Hello, quadtwo-ga!
Very few studies have been conducted concerning the differences in
job satisfaction between men and women at the excecutive level. The
dearth of women holding such positions may be the primary reason
behind the lack of research on this issue. Couple this with the fact
that you are seeking studies which focus on "leaders" only, in the
United States "only" and no earlier than 2001, and the references
become fewer and fewer! Nevertheless, I did find a few!
Before I get to the references, however, consider the following
statistics taken from "WOMEN AND LEADERSHIP: REVIEW OF RECENT
STUDIES," by Herb Rubenstein, President and Founder, Growth Strategies
Inc. http://growth-strategies.com/subpages/articles/081.html
* "Women made up 46.2% of the US labor force in 1998, but filled only
11.2 % of corporate officer positions."
* "Women filled 3.8% of executive positions in the US; 2.7 of Fortune
500 "top earner slots," 11.1% of corporate board positions but only
1.1% of the inside director positions drawn from company executives in
1998."
* "Women filled only 3 CEO positions of Fortune 500 companies and an
additional 4 CEO positions in Fortune 1000 companies."
STUDIES ON DIFFERENCES BETWEEN MEN AND WOMEN LEADERS AND JOB SATISFACTION
===========================================================================
"Gender, managerial level, transformational leadership and work
satisfaction," by Tracey T. Manning. Maryland. Women in Management
Review. Volume 17 . Number 5. 2002.
http://www.academy.umd.edu/publications/pdfs/Manning-WIMR.pdf
Abstract:
"This paper explores how gender and organizational level interact to
influence ratings of leadership and work satisfaction, and argues that
transformational leadership permits women to simultaneously carry out
leadership and gender roles. Findings of a study of the management
team of a large US social services agency confirmed predicted
similarities in male and female managers? transformational leadership
and work satisfaction. Top managers of both sexes saw themselves as
more transformational leaders, while their raters perceived them as
less transformational than average for the sample. Those who were
younger and at lower managerial levels were more likely to underrate
themselves as leaders, while their raters viewed them as higher than
average in transformational leadership. The results are discussed in
terms of how organizational status, experiences and feedback processes
influence individuals? leadership perceptions and the potential
obstacles to women?s accurate assessment of their leadership
abilities."
==
The following survey focuses on drivers affecting job committment,
which is closely aligned with job satisfaction:
"Motivating Men and Women at Work: Relationships vs. Rewards - Survey
reveals critical differences in workplace opinions between male and
female executives." Press Release. ISR Surveys, 3 August 2004.
http://www.isrsurveys.com/pdf/media/Gender%20and%20Leadership%20Release.pdf
"Female and male executives in the U.S. differ markedly in the factors
driving their level of employee commitment, according to a recent
study conducted by ISR, a global employee-research and consulting
firm. Female senior executives in the U.S. attach the greatest
importance to what might be called "communal" aspects of the
workplace, such as working relationships, customer quality focus, and
communication. By contrast, male senior executives are driven more by
personal-reward factors, such as career development and reward."
"The survey, conducted 2001 - 2003, surveyed workplace views of 13,486
male senior leaders and 5,146 female senior leaders in companies
representing a variety of industries. Some of the most notable
findings are as follows:
* "Female senior managers hold less favorable views than their male
counterparts regarding receipt of sufficient information to understand
company strategic plans and direction. For example, 75% of males
responded favorably to the statement "Management provides a clear
sense of direction" as opposed to 62% of females; while 74% of males
hold positive views on being "sufficiently informed about company
plans" versus 64% of females."
* "There are opinion gaps on leadership as well. While 82% of the
males feel decisions management makes are fair, only 68% of the women
hold the perception."
* "Females also hold less favorable views about empowerment to take
action. There was a statistically significant gap in positive views
between males and females responding to the items "Most of the time it
is safe to speak up in this company" and "Innovative ideas can fail
without penalty."
* "Women also hold less favorable views about company strategy and
direction and competitive advantage."
==
"Survey: Many Women in Newsroom Management Looking to Change Jobs or
Leave Industry." Press Release. American Press Institute. September
26, 2002
http://www.americanpressinstitute.org/content/745.cfm?id=745
"A sizable proportion of women in newsroom management are looking to
leave their current newspapers or leave the newspaper industry,
according to a new national survey of editors."
"In the survey, commissioned by the American Press Institute and the
Pew Center for Civic Journalism, forty-five percent of women
interviewed say they will definitely or probably be offered a better
job at other newspapers or flee journalism. This compares to just 33
percent of men. Only 33 percent of the women anticipated moving up
within their organization, while 42 percent of the men were confident
of such a move."
