Sex of Supervisor, Sex of Subordinate, and Subordinate Job Satisfaction

It was hypothesized in the present research that there would be significant differences in the job satisfaction of subordinates depending upon the interaction between their sex and the sex of their supervisors. Using job satisfaction data from 139 employees, it was found that: (a) female subordinates supervised by male supervisors were less satisfied with supervision than those supervised by women, (b) females working under males reported a lower level of satisfaction with their co-workers than females supervised by females or males supervised by males, and (c) women who had female supervisors indicated a higher level of satisfaction with their work than men with male supervisors. Contrary to traditional stereotypes of women supervisors, the results suggested that these stereotypes might not be important in long-term, real-world situations.     

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.     

Person-environment congruence and job satisfaction

The results of this study generally support the premise that job satisfaction is positively related to the congruence between the personality types of individuals and their work environments. Person-environment congruence is positively related to the intrinsic job satisfaction of males and females. However, gender-specific differences are apparent in terms of the relationship between person-environment congruence and extrinsic (males only) and overall (females only) job satisfaction. These relationships are consistent for all personality types included in the study. The implications of these findings for further research and for the selection and placement of individuals in work settings are discussed.     

Examining Satisfaction of Older Home Owners with Intergenerational Homesharing

We surveyed 252 homeowners in three midwestern cities about their satisfaction with intergenerational homesharing, using a 21-question survey with 5 satisfaction-with-life dimensions. The purpose of this study was to see if homeowners would report changes in these satisfaction dimensions as a result of taking part in homesharing. An additional purpose was to see if there were age differences, gender differences, and length-of-match differences in satisfaction. Across the five satisfaction dimensions of the survey, 94% of the responses indicated that older participants' lives had either stayed the same or improved due to involvement in intergenerational homesharing. Results suggest that younger homeowners (ages 50 to 69) reaped more financial benefits from homesharing, probably because the purpose of their homesharing match was for the collection of rent. Older homeowners (age 70 and older), who are more likely to be looking for companionship and assistance, reported significantly greater satisfaction than younger homeowners in the dimensions of health, well-being and social activities. Males reported being significantly better off than females in the areas of well-being and health. No differences based on length of homesharing match were found. These data are generally consistent with previous survey work conducted on intergenerational homesharing, suggesting that homesharing is a viable housing option for older homeowners. Given that verbal reports may not be consistent with behavior, the collection of direct observation outcome data on homesharing is recommended for future research on homesharing.     

新生代知识员工队伍的工作家庭冲突——基于人口特征差异交互效应的视角

本研究以来自高科技企业的500名新生代知识员工为样本,采用单因变量多因素方差分析法揭示了工作家庭冲突的人口特征差异,以及不同人口特征变量之间的交互效应。检验结果表明：（1）新生代知识员工的工作家庭冲突存在显著的性别差异与工龄差异,而职位层次差异并不显著;（2）工作家庭冲突的性别差异分别与工龄差异、职位层次差异之间存在显著的二维交互效应;（3）性别差异与工龄差异、职位层次差异之间存在显著的三维交互效应。     

What Difference Can a Year Make? Changes in Functional and Aesthetic Body Satisfaction Among Male and Female Adolescents Over a Year

The current study explored changes in functional and aesthetic body satisfaction among Australian adolescents over a year. Data were collected from 1,342 Australian adolescents (567 males, 775 females) across two grade cohorts (Grades 8 and 10) at Wave 1 (W1; mean age = 13.7) and again 12 months later at Wave 2 (W2). Participants' functional and aesthetic body satisfaction, body mass index (BMI), and relative pubertal timing were measured. Body image change was explored across both grade cohort and gender, controlling for differences in BMI change and relative pubertal timing. Females reported lower overall (functional and aesthetic) body satisfaction than males. Participants reported higher functional and aesthetic body satisfaction at W1 than W2. Although both males and females reported a significant decrease in body satisfaction over the 12‐month period, this decrease was stronger among female participants. ^?Cohort differences were also found with older adolescents reporting lower functional body satisfaction.     

