Ensuring employee satisfaction is a cornerstone of fostering a productive and inclusive environment in modern workplaces. While gender parity and diversity have gained significant attention, addressing female employees' satisfaction is crucial. This evaluation delves into the unique factors that impact women's contentment in the workforce. Understanding female employee satisfaction requires a comprehensive approach. Factors such as equitable pay, opportunities for growth, work-life balance, and supportive work culture are paramount. Addressing challenges like gender bias, harassment, and lack of representation at leadership levels is essential. To assess female employee satisfaction, a multi-faceted methodology is recommended. This includes conducting surveys, focus groups, and one-on-one interviews to gather insights. Collaborating with women across all organizational levels provides a holistic perspective. The outcomes of such an evaluation offer actionable insights. They guide HR policies, training initiatives, and diversity programs. By enhancing female employee satisfaction, organizations cultivate a more harmonious workplace and tap into a wider talent pool, fostering innovation and prosperity. The author Name is a distinguished expert in organizational psychology and workforce dynamics. With a wealth of experience, they bring a comprehensive and insightful approach to understanding and improving female employee satisfaction.
Human resources are one of the most important resources that organizations own. Efficient and experience workforce always becomes an important contributor towards overall organizational performance. In the present world of business, human resource competence determines level of competence of an organization. In order to remain competitive, firms have to take part in increasing satisfaction level of its human capital on regular basis.Females, although the most important element of workforce but are the most neglected part of our economy and the gender differences are prevailing at their apex level. In lieu of all those international agreements which Pakistan has signed, employees do not receive their rights properly. Females have also contributed in the development of this country since its inception. About one fifth of the Pakistan's GDP is generated from informal sector which employed 20 million workers in total, out of which 12 million are female staff (Mustafa, 2011). So women are a big chunk of workforce in Pakistan. This research is an attempt to evaluate the job satisfaction level of female employees working in the banking sector and telecommunication sector of Pakistan.
Women hold jobs in which they consistently experience fewer rewards, poorer working conditions, less autonomy, and less authority than men. Despite these differences in job characteristics, studies show that women are just as satisfied with their jobs as men. The disparity between objective working conditions and reported job satisfaction has been referred to as "the paradox of the contented female worker" (Crosby, 1982). There are five competing perspectives in existence that attempt to explain this phenomenon. One of the existing explanations (the own-gender referents perspective) has not been tested against competing perspectives with appropriately specified measures. The own-gender referents perspective argues that women report higher relative levels of job satisfaction because they refer to other women when evaluating their jobs. Because other women are also in positions of lower rewards and opportunity, their job satisfaction is not impacted negatively. Also, former tests of these perspectives have used samples from male-dominated occupations. The paradox has not been examined in predominantly female work settings. Using data collected from a 518 employees of a large, human services organization in a Midwestern city, the existence of the gender paradox is examined. Using multiple regression techniques, the competing perspectives of the gender paradox are tested against each other. A paradox does not exist for organizational commitment. Findings support the own-gender referents perspective for job satisfaction. Women using other women for comparison in evaluation of their jobs are more satisfied than those using both males and females. With the inclusion of the referent choice in the analysis, there is no longer a gender paradox for job satisfaction for these human services workers. The differential job values perspective is also supported, but the interpretation of the findings is speculative. The effect of hourly wage on job satisfaction is different for men and women. Pay is negatively related to satisfaction for males. For women, higher status positions and pay are positively related to job satisfaction. Possible explanations of this finding are explored.
