دانلود مقاله نابرابری جنسیتی و رضایت شغلی در سنگال
چکیده
مقدمه
مروری بر مطالعات
روش ها و داده ها
نتایج
بحث
نتیجه گیری
منابع
Abstract
Introduction
Literature Review
Methods and Data
Results
Discussion
Conclusion
References
چکیده
زنان اغلب در مشاغل پایین‌تر با دستمزد کمتر و کیفیت شغلی پایین‌تر هستند، اما رضایت شغلی بالاتری را گزارش می‌کنند. این پارادوکس رضایت شغلی جنسیتی برای کشورهای با درآمد بالا ثبت شده است و با نابرابری جنسیتی در کیفیت شغل و انتظارات توضیح داده شده است. در این مقاله ما این پارادوکس را برای یک کشور در حال توسعه مستند می کنیم. ما رابطه پیچیده بین جنسیت، کیفیت شغل و رضایت شغلی را در میان کارگران صنعت کشاورزی در سنگال با استفاده از داده‌های اولیه از یک نظرسنجی جامع کارگران بررسی می‌کنیم. ما از یک مدل میانجی چندگانه برای تفکیک مسیرهای مستقیم و غیرمستقیم استفاده می کنیم که از طریق آن جنسیت با رضایت شغلی مرتبط است. ما دریافتیم که رضایت شغلی زنان علیرغم دریافت دستمزدهای کمتر، دریافت مزایای غیر دستمزدی کمتر، بیشتر در مشاغل معمولی و ساعات کار کمتر از مردان بیشتر است. علاوه بر این، رضایت شغلی به شدت با جنسیت نسبت به تحصیلات، دستمزد یا سایر ویژگی‌های کیفیت شغلی متفاوت است. ما متوجه شدیم که نابرابری جنسیتی در کیفیت شغل، رابطه مثبت بین جنسیت و رضایت شغلی را کاهش می‌دهد، با مزایا دستمزد و غیر دستمزد به عنوان متغیرهای میانجی اصلی. یافته‌های ما حاکی از مخالفت مستقیم و غیرمستقیم تأثیرات جنسیتی بر رضایت شغلی است و در بحث در مورد اینکه چگونه کاهش نابرابری جنسیتی در کیفیت شغل ممکن است بر رضایت شغلی زنان تأثیر بگذارد، تفاوت‌های ظریفی را به همراه دارد.
توجه! این متن ترجمه ماشینی بوده و توسط مترجمین ای ترجمه، ترجمه نشده است.
Abstract
Women are often found to be in inferior jobs with lower wages and lower job quality, but to report higher job satisfaction. This gender-job satisfaction paradox is documented for high-income countries and is explained by gender inequality in job quality and expectations. In this paper we document this paradox for a developing country. We explore the complex relationship between gender, job quality and job satisfaction among agro-industry workers in Senegal, using primary data from a comprehensive worker survey. We use a multiple mediation model to disentangle direct and indirect pathways through which gender relates to job satisfaction. We find that women’s job satisfaction is higher, despite earning lower wages, receiving fewer nonwage benefits, being more in casual employment, and working fewer hours than men. Moreover, job satisfaction varies more strongly with gender than with worker education, wages or other job quality characteristics. We find that gender inequality in job quality mitigates the positive relationship between gender and job satisfaction, with wage and nonwage benefits as major mediating variables. Our findings imply opposing direct and indirect gender effects on job satisfaction, and bring some nuance in the debate on how reducing gender inequality in job quality may affect women’s job satisfaction.
Introduction
Improving job quality and ensuring decent work for all is considered an efective way to reduce poverty, stimulate economic development and enhance gender equality (Ayenew et al., 2017; Barrientos et al., 2011). As part of the Sustainable Development Goals (SDG) it is high on the policy agenda of governments and development agencies. In sub-Saharan Africa 89% of the workforce is employed in informal and low-productive jobs (ILO,2020). Women are more often employed in lower-quality jobs, with job quality measured based on objective indicators, such as average hourly wage or working hours (Rai et al., 2019). Yet, studies consistently fnd that women report the same or even higher levels of job satisfaction than men. This gender-job satisfaction paradox was frst described by Clark (1997) and has been investigated empirically in various papers (e.g. Pita & Torregrosa, 2021; Sousa-Poza & Sousa-Poza, 2003; Westover, 2012). Gender inequality has been suggested as one of the potential drivers of the paradox (Clark, 1997). When gender inequality is high, women might have lower expectations towards a job and might value job aspects diferently, resulting in higher job satisfaction. Empirical studies document an association between women’s lower job expectations and higher job satisfaction (Dawson, 2017), and between higher gender equality (especially in early stages of life), higher job expectations and lower job satisfaction for women (Perugini & Vladisavljević, 2019).
Conclusion
In this paper we examine the complex relationship between gender, job quality and job satisfaction among agro-industrial workers in Senegal. We use a multiple mediation model to disentangle direct and indirect pathways through which gender relates to job satisfaction, and rely on primary data from a worker survey. Our analysis complies with the statement of Rai et al. (2019) to have a more gendered approach in the assessment of progress in SDG 8, as well as with the demand to use subjective indicators to complement objective measures for the assessment of decent work. We demonstrate that the gender-job satisfaction paradox, which has been thoroughly documented in the context of formal employment in high-income countries, also holds for employment in the agro-industry in Senegal. We document that female workers in the agro-industry are more satisfed with their job than men, despite earning lower wages, receiving fewer nonwage benefts, being more likely to be casually employed, and working fewer hours. In addition, we fnd that gender inequality in job quality mitigates the positive relationship between gender and job satisfaction, with wage and nonwage benefts as major mediating variables that contribute to this indirect efect. This indirect efect does not outweigh the direct positive efect of job quality on job satisfaction, but brings important nuances in the relation between gender, job quality and job satisfaction. While previous studies conclude that reducing gender inequality in job quality might increase women’s expectations and thereby reduce their job satisfaction, our fndings imply that improving gender equality might positively afect women’s job satisfaction. Our results suggest that reducing gender inequality in wages and nonwage benefts in agro-industry employment in Senegal would increase women’s job satisfaction because the gender gap in job satisfaction is mediated through job quality.