Exploring Internet Motives and Life Satisfaction Among Hungarian and Israeli Medical Students, Living in Hungary

Objective Using the Internet can influence psychological well-being, for instance life satisfaction has been negatively related to Internet uses. The first aim of this study was to compare the motives for Internet use and life satisfaction. The second aim was to explore nation- and gender-based differences in Internet uses. Method The questionnaires related to Internet motives and life satisfaction, and were filled out by 300 medical students, including 150 Israeli students (75 females, 75 males) and 150 Hungarian students (75 females, 75 males). Results In the Israeli and Hungarian sample, the entertainment motive was rated the highest while the escape motive was rated the lowest. There were significant differences between the Israeli male and female students in arousal and information-seeking, while for the Hungarian male and female students there were significant differences for pass time. Life satisfaction was higher in the Israeli sample. In both samples it was shown that the higher the life satisfaction was, the less likely the students were to use the Internet for companionship purposes. Again in both samples, a higher life satisfaction predicted less frequent use of the Internet for the social interaction motives.     

Work-to-family enrichment: Influences of work resources,work engagement and satisfaction among employees within the South African context

The aim of this study was to investigate the relationship of work resources, work-to-family enrichment, engagement and job satisfaction among employees in the South African context. Data were collected from 627 participants (females=67%, Afrikaans or English speakers=81.8%). The analysis utilised multiple regression analysis to predict work resources and work-to-family enrichment dimensions from work engagement dimensions, job satisfaction and career satisfaction. In the multiple regression analyses, work-related development opportunities, work autonomy and work-family affect were significant predictors of work vigour. Furthermore, work-related development opportunities, work autonomy, work-family affect and work-family perspectives were significant predictors of work dedication, job satisfaction and career satisfaction. Results support the idea that participation in one role may enrich the quality of life in the other role and provides a more comprehensive understanding of the positive side of the work/family interface.     

Spillover and crossover of exhaustion and life satisfaction among dual-earner parents

This study integrates spillover research of stress transferring from work to home and crossover research of strains transferring from one spouse to another. A spillover and crossover model was tested among 191 (couples of) dual-earner parents. For both males and females, it was hypothesized that (self-reported and partners’ rating of) work-to-family interference (WFI) partially mediates the job demands-job exhaustion relationship, and fully mediates the job demands-life satisfaction relationship. Further, we hypothesized reciprocal crossover effects between both partners’ job exhaustion and life satisfaction. The results of structural equation modeling analyses offered support for the mediating role of WFI although there were genders differences. In addition, we found a crossover path from females’ exhaustion to males’ exhaustion and from males’ life satisfaction to their partners’ life satisfaction. This implies that not only job-related strain, but also positive, context-free well-being may crossover among partners.     

Sexual Peak: Socially Shared Cognitions About Desire,Frequency, and Satisfaction in Men and Women

Is a man’s sexual peak earlier than a woman’s? Three studies were conducted to examine (a) whether the perception that men achieve their sexual peak at a younger age than do women is shared across individuals of different ages and sexes, (b) whether sexual peak is defined differently for men and women, and (c) whether differences between definitions contribute to differences in the age at which men and women are perceived to reach sexual peak. Study 1 suggested that participants believed that females reach their sexual peak at an older age than do males. Study 2 indicated that the defining feature of sexual peak for males was sexual desire and for females was sexual satisfaction. Study 3 suggested that predictions of male sexual peak coincided with participants’ predictions of male age of highest desire and frequency, but not satisfaction, and that female sexual peak coincided with participants' predictions of female age of highest satisfaction but not frequency or desire. Discussion focuses on potential reasons for differences between the perception of male and female sexuality, as well as the social and evolutionary importance of each of the dimensions of sexuality for both males and females.     

