, Omar Ali Al- Sagheer Sumaida
Keyword(s):  
Job Satisfaction ◽  
Marital Status ◽  
General Hospital ◽  
Social Relations ◽  
Significant Relationship ◽  
Survey Method ◽  
Male And Female ◽  
Intensive Training ◽  
Level Of Satisfaction ◽  
Female Nurses

The study aimed at identifying the level of job satisfaction among male and female nurses at Al- Iman General Hospital. The study also aimed at detecting the factors that have the most impact on the level of job satisfaction among male and female nurses (the study sample) such as (marital status, age, gender, monthly salary, social relations, educational level). The study also aimed t developing a suggested proposal to improve the level of job satisfaction among male and female nurses at Al- Iman General Hospital.  The researcher used the social survey method to identify the study objectives. The study sample consisted of (115) workers of Al- Iman General Hospital in Riyadh, using the questionnaire as a tool to collect data. The collected data were processed through the SPSS program.  In light of this data, the study indicated that there is a statistically significant relationship at the level 0.05 between the administrative factor and the psychological factor among male and female nurses as the correlation coefficient was (0.828) and the level of significance (0.00) that is less than 0.01. There is also a statistically significant relationship between the administrative factor, the training factor, and the remunerations and incentives factor among male and female nurses at Al- Iman General Hospital in Riyadh. The study also indicated that there were no statistically significant differences among the respondents regarding the level of satisfaction with all factors according to x of the marital status, educational qualification, professional- grade, and the number of years of service variables. In light of the results, the researcher presented the following recommendations: • Developing all aspects that improve the level of satisfaction among nurses, especially in the aspects where their level of satisfaction is low. This improvement shall be through intensive training courses and providing nurses with an opportunity to obtain external courses or training in some major hospitals  • A training plan shall be organized to train all nurses, ensuring that training opportunities are for all employees. 3.The aspects that nurses have high satisfaction with such as psychological aspects and social relationships shall be preserved. • The hospital shall have a department, authorized to solve problems, that reduce the level of satisfaction among male and female nurses t Al- Iman General Hospital, and to develop appropriate ways to address these problems.

scholarly journals The Effects Of Self-Efficacy, Assertive-ness, Stress, And Gender On Intention To Turnover In Public Accounting

2011 ◽  
Vol 16 (3) ◽  
Author(s):  
Coleen S. Troutman ◽  
Kimberly Gladden Burke ◽  
Jesse D. Beeler
Keyword(s):  
Significant Relationship ◽  
Self Efficacy ◽  
Positive Relationship ◽  
Font Size ◽  
Public Accounting ◽  
Male And Female ◽  
Public Practice ◽  
Public Accountants ◽  
And Gender ◽  
Turn Over

<p class="MsoNormal" style="text-align: justify; margin: 0in 0.5in 0pt;"><span style="font-family: Batang; font-size: x-small;">The purpose of this study is to examine the effects of these variables on intention to turnover among public accountants, and to suggest ways to improve retention of both male and female accountants in public practice.<span style="mso-spacerun: yes;">&nbsp; </span>Results indicate that self-efficacy had a direct, positive relationship with male public accountants&rsquo; intention to turnover; whereas, self-efficacy had no significant relationship with females&rsquo; intentions to turnover.<span style="mso-spacerun: yes;">&nbsp; </span>Assertiveness had a direct, positive relationship with female public accountants&rsquo; intentions to turnover, but had no significant relationship with male public accountants&rsquo; intention to turn over.<span style="mso-spacerun: yes;">&nbsp; </span>In addition, evidence presented in this paper demonstrates that while stress is higher among female public accountants, and is related to intention to turnover for both genders, intention to turn over is not higher among female public accountants than male public accountants. </span></p>

Reactions to anti-male sexism claims: The moderating roles of status-legitimizing belief endorsement and group identification

2016 ◽  
Vol 20 (2) ◽  
pp. 173-185 ◽  
Author(s):  
Clara L. Wilkins ◽  
Joseph D. Wellman ◽  
Katherine D. Schad
Keyword(s):  
Gender Bias ◽  
Gender Inequality ◽  
Gender Discrimination ◽  
Group Identification ◽  
High Status ◽  
Gender Identification ◽  
Men And Women ◽  
Male And Female ◽  
The Status ◽  
And Gender

Men increasingly identify as victims of gender discrimination, but it is unclear how people react to men who claim to be victims of gender bias. We examined how status-legitimizing belief endorsement (SLBs) and gender identification (GID) moderated men and women’s reactions to a man who claimed to have lost a promotion because of anti-male sexism or another cause. Consistent with theory that claiming bias against high-status groups reinforces the status hierarchy, SLB endorsement was associated with more positive reactions toward an anti-male bias claimant for both men and women. Group identification, in contrast, affects group-specific concerns and thus differentially predicted male and female participants’ reactions. Men evaluated the claimant more positively the more strongly they identified with their gender. The more women identified with their gender, the more negatively they evaluated the male claimant. We also demonstrated that SLBs and GID moderated the extent to which the claimant was perceived as sexist. We discuss how these reactions may perpetuate gender inequality.

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