An investigation of sex differences in job satisfaction

A sample of 74 husband and wife management teams was chosen to examine sex differences in job satisfaction. As hypothesized, females reported significantly higher satisfaction with advancement and compensation. The hypothesis that females would be less satisfied than males with work relationships was not supported. No differences were expected, and none were found, for two other facets of satisfaction, i.e., satisfaction with the work itself and satisfaction with company policies and procedures.     

Sex role identity,marital power,and marital satisfaction among middle-class couples in India

The study attempted to ascertain the circumstances or conditions under which power structure in families may vary from husband domination to egalitarianism and to wife domination. Power was inferred on the basis of decision-making outcome. Among the antecedents were included two variables of wives' employment and androgyny. Consequences of power were explored with reference to marital satisfaction. Data were collected through in-home interviews conducted with husbands and wives in 101 families. The results indicated wives' employment and androgyny to be significantly and positively related to their decision-making authority in the family. Also, as compared to those in autonomic or wife-dominated families, respondents in syncratic and husband-dominated families reported higher levels of marital satisfaction. Results are explained in the light of theoretical formulations relating to resources and norms. The need for taking an unconventional approach to the conceptualization of resources is stressed.     

Personality and compatibility: a prospective analysis of marital stability and marital satisfaction

The antecedents of marital stability (divorce or remaining married) and marital satisfaction (within the group that remains married) were investigated with a panel of 300 couples who were followed from their engagements in the 1930s until 1980. Twenty-two of the couples broke their engagements; of the 278 couples who married, 50 got divorced at some time between 1935 and 1980. Personality characteristics (measured by acquaintance ratings made in the 1930s) were important predictors of both marital stability and marital satisfaction. The three aspects of personality most strongly related to marital outcome were the neuroticism of the husband, the neuroticism of the wife, and the impulse control of the husband. In combination, the 17 major antecedent variables were moderately predictive of a criterion variable composed of both marital stability and marital satisfaction (R = .49). The three major aspects of personality accounted for more than half of the predictable variance. The remaining variance was accounted for by attitudinal, social-environment, and sexual history variables.     

婚姻冲突、应对策略及其与婚姻满意度的关系

探讨婚姻冲突、应对策略、婚姻满意度的特点及其关系。采用方便取样,选取辽阳市已婚完整家庭1～10年的夫妻620对进行问卷调查。结果表明：1）夫妻报告的前三项冲突是：家务琐事、不良习惯和交流解决问题方面。在家务琐事、交流解决问题和孩子方面,妻子报告的冲突显著多于丈夫;妻子报告的双方回避应对显著多于丈夫;2）人际关系冲突和工作方面的冲突分别对妻子和丈夫的婚姻满意度有显著预测作用;双方都报告人际关系方面的冲突对对方婚姻满意度有显著预测作用,但妻子报告的人际关系冲突对丈夫婚姻满意的预测作用更大;3）自己和对方的应对策略在妻子报告的冲突与婚姻满意中起完全中介作用,在丈夫报告的冲突与婚姻满意中起部分中介作用。     

Dual-career planning,marital satisfaction and job stress among women in dual-career marriages

This study examined the structural relationship between dual-career planning, spouse support, problem-solving effectiveness, interrole conflict, marital satisfaction, and job stress among married female professionals. Dual-career planning and spouse support were found to be negatively associated with interrole conflict and positively associated with problem-solving effectiveness in the marriage. Interrole conflict was found to be positively associated with job stress and negatively asociated with marital satisfaction.     

Socioemotional behavior and satisfaction in marital relationships: a longitudinal study.

The interplay between 3 types of socioemotional behavior (affection, sexual interest, and negativity) and marital satisfaction was studied using data from newly married couples followed over 2 years. Affection and negativity (but not sexual interest) were consistently associated cross-sectionally with marital satisfaction. Longitudinal analyses revealed a gender-differentiated pattern suggesting a more complex relationship between satisfaction and marital behavior than previously shown. Negativity, regardless of whether it was expressed by the husband or the wife, was associated with declines in wives' (but not husbands') satisfaction. Wives of husbands who were relatively negative early in marriage became more negative themselves. Wives who were relatively less satisfied early in marriage (but not husbands) were married to spouses who became more negative with time.     

Self-esteem,race, and job satisfaction

The present study investigated relationships between self-esteem (SE) and job satisfaction among black and white employees. The sample consisted of 523 (45% black) employees of a large, urban school system. There was a positive relationship between SE and job satisfaction for members of both racial groups. In addition, the correlation between need satisfaction and job satisfaction was stronger for high SE persons than for low SE persons. The relationships between two social reference variables (the perceived satisfaction of other employees and improved standard of living) and job satisfaction were, as predicted, stronger for low SE whites than for high SE whites. Among blacks, however, the social reference variables were strongly related to job satisfaction regardless of level of SE.     

