How Does Gender Affect Overall Job Satisfaction? The Case of the American Intellectual Union How Does Gender Affect Overall Job Satisfaction?
The Case of the American Intellectual Union
This paper attempts to discover the connection between overall job satisfaction and gender by utilizing the survey data conducted on the population of the American Intellectual Union. Job satisfaction is an important subject of study because of it can affect both the employee and the organization in the long run (Castillo &. Cano, 2004, p. 65). In a research by Nazim Ali (2005) said, “Dissatisfied employees create many problems for their organization inspite of solving it problems” (p. 239). In the educational sectors, dissatisfied employees may exhibit behaviors that can lead to poor results or they may engage in counterproductive activities such as theft, poor service, sabotage of equipment and many others. Dissatisfied employees also report higher tendencies for stress and depression, as well as high turnover intention which often leads to actual turnover. It is important for an organization to understand the various factors that can lead to employee satisfaction (or dissatisfaction) because these have the potential to adversely affect the smooth operation of the organization if they are not managed appropriately. In Ali’s study, it was found that job satisfaction was inversely correlated with turnover intention – low job satisfaction led to high turnover intention (Ali, 2005, p. 249).
Is there a difference in the overall job satisfaction (OJS) among men and women who are members of the American Intellectual Union? This is the main question that this paper hopes to answer. The sample for this study is composed mostly by males (74%). Standard deviation cannot be computed for gender since this data is nominal. Respondents were asked to rate their overall job satisfaction through the scale of 1 (least satisfied) to 7 (most satisfied). Table 1 below shows the OJS score provided by males and females.
Average OJS for the entire sample was computed at 5.172 which is relatively high in the scale. Overall standard deviation is at 0.979582 which means that the variation in the scores for overall job satisfaction is small.
However, it is important to note that females registered a higher average overall job satisfaction at 5.27 compared to males (5.14). Standard deviation of OJS scores among males is at 0.97 while variation in the OJS scores in females was computed at 1.20. While both standard deviation scores are low, females registered higher variation possibly due to less sample size.
The results of this study is not conclusive because data was limited. Moreover, to determine the connection between gender and overall job satisfaction scores, it is important to run other statistical procedures such as the chi square test or other test for correlation. By using charts, it was easy to see that most female respondents provided higher OJS scores, but that there were too few of them, hence, one cannot generalize the results of this study to cover the entire population.
Ali, N. (2005). Factors affecting overall job satisfaction and turnover intention. Journal of Managerial Sciences, 2(2), 239-250.
Castillo, J. X., &. Cano, J. (2004). Factors explaining job satisfaction among faculty. Journal of Agricultural Education, 45(3), 65-74.