Ref: 6.

15
Type: Refereed Paper
Stream: Gendered Issues in HRD

The Role of Gender in Job Satisfaction

of University Staff Members

Ali Hajiha
Islamic Azad University, North Tehran Branch
Iran
a_hajiha@iau-tnb.ac.ir

Javad Jassbi
Islamic Azad University, Science & Research Branch
Iran
jassbi@srbiau.ac.ir

Farhad ghaffari
Islamic Azad University, Science & Research Branch
Iran
f_ghaffari@yahoo.com

Abstract
One issue which has always been a matter of discussion in human resources
development is sustainable and consistent distribution of facilities between men and
women. In fact one of the problems developed countries have is the facility gap
between these two genders. An indication of such issue and its index can be sought
in their satisfaction.
This research attends to the impact of gender on job satisfaction among staff
members. The population participating in this research includes four universities
which are Azad University branches and campuses. Azad University is now one of
the largest universities in the world embracing 300 branches. This research intends
to study the extent of satisfaction of the male and female staff members separately in
the four mentioned branches.
To compare job satisfaction of the staff members, 15 questions were about the
various aspects of their jobs and one question was about their gender. To test
different proposed hypotheses on job satisfaction in men and women, Mann-Whitney
method was used, which is a Nonparametric Statistical Methods. The results
obtained from the analysis of the questionnaires show that in all four universities job
satisfaction rate was lower among women as compared to that among men. On
some indices, the obtained results were not significantly different. However on seven
indices the difference is significant, although such a difference may be the effect of
different perceptions. The results of the present research can help university
managers adopt appropriate strategies to reduce gender discrimination.

Keywords: Job Satisfaction, Biographical Characteristics, Gender, Staff Members

1. Introduction
Attending to job satisfaction of the university staff members has always been a pivot
in human resources of organizations. In fact, studying the job satisfaction of the staff
members is a way of being aware of the man power status in organizations. Various
researches on biographical (demographical) characteristics of the staff members
such as gender, age, education, marital status, etc. along with their effect on job
satisfaction of the staff members have been conducted. Of these characteristics,
gender, due to its nature and its effect on the physical differences between men and
women and their attitudes plays a key role in job satisfaction of the people.
In order to develop human resources, it is necessary to attend to the job related
needs of the staff members of the organization. Naturally, one of the key issues in
modern work environment is paying due attention to the job satisfaction of the staff
members. Should this be ignored, other issues would be affected.
More over during the recent years, importance and the role of gender difference
have led to researches in different social, political, and legal fields. Today many
seminars and conferences on women's rights are being held around the globe.
The study of the relation between job satisfaction and gender, as the number of
women is increasing in the job market particularly in developing countries, is a critical
issue to do a research on. This paper intends to study and compare the job
satisfaction factors in men and women working in four branches of Azad University,
so that through recognizing gender based job satisfaction indices, it can be made
possible to identify general policies of the university on human resources. Islamic
Azad University is one of the largest universities in the world with nearly 300
branches and campuses and 1.4 million students attending all programs and levels.
IAU alone equals fifty percent of the higher education of Iran. It is a nongovernmental
and nonprofit university and has a remarkable share in enhancing women's
education.
In the second section, this paper deals with the literature review. The third section is
devoted to methodology of the research. The fourth section puts forward the
analyses of data, and the fifth section is conclusion.

2. Literature Review
The term "Job Satisfaction" refers to a person's overall attitude towards his/her job.
One who is satisfied with his job has a positive attitude towards his job and one who
is not, responds negatively to it. Job Satisfaction has also been defined as a
sensational concept an individual his towards his job [1]. So far more than 5000
articles have been published on job satisfaction [2]. The importance of job
satisfaction has been emphasized as one of the factors affecting improvement in
staff members' work status [3].
Numerous researches have also been done on the impact of gender differences on
job satisfaction, which show the existence of a relation between them [2,4].
Researches show different results between job satisfaction extent in men and
women. Some researches indicate a higher rate in men and some others show the
reverse. Some other researches have shown that there is no significant difference
between gender and job satisfaction [5].
For example in 1964 Hulin & Smith studied the impact of gender on job satisfaction
of 295 women staff members and 163 men staff members who worked in different
factories. They found out that women staff members were less satisfied with their
jobs as compared to men. Coh and Koh, in 1991, studied the impact of gender on
job satisfaction in 608 Singaporean accountants, and found out that men clerks' job
satisfaction was higher than that of women [2].
Separate researches conducted by Mottaz in 1986 and Mason in 1995 showed that
job satisfaction in administrative staff members is different from that of management
staff members [6]. Lumpkin and Tudor (1990) and Stedham and Yamamura (2002)
showed that women managers receive lower salary (payment) compared to men,
and they are less satisfied accordingly [2].
Different researches showed that women's job satisfaction in America and England
is higher than that of men's [7]. In the past, women's jobs were far more difficult, so
their expectations are much less, and accordingly higher job satisfaction in women
does not necessarily indicate their better job status [8].
In a research done on job satisfaction of 360 IT managers in Nigerian companies,
the results showed that managers were satisfied with the nature of their jobs, co-
workers, and supervision and their dissatisfaction was on salary and promotion
opportunities. Analyses showed that such personal elements as gender, age,
education, and income and work experience are significant indices of job satisfaction
[9].

