The purpose of this study is to examine whether the determinants of job satisfaction vary between male and female and between White and minority employees of the U.S. federal government. The study investigates nine potential determinants associated with existence, relatedness, growth needs, and organizational equity, based on data from the 2015 Federal Employee Viewpoint Survey. The study uses multiple regression analysis to assess and compare the strength of the relationships between these determinants and work satisfaction among each of four demographic subgroups (White males, White females, minority males, and minority females). Results indicate that there are no dramatic differences among these groups in terms of which factors have the strongest impact on satisfaction. However, a few subtle distinctions are apparent. In particular, employee development is a higher priority for men than for women, and recognition for good work is not as important to minorities as it is to Whites. There is also some evidence of intersectionality, in that pay satisfaction and diversity management are most important to minority women and least important to White men, and workplace participation is most important to White men and least important to minority women. The study provides potential explanations of these findings, and briefly addresses implications for research and practice.

中文翻译：

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美国联邦雇员的工作满意度的决定因素：种族和性别差异的调查

这项研究的目的是检查工作满意度的决定因素是否在男性和女性之间以及美国联邦政府的白人和少数雇员之间有所不同。该研究基于2015年联邦雇员观点调查的数据，调查了与存在，关联性，增长需求和组织公平性相关的9个潜在决定因素。该研究使用多元回归分析来评估和比较四个人口统计分组（白人男性，白人女性，少数男性和少数女性）中这些决定因素与工作满意度之间关系的强度。结果表明，在哪些因素对满意度的影响最大方面，这些群体之间没有显着差异。但是，一些细微的区别是显而易见的。特别是，男性比女性更重视员工发展，对良好工作的认可对少数族裔的重要性不如对白人重要。也有一些交叉性的证据，即薪酬满意度和多样性管理对少数族裔妇女最重要，对白人男子最不重要，工作场所的参与对白人妇女最重要，对少数族裔妇女最不重要。这项研究提供了对这些发现的潜在解释，并简要阐述了对研究和实践的意义。而工作场所的参与对白人男人来说最重要，而对少数族裔女人则最不重要。这项研究提供了对这些发现的潜在解释，并简要阐述了对研究和实践的意义。而工作场所的参与对白人男人来说最重要，而对少数族裔女人则最不重要。这项研究提供了对这些发现的潜在解释，并简要阐述了对研究和实践的意义。