The effects of college major and job field congruence on job satisfaction

This study investigated predictors of job satisfaction and builds on previous research on the effects of bachelor’s degree majors and job field congruence on job satisfaction. Data on workers’ job experiences in 2001 were matched to those workers’ college experiences across 30 institutions and background characteristics up to 25 years earlier. With statistical controls for demographic, socioeconomic, and academic characteristics, a final sample of 2515 college graduates was used to test hypotheses centered on the possibility that a causal order relates education and job satisfaction. Specifically, college degree majors, measures of both actual and perceived congruence, as well as income were examined in relation to three dimensions of job satisfaction. Results support hypotheses that income and congruence both mediate the effects of majors on job satisfaction, and identify that two different measures of congruence are causally related to intrinsic dimensions of job satisfaction.     

Exploring the effects of congruence and Holland’s personality codes on job satisfaction: An application of hierarchical linear modeling techniques

This study applied hierarchical linear modeling to investigate the effect of congruence on intrinsic and extrinsic aspects of job satisfaction. Particular focus was given to differences in job satisfaction by gender and by Holland’s first-letter codes. The study sample included nationally represented 1462 female and 1280 male college graduates who held full-time jobs in 2000. Congruence was measured by using actual occupational and academic major codes. After controlling for the differences across three-letter Holland personality codes, results indicate that job satisfaction was largely a function of individual attributes rather than disparities in personality types. Holland’s congruence was most effective in explaining intrinsic dimensions of job satisfaction for females, and less effective for extrinsic job satisfaction for both genders. Social females and males were less satisfied with extrinsic satisfaction, while Conventional and Social females were more satisfied with intrinsic features in their vocational environments.     

The effect of self‐regulated decision making on career path and major‐related career choice satisfaction

The present research examined the influence of self‐regulated decision making on satisfaction in career path (college major for Study 1, job for Study 2) and major‐related career choice. Results indicate a full mediating effect of fit in the relationship between self‐regulated decision making and satisfaction in career path. Self‐regulated decision making also influenced major–job congruence via satisfaction with a participant's college major. Findings suggest that individuals who possess self‐regulatory ability in decision‐making contexts were more likely to choose majors and jobs of good fit, experience satisfaction from their career decisions, and choose careers relevant to their college majors.     

Career Experiences of Bachelor's Degree Recipients: Comparison of Psychology and Other Majors

A study was conducted to compare career experiences of psychology majors with persons majoring in other fields. Questionnaires were mailed to bachelor's degree recipients with majors in psychology, liberal arts, the sciences, and business. Psychology majors were employed in a wide variety of occupations and were generally in jobs that seemed appropriate for college graduates. In terms of salary, relationship between college major and work, and relevance of college major to job experiences, psychology majors were fairly similar to liberal arts majors. However, the work experiences of psychology majors were not as positive as the work experiences of business and science majors. Sex differences were observed in career experiences for all categories of college majors.     

Comparison of Job Satisfaction,Life Satisfaction,and Performance of Overeducated and Other Workers

Abstract

It is becoming increasingly necessary for college graduates in the United States to take jobs requiring only a high school diploma. In the present study, the effects of employing such overeducated workers were assessed for a sample of city and county government workers. The sample included both overeducated workers and a cohort matched on job, sex, age, tenure, and supervisor. The hypotheses predicted lower job satisfaction over the six dimensions for the overeducated workers, and also that various worker perceptions would influence the predictions of the job satisfactions. None of the direct correlations between education and the six dimensions of job satisfaction were significant. The relationships between workers' perception variables and aspects of job satisfaction, however, were significant. There were no differences between the overeducated and their cohorts in general life satisfaction. On supervisory ratings, overeducated workers' performance was only slightly different from other workers.     

