Research Proposal

Job Satisfaction And Gender Differences

Submitted To:
Miss. Khadija Ejaz

Submitted By:
Nouman Abid.
Omaid Laeeque.
M. Umar Ramzan.
M.Usama Sheikh.
Noor Fatima.

Lahore School Of Economics

Job Satisfaction And Gender Differences

Abstract:
Gender difference is a phenomenon which used to exist extensively in past but with advancement
of modern times the concept has started diminishing and in some cases is oblique. In a nutshell
generally the women these days are more satisfied contented with their work and this is the
outcome of various factor with women empowerment being the most eminent factor.
1. Introduction
In the recent years there has been a substantial rise in the number of women entering the work
force. One consequence of this trend is that it has generated considerable interest in the
relationship between gender differences and job satisfaction. Few studies in this area have been
conducted in the west, yet not a significant amount of work has been done in Pakistan. Its been
opportunity to conduct a research on this current issue. So the purpose of this study is to
investigate the influence of gender type on the job satisfaction.
Job satisfaction is a complex function of a number of variables. A person may be satisfied with
one or more aspects of his/her job but at the same time may be unhappy with other things related
to the job. The study on gender differences and job satisfaction can be conducted in various
professions and mostly work in this context has been done in business but in Pakistan women
dont have much participation ratio in many professions.
Although in twenty first century women all over the world have a considerable participation ratio
yet, it usually heard that women hold jobs that are, on average, inferior in many respects to those
held by men.
2. Literature Review:
Richards,J.R says discrimination is most provocative occurrence to test HR in work place.
It has been studied in depth by various professional and yet remains an eminent issues
despite advancement and progress , women still experience it, even in contemporary setting .
Mumford (1983)gives not solid definition while Churchill (1946) define it as in which
employee finds rewards, fulfillment and satisfaction along with sentiments of frustration.
Locked (1969) defines it as a positive emotional state, wright and cropanzano (1998) says
that they are effective and cognitive attitudes by an employee about various aspects of their

work. Herzberg (1950) in his motivational hygiene theory defines motivational factors as
intrinsic, which provide people satisfaction.
Jex perceived jab satisfaction as a general attitude rather than specific. Dormann and Zapf
(2001) says that it is stable across different jobs due to attributes of personality and other
factor. Near,etal (1977) consider satisfaction as only one of the several components of life
satisfaction concept and work related variables. Schymus and Croon (2006) were of view that
it is a predecessor or of organization outcome such as performance, outcome of
conditions(leadership) and a disposition influence by personality traits. Finding of
Goembiewski and Motiaz (1977) show no significant differences between gender
discrimination. When a number of variables were statistically controlled, while schuler and
Rabinowitz (1985) generated inconsistent and mixed result. Barto, schuler & Brenner (1966)
found that women place more importance on extrinsic factor while men preferred intrinsic.
Kunlen (1963)values.
Using data from the US the paradox of the contented female workers, women report higher
job satisfaction than men. Women in female dominated workplace report higher gob
satisfaction because they value job flexibility. Females are more satisfied with five of the six
job satisfaction measures. Gender differences with d.a of J.s.c.b. explained by both personal
and labor market characteristic.
Past studies have found younger and more educated females to have comparable rates of job
satisfaction with their male peers ,however now a days younger female are more satisfied at
work as compared to males in 4/6 measures investigated. Females higher level of job
satisfaction is not econometric, however no evidence support that younger female exhibit job
satisfaction rates as compared to males.
In a study of two AACSB international auredited universities from 1980 to 2003 respondent
were asked a variety of question on job satisfaction is relates to many factors including
professions, firms, age, gender race and parent education .The finding of this study on job
satisfaction provide benchmark upon which accounting firms use to evaluate job satisfaction
level among their employees. Job satisfaction is one of the most widely discuss issues in an
organizational behavior; in a study the resources investigated the present level of job
satisfaction among the faculty member of private universities tertiary level in Bangladesh.
The study concluded the fact that faculty members were overall satisfied with their condition.
Further it has been found that there is no significant difference between male and female
members. As the job satisfaction is not gender base by nature so it does not play a crucial role
for female faculty members while working under masculine culture.
E.M Alexander (2004) investigated the extent to which male and female employees of
university differ in various attributes and attitudes and the level of satisfaction. A satisfied
random sample of 360 academic and administrative staff of the University of Botswana was

