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Job satisfaction, Andrade, Maureen & Westover, Jonathan & Peterson…

- - - - Intrinsic Rewards
        
        women seek the job characteristics they find the most
        fulfilling
        
        especially if they are not the main financial provider
      - Work Relations
        
        having a good
        supervisor
        
        may be more imortant to women than to men
        
        social relations
        
        task significance
        
        Women tend to be more satisfied in women-dominated work contexts
        
        unfair treatment and gender bias can also impact levels of satisfaction
      - Work-Life Balance
        
        no gender gap is present in life satisfaction when mismatches occur between employees’ actual and preferred number of work hours
        
        Women may place higher value on the ability to balance home and family whereas men may value pay over flexibility
        
        when flexibility is accounted for, satisfaction is equal for men and women
      - Extrinsic Rewards
        
        men place more emphasis than women
        on extrinsic work benefits such as pay
        
        differs by context and
        profession
        
        they may stay in jobs they find less satisfying
        
        married women may have more flexibility in job choice than men and unmarried women have, allowing them to leave unsatisfactory employment
        
        being the primary income provider plays a role
        
        men and unmarried women are comparable
        
        Promotion impacts job satisfaction
        
        varies by gender, possibly due to men being promoted to senior level jobs earlier and more readily than women
        
        job satisfaction (consisting of both intrinsic and extrinsic aspects of a job) has been shown to increase with age for both genders
  - - - over time, these differences may become less
        and less relevant
- - - - the division of labour in pursuit of profit, and exploitation by employers, as a denial of the workers’ need for selfexpression
      - Workers become estranged from the product of their work
        
        work only serves to satisfy other external demands
    - - four dimensions
        
        Meaninglessness
        
        stems from standardisation and division of labour
        
        denotes the inability to see the purpose of work done or to identify with the total production process/finished product
        
        Isolation
        
        is not belonging to an integrated work group or to the social work organisation
        
        not being guided by group norms of behaviour
        
        Powerlessness
        
        denotes the workers’ lack of control over management policy, immediate work processes, or conditions of employment
        
        Self-estrangement
        
        is the failure to see work as an end in itself or as a central life issue
        
        workers experience a depersonalised detachment
        
        work is seen solely as a means to an end