环境条件和兴趣对大学生妥协决策的影响

研究旨在考察个体在选择职业时是否会为了更好的环境条件(组织、城市)而降低对兴趣的要求。对63名大学生被试开展了两个实验,采用在环境条件和兴趣水平上有不同程度差异的职位配对来模拟两难决策。结果发现:(1)对不同组织声望和兴趣水平的职位的选择无性别差异;(2)组织声望差距、组织声望差距与兴趣差距的交互作用能显著预测职位的选择;(3)对不同城市级别和兴趣水平的职位的选择有性别差异,男生比女生更少放弃兴趣;(4)兴趣差距、城市级别差距与兴趣差距的交互作用能预测男生的选择,只有兴趣差距能预测女生的选择。结论:个体会为了更好的环境而或多或少在兴趣方面妥协。     

Moderation of the relation between person–environment congruence and academic success: Environmental constraint,personal flexibility and method

The relation of interest–major congruence to indicators of college success was examined as it was moderated by environmental constraint, individual flexibility, and congruence definition in an initial sample of 88,813 undergraduates (38,787 men and 50,026 women) from 42 different colleges and universities in 16 states. College achievement (GPA after 1 semester and 2 years), persistence (enrollment status after 1 year and after 2 years) and major persistence in year 3 were used as criteria of college success. The significance of congruence (i.e., Euclidean distance and profile correlation) and its moderators above that of measures of academic achievement (i.e., ACT scores) and gender were examined for each of the college outcome criteria using hierarchical modeling. Results indicated that both the environmental constraint of the major and the interest flexibility of the individual moderated the congruence–outcome relation for both types of congruence indices. There was a greater relation between congruence and college outcomes for those majors that had more homogeneity and were more differentiated (i.e., were more constrained) than for majors where this was not true. There was a stronger relation between congruence and college outcomes for those individuals with lower overall profile levels (i.e., low flexibility) than those with high. Findings point to the importance of interest–major congruence in the college outcome process, but also highlight the complexity of the congruence–outcome relation.     

Expressed and inventoried vocational interests as predictors of college graduation and vocational choice

This is a follow-up study of 195 agricultural students originally tested when they entered college in 1970. Students whose Strong Vocational Interest Blank (SVIB) patterns were consistent with their stated choice of major were the congruent sample. Students whose SVIB patterns were inconsistent with their stated choices of major were the discrepant sample. A follow-up was made on graduation rates, eventual major, and job placement. Discrepant subjects changed major more often but graduated at the same rate as congruents. The SVIB did not seem to add anything to the student's expressed interests in predicting college continuation. There was a trend for congruent graduates to more frequently take jobs which matched their majors.     

Job satisfaction of Japanese career women and its influence on turnover intention

To understand the relationship between current Japanese career women's job satisfaction and turnover, we analyzed 177 currently full-time employed individuals from our survey data. Participants ranged in age from 23 to 60, and were graduates of two four-year women's universities. We divided the participants into two groups based on whether or not they had changed jobs. As a result of factor analysis, we summarized job satisfaction into five factors: job interest, expectations of women, volume of work, health and welfare benefits, and career development. The scores of the 'health and welfare benefits' factor differed significantly between the two groups. A hierarchical logistic regression analysis found that low satisfaction with 'health and welfare benefits' tended to affect turnover intention. In addition, satisfaction with 'job interest' and 'volume of the job' tended to influence turnover intention, and at the same time these effects depended on the past turnover experience. From these study results, we suggest that current Japanese career women's turnover is mainly affected by the responsibilities of women in the face of the work–family conflict.     

Gender Differences in the Job Satisfaction of Public Employees: A Study of Seoul Metropolitan Government, Korea

A central paradox in studies of gender and job satisfaction is why women’s job satisfaction is not lower than men’s, given that women’s jobs are often inferior in terms of pay, autonomy, and promotional opportunity. The purpose of this study was to investigate this paradox by asking two questions: How does the job satisfaction of female public employees compare with that of male employees? How can we explain the gender differences in job satisfaction? Data from a survey of 5,128 public employees in Seoul Metropolitan Government indicate that women are more satisfied with their jobs than are men. Among demographic variables gender was the only significant predictor of job satisfaction; women emphasized intrinsic rewards, whereas men emphasized extrinsic rewards. The reasons for women’s high job satisfaction are discussed and explained.     