collected. Findings indicate the difference between males and females in level of satisfaction
due to negative work experiences such as gender discrimination considering all factor that
might explain different job satisfaction among employees at the university five attributes
which were significant belonging it an older age understanding the competing demand
teaching and research responsibilities taking advantage advancement at work perceiving
equity in distribution of work load.
Smith,Kendall, Hulling, 1969 study says that the factor of gender leads to support the
hypotheses that male medical officers are more satisfied as compared to female medical
officer. Police agencies across the United States face challenges related to advancement of
female officers within the organizational structure. The study reports on a survey
administered by Las-Vegas Metropolitan police department was designed to determine
officers opinions of career satisfaction and career advancement. The result suggests that
while there are several difference in opinion between male and female officer, overall officer
are generally pleased with their career and assignments. Gillbert (1979) and Kirchmeyes
(1992) found that men and women are more satisfied when they are working in groups
containing mostly members of their own gender with lower group cohesiveness. Wiseman
(1994) and Oshagbemi and Titus (2000) found that women were less satisfied in business and
law jobs but equally satisfied with pay promotion, supervision and coworkers.
3. Hypothesis:
Studies in the West found that Male faculty is more satisfied with their work compared with Female
faculty. To check whether this type of relationship exists among the people living in the region of Lahore
we develop our first hypothesis as:
1

H1: Male faculty members are more satisfied with the work of their job as compared to Female
faculty members.
Ho: Male faculty members are equally satisfied with the work of their job as Female faculty
members are.

4. METHODOLOGY
Type of study
Our Type of study will be Quantitative. As our purpose of the study is to investigate the influence
of gender type on the job satisfaction and we compared the job satisfaction in male respondent
and job satisfaction in female respondent so this research can be called as co-relational
Unit of analysis
As individual analysis is the best way to determine the significant difference between the overall
job satisfaction levels between male and female teachers so we will take individual as our unit of

analysis for this research. Male and female respondents have different personal expectations and
our study never allowed us to take them as a whole so we take them separately as unit of analysis
and not in groups.
Study setting
The purpose of our study is not to examine continuity of response and to observe changes that
occur over time. So the data will be collected at a single point in time. Our control on variables
will be non-contrived. We havent made any manipulations in variables. The questionnaire will
be filled by the respondents in natural environment.

Tool of study:
All these things mentioned above directed us to set our mode of observations which is survey. In
survey, we have selected self-administered questionnaire as our observation tool. This is selected
on the basis of the purpose of the study, time dimension, unit of analysis and researchers control
of variables.
Sampling design
Population of this study will be the Teachers, Bankers & people from other professions within
the region of Lahore. And the target population of our study will be the Teachers & Bankers who
are either permanent or on contract. Visiting teachers who are teaching in the Government
College Lahore are not taken as a part of target population.
Data Collection
Data collection is supposed to be carried out by administering the questionnaire individually.
Questionnaire is comprised of demographic information and only five items so that response will
be good enough as respondents will find it convenient for them to fill such short questionnaire.
5. Data Analysis:
The Population of this study was about all the faculty members from the Bank Al-falah, Teachers from
Government College Lahore, Engineers and some other members from different industries within the
region of Lahore. The sample consisted of 48 women out of which 17(35.42%) are Teachers, 14(29.17%)
are Bankers & 17(35.42%) belongs to some other Professions. Apart from this the sample consisted of 73
men out of which 20(27.40%) are Teachers, 33(45.21%) are Bankers & 20(27.40) belongs to some other
Professions. The percentages are shown in Table-1.