3. Research Methodology
In this research four branches of Azad university located in different cities were
Considered as a case study. Job satisfaction of the staff members working in these
four branches seemed to be low.
The duration of the survey was six months – from the beginning of fall to the end of
winter 2008.
To find a better result in this research, sampling was not used. Since the number of
men and women in the said universities was almost equal, all four populations were
selected. Totally, 346 questionnaires were handed out in the four universities among
the staff members, of whom 281 answered the questions. 128 of the respondents
were men and 153 were women.
The means of measurement was a questionnaire devised by the researcher. Job
descriptive index and existing world standards were used in designing the
questionnaire. The questionnaire included 15 questions on different various job
aspects, and 1 question on the gender status of the staff members (more four
questions for other biographical characteristics). The devised questions were used to
determine the job satisfaction of men and women on different indices and indicate
the differences in the four universities.
To determine the reliability of the questionnaire, some of the staff members in each
university were selected through Cluster random sampling in order for the pre-survey
to be done. To determine the reliability of the questionnaire Cronbach’s Alpha
coefficient was used and the observed coefficient for all the universities was larger
than 0.85. To determine the validity, face validity and experts' opinions were used.
The problems recognized in the pre-survey were removed.

4. Analysis of the results

To test the proposed hypotheses on job satisfaction of men and women, Mann-
Whitney test was used since samples were independent. To perform the test, the
median of job satisfaction of men and women staff members was studied through 15
indices applied in four different universities. The indices used in this table, which are
the basis of devising questionnaires, were as follows: Q1. Match between job and
education; Q2. Salary (payment); Q3. Job promotion opportunity; Q4. Having equal
 privileges; Q5. Education and learning opportunities; Q6. Financial facilities and
services; Q7. Job security; Q8. Work environment conditions; Q9. Working with
manager (relation); Q10. Public Image of the organization; Q11. Cooperation and
understanding among staff members; Q12. Food and beverages; Q13. Knowing
about work results Q14. Sports Amenities; Q15. Speed in performing jobs.

