Thesis (Selection of subject)Thesis (Selection of subject)(version: 368)
Thesis details
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Gender paradox of job satisfaction in the Czech Republic in European comparison
Thesis title in Czech: Genderový paradox spokojenosti s prací v České republice v evropském kontextu
Thesis title in English: Gender paradox of job satisfaction in the Czech Republic in European comparison
Academic year of topic announcement: 2017/2018
Thesis type: Bachelor's thesis
Thesis language: angličtina
Department: Institute of Economic Studies (23-IES)
Supervisor: PhDr. Martina Mysíková, Ph.D.
Author: hidden - assigned by the advisor
Date of registration: 03.06.2018
Date of assignment: 03.06.2018
Date and time of defence: 11.06.2019 09:00
Venue of defence: Opletalova - Opletalova 26, O314, Opletalova - místn. č. 314
Date of electronic submission:08.05.2019
Date of proceeded defence: 11.06.2019
Opponents: PhDr. Simona Malovaná, Ph.D.
URKUND check:
Bender, A., Donohue, S. M. and Heywood, J. S. (2005): “Job Satisfaction and Gender Segregation.” Oxford Economic Papers, Vol. 57, No. 3, pp. 479–496.
Clark, A. E. (1997). Job Satisfaction and Gender: Why Are Women So Happy at Work? Labour Economics, 4, 341-372.
Clark, A. E. (1997): “Job Satisfaction and Gender: Why Are Women So Happy at Work?” Labour Economics, Vol. 4, No. 4, pp. 341–372.
Donohue, S.M. and Heywood, J.S. (2004), “Job Satisfaction and Gender, An Expanded Specification from NLSY”, International Journal of Manpower, vol. 25, pp. 211-234.
Kaiser, L. (2005): “Gender-Job Satisfaction Differences across Europe: An Indicator for Labor Market Modernization.” IZA Discussion Papers No. 1876. Bonn: The Institute for the Study of Labor.
Sousa-Poza, A. and Sousa-Poza, A. (2000): “Taking Another Look at the Gender/Job-Satisfaction Paradox.” Kyklos, Vol. 53, No. 2, pp. 135–152.
Sousa-Poza, A. and Sousa-Poza, A.A (2003), “Gender Differences in Job satisfaction in Great Britain, 1991-2000: Permanent or Transitory.” Applied Economic Letters, Vol. 10, No. 11, pp. 691–694.
Preliminary scope of work in English
Research question and motivation
In general, the empirics show that women value job aspects differently than men. Women’s job satisfaction is typically more related to how interesting the job is, flexibility between work and home, independence in work, or good relationship with colleagues and management. Men’s level of satisfaction usually increases with higher income or job security. One of the most widely analysed aspects of job satisfaction is gender. The empirics mostly concur that women are more satisfied at work despite the existing gender wage gap and despite women’s disadvantaged position in the labour market – the so called gender paradox. This phenomenon has already been observed in many European countries.
According to two latest survey data containing a question on job satisfaction, it seems that the gender paradox does not occur in the Czech Republic; meaning that women are, on average, not significantly more satisfied with their job than men. Possible explanations should be examined in order to assess the rather exceptional Czech situation compared to the European countries. Similarly to the European empirics, Czech women might preferably value “soft” aspects of job but not sufficiently enough to be more satisfied than men. Or their jobs do not possess these aspects and thus they are less or equally satisfied as men.
The main aim of my study is to verify the existence of the gender paradox in the Czech Republic and compare the results with selected European countries. Further, I intend to analyse the factors of job satisfaction and differences in job preferences between genders. The diversity in working conditions across countries as well as contrasts in job characteristic preferences might bring valuable insight into country-specific working terms or expectations of labour.

Job satisfaction has not been thoroughly analyzed in the Czech empirics so far, moreover, to my knowledge, there is no study focused on the gender aspect. First, job satisfaction is an important factor both for the employers and employees as it has been evidenced by the empirics that satisfied workers are more productive. Second, the gender aspect of job satisfaction might shed more light on the overall Czech gender inequality on the labor market, and possibly contribute to a discussion on the high level of the Czech gender wage gap.
The results for the Czech Republic will be compared with the results of other European countries. I aim to supplement the study for the Czech Republic by a cross-county comparison and the analysis of contributive factors. Such an analysis might reveal interesting country-specific correlations of working attitudes and life-style.
Assessing job conditions valued by women while applying for a job or accepting job offers could contribute to the empirical knowledge of labour economics and reveal more details of how successful our country is in providing both male and female workers sufficient job satisfaction.

The analysis will be based on various survey data, which contains variables on job satisfaction and/or work values. The main data sources which might be available are International Social Survey Programme (ISSP) and European Union—Statistics on Income and Living Conditions (EU-SILC). ISSP involved modules on “work orientations” in 1997, 2005, and 2015. EU SILC included a question on job satisfaction only in its 2013 module on “well-being”.
My study will apply an econometric model of job satisfaction as the dependent variable in several steps. First, gender as the only explanatory variable will be used in order to reveal the “raw” difference in job satisfaction between women and men. In the next steps, I will add various control variables (individual, work, and/or household characteristics, depending on the data source possibilities) and analyse how the gender coefficient changes. I also intend to detect how important the different job qualities are for both genders separately.

1. Introduction
2. Literature review
3. Data and variables
4. Methodology
5. Results (the Czech Republic and comparison)
6. Summary and Conclusion
7. References
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