Table-2 lists the tabulation of Satisfaction Level with Job by Gender. Out of 73 Male
Respondents the numbers of Male respondents that are not satisfied with their job are 26 and

those who are highly satisfied with their job are 47. On the other hand out of 48 female
respondents the numbers of female respondents that are not satisfied with their job are 26 and
those who are highly satisfied with their job are 22. So the ratio of male members who are highly
satisfied is greater than that of female members. Hence we can say that males are more satisfied
with their Job and it supports our hypothesis.
Table-3(a) lists the regression model of male members including some important independent
variables while keeping satisfaction level with job as dependent variable. As we run the
regression model we saw that only some variable are significant in the model whose P>t value is
less than 0.05. So as the P>t value of two variables Level of Respect from Leadership and
Promotion Policy is greater than 0.05 so we will neglect them in the rest of the model. On the
other hand Table-3(b) lists the regression model of female members including some important
independent variables while keeping satisfaction level with job as dependent variable. As we run
the regression model we saw that only some variable are significant in the model whose P>t
value is less than 0.05. So in case of female members only three variables are considered
significant to the model whose P>t value is less than 0.05 while the rest will be neglected
throughout the model. The chosen variables are Level Of Respect from Leadership, Complaint
Procedure and Contact To EEO Counselor.
Table-4(a) lists the regression model of male members including only those variables which
showed a significant relationship with the dependent variable. As we run the regression model
we saw that all variables are significantly linked with a value of r 2=0.5401. We also saw that the
value of Prob>f=0.0000 which is less than the significance level 0.05 and hence indicating that
there is a significant linear relationship of these variables with our null hypothesis. Hence the
regression equation is:
Satisfaction Level With Job = 0.59+(0.32*Opportunity For Job In spite Of Gender)
+(0.27*Valued By Supervisor)+(0.41*Complaint Procedure)+(-0.35*Contact To EEO
Counselor)+(0.22*Utilization Level).
Table-4(b) lists the regression model of female members including only those variables which
showed a significant relationship with the dependent variable. As we run the regression model
we saw that all variables are significantly linked with a value of r 2=0.5079. We also saw that the
value of Prob>f=0.0000 which is less than the significance level 0.05 and hence indicating that
there is a significant linear relationship of these variables with our null hypothesis. Hence the
regression equation is:
Satisfaction Level with Job = 1.63+ (0.55*Level Of Respect From Leadership) + (0.27*Contact
to EEO Counselor) + (-0.28*Complaint Procedure).
Table-5(a) lists the linear-log regression model of the male members. We did this just to
manipulate our data. The entire variable showed a significant relationship with the dependent
variable with r2=0.5352. We also saw that the value of Prob>f=0.0000 which is less than the

significance level 0.05 and hence indicating that there is a significant relationship of these
variables with our null hypothesis. Hence the linear-log regression equation is:
Satisfaction Level With Job = 0.81+(0.80*log Opportunity For Job In spite Of Gender)
+(0.87*log Valued By Supervisor)+(1.12*log Complaint Procedure)+(-1.13*log Contact To EEO
Counselor)+(0.71*log Utilization Level).
Table-5(b) lists the linear-log regression model of the female members. We did this just to
manipulate our data. The entire variable showed a significant relationship with the dependent
variable with r2=0.5283. We also saw that the value of Prob>f=0.0000 which is less than the
significance level 0.05 and hence indicating that there is a significant relationship of these
variables with our null hypothesis. Hence the linear-log regression equation is:
Satisfaction Level with Job = 2.15+ (1.32*log Level of Respect from Leadership) + (0.71*log
Contact to EEO Counselor) + (-0.87*log Complaint Procedure).
6. Conclusion:
The study aimed to explore and investigate the global job satisfaction of officers in Lahore
region. The overall results supported the proposed hypotheses that the male faculty members are
more satisfied as compared to female faculty members. Men and women are significantly
different in their roles, behavior, attitudes and status in society. The main responsibility of men is
to financially support the families, on the other hand, the, main responsibility of women is to
care and rear their family. So, we could not consider their feelings equal about work. They have
different sets of responsibilities and pressures which affects the work in different manner. As
female experience more role pressure thats why they are less satisfied.
In conclusion it can be said that the results of present study show that in case of Bankers &
Teachers such personal factors as sex can contribute to significant differences in the magnitude
of job satisfaction as measured by questionnaire. As compared to men, womens duty hours
should be flexible and their working condition should be improved.
7. Appendix:
Tables
Table-1
Gender
0
1
Total

