A Case Study of Gender Differences in Job Satisfaction Subsequent to Implementation of an Employment Equity Programme
研究加拿大一家保险公司自愿实施就业公平计划后，男女员工工作满意度的差异，发现社会角色理论解释力最强，并揭示了管理层的反弹效应和职员的玻璃扶梯现象。
In this research case study, the competing hypothesis of socialization, structural and social role theories were derived and used to explore and compare the job attitudes and satisfaction of women and men in a Canadian insurance company subsequent to voluntary implementation of an employment equity programme. Gender comparisons of both managerial and clerical employees on individual facets of satisfaction indicated the most support for social role theory, some support for structural theory and the least support for socialization theory. These findings indicate that managerial women and men tend to derive work satisfaction from similar sources. The variation in facet results cautions against global conclusions about gender and job satisfaction. Unanticipated consequences such as a ‘backlash’ (Faludi, 1991) of managerial men and a ‘glass escalator’ (Williams, 1992) for clerical men were also suggested by the findings in this case. A key implication is the potential benefit to both organizations and managerial women from steps taken to level the structural playing field.