Correlates of coping with unemployment in young australians

The study reported is an investigation of the correlates of individual differences in coping with unemployment in young Australians. One hundred and twenty-six young people (66 males, 60 females) attending Commonwealth Youth Support Scheme (CUSS) centres in Melbourne were surveyed. Adjustment to unemployment was ad via self-reported physical and mental health problems and life satisfaction. Also assessed were a range of factors hypothesized, on the basis of stress theory, to mediate adjustment to unemployment including: duration of unemployment, economic deprivation, social support, cognitive irrationality, work values and range of leisure activities. Regression analyses indicated that all criterion measures of adjustment were associated significantly with the predictor variables. It was concluded that stress theory provides a useful conceptual framework for analysing individual differences in the impact of unemployment.     

Love, work, and changes in extraversion and neuroticism over time

The present study examined individual differences in change in extraversion, neuroticism, and work and relationship satisfaction. Of particular interest were the correlations between changes. Data were from the Victorian Quality of Life Panel Study (B. Headey & A. Wearing, 1989, 1992), in which an overall 1,130 individuals participated (ages 16 to 70). Respondents were assessed every 2 years from 1981 to 1989. Four major findings emerged. (a) There were significant individual differences in changes in extraversion and neuroticism. (b) Change was not limited to young adulthood. (c) Development was systematic in that increased work and relationship satisfaction was associated with decreases in neuroticism and increases in extraversion over time; on average, the magnitude of the relation between changes in work and relationship satisfaction and traits was .40. (d) Cross-lagged models indicated traits had a greater influence on role satisfaction; however, marginal support emerged for work satisfaction leading to increased extraversion. Implications of correlated change are discussed.     

Proactive Personality and Job Satisfaction: the Mediating Effects of Self-Efficacy and Work Engagement in Teachers

Proactive personality has been demonstrated to be positively correlated with individual’s job satisfaction in addition to big five traits. However, what is less clear are the intervening mechanisms underlying this relationship, the present study examined the mediating effects of self-efficacy and work engagement on the association between proactive personality and job satisfaction. Three hundred and fifty-two (194 females and 158 males) primary and middle school teachers completed the proactive personality scale, the teachers’ self-efficacy scale, the work engagement scale and the short-form Minnesota job satisfaction questionnaire. Results revealed that proactive personality was positively related to teachers’ job satisfaction. In addition, mediation analyses showed that the relation between proactive personality and teachers’ job satisfaction was simple mediated by self-efficacy and work engagement and sequentially mediated by self-efficacy–work engagement. These findings contribute to the complex nature of the relationship between proactive personality and job satisfaction. The possible explanations and limitations are briefly discussed.     

Vocational Needs and Satisfaction of Supported Employees: The Applicability of the Theory of Work Adjustment

Modified instruments based on the theory of work adjustment were used (a) to identify the vocational needs and satisfaction of 45 supported employees with mental retardation and 45 nondisabled co-workers and (b) to test the theory's proposition that need–reinforcer correspondence predicts satisfaction. There were more similarities than differences between the two groups in the importance and satisfaction of the 17 needs that were examined; 13 of 17 needs and 9 of 17 facets of job satisfaction did not show significant differences. Limited support for the correspondence–satisfaction relation was found for supported employees, but not for their co-workers. We concluded that the constructs and measures of the theory of work adjustment can be relevant tools in vocational counseling with workers with mental retardation in supported employment programs.     

BLACK-WHITE DIFFERENCES IN WORK ENVIRONMENT PERCEPTIONS AND JOB SATISFACTION AND ITS CORRELATES

Numerous studies have reported racial differences in intelligence, abilities, motivation, job satisfaction, and so forth. Relatively few of these studies, however, limited their comparisons to blacks and whites experiencing similar work conditions. The present effort compared black ( n = 166) and white ( n = 1,451) sailors assigned to the same shipboard divisions in order to investigate possible differences in perceived work conditions, satisfaction, need strength, and relationships among these variables. Also explored were two hypothesized sources of race-related satisfaction differences–differences in perceived work conditions and differences in need strength. The results tended to support the need strength hypothesis although satisfaction differences were fewer than expected.     

