Women Have Greater Job Satisfaction Than Men

As women’s participation in the workforce steadily increases, so to has the amount of literature examining women’s attitudes towards employment and more specifically job satisfaction. This paper considers the proposition that women experience higher levels of job satisfaction than their male counterparts. It explains some of the inconsistencies surrounding previous research by highlighting important job aspects in relation to gender while accounting for varying occupational levels, education and employment status. The essay is divided into three parts, firstly evidence is provided in support of the proposition using two main arguments. Following is evidence in opposition, this to will involve two lines of argument. The third part of the essay provides a neutral perspective on the subject offering an international point of view. The essay concludes that it is not gender itself but the factors behind gender that influence job satisfaction.

The evidence in favour of greater job satisfaction levels amongst women falls into two categories: Firstly, their job expectations and secondly, the type of employment they choose, in this case temporary agency employment. Clark (1997) supports the proposition by suggesting that those who expect less from their work will be satisfied with any given job. This can be attributed to the fact that women’s jobs are regarded as inferior as a result of job content, limited promotional opportunities, attitudes towards sexual harassment, lower pay and working conditions. The poor labour market position previously held by women also contributes to their low expectations and it would be of interest to carry out further research to determine whether women’s expectations would differed if they were exposed to a greater level of labour market experience. Clark (1997) highlighted salary as being one of the most consistent findings, describing a sizable difference between the pay of men compared to that of women. It is clear that as the

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