1
17
35.42
20
27.40
37
30.58

Occupation
2
14
29.17
33
45.21
47
38.84

Total
3
17
35.42
20
27.40
37
30.58

48
100
73
100
121
100

Table-2
Gender

Satisfaction Level With Job

Total

0
1
Total

N.S.
26
26
52

H.S.
22
47
69

48
73
121

Table-3(a)
Satisfaction Level With Job

P>t

Level Of Respect From Leadership

Promotion Policy
Opportunity For Job In spite Of Gender
Valued By Supervisor
Complaint Procedure
Contact To EEO Counselor
Utilization Level

0.082
0.389
0.001
0.043
0.000
0.000
0.040

Where r2=0.5631

Table-3(b)
Satisfaction Level With Job
Level Of Respect From Leadership
Promotion Policy
Opportunity For Job In spite Of Gender
Valued By Supervisor
Complaint Procedure
Contact To EEO Counselor
Utilization Level

P>t
0.001
0.642
0.513
0.702
0.030
0.028
0.308

Where r2=0.5381

Table-4(a)
Satisfaction Level With Job
Opportunity For Job In spite Of Gender
Valued By Supervisor
Complaint Procedure
Contact To EEO Counselor
Utilization Level
Where r2=0.5401, Prob>F=0.0000, cons=0.598

Table-4(b)

P>t
0.000
0.021
0.000
0.000
0.022

Satisfaction Level With Job

Level Of Respect From Leadership
Complaint Procedure
Contact to EEO Counselor

P>t
0.000
0.016
0.009

Where r2=0.5079, Prob>F=0.0000, cons=1.63

Table-5(a)
Satisfaction Level With Job
Log Opportunity For Job In spite Of Gender
Log Valued By Supervisor
Log Complaint Procedure
Log Contact To EEO Counselor
Log Utilization Level

P>t
0.000
0.021
0.000
0.000
0.006

Where r2=0.5352, Prob>F=0.0000, cons=0.81

Table-5(b)
Satisfaction Level With Job
Log Level Of Respect From Leadership
Log Complaint Procedure
Log Contact to EEO Counselor

P>t
0.000
0.004
0.009

Where r2=0.5283, , Prob>F=0.0000, cons=2.15

Table-6
Symbols
0
1
N.S.
H.S.
1
2
3

Notations
Female
Male
Not-Satisfied
Highly-Satisfied
Teachers
Bankers
Others

Job Satisfaction And Gender

Differnces Questionnaire
These questions have been collected from Google links and also from the articles written by
Locke, E.A., Glen D.Moyes & William H. Sousa. By filling this job satisfaction questionnaire,
youll be able to identify those aspects of your current job that are rewarding as well as those that
contribute to dissatisfaction. The results will help you to clarify the aspects of a job that most
directly contribute to your career satisfaction
PART I
GENERAL INFORMATION
Gender:

Male

Female

Age:
Occupation: _____________________________________________________________
How long have you worked for this company? _________________________________
What is your job title? _____________________________________________________

PART II
RATING YOUR JOB SATISFACTION

Using the scale shown above, rate your level of satisfaction with the following aspects of your
job.

Questions

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ree

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Agree
nor
Disagr
ee

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I feel encouraged to come up with new and

better ways of doing things.
Questions

My work gives me a feeling of personal

accomplishment.
I have the tools and resources to do my job
well.
On my job, I have clearly defined quality
goals.
The Company does an excellent job of
keeping employees informed about matters
affecting us.
My job makes good use of my skills and
abilities
My
supervisors

manager

visibly

demonstrates a commitment to quality.