Hotel Industry is a major segment of hospitality Industry in India contributing to huge scale of foreign exchange earnings as well as employment. The market size of hotel industry in India (including unorganized market) is estimated at $22 Billion in 2019 and was estimated to grow at 8.6% till 2025. Employees are the real assets and sole ambassadors of any hotel organization. In this regard, females have the natural attributes of hospitality. However, the industry still continues to be male dominated and unfortunately most of the Indian hotels do not observe proactive HR policies for effective participation, growth and retention of female employees. Woman in hospitality industry experience added confronts due to specific characters, complexity and tight job schedules of the industry. Hence, it is important for managements to consider and acknowledge their job satisfaction needs. This book is based on a study that is the first of its kind attempting to measure the level of job satisfaction of women employees in hotel industry with special reference of star category hotels. This book attempts: 1. To analyze the socio economic backgrounds, to identify the problems & challenges faced by female employees, to study the HR Policies, and to analyze the job satisfaction level of the female employees in hotel industry at vertical and horizontal lines. In the study, two pre structured questionnaires were developed: (1) HR Departments of various categories of hotels to conduct a descriptive analysis of the HR Policies towards female employees. 2. For the prime respondents i.e. female employees working at different levels of positions at various category hotels to study their job satisfaction On the basis of convenient sampling the sample size of 86 was derived to study the HR policies adopted towards female employees. Questionnaire with 43 items were distributed to 100 hotels of various categories. Conchran Formula was used to determine the sample size for unknown population. The results of the study revealed that maximum numbers of females in the hotel industry are at lower age group and a steep decline is seen on moving upwards in the age groups. Female employees in the industry are mostly observed to prefer front office department as their first choice followed by housekeeping department. Further, largest number of female employees are found at entry level and least are observed at managerial level. Mostly female employees are found unmarried without having much family obligations. The results show that the most prominent and universal challenges faced by females in hotel industry are "Glass ceiling effect" long and irregular working hours, gender discrimination, and cultural discouragement with stereotype attitude. Less salary structure and slow career growth is also observed as major challenge in the industry. Furthermore, the results concluded that Working Conditions, Compensation and Incentives, Work Life Balance, Management Policies and Organizational Belongingness have a significant positive effect on Overall Satisfaction of female employees in the hotel industry. However, Safety and Security does not show correlation with the overall satisfaction of female employees in the study. The overall findings interpret that there is no significant difference between job satisfaction levels among the female employee in operational departments of hotel. However, a significant difference between the job satisfaction of female employees at higher, middle & lower levels of hotel is found. The present study will be highly beneficial from industry point of view for focusing on their women workforce needs at all level. The outputs of the study will help the organizations to formulate women friendly policies and work culture.
Comparison of men and woman worker employees attitudes towards employment and job satisfaction in the USA - explains sample survey research methods; compares attitudes to promotion, awareness of sex discrimination, family social role, etc; examines the role of value systems in the sexual division of labour. Annotated bibliography.
We used data from the British 1998 Workplace Employee Relations Survey (WERS98) to examine key unanswered questions about the impact of gender similarity on employee satisfaction at work. The study sample consisted of 11,848 men and 11,278 women from over 1700 workplaces across Britain. In line with gender-specific compositional arguments, the effects of gender similarity were found to be asymmetrical for men and women, with similarity tending to have a greater positive impact on men than on women. The effects involved were primarily linear in nature. Net of the potentially confounding influence of other factors, they were also found to be quite weak, weaker than has commonly been suggested in the literature.
A major shift in research methodology from technical to more contextual and pragmatic approaches, this thorough resource incorporates new trends while also providing comprehensive coverage of the full range of established research approaches and techniques, skillfully combining epistemology, methodology, statistics, and application in a volume that is both sophisticated and practical. Placing a greater emphasis on interdisciplinary and applied research skills, this guide encourages the concurrent use of qualitative and quantitative methods and explores such complex topics as ethical issues in social science research; inferential statistical methods; and Marxist, feminist, and black scholarship perspectives.
Diversity is an issue that is pervasive in this globalized world. As most countries are eager to ensure they are as diverse and inclusive as possible, broadening the hemispheres of diversity in the workplace is a crucial step. Consciously or unconsciously, individuals tend to change the way they treat coworkers in the workplace based on gender, age, and religion. In order for businesses across the globe to achieve inclusive workplace cultures, further study is required on the best practices, challenges, and strategies of implementing diversity into policy. Global Perspectives on Maintaining Gender, Age, and Religious Diversity in the Workplace captures insights into global perspectives on issues, challenges, and solutions for mitigating gender, age, and religious diversity-related matters in the workplace. The book aims to highlight policies and practices prevalent in a variety of sectors in different countries around the globe. Covering topics such as cross-cultural leadership, diversity policy, and wellbeing, this reference work is crucial for business owners, managers, human resources professionals, researchers, scholars, academicians, practitioners, instructors, and students.
Occupational psychology, sex discrimination, woman workers, USA - refers to woman managers, nonmanual workers and manual workers; covers behavioural and psychological aspects, achievement Motivation, problems of career development, mental stressors, issues in job evaluation, work of comparable worth and wages, determinants of job satisfaction in dual career couples, cost benefit analysis of affirmative action programmes, etc. Graphs, references, statistical tables.
