Organizational values, job experiences and satisfactions among female and male psychologists1

This research was supported in part by the School of Business, York University and Swinburne University. We thank Janet Spence for making her measures available to us. Lisa Fiksenbaum assisted with the data collection and analysis. We acknowledge the cooperation of the Australian Psychological Society, Victoria in the collection of the data.

Abstract

This study examined the relationship of managerial and professional women's and men's perceptions of organizational values supportive of work–personal life integration and their job experiences, work and non-work satisfactions and psychological well-being. Data were collected from 324 women and 128 men psychologists in Australia using anonymous questionnaires. Both women and men reported benefits from such values. Women psychologists reporting organizational values more supportive of work–personal life integration also reported working fewer hours and extra-hours worked per week, greater job and career satisfaction, more optimistic career prospects, less time to job and less work stress, greater friends satisfaction, and more positive emotional and physical well-being. Men psychologists reporting organizational values more supportive of work–personal life integration also reported less job stress, greater joy in work, lower intentions to quit, greater job and career satisfaction, more optimistic career prospects, fewer psychosomatic symptoms and more positive emotional and physical well-being. Multiple regression analyses indicated more independent and significant correlates of organizational values supporting work–personal life integration among women than among men. Possible explanations for why women might benefit more from such organizational values are offered.

E1ste estudio examina la relación entre percepciones que tienen hombres y mujeres gerenciales y profesionales de valores organizativos que apoyan a la integración del trabajo con la vida privada y sus experiencias laborales, satisfacciones laborales y no laborales, y bienestar psicológico. Utilizando cuestionarios anónimos, se recogieron datos de 324 mujeres y 128 hombres psicólogos en Australia. Tanto las mujeres como los hombres reportaron beneficios de tales valores. Las psicólogas reportaron valores organisativos de más apoyo a la integración trabajo/vida privada, también reportaron menos horas de trabajo semanales y menos horas extras semanales, más satisfacción laboral y de carrera, posibilidades más optimístas de carrera, menos tiempo trabajando y menos estrés laboral, mas satisfacción relacionada a amigos, y bienestar emocional y físico mas positivo. Los psicológos (hombres) que reportaron valores organizativos de más apoyo a la integración trabajo/vida privada también reportaron menos estrés laboral, más alegría en el trabajo, menos intenciones de terminar, mas satisfacción laboral y con la carrera, posibilidades más optimístas de carrera, menos síntomas psicosomáticos y bienestar emocional y físico más positivo. Análises de regresión multiples indicaron mas correlatos independientes y significantes de valores organisativos que apoyan a la integración trabajo/vida privada entre las mujeres que entre los hombres. Se ofrecen explicaciones de por qúe las mujeres pueden beneficiarse más que los hombres de tales valores organizativos.

Keywords:

• organizational values
• work-life integration
• satisfactions

Notes

Ronald J. Burke is currently Professor of Organizational Behavior, School of Business, York University (Toronto, Canada). His research interests include work and health, women in management and workaholism in organizations. Address: School of Business, York University, Toronto, Canada.

Fay Oberklaid is currently an administrator with the School of Business, Latrobe University (Melbourne, Australia). She is interested in the application of psychological knowledge to social problems. Address: School of Business, Latrobe University, Melbourne, Australia.

Zena Burgess is an administrator and policy researcher with Swinburne University (Melbourne, Australia). She has written extensively on women corporate board directors. Address: Swinburne University, Melbourne, Australia.

This research was supported in part by the School of Business, York University and Swinburne University. We thank Janet Spence for making her measures available to us. Lisa Fiksenbaum assisted with the data collection and analysis. We acknowledge the cooperation of the Australian Psychological Society, Victoria in the collection of the data.

Additional information

Notes on contributors

Ronald J. Burke

Ronald J. Burke is currently Professor of Organizational Behavior, School of Business, York University (Toronto, Canada). His research interests include work and health, women in management and workaholism in organizations. Address: School of Business, York University, Toronto, Canada. Fay Oberklaid is currently an administrator with the School of Business, Latrobe University (Melbourne, Australia). She is interested in the application of psychological knowledge to social problems. Address: School of Business, Latrobe University, Melbourne, Australia. Zena Burgess is an administrator and policy researcher with Swinburne University (Melbourne, Australia). She has written extensively on women corporate board directors. Address: Swinburne University, Melbourne, Australia.