Senior managers visibly demonstrate a
commitment to quality.
How satisfied are you with the information
you receive from management on what is
going on in your division?
How satisfied are you with your involvement
in decisions that affect your work?
Considering everything, how satisfied are
you with your job?

How satisfied are you with the information

you receive from management on whats
going on in the company?
How satisfied are you with your opportunity
to get a better job in this company?
Questions

I experience personal growth such as

updating skills and learning different jobs
I am rewarded for the quality of my efforts
I am valued by my supervisor
The company has a positive image to my
friends and family.
My job makes a difference in the lives of
others.
I solve customers problems
Overall, I am satisfied with my job.
The leave policy is administered fairly.
I am afforded opportunities to take leave
The promotion policy is fair to everyone,
regardless of ethnic or racial background.
When making an honest mistake on the
job, members of this command are corrected
fairly.
All assigned personnel receive the same level
of respect from leadership.

Stron
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Disag
ree

Disag
ree

Neith
Agr
er
ee
Agree
nor
Disagr
ee

Stron
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Agree

All assigned personnel receive the same level

of respect from leadership.
My immediate supervisor takes steps to
ensure I am treated with respect.
I am treated with dignity and respect in office
Questions

Stron
gly
Disag
ree

My immediate supervisor enforces the

standards of military courtesy.
My immediate supervisor encourages respect
in the workplace.
Discrimination with regard to race, color,
gender, age, physical or mental disability, or
natural origin is not tolerated in the
workplace.
Differences among individuals (e.g.,
gender, race, religion, age, disability) are
respected

and

valued

in

this organization.
My organization values the rights of its
members to practice their respective religion.
This organization is committed to creating an
environment of human respect and dignity.
I am satisfied with the physical surroundings
of my work area.
Work areas are accessible to persons with
disabilities.
My immediate supervisor effectively passes
on information I need to know.
Communication between work centers is
good.

Disag
ree

Neith
Agr
er
ee
Agree
nor
Disagr
ee

Stron
gly
Agree

Communication flows freely from senior

leadership to all levels of the organization.
Communication from my direct leadership is
clear.
Questions

Stron
gly
Disag
ree

Communication within my work center is

effective.
I am satisfied with the communication flow
in my work center.
Important information moves freely up and
down the organization.
My supervisor disseminates information that
has been presented in the weekly staff
meeting.
The unit orientation program is adequate for
new employees.
My immediate supervisor explains things
clearly to me
My immediate supervisor is willing to
discuss my ideas and suggestions with
regards to my job.
My organization keeps an updated equal
employment
board

opportunity (EEO)
with

bulletin
upcoming

cultural events, policy letters, complaint

procedures and general EEO information.
I know what is expected of me at work
I am provided with the resources I need to do
my job effectively.

Disag
ree

Neith
Agr
er
ee
Agree
nor
Disagr
ee

Stron
gly
Agree


I have sufficient time in my duty day to
conduct my core duties.
Questions

Stron
gly
Disag
ree

Administrative support staff meets my

needs.
I am provided with the tools, equipment, or
supplies necessary to perform my job.
The functional experts I work with assist me
in my success.
Cultural heritage celebrations such as Black
History Month and Hispanic Heritage Month
help bring employees closer together as a
team
My immediate supervisor allows me to
participate in or attend special observance
programs.
My immediate supervisor supports special
observance programs
In my organization, special observances are
conducted

to

enhance

awareness

cross

cultural

among

all

employees and families.

I believe my work center works as a team.
Members of this organization work
together as a team.
The current level

of

morale

in

this

organization is very high.

The overall health of this organization is

Disag
ree

Neith
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ee
Agree
nor
Disagr
ee

Stron
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Agree

better now than one year ago.

