Job and life satisfaction: A reevaluation of the strength of the relationship and gender effects as a function of the date of the study.

Tait, Marianne; Padgett, Margaret Y.; Baldwin, Timothy T.

doi:10.1037/0021-9010.74.3.502

Cited by 360 publications

(279 citation statements)

References 27 publications

(49 reference statements)

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“…Factor 3, service under pressure, shows no gender difference, which disproves our starting hypothesis where we believed that men would be more resistant to providing service under pressure. Finally, level of job satisfaction was the same for both genders, which is in accordance with numerous previous research (Brief, Rose, & Aldag, 1977;De Vaus & McAllister, 1991;Mottazl, 1986;Smith, & Hoy, 1998;Tait, Padgett, & Baldwin, 1989;Ugorji, 1997;Witt & Nye, 1992). This also indicates our assumptions were erroneous, because we expected women to be more satisfied than men, like many authors proved previously (Clark, 1996(Clark, , 1997Hodson, 1989;Murray & Atkinson, 1981;Sloane & Williams, 1996).…”

Section: Research Resultssupporting

confidence: 72%

Why should gender differences in hospitality really matter? A study of personnel’s service orientation and job satisfaction in hotels

Petrović

Jovanović

Marković

et al. 2014

Economic Research-Ekonomska Istraživanja

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In this article we examine the gender differences among hotel employees in service orientation and job satisfaction. To determine these differences, we used a service orientation scale (SOS), developed by Dienhart, Gregoire, Downey and Knight and a job satisfaction scale developed by Lytle. Our assumptions were that there would be significant gender differences in service orientation and job satisfaction. Our research proved factor structures of the two scales we used. Specifically, we showed gender differences in two of three factors, concerning service orientation (organisational support and customer focus), and no gender differences in job satisfaction. Our study revealed that organisational support is more important to men because they value more structured labour and service procedures than women (t = 2.21, df = 110, p = 0.03). In contrast, customer focus is more relevant to a women because it is more crucial to see satisfied guests, as well as having a good relationship with them (t = 2.07, df = 110, p = 0.04). It is of great importance for hotel management to have in mind that male and female employees respond and behave differently depending on the stimuli in the work environment and their satisfaction varies because of it.

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Section: Research Resultssupporting

confidence: 72%

Why should gender differences in hospitality really matter? A study of personnel’s service orientation and job satisfaction in hotels

Petrović

Jovanović

Marković

et al. 2014

Economic Research-Ekonomska Istraživanja

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“…In one study, employees high in dispositional positive affect had jobs, as rated by trained observers, that had more autonomy, meaning, and variety (Staw, Sutton, & Pelled, 1994). Finally, evidence from a variety of sources shows that happy people are more satisfied with their jobs (e.g., Connolly & Viswesvaran, 2000;Tait, Padgett, & Baldwin, 1989;Weiss, Nicholas, & Daus, 1999). In a meta-analysis of 27 studies of affect and job satisfaction, Connolly and Viswesvaran concluded that 10%-25% of the variance in job satisfaction was accounted for by measures of dispositional affect.…”

Section: Employment and Quality Of Workmentioning

confidence: 99%

The Benefits of Frequent Positive Affect: Does Happiness Lead to Success?

Lyubomirsky¹,

King²,

Diener³

2005

Psychological Bulletin

5,432

166

3,606

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Numerous studies show that happy individuals are successful across multiple life domains, including marriage, friendship, income, work performance, and health. The authors suggest a conceptual model to account for these findings, arguing that the happiness-success link exists not only because success makes people happy, but also because positive affect engenders success. Three classes of evidence-crosssectional, longitudinal, and experimental-are documented to test their model. Relevant studies are described and their effect sizes combined meta-analytically. The results reveal that happiness is associated with and precedes numerous successful outcomes, as well as behaviors paralleling success. Furthermore, the evidence suggests that positive affect-the hallmark of well-being-may be the cause of many of the desirable characteristics, resources, and successes correlated with happiness. Limitations, empirical issues, and important future research questions are discussed.

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“…In a recent meta-analytic review, Tait, Padgett, and Baldwin (1989) found the average correlation between job and life satisfaction, corrected for measurement error, to be .44. Some researchers have interpreted the correlation between job and life satisfaction as evidence for a dispositional effect on job satisfaction (see Staw & Ross, 1985).…”

Section: --------------------mentioning

confidence: 99%

Effect of dysfunctional thought processes on subjective well-being and job satisfaction.

Judge

Locke²

1993

Journal of Applied Psychology

278

203

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Although the dispositional approach to job satisfaction has received a good deal of recent attention, a fundamental deficiency in past dispositional research is a failure to use existing theories to explain why individuals are unhappy and dissatisfied with their jobs. E. A. Locke (1976), T. A. Judge (1992), and T. A. Judge and C. L. Hulin (in press) suggested that thinking processes should be studied in relation to job satisfaction. This study tested the thesis that the cognitive theory of depression, which focuses on individuals' thought processes, will help in understanding both subjective well-being and job satisfaction. A confirmatory model involving subjective well-being, job satisfaction, dysfunctional thought processes, and other relevant influences was hypothesized and tested by using a stratified random sample of university employees. Ratings were obtained from 2 sources to reduce single-source bias. The results indicated strong support for the overall model and for the adverse effect of dysfunctional thought processes.

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Job and life satisfaction: A reevaluation of the strength of the relationship and gender effects as a function of the date of the study.

Cited by 360 publications

References 27 publications

Why should gender differences in hospitality really matter? A study of personnel’s service orientation and job satisfaction in hotels

Why should gender differences in hospitality really matter? A study of personnel’s service orientation and job satisfaction in hotels

The Benefits of Frequent Positive Affect: Does Happiness Lead to Success?

Effect of dysfunctional thought processes on subjective well-being and job satisfaction.

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