Table 1. Mann-Whitney Test for men and women separately, in four universities
Q1 Q2 Q3 Q4 Q5 Q6 Q7 Q8 Q9 Q10 Q11 Q12 Q13 Q14 Q15
Mann-
191.00 314.00 267.00 288.00 380.00 496.00 421.50 437.00 381.00 430.00 409.00 438.50 294.00 197.50 403.50
Whitney U
Wilcoxon W 687.00 810.00 763.00 784.00 876.00 931.00 856.50 872.00 877.00 865.00 874.00 934.50 759.00 662.50 838.50
Z -4.903 -3.404 -3.953 -3.633 -2.427 -.172 -1.490 -1.009 -2.372 -1.354 -1.877 -1.680 -3.417 -4.805 -1.706
Asymp. Sig. .000 .001 .000 .000 .015 .864 .136 .313 .018 .176 .061 .093 .001 .000 .088
(2-tailed)
Mann- 266.00 424.00 244.50 290.00 365.50 324.50 381.00 232.50 430.50 338.50 380.50 303.00 248.00 103.50 415.00
Whitney U
Wilcoxon W 672.00 889.00 709.50 755.00 830.50 759.50 846.00 697.50 895.50 803.50 845.50 768.00 713.00 568.50 880.00
Z -3.633 -1.928 -3.503 -2.789 -2.367 -2.130 -1.498 -3.831 -1.201 -2.936 -2.153 -3.418 -4.296 -5.838 -1.803
Asymp. Sig. .000 .054 .000 .005 .018 .033 .134 .000 .230 .003 .031 .001 .000 .000 .071
(2-tailed)
Mann- 679.00 997.00 792.50 865.50 1355.50 1457.00 1029.50 1151.00 1018.50 1283.00 1410.00 1028.50 912.50 742.50 1265.50
Whitney U
Wilcoxon W 2164.00 2482.00 2170.50 2405.50 2840.50 3053.00 2460.50 2477.00 2503.50 2768.00 2950.00 2624.50 2452.50 2282.50 2805.50
Z -6.253 -4.657 -5.228 -4.814 -2.614 -1.435 -3.948 -2.535 -4.179 -2.542 -2.119 -4.792 -5.183 -5.773 -3.128
Asymp. Sig. .000 .000 .000 .000 .009 .151 .000 .011 .000 .011 .034 .000 .000 .000 .002
(2-tailed)
Mann- 4.00 20.50 22.50 26.50 37.00 47.00 28.50 34.00 47.50 54.00 49.00 26.50 34.00 11.50 22.50
Whitney U
Wilcoxon W 70.00 75.50 88.50 92.50 103.00 113.00 94.50 100.00 92.50 109.00 115.00 92.50 100.00 77.50 88.50
Z -3.862 -2.428 -1.527 -2.156 -1.382 -.651 -1.976 -1.554 -.161 -.076 -.450 -1.892 -1.589 -3.315 -2.772
Asymp. Sig.
.000 .015 .127 .031 .167 .515 .048 .120 .872 .940 .653 .059 .112 .001 .006
(2-tailed)

Considering the results shown in table 1, we tend to interpret the differences

between job satisfaction of men and women. As said before, in this research four
universities were chosen whose staff members seemed to be least satisfied with
their jobs. As the data was large, the results obtained from the four universities were
considered and analyzed in two groups.

The first group is about indices which showed significant difference in the answers
given by men and women staff members of all four universities. As it comes from the
table, the calculated “z” at 0.95 level shows that the assumption put forward in H 0 –
equal means obtained from men and women as for their job satisfaction related to
the match between their job and education, being privileged with equal sports
amenities – is rejected for men and women in all four universities. This indicates that
there is a significant difference between the two groups.
As the employment rate is low in the society, most people (especially women) are
ready to be hired for the positions which are not at all related to their field of study.
This will cause dissatisfaction in the future after they are employed.
Feeling of discrimination is another factor for which there is a significant difference.
This feeling comes from a combination of different indices. Table 2 and comparing
the median obtained from men and women in the four universities approve that this
feeling is logical. The results obtained from table 2 shows that in few indices the
median obtained from women's answers was higher than that obtained from men's.
This suggests the low satisfaction level of women as compared to men.
Sports amenities is one of the weak points of Azad University. Among the indices the
largest difference belongs to this index. This gap is derived from extensive sports
activities which are in many specialized fields provided to men only. In many sports
fields, men participate in premier leagues in the country, while little attention has
been paid to women's sports amenities.

Table 2. Median of the answers for men and women separately, in four universities
Uni 1 Q1 Q2 Q3 Q4 Q5 Q6 Q7 Q8 Q9 Q10 Q11 Q12 Q13 Q14 Q15
FEMALE 50 25 25 25 50 50 50 50 75 75 50 25 50 50 50
MALE 75 37.5 50 50 50 50 50 50 75 75 75 37.5 75 75 62.5
Uni 2 Q1 Q2 Q3 Q4 Q5 Q6 Q7 Q8 Q9 Q10 Q11 Q12 Q13 Q14 Q15
FEMALE 50 25 25 25 50 50 25 25 75 50 50 25 50 0 25
MALE 75 50 50 50 75 50 50 75 75 37.5 37.5 37.5 75 25 50
Uni 3 Q1 Q2 Q3 Q4 Q5 Q6 Q7 Q8 Q9 Q10 Q11 Q12 Q13 Q14 Q15
FEMALE 50 25 25 25 25 25 50 50 75 50 50 0 50 25 50
MALE 75 50 50 50 50 50 50 75 75 50 50 25 75 50 75
Uni 4 Q1 Q2 Q3 Q4 Q5 Q6 Q7 Q8 Q9 Q10 Q11 Q12 Q13 Q14 Q15
FEMALE 50 25 25 25 50 50 25 50 75 50 50 0 50 25 50
MALE 75 50 50 50 50 75 50 75 75 75 75 25 75 75 50