Questions

I am able to make decisions to resolve

customer issues on the spot without fear of
reprisal.
I am encouraged to present new ideas to
our current workplace procedures.
I am encouraged to think of new ways to
accomplish my organizations mission.
Innovative ideas are highly encouraged.
I am being fully utilized in my work center.
I am challenged by my job.
I am challenged in my duties.
I am given responsibility commensurate with
my grade.
I am comfortable approaching the Director
with any issue.
I am comfortable discussing issues with my
Director.
I am comfortable going to my immediate
supervisor with work-related topics.
I would seek the assistance of my director.
I would seek the assistance of my
supervisor
My supervisor shows an interest in my
welfare.

Stron
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Disag
ree

Disag
ree

Neith
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ee
Agree
nor
Disagr
ee

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Agree

Questions

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Disag
ree

Disag
ree

Neith
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ee
Agree
nor
Disagr
ee

Stron
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Agree

Stron
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Disag

Disag
ree

Neith
er
Agree

Stron
gly
Agree

I can express my opinion within this

organization without fear of reprisal.
I can raise concerns about issues that affect
my job without fear of reprisal.
I am rewarded for my duty performance.
I am satisfied with my latest one-on-one
rater feedback session with my rater.
I receive periodic formal feedback from
my rater.
The recognition program enhances our ability
to perform our mission.
I am recognized for contributing to a positive
atmosphere in my workplace.
I am rewarded for contributing to a positive
atmosphere in my workplace.
I have adequate opportunity to pursue offduty education.
I have received the necessary training to
accomplish my job.
I have the resources necessary to accomplish
my job
I know what actions to take if someone
expresses a desire to do harm to themselves
or others.
I plan on continuing my career with this
organization.
Questions

Agr
ee

ree

nor
Disagr
ee

I receive the counseling and coaching needed

to advance in my career.
I receive the training needed to perform my
job well.
My organization provides diversity training
to its members.
I know the complaint procedure process.
I know how to contact an EEO counselor.
I am aware of my EEO rights as a Federal
employee.
My supervisor presents himself/herself as a
competent leader.
The director understands what my job entails.
My immediate supervisor sets the right
example with his/her actions.
The leaders in my organization

deal

effectively with adversity or conflict within

when it occurs.
I feel that the Director/Supervisor will use
the information from this survey to improve
the command
I trust management to handle complaints,
problems, or issues seriously.
My work environment is
unprofessional behavior.
Questions

free

from
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Disag
ree

Disag
ree

Neith
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ee
Agree
nor
Disagr

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Agree

ee
Relationships at work are professional in
nature.
I understand how to report a sexual assault.
If I were sexually assaulted I would be
reluctant to report it.
My organization encourages sexual assault
victims to report sexual assaults.
My work area is free of sexual misconduct.
The organizations zero tolerance policy on
sexual assault is clear.
Agency leadership addresses allegations of
sexual

harassment

and/or

unlawful

discrimination in a prompt manner.

I experience a high level of stress in my
current position.
I

would

not

be

afraid

to

report

discriminatory action against me to my

superiors.
Rules, regulations

and policies

are

enforced in this organization.

Rules, regulations and policies are obeyed in
this organization.
Female faculty has same opportunity to work
as of male teacher does.
Female faculty members get recognition
from
their male counterpart for their performance.
Questions

Stron
gly
Disag
ree

Disag
ree

Neith
Agr
er
ee
Agree
nor
Disagr

Stron
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Agree

ee
The rigorous or the tough jobs are always
assigned to the male teacher.
Female faculty members are kept aside in
important decision making because of being
an woman.
Male teachers show rigidity in opinion while
female teacher's opinion is much better.
My supervisor does not appear to consider
gender in making job assignments.
My opportunity for promotion is the same as
other employees in spite of my gender.
My company encourages openness regarding
gender and racial diversity.
I like my job.

Additional comments: if any

__________________________________________________________________
__________________________________________________________________
__________________________________________________________________
__________________________________________________________________

Thank you for your cooperation.

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The
Definition
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Determinant,
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