"These findings are among many reached in a survey of 273 male and
female newsroom managers at newspapers larger than 50,000. The survey
was conducted in the summer of 2002. Details of the survey, which
included 202 men (41 percent of male newsroom managers) and 71 women
(38 percent of the nation's top female editors), will be among other
discussions at the J. Montgomery Curtis Memorial Seminar for women in
newsroom leadership."
** To read the full study, see
"The Great Divide: Female Leadership in U.S. Newsrooms." A Survey
Conducted for American Press Institute. Pew Center for Civic
Journalism. Sept. 2002.
http://www.americanpressinstitute.org/curtis/Great_Divide.pdf
==
The following abstract does not mention "leaders" but the full text
"might" contain information by job rank. Unfortunately, the full study
is only available by membership.
"The impact of gender differences on job satisfaction, job turnover,
and career experiences of information systems professionals," by Mary
Sumner and Fred Niederman. 2002.
http://portal.acm.org/citation.cfm?id=512395&dl=ACM&coll=GUIDE
"This research addresses the impact of gender differences upon the
career experiences of information systems professionals, including:
* What are gender differences in job satisfaction, in both current and
previous positions?
STUDIES OUTSIDE THE "CORPORATE" WORLD
=======================================
The following studies do not address women leaders in the "corporate"
business world, but they do focus on job satisfaction at leadership
levels in academia, and they are from 2001 or later. You may or may
not be interested in the following references, but I have included
them just in case they add a bit of additional insight.
"The Climate for Women on the Faculty at UCSF." Report of findings
from a survey of faculty members." By Belden Russonello & Stewart.
Washington, DC. January 2002
http://www.ucop.edu/pressummit/faculty-ucsf1.pdf
(See section on "Satisfaction with work, criticisms of the demands of the job.")
==
"Is There a Global Warming Toward Women in Academia?" By Christine
Hult, Ronda Callister, and Kim Sullivan. Liberal Education,
Summer/Fall 2005
http://www.aacu.org/liberaleducation/le-sufa05/le-sufa05perspective.cfm
"We interviewed forty-two current and former women faculty members in
our SET colleges (Agriculture, Engineering, Natural Resources, and
Science) about their job satisfaction. In order to discover whether
the attitudes of the men differed from those of the women, we followed
up with interviews of a matched set of forty current male faculty
members from the same SET colleges. We asked each faculty member three
questions: What factors at USU contributed to your career success and
job satisfaction? What factors at USU were obstacles to success or
sources of job dissatisfaction? What changes would you like to see at
USU to improve the recruitment and retention of faculty? Our findings
allow for a comparison between male and female faculty members
regarding their sources of job satisfaction, dissatisfaction, and
obstacles to success."
Read entire article....
==
"Successes, challenges seen in report on women faculty," BY RAY
DELGADO. Stanford Report, June 2, 2004.
http://www.stanford.edu/dept/news/report_stage/news/2004/june2/womenfaculty-528.html
"A three-year study comparing female and male faculty members shows no
significant gender-based differences in measures of either overall
satisfaction or in non-salary compensation and support in most parts
of the university."
Read further....
==
In the realm of healthcare (a study from the year 2000 - a little
early for your desires)
"A Comparison of the Career Attainments of Men and Women Healthcare
Executives." 2000. ttp://www.ache.org/PUBS/research/genderstudy_execsummary.cfm
(See section on Satisfaction)
====
After a lengthy search, the above studies were the only ones I could
find which fell within all the parameters you included in your initial
question and subsequent clarifications.
* One more article that might reiterate what I said earlier - the
fact that there are so few studies about women in corporate leadership
roles is likely due to the fact that so few women hold high positions
in the United States!
See "The conundrum of the glass ceiling - Why are women so
persistently absent from top corporate jobs?" Economist Print Edition.
Jul 21st 2005
http://www.economist.com/displaystory.cfm?story_id=4197626
===
I hope these references are helpful. If I can provide any additional
clarification, please do not hesitate to ask!
Sincerely,
umiat
Search Strategy
difference in satisfaction between male and female executives OR leaders
difference in job satisfaction between male and female executives OR leaders
career satisfaction among men and women managers OR executives
job satisfaction AND male and female managers OR leaders OR executives
work satisfaction AND female leaders
job satisfaction among female corporate leaders
gender differences in career satisfaction AND executives |