Workaholism in Organizations: Gender Differences

Although the concept of workaholism inorganizations has received considerable attention, ourunderstanding of it based on research evidence islimited. This results from the absence of both suitabledefinitions and measures of the concept. This study, usingmeasures developed by Spence and Robbins (1992),examines gender differences in a predominantly whitemanagerial sample-in three workaholism components and workaholic job behaviors among managers andprofessionals. Although females and males were found todiffer on many personal and situational demographiccharacters, they were similar on the three workaholism components: work involvement, feeling driven towork, and work enjoyment. Females reported higher levelsof particular workaholic job behaviors (e.g.,perfectionism, job stress) likely to be associated with lower levels of satisfaction andwell-being.     

Impact of Working Time Mismatch on Job Satisfaction: Evidence for German Workers with Disabilities

This study examines the impact of working time mismatch (i.e. the discrepancy between actual and desired working hours) on individuals’ job satisfaction by disability status in Germany. Our particular interest is in testing the assumption that working time mismatch is a more serious problem among workers with disabilities as compared to workers without disabilities, especially concerning the presence of overemployment. Using longitudinal data from the German Socio-Economic Panel (1985–2011), we estimate a “Probit Adapted OLS” model which allows us to identify the factors affecting job satisfaction for people without and with disabilities. The results indicate that all workers suffering from working time mismatch are more likely to report lower levels of job satisfaction compared to those who actually work their desired hours. In addition, all selected groups of females with disabilities prefer lower hours of work per week compared to females without disabilities. Although overemployment is clearly more harmful in terms of job satisfaction than underemployment for all workers, its impact is even higher for females with disabilities as compared to their non-disabled counterparts. From a public policy perspective, these findings show the importance of reducing working time mismatch in general and overemployment in particular among females with disabilities in order to increase their levels of job satisfaction.     

Operationalizing value importance in cross‐cultural research: Comparing direct and indirect measures

This research compared direct and indirect operationalizations of work value importance across 25 nations using data from the Work Orientations II Module of the International Social Survey Program (ISSP). Respondents provided direct ratings of the extent to which each of seven work goals was subjectively important to them. They also rated their satisfaction with each of the same work goals and with their jobs overall. Thus, an indirect operationalization of work value importance was formed from the empirical relationships between satisfaction with each work goal and overall job satisfaction. As expected, results showed that conclusions drawn about cross‐cultural differences depended on the method used for operationalizing work values. Implications of the results for the interpretation of cross‐cultural differences are discussed.     

Mediating Role of Emotional Intelligence on the Associations between Core Self-Evaluations and Job Satisfaction,Work Engagement as Indices of Work-Related Well-Being

The purpose of this study was to investigate the role of emotional intelligence in relation to core self-evaluations (CSE) and work-related well-being. A sample of 356 employees who are all females completed measures of CSE, emotional intelligence, job satisfaction and work engagement. Results revealed that higher levels of CSE were correlated with higher levels of emotional intelligence, job satisfaction and work engagement. Higher levels of emotional intelligence were associated with greater job satisfaction and work engagement. Structural Equation Modeling (SEM) indicated that emotional intelligence partially mediated the association between CSE and work-related well-being. The results revealed the importance of emotional intelligence in order to improve occupational well-being of employees. This research makes a contribution to the potential mechanism of the relationship between CSE and work-related well-being.     

Job satisfaction, work values, and sex differences in Taiwan's organizations.

This study of 927 employees in Taiwan is an attempt to explain job satisfaction and sex differences with reference to work values. Initially, the results confirmed that both job satisfaction and work values consisted of 4 common dimensions pertaining to the task, team, reward, and status. Subsequent analyses showed that male employees had higher rank and higher task, team, and status satisfaction than did female employees. The sex difference was not attributable to differences in work values. Placing higher values on the task and team dimensions and a lower value on the reward dimension seemed to lead to greater job satisfaction.