Gender and work values: Survey findings from a working-class sample

Harris, Catherine T.; Earle, John R.

doi:10.1007/bf00288226

Cited by 29 publications

(16 citation statements)

References 6 publications

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“…However, this suggestion did not receive research support. That is, research conducted among men and women in similar occupations indicated no gender dierences in valuing money (Crosby, 1982;Harris and Earle, 1986). That is, if women value pay and promotion as much as men, therefore, it is likely that they focus their attention on distributive justice over procedural issues.…”

Section: Discussionmentioning

confidence: 93%

The effects of gender in organizational justice perception

1999

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SummaryTwo studies were used to examine the moderating eect of gender on the justice± outcome relationships. Contrary to hypothesis, gender moderates the relationship between distributive justice and trust in supervisor in sample 1. It is possible that women are concentrating more on distributive issues rather than procedural justice issues in order to address past pay discrepancies. Further, gender did not moderate any other justice±outcome relationships. These results may indicate a recent trend toward work value similarity and narrowing of gender dierences.

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Section: Discussionmentioning

confidence: 93%

The effects of gender in organizational justice perception

1999

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“…However, men in low-status occupations valued pay more than women in low-status occupations, and more than women or men in high-status occupations. Harris and Earle (1986), in a survey study of the job values of a working-class sample, found no difference in the percentages of women and men who endorsed pay as a desirable job outcome. Both sexes valued intrinsic job outcomes (e.g., a chance to learn new things, a chance to use skills and abilities) more than pay outcomes, although women were more likely than men to value intrinsic job outcomes.…”

Section: Gender Differences In the Value Of Pay: Do Women Want Less Tmentioning

confidence: 92%

Relative Deprivation and the Gender Wage Gap

Jackson

1989

Journal of Social Issues

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Research on gender and pay satisfaction indicates that women are equally satisfied with less pay than men receive—the paradox of the contented working woman. Relative deprivation theory provides a framework for understanding how women's paradoxical contentment may contribute to the gender wage gap: Women may be content because they do not perceive a discrepancy between the pay they “want” and the pay they receive. A review of research on gender and the value of pay, and on gender and pay expectations, indicates that a value‐based explanation is needed to account for women's paradoxical contentment with their low pay. Research is described testing the hypothesis that gender differences in the meaning of money influence the value of pay and pay satisfaction, and a preliminary model of pay satisfaction is offered that integrates value‐based and comparative‐referent explanations of the paradoxically contented woman worker. Implications of gender differences in the value of pay for the issue of comparable worth are discussed.

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“…In their summary of occupational socialization research, Marini and Brinton (1984) concluded that women place a higher priority on intrinsic aspects of work, whereas men consider extrinsic dimensions to be more important. However, when Harris and Earle (1986) compared job values by gender in a working-class sample, they did not find gender differences in either extrinsic or intrinsic values. More recent research by Marini et al (1996) showed that the gender difference between men and women in extrinsic work values has become nonsignificant over the past two decades but that women continue to value intrinsic aspects of work more than men.…”

Section: Work Valuesmentioning

confidence: 83%

Race, Class, and Gender Differences in High School Seniors' Values: Applying Intersection Theory in Empirical Analysis

Ovadia¹

2001

Social Science Quarterly

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Objective. This article demonstrates how intersection theory can be applied in empirical studies by testing whether an individual's race, class, and gender have interactive effects. Methods. Data on high school students' ratings of the importance of equality, money, career, and family from the Monitoring the Future study are used. A stepwise regression model is employed to determine first whether additive effects exist in the data, and then whether interactions exist among race, class, and gender characteristics. Results. Previous findings of additive effects were generally confirmed in the first stage of the regressions, with some exceptions. For the money and family values, significant interactions exist between some pairs of characteristics, but three-way interactions were not significant. For equality and career values, no significant interactions were found. Conclusions. Although there are times when additive models are sufficient to describe differences among groups, the omission of interaction terms can sometimes lead to misleading conclusions about the effects of race, class, and gender. Using intersection theory in empirical models will guard against this oversight and may lead to a broad theory of when significant race, class, and gender interactions should be expected.In a 1983 article on sex role attitude differences, Ransford and Miller noted that in most previous research on stratification, socioeconomic status, ethnicity/race and gender are somewhat separate hierarchies, each affecting the distribution of power, privilege and prestige. . . . More accurate predictions and a fuller theoretical understanding often result from a consideration of the intersections or joint effects of SES [socioeconomic status], race and sex. These intersections of status positions represent unique social spaces within which persons construct explanations of reality. (46) *Direct all correspondence to Seth Ovadia,

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Gender and work values: Survey findings from a working-class sample

Cited by 29 publications

References 6 publications

The effects of gender in organizational justice perception

The effects of gender in organizational justice perception

Relative Deprivation and the Gender Wage Gap

Race, Class, and Gender Differences in High School Seniors' Values: Applying Intersection Theory in Empirical Analysis

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