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JOB ATTRIBUTE PREFERENCES AND WORK COMMITMENT OF MEN AND WOMEN IN THE UNITED STATES
Author(s) -
LACY WILLIAM B.,
BOKEMEIER JANET L.,
SHEPARD JON M.
Publication year - 1983
Publication title -
personnel psychology
Language(s) - English
Resource type - Journals
SCImago Journal Rank - 6.076
H-Index - 142
eISSN - 1744-6570
pISSN - 0031-5826
DOI - 10.1111/j.1744-6570.1983.tb01440.x
Subject(s) - psychology , respondent , social psychology , promotion (chess) , variance (accounting) , prestige , affect (linguistics) , occupational prestige , job security , value (mathematics) , work (physics) , demography , statistics , socioeconomic status , mechanical engineering , engineering , population , linguistics , philosophy , mathematics , accounting , communication , sociology , politics , political science , law , business
The extent of assumed sex differences in preferences for work attributes is explored utilizing data from five representative national samples. The results indicated only minimal differences in preferred job attributes between males and females. Both sexes identified meaningfulness of the work as the most important job attribute, and rank ordered the other four attributes studied in the following sequence: promotion, income, security, and hours. Factors such as education, occupational prestige, age and one's commitment to continue working were more important than sex of the respondent as predictors of job attribute preferences. However, these status variables did not affect the relationship of sex and job attribute preferences. Furthermore, these factors had approximately the same relative predictive value for both males and females. Nevertheless, these statistically significant predictors explained a small proportion of the variance in job attribute preferences. Implications for research and practice are discussed.