Effects of Leader Style, Leader Sex, and Subordinate Personality on Leader Evaluations and Future Subordinate Motivation

Past research has shown that when leader styles were dichotomized as autocratic versus democratic, female leaders were evaluated more harshly for using autocratic styles than their male counterparts (Eagly, Makhijani, & Klonsky, 1992). The present study investigated whether or not the personality characteristic of Agreeableness interacted with leader gender and leader style (autocratic versus democratic) to affect subordinate reactions to the leader. A 2 (autocratic versus democratic leader style) × 2 (male versus female leader) × 2 (high versus low subordinate Agreeableness) factorial design was used with leader evaluation, future effort, and future interest as dependent variables. A three-way interaction was predicted for these variables such that leaders would be penalized most for behavior that was inconsistent with gender roles by participants low in agreeableness. Participants were 165 undergraduates at a large midwestern urban university. Results generally supported the hypothesized three-way interaction for the effort and interest variables. Overall, the results partially supported the notion that disagreeable participants would rate gender inconsistent behavior more harshly.     

JOB SEARCH ACTIVITIES: AN EXAMINATION OF CHANGES OVER TIME

Existing job search research has been criticized for ignoring the dynamic nature of search. This study examined three models of changes in search behavior over time: sequential, learned change, and emotional response. Data on search behaviors were collected from a sample of 186 college and vocational-technical school graduates early in their search, at graduation, and again 3 months following graduation for individuals who remained unemployed. Job searchers decreased the intensity of their search, increased their use of informal sources, and reduced their emphasis on information related to the availability of jobs between early search and graduation. These changes were reversed following graduation. This pattern is most consistent with the sequential model, which suggests that individuals first search broadly to develop a pool of potential jobs, then examine jobs within that pool in detail, reopening the search only if the initial pool does not lead to an acceptable job offer.     

Anxiety, Demoralization, and the Gender Difference in Job Satisfaction

The tendency for women in Canada and the United States to report being more satisfied than men with their jobs is considered paradoxical because women, on average, receive fewer job-related resources than men. Theory and research suggest that the magnitude of the gender difference that underlies that paradox may increase as levels of negative affect increase. Using data from people living and working in Toronto, Canada, this study evaluates hypotheses about the joint association of gender and two forms of negative affect, anxiety and demoralization, with job satisfaction. Data collected in telephone interviews are analyzed using ordinal probit regression. As job satisfaction decreases with increasing negative affect, the size of the gender difference in job satisfaction increases. When job characteristics indicative of job quality are controlled, the interaction between gender and demoralization is reduced to a non-significant level, but the interaction between gender and anxiety changes little, and remains significant. The results are interpreted as indicating that as negative affect increases, women are more likely to reference standards that counterbalance decreases in their satisfaction (e.g., standards linked to “communion” with co-workers), and men are more likely to reference standards that further decrease their satisfaction (e.g., standards linked to relative advantage). The persistence of the interaction between gender and anxiety after job characteristics are controlled suggests that anxiety-provoking experiences outside of the workplace may contribute to the gender difference in job satisfaction. The associations among quality of work, demoralization, and job satisfaction are stronger among men than women, explaining the interaction of gender with demoralization.     

Interpersonal perceptions and metaperceptions of relationship closeness, satisfaction and popularity: A relational and directional analysis

Relationship closeness, satisfaction in interaction, and popularity in mainland China was investigated using a methodological relational approach, which stresses the bidirectional nature of perceptions and metaperceptions. Two studies were conducted: one involving 164 dyads and the other 20 five-member groups; participants were college students of both sexes who were well acquainted with one another. Major results are: (i) liking perceptions and metaperceptions are predominately relational in nature; (ii) assumed reciprocities are not consistently larger than actual reciprocities; and (iii) directional congruence is modest for closeness, but high for satisfaction and popularity. These results are discussed in terms of methodological relationalism, particularly the construct of directionality.     

GENDER AND WORK HISTORY IN THE PLACEMENT AND PERCEPTIONS OF ELDER COMMUNITY VOLUNTEERS

This study explored factors that determine the types of volunteer jobs older adults are placed in, as well as factors that define the meaning of their roles. With a sample of 169 elder community volunteers (mean age, 73 years), we investigated the patterns of job perceptions of women and men in two types of volunteer positions: jobs that involved leadership and jobs that did not. A two-way MANOVA with gender and leadership as independent variables revealed that there was a significant interaction effect. When men are leaders, their sense of interpersonal feedback is higher than when they are non-leaders, but their sense of influence and autonomy is lower. Women in leadership jobs feel more influential and autonomous than their peers in non-leadership jobs. Subsequent analyses probing differences in job placement suggested that work history was a significant predictor of leadership jobs for men, but not for women. Correspondingly, men with prestigious preretirement work histories perceived their volunteer roles as less influential than men who had been in lower status jobs before retirement. Work history was not a predictor of job perception for women. These placement and perception issues are discussed within the context of an historical perspective on paid work, with special emphasis on gender.     