Intrinsic need satisfaction and the job attitudes of volunteers versus employees working in a charitable volunteer organization

This research examines how intrinsic need satisfaction during volunteer work relates to the job attitudes of volunteers ( Deci & Ryan, 2000 ; Ryan & Deci, 2000 ). We distinguish between autonomy, competence, and relatedness needs, and predict these to have distinct effects on volunteers' job satisfaction and intent to remain with the volunteer organization. We then compare volunteer workers to a matched sample of paid employees (performing identical tasks within the same organization) in the way in which they derive their job satisfaction and intent to remain from satisfaction of these three types of needs. As predicted, path analysis (N=105) shows that satisfaction of autonomy needs and relatedness needs are positively related to the intent to remain a volunteer with the volunteer organization, and this relation is mediated by satisfaction with the volunteer job. The matched samples comparison further reveals that whereas the job satisfaction and intent to remain of paid employees is most clearly predicted by satisfaction of autonomy needs, satisfaction of relatedness needs is the primary predictor of job satisfaction and intent to remain among volunteers. Theoretical and practical implications, as well as avenues for further research, are discussed.     

The impact of life events on job satisfaction

Employing fixed effects regression techniques on longitudinal data, we investigate how life events affect employees' job satisfaction. Unlike previous work–life research, exploring mostly contemporaneous correlations, we look for evidence of adaptation in the years following major life events. We find evidence of adaptation following the first marriage event, but we find that the birth of the first child has a long-lasting impact on employees' job satisfaction. Our findings also suggest that there is a general boost in job satisfaction prior to first marriage and to a lesser extent prior to the birth of the first child, consistent with evidence of anticipation. Accordingly, our study provides some of the first evidence on the dynamic effect of non-work related factors on job satisfaction and it introduces a novel methodology and a new perspective for investigating the dynamic interaction between the work and life domains.     

Interspousal Criticism: A Behavioral Mediator Between Husbands’ Gender Role Conflict and Wives’ Adjustment

Seventy-two married couples participated in a study of husband gender role conflict and interpersonal criticism and wife psychological and marital adjustment. Participants were recruited from a community in the Midwestern USA. Husband criticism was measured using self-report, wife-report, and trained coder ratings of an audiotaped task in which husbands described their wives and their relationship with their wives. Hypothesized associations between husband gender role conflict and husband interspousal criticism were supported. In addition, all three measures of husband criticism were found to mediate the relationship between husband gender role conflict and wife marital adjustment. However, only self- and wife-reported criticism by husbands significantly mediated the relationship between husband gender role conflict and wife depressive symptoms.     

Personality and job satisfaction: their role in work-related psychological well-being

This study investigated the role of work related psychological well-being in the relationship between personality and job satisfaction. Participants were 207 (females?=?58.9%, blacks?=?20.3%, white?=?64.3%, Indian?=?7.7% and Coloured?=?6.8%) employees of various South African organisations. The participants completed the Ryff's Scale of Psychological Well-being, Minnesota Satisfaction Questionnaire, and the Basic Traits Inventory. The data were analysed by means of moderated hierarchical regression analysis. Results show self-acceptance, environmental mastery, and purpose in life fully explain extraversion and job satisfaction, and partly explain conscientiousness and job satisfaction. Self-acceptance, environmental mastery and purpose in life also moderated the relationship between neuroticism and job satisfaction. Findings lead to the conclusion that aspects of work related psychological well-being are influenced by personality traits and job satisfaction, growth and development.     

Family of Origin Predictors of Marital Outcomes Among Coptic Orthodox Christian Egyptian-American Couples

Despite the importance of family within the Coptic community, the extant literature on Coptic family relationships is remarkably limited. The purpose of this study was to explore parental marital quality and family of origin (FOO) quality as predictors of marital satisfaction and marital stability among Coptic Orthodox Christian Egyptian-American couples. Self-report survey data from 255 married Coptic couples living in the United States were analyzed using an actor-partner interdependence model. Results indicated husband FOO quality predicted both marital satisfaction (β =.51, SE?=?.18, p?=?.005) and marital stability (β?=?.51, SE?=?.22, p?=?.022) among Coptic husbands but not among Coptic wives. Results further indicated wife parental marital quality, wife FOO quality, and husband parental marital quality were not predictive of marital satisfaction or marital stability among Coptic husbands or wives. Clinical implications, limitations, and recommendations for future research are discussed.     

Principal self-efficacy: relations with burnout, job satisfaction and motivation to quit

The purpose of this study was to explore relations between principals?? self-efficacy, burnout, job satisfaction and principals?? motivation to quit. Principal self-efficacy was measured by a recently developed multidimensional scale called the Norwegian Principal Self-Efficacy Scale. Burnout was measured by a modified version of the Maslach Burnout Inventory. Job satisfaction and motivation to quit were measured by two scales developed for the purpose of this study, respectively. Participant in the study were 1,818 principals from the population of Norwegian principals. Data was collected by means of an electronic questionnaire. Two structural equation models were tested which specified principal self-efficacy as an exogenous variable and burnout, job satisfaction and motivation to quit as endogenous variables. The data was analyzed by means of SEM analysis for latent variables using the AMOS 18 program. Both models had acceptable fit to data. The results revealed that principal self-efficacy was positively related to job satisfaction and motivation to quit and negatively related to burnout. Burnout and job satisfaction were negatively related. Burnout was positively related to motivation to quit whereas job satisfaction was negatively related. The study highlights important relations between self-efficacy, burnout, job satisfaction and motivation to quit and extends the literature on principal self-efficacy and its relation to other concepts. The results of the study are discussed together with limitations and suggestions for further research.     