The second group deals with indices which showed significant difference in the
answers given by men and women staff members of three universities. Therefore the
calculated “z” at 0.95 level shows that the assumption put forward in H0 – equal
means obtained from men and women as for their job satisfaction related to their
salary (payment), promotion opportunities, education and learning opportunities,
being aware of the work results – is rejected for men and women in three
universities. This indicates that there is a significant difference between the two
groups.
In general, in countries where level of income is low, satisfaction in salary (payment)
has always been a worry for the staff. Nevertheless, equal payment to men and
women in Azad University requires more investigation in large populations.
Job promotion opportunity is another point of dissatisfaction among women staff,
which has been paid little attention by the university. Statistics show that in most
Iranian organizations men play key roles. Undoubtedly the past job market structure
is quite influential in this regard so that the rate of working women and their interest
in academic education has increased during the past two decades. This rate will lead
to key positions for women.
Education and learning opportunities for women also refers to the previous factor. In
fact as most key positions have been occupied by men, they have been privileged
with more facilities to acquire knowledge.
Being aware of the work results is another issue which indicates a significant
difference. The median obtained from the answers to this question provided in table
2 shows the figure 50 percent. On the other hand job satisfaction is on the average
for this index. Therefore, as the obtained median for men shows figure 75 which is
on high, the results of this index has caused the difference between the answers in
the two groups.

5. Conclusion
This research dealt with the extent of men and women staff members' job
satisfaction separately in four different universities. To make a comparison between
job satisfaction of men and women, 15 different indices were used. The results
showed that there is a significant difference in the three indices of match between
job and education level, having equal opportunities, and sports amenities in all four
universities. The results also showed that on the four indices of salary (payment),
promotion opportunities, education and learning opportunities, and being aware of
the work results there is significant difference in three universities in the answers
obtained from men and women.
To compare the results between men and women, median central index was used. It
was known that women as compared to men are less satisfied with their jobs. A part
of the results roots in the traditional job market and its consequences; another part
being the result of little attention of the officials of the universities.
Future researches can focus on the point that whether the difference in job
satisfaction between men and women is a result of external factors or is a kind of
different perception and an outcome of the distance between expectation and reality.
Because as mentioned before, even in such cases as salary (payment) or equal job
conditions job satisfaction extent was not alike.

Acknowledgement:
Authors would like to thank vice president of research of Azad University for all
supports in this research.

References:
1- Garcı a, B.J., Gargallo, C.A., Marzo, N.M. and Rivera, T.P. (2005), “Job
satisfaction: empirical evidence of gender differences”, Women in Management
Review, Vol. 20 No. 4, p. 280.
2- Okpara, J.O. (2006), “Gender and the relationship between perceived fairness in
pay, promotion, and job satisfaction in a sub-Saharan African economy”, Women in
Management Review, Vol. 21 No. 3, p. 225-28.
3- Aremu, A.O., Adeyoju, C.A. (2003), “Job commitment, job satisfaction and gender
as predictors of mentoring in the Nigeria Police”, An International Journal of Police
Strategies & Management, Vol. 26 No. 3, p. 378.
4- Singh, P. (2004), “Gender and job attitudes: a re-examination and extension”,
women in Management Review, Vol. 19 No. 7, p. 348.
5- Oshagbemi, T. (2000), “Gender differences in the job satisfaction of university
Teachers”, Women in Management Review, Vol. 15 No. 7, p. 332.
6- Manning, T.T. (2002), “Gender, managerial level, transformational leadership and
work satisfaction”, Women in Management Review, Vol. 17. No. 5, p. 209.
7- Donohue, S.M. (2004), “Job satisfaction and gender: an expanded specification
from the NLSY”, International Journal of Manpower, Vol. 25 No. 2, p. 211.
8- Kaiser, L.C. (2007), “Gender-job satisfaction differences across Europe”,
International Journal of Manpower, Vol. 28 No. 1, p. 77.
9- Okpara, J.O. (2004), “Personal characteristics as predictors of job satisfaction”,
Information Technology & People, Vol. 17 No. 3, p. 336.