Job Attribute Preferences and Work Commitment of Men and Women in the United States

Abstract

The extent of assumed sex differences in preferences for work attributes is explored utilizing data from five representative national samples. The results indicated only minimal differences in preferred job attributes between males and females. Both sexes identified meaningfulness of the work as the most important job attribute, and rank ordered the other four attributes studied in the following sequence: promotion, income, security, and hours. Factors such as education, occupational prestige, age and one's commitment to continue working were more important than sex of the respondent as predictors of job attribute preferences. However, these status variables did not affect the relationship of sex and job attribute preferences. Furthermore, these factors had approximately the same relative predictive value for both males and females. Nevertheless, these statistically significant predictors explained a small proportion of the variance in job attribute preferences. Implications for research and practice are discussed.

Job Satisfaction of Faculty Members in Private Universities -In Context of Bangladesh

“…On the other hand, Campbell (1976) reported that single men are less job satisfied than married men, but that no such difference exists for females. Lacy, Bokemeier and Shepard (1983) find no differences in the consequences of gender-specific childhood socialization for job satisfaction. Nor do they find that a wide range of job characteristics differentially affect the work attitudes of men and women.…”

The Perceptions Of Employment Equity And Black Economic Empowerment As Predictors Of Organisation-Related Commitment

“…Other researchers have found no relationship between gender and commitment (Aven, Parker & McEvoy, 1993;Blau & Boal, 1989;Cohen & Lowenberg, 1990;Kacmar & Carlson, 1999). Finally, other researchers have found that men are more committed than women (Graddick & Farr, 1983;Lacy, Bokemeier & Shepard, 1983;Mathieu & Hamel, 1989).…”

“…Lee (1971) and Steers and Spencer (1977) have found these results to be inconsistent. Lacy et al (1983) found higher educated people to be more committed to work. Knoop (1986); Luthans et al (1987); Mannheim (1975); Newton and Keenan (1983) and Siegel and Ruh (1973) found a positive relationship between education and commitment.…”

“…Lacy et al (1983) and Mathieu and Hamel (1989) have found a negative relationship between age and commitment.…”

An Analysis of the Relation between Personality and the Attractiveness of Total Rewards Components

“…We controlled for the effect of eight variables likely to influence the preference given to compensation components, including age (Bretz and Judge, 1994;Jurgensen, 1978;Lacy, Bokemeier, and Shepard, 1983;Zedeck, 1977), gender (Jurgensen, 1978;Konrad et al, 2000), work experience (Bretz and Judge, 1994;Feldman and Arnold, 1978;Zedeck, 1977), level of education (Jurgensen, 1978;Lacy, Bokemeier, and Shepard, 1983), organization size (Posner, 1981;Turban and Keon, 1993), salary, number of dependants, and organizational tenure (Lacy, Bokemeier, and Shepard, 1983).…”