Gender-Related Effects in the Job-Design–Job-Satisfaction Relationship: An Interactional Approach

A Cross-National Analysis of Job Quality Characteristics and Perceived Job Satisfaction in a Changing World Economy: Implications for Public Administrators Managing a Multicultural Workforce

“…I use Handel's (2005) (Hodson,2002;Sloan 2004;Marchand et al 2005), gender (Hodson 2002;Carlson and Mellor 2004;Sloan 2004;Marchand et al 2005), race/ethnicity (Hammermesh 1999;Sloan 2004), marital status (Hammermesh, 1999;Sloan 2004;Marchand et al 2005) education (Hammermesh 1999; Souza-Poza and Souza-Poza 2000; Sloan 2004) income level (Hammermesh 1999;Sloan 2004), occupational prestige (Sloan 2004), job tenure (Hammermesh 1999), and organization size (Munoz de Bustillo Llorente and Fernandez Macias 2005). Due to limitations in the available data for countries of interest, control variables used in this study include gender, age, marital status, and education.…”

“…Indicators of job satisfaction and job quality include such variables as pay, job security, job variety, job involvement, job identity, job significance, job feedback, opportunity for advancement, interesting work, self-actualization opportunity, job autonomy, organizational commitment, stress, work load, physical effort, danger, management-employee relations, co-worker relations, unemployment rate, an index of overwork, level of income, salary behavior, and increase in salaries (Handel 2005;Munoz de Bustillo Llorente and Macias 2005;Chiu and Chen 2005;Carlson and Mellor 2004;Hodson 2002). Control variables often used in these studies include variables such as organizational control, organizational red tape, leader support, self-efficacy education, occupational prestige, job experience, job tenure, annual hours, organization size, marital status, race, and ethnicity In addition to providing a basis for understanding which variables are useful to examine, this literature also reveals that data collection methods in this line of research vary from quantitative to qualitative, and mixed-methods approaches, often utilizing secondary and archival data.…”

Youth Worker Characteristics and Self-reported Competency as Predictors of Intent to Continue Working with Youth

“…These conclusions are consistent with the literature on gender differences in other professions. For example, previous research on gender differences in job design, motivation, and satisfaction suggested that women place greater importance than men on interpersonal relationships (Carlson and Mellor 2004), and that women most often reported entering a profession because of attraction to the job, whereas men reported income and employment potential as the main reason for entering a profession (Kuhns et al 2004). Youth worker competency will remain a central issue in future research that attempts to understand how adults working with youth in out-of-school programming can promote positive youth development.…”

The impact of comparative state-directed development on working conditions and employee satisfaction

“…Though the literature has identified many important individual control variables, due to limitations in data availability, control variables used were limited to the following, individual characteristics (see Westover, 2008aWestover, , 2008bWestover, , 2010aWestover, , 2010bWestover, , 2011: fulltime/part-time status, selfemployment status, gender, age, marital status, and education (see Carlson & Mellor, 2004;Hammermesh, 1999;Hodson, 2002;Sousa-Poza & Sousa-Poza, 2000).…”