Exploring the utility of emotional awareness and negative affect in predicting body satisfaction and body distortion

In a sample of 304 female college students, the present study examined how body image is associated with (a) clarity of emotion; (b) attention to emotion; and (c) negative affect. Two separate facets of body image were examined: body satisfaction and body distortion. Greater clarity of emotion was associated with greater body satisfaction and less body distortion, and these associations could not be accounted for by negative affect. Body satisfaction was significantly predicted by the three-way interaction of clarity of emotion, attention to emotion, and negative affect. Attention to emotion moderated the association between clarity of emotion and body satisfaction only among high negative affect individuals. Specifically, greater clarity of emotion was associated with greater body satisfaction in all participants except those who were high in both negative affect and attention to emotion.     

Sexism and beautyism effects in selection as a function of self-monitoring level of decision maker

The authors, in two experiments, investigated the influence of the sex and attractiveness of applicants for male and female sex-typed jobs on selection decisions made by low and high self-monitors. In both experiments, attractiveness and the congruence between applicants' sex and the sex type of the job influenced selection decisions. In addition, high self-monitors were more influenced by attractiveness and sex of the applicant when hiring for sex-typed jobs than low self-monitors, but this difference in hiring pattern was not evident when the job was gender neutral. Results indicate that job applicants may encounter different employment opportunities as a function of their sex, their physical attractiveness, the sex type of the job, and the self-monitoring level of the decision maker. Implications of results are discussed and suggestions for future research are offered.     

Unraveling the daily stress crossover between unemployed individuals and their employed spouses

This study examined the dynamic relationship of distress levels between spouses when one is unemployed (and looking for a job) while the other is engaged in full-time employment. Using the diary survey method, we sampled 100 couples in China for 10 days and tested a model comprising three stress crossover mechanisms: the direct crossover, the mediating crossover, and the common stressor mechanisms. Results supported the direct crossover and common stressor mechanisms. Other stressors (e.g., work–family conflict and negative job search experience) were also related to distress of the unemployed individuals and their employed spouses. Additionally, we found a three-way interaction involving gender, marital satisfaction, and distress levels of employed spouses. We discuss how the study contributes to the unemployment and stress crossover literatures.     

WORK VALUE CONGRUENCE AND INTRINSIC CAREER SUCCESS: THE COMPENSATORY ROLES OF LEADER-MEMBER EXCHANGE AND PERCEIVED ORGANIZATIONAL SUPPORT

We hypothesized that leader-member exchange (LMX) and perceived organizational support (POS) would each interact with work value congruence in relation to intrinsic career success. In a sample of 520 teachers from 30 high schools in Turkey, we found that work value congruence was positively related to job and career satisfaction when POS was low but not related to job and career satisfaction when POS was high. Similarly, work value congruence was positively related to career satisfaction when LMX was low but not related when LMX was high. The results contribute to the POS, LMX, and person-organization fit literatures by demonstrating the compensatory nature of LMX and POS for low value congruence in its relation to job and career satisfaction.     

Does a quarterlife crisis exist?

In this study, the authors examined quarterlife crisis, defined in the popular press as an identity crisis that leaves recent college graduates depressed, anxious, and full of doubt. To determine if a unique crisis exists, 4 groups of young adults (recent high school [n = 23] and college [n = 117] graduates in the workforce, present undergraduate [n = 75], and graduate [n = 57] students) completed self-report measures assessing identity development, future time perspective, social support, coping, depression, anxiety, and job and life satisfaction. No support was found for a quarterlife crisis among these 4 groups. Working high school graduates displayed the highest anxiety, followed by present undergraduates. Depression was predicted by family support and identity commitment. Job satisfaction was associated with income and support from friends. Life satisfaction was associated with income, social support from friends and family, and identity commitment.