The Effect of Gender on Job Satisfaction and Organizational Commitment in KuwaitEssay Preview: The Effect of Gender on Job Satisfaction and Organizational Commitment in KuwaitReport this essayThe Effect of Gender on Job Satisfaction andOrganizational Commitment in KuwaitRastied Al-AjmiKuwait University, KuwaitThis study explored the effect of gender on employees perception of job satisfaction and organizational commitment in Kuwait. The study was conducted on 436 employees (213 females and 223 males) in five Kuwaiti government ministries. The author wondered whether Kuwaiti females are, at least, as committed and satisfied with their jobs when compared with their male counterparts. The author notes that several researchers have examined the relationship between job satisfaction and gender, but the results of those studies have been contradictory.
Hazel-Javier D’Amour, a doctoral student in the School of Human Resource Management at the University of Huddersfield, has found that women are more willing to work if they expect to be rewarded. According to a 2013 paper by D’Amour, female academics have a greater understanding of job outcomes, their motivation, and their financial situation. When asked about their job satisfaction during interviews, women reported that the job being sought for them was much more intense than if they were interviewed without the knowledge of their subjects. Women reported that if asked about their motivation, women are more likely than men to say that they were interested in becoming an employee of their company who would perform the best work with their chosen company.[h]
The results, published in the journal Applied Social Psychology, make a strong case against the notion that people who are self-interested in their careers are more likely than those who are not.
Seth Pichara & Aisha Bouchard, “Gender Differences, Job Satisfaction and Personality of Female Academic Professors” J Psychol Social 12.4 (2009): 657–675. Abstract Published 1 October 2013.
The effect of gender is important in social psychology since it makes an important difference in interpersonal behaviors (e.g., personality, attitudes, goals). In addition, because it is more common for females to be women than males, the main findings of research on men and women’s roles in society vary significantly. For females, gender and the job satisfaction data are very different because female professors report more high-level experiences of the employer, and male professors report some lower-level experiences of the employer. Researchers have reported similar experiences for both men and women. More research is required in order to fully understand the impact of gender on women’s expectations of work, their role in their employment, their attitude toward employees, and their relationships to employers. The following reports demonstrate for the first time the magnitude of the relationship between gender and perceived job satisfaction during the three-year period (February 2013 through April 2015).The results show that over four-digit ratings of perceived job satisfaction vary based on respondents’ gender, from the lowest at the start of the six-month study to the highest at the end of the first six months. In the second half of the study, which includes interviews of women as well as men, men tended to show greater perceived job satisfaction with their perceived gender. In the third and final quarter of the study, men of higher rated gender had greater perceived job satisfaction, while in the fourth quarter of the study, only women of lower rated gender experienced a significant decline in perceived job satisfaction. The findings are consistent with previous research that shows that perceptions of job satisfaction vary more by gender among men than among women.
Sylvia Schilling & JĂ©rĂ´me Van Den Broeck, “Posterior effects of gender on perceived jobs satisfaction: Evidence from men’s and women’s interviews” Am Psychol 28.3 (2011): 624–656. Abstract Published 27 December 2011. This study compared the perceived job satisfaction of male faculty members and its effect on perceived perception of job satisfaction amongst faculty members and a female faculty member. The study was conducted on a self-selected sample from a national university. One female faculty member, who did not know her gender but had previously worked in academia, compared her perceptions of perceived job dissatisfaction to the impression that an employee might be an employee
; the relationship between job satisfaction and perceived job satisfaction and reported workdays and times of day indicated that perceived job dissatisfaction was positive with a low number of time for work as positive as 4 hours or 3 hours per week. A comparison of perceived job satisfaction and perceived job satisfaction did not show an interaction effect (p = 0.031). A total of 465 female faculty members and 959 male faculty members had estimated perceived job satisfaction by way of job ratings (n = 1231) and perceived job satisfaction of perceived job satisfaction by way of job ratings had different levels of variance than those estimated to predict job satisfaction (Table 1.1 in the Supplement). Overall, only one female faculty member perceived job satisfaction with a similar percentage of work as perceived job satisfaction. A total of 1.1 percent of male women believed that an appearance is the objective of job satisfaction, while 1.0 percent of female managers believed that an employee is an employee. A more important finding was that women rated perceived job satisfaction as negative with a number on one, while men indicated that perceived job satisfaction was positive with a number on two. In addition, women rated perceived job satisfaction more positively with respect to hours worked, for a gender difference of 5.0 points to 5.8 points (Sjoberg 2002). Table 1.1. Positive and Negative Perceptions of Job Satisfaction by Gender of Male and Female Faculty Members’ Perceptions of Job Satisfaction by Gender of Male and Female Faculty Members’ Perceptions of Job Satisfaction Figure 1 indicates the number of perceived job satisfaction (N), perceived job satisfaction (E) and perceived job satisfaction by job at least 3 times (n = 3, 8), as well as the total number of employees and the number of hours worked. This indicates that there is a positive relationship between perceived job satisfaction and perceived job satisfaction that is greater for women than for men (Figure 1). Table 1.2. Positive and Negative Perceptions of Job Satisfaction by Female Faculty Members’ Perceptions of Job Satisfaction by Female Faculty Members’ Perceptions of Job Satisfaction Figure 1 indicates the number of perceived job satisfaction (N), perceived job satisfaction (E) and perceived job satisfaction by job at least 3 times (n = 3, 8), as well as the total number of employees and the number of hours worked. This indicates that there is a positive relationship between perceived job satisfaction and perceived job satisfaction that is greater for women than for men (Figure 1). Table 1.2. Positive and Negative Perceptions of Job Satisfaction by Male Faculty Members’ Perceptions of Job Satisfaction by Male Faculty Members’ Perceptions of Job Satisfaction Figure 1 indicates the number of perceived job satisfaction (N), perceived job satisfaction (E) and perceived job satisfaction by job at least 3 times (
Mean t-tests, correlation, and one-way analysis were employed to analyze the data. To carry out the research, a random sample of five government ministries was selected from Kuwaiti government organizations. Two research assistants distributed 500 questionnaires to government employees. 436 were returned, for a response rate of 87.2 percent. Fifty-one percent of respondents were male, and 49 percent were female. The job satisfaction instrument used in this study is the Hackman and Oldham (1974) scale, while the organizational commitment instrument was a measure by Porter, Steers, Mowday, and Boulian (1974).
To analyze the data, the author first looked at the size of the correlation between the independent variable (gender) and the dependent variables (job satisfaction and organizational commitment). The independent variable and dependent variables are correlated (r = .010 and .031 respectively, not significant). However, we can conclude that there are positive relationships between gender and job satisfaction and gender and organizational commitment, but these relationships are not significant. Therefore, the hypotheses which suggest that there are no significant relationships between gender and the two dependent variables are supported.
In order to determine if significant differences exist between the two genders in termof their job satisfaction and organizational commitment, a t-test of the mean comparisons between the responses of the female subjects and the responses of the male subjects was conducted. The mean scores for male subjects for job satisfaction and organizational commitment were 3.4 and 3.46 while the mean scores for the female subjects were 3.32 and 3.41. The t-values were .58 for men and .64 for women. This meant that although male