Maternal employment and job satisfaction and their relationship to children's perceptions and behaviors

The impact of 179 mothers' maternal employment and maternal job satisfaction on their children's perceptions and behaviors was examined. The findings indicated that maternal employment was not related to job satisfaction or to children's perceptions or behaviors. Findings also indicated that maternal job satisfaction was not related to children's perceptions or their behaviors. It was hypothesized that maternal employment and maternal job satisfaction may not have the impact on family environment that has been previously suggested.     

澳门和东北地区夫妻沟通模式与婚姻满意度研究

采用问卷调查法对澳门（118对）和东北地区（266对）夫妻进行研究,以检验两地夫妻沟通模式的差异,及其对婚姻满意度的主客体效应。结果发现：澳门夫妻双方回避沟通显著少于东北夫妻;两地夫妻报告的妻子要求/丈夫回避行为多于丈夫要求/妻子回避行为;建设性沟通对两地夫妻婚姻满意度正向预测力最强;要求/回避沟通只对澳门夫妻的婚姻满意度有负向预测力。两地妻子的建设性沟通都能显著正向预测丈夫的婚姻满意度,而只有东北地区丈夫的建设性沟通能正向预测妻子婚姻满意度。     

The impact of state affect on job satisfaction

Affective events theory proposes affective experiences at work to cause job satisfaction. Using multiple measurements obtained in a diary study, affective experiences in terms of state positive and state negative affect (PA, NA) were related to state job satisfaction (N = 91). Trait measures were also collected. Results confirmed our hypothesis. First, aggregated state job satisfaction is strongly correlated with trait job satisfaction. Second, the relationship between state affect and state job satisfaction is not spurious: State affect impacts on state job satisfaction even if trait affect and trait job satisfaction are controlled. Third, the effect of state affect on job satisfaction measured by the faces scale is stronger than the effect of state affect on job satisfaction measured by facet scales. It is concluded that not all scales to measure job satisfaction are equally appropriate to investigate affect at work.     

Person-environment fit,job satisfaction and mental health

This study was concerned with the consequences of person-environment (P-E) congruence at work in terms of Holland's model of vocational preference. Whereas there has been some work on P-E fit and job satisfaction, and P-E fit and stress, few studies have looked at the relationship between P-E fit, job satisfaction and mental health. It was predicted that those people with a poor P-E fit would have higher levels of mental distress and lower levels of job satisfaction than those who experienced a good P-E fit. The results substantiated the major hypotheses of this study and are discussed in terms of the measurement and causes of job satisfaction. Criticisms and limitations of this type of approach are also considered.     

Quality of management by objectives,task-related stressors,and non-task-related stressors as predictors of stress and job satisfaction among teleworkers

This study examined the effects of management behaviour together with jobrelated and non-job-related stressors on stress experience and job satisfaction among teleworkers. Fifty-four participants were full- or part-time teleworkers, and eighteen participants were members of a nonteleworking control group with comparable working tasks recruited from the same companies. Self-report measures of quality of MBO, task-related stressors, and non-job-related stressors (predictors) were collected, together with measures of participants' stress experience and job satisfaction (criteria). The three predictor variables represented rather independent stress factors. Consistent with expectations, non-job-related stressors were higher for teleworkers working predominantly at home compared to office-centred teleworkers and nonteleworking controls. Moreover, regression analyses indicated significant effects of quality of MBO and non-job-related stressors on teleworkers' stress experience and job satisfaction. Occupational health and management implications of these results for preventive and prospective aspects of telework design are discussed.     

Intrinsic vs. Extrinsic Religious Motivation and the Marital Relationship

Research suggests a strong positive relationship between religiosity and marital satisfaction. Neglected, however, are differences in satisfaction based on nominal religious motivation. The influence of religiosity on marital satisfaction was examined for 74 couples. Results indicate the higher the husband's intrinsic religiosity, the higher the satisfaction for both partners. Wives' satisfaction increased as they became more extrinsically motivated. Differences in religiosity significantly decreased satisfaction for husbands. Findings are discussed from the perspective of gender-based interaction patterns, gender demographics of religious devotion and activity, and power dynamics. We recommend therapists understand these findings and integrate them into the clinical dialogue.     

Depression, Marital Satisfaction and Communication in Couples: Investigating Gender Differences

The correlation between depression and dysfunctional marital interaction is well documented, but only a few studies have examined gender-related differences in marital interaction patterns of couples with a depressed partner. In this paper we examined differences in observed marital communication in a sample of 62 Swiss couples presenting for treatment of depression. There were 16 maritally distressed couples with a depressed wife, 21 maritally nondistressed couples with a depressed wife, 18 maritally distressed couples with a depressed husband, and 7 maritally nondistressed couples with a depressed husband. Marital interaction behavior was found to depend on gender, depression, marital distress, as well as gender of the depressed partner. Our results suggest the need for a gender-sensitive model of the link between marital interaction and depression.