Using the Canadian General Social Survey of 2016, a large nationally representative dataset, this article estimates the gender job satisfaction gap. This unique dataset allows to control for nearly all the variables previously suggested to explain the well-documented higher job satisfaction of women, such as task characteristics, job flexibility and the quality of social relations at work. Accounting for all these variables, the gender gap in favour of women remains in the aggregate sample. But, when the sample is partitioned by age and educational attainment, among the youngest and the most educated workers, the gender job satisfaction gap is found to be statistically insignificant. In addition, these data allow for the inclusion of subjectively experienced intrinsic job rewards, such as sense of pride and accomplishment from work, rarely available in social surveys. With the inclusion of these variables, the gender job satisfaction gap loses its statistical significance across all age groups and educational attainment levels, except for those with a graduate university degree. For the latter group, the gender job satisfaction gap is actually reversed in favour of men. Consistently, an Oaxaca–Blinder decomposition of the gender job satisfaction gap indicates that the ‘explained’ component of the gender gap substantially increases with the inclusion of intrinsic job rewards. The implications are discussed.

中文翻译：

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重新审视性别工作满意度悖论：根源似乎很深

本文使用 2016 年加拿大综合社会调查（一个具有全国代表性的大型数据集）估计了性别工作满意度差距。这个独特的数据集可以控制几乎所有以前建议用来解释女性工作满意度较高的变量，例如任务特征、工作灵活性和工作中社会关系的质量。考虑到所有这些变量，总体样本中仍然存在有利于女性的性别差距。但是，当样本按年龄和受教育程度划分时，在最年轻和受教育程度最高的工人中，发现性别工作满意度差距在统计上不显着。此外，这些数据允许包含主观经验的内在工作奖励，例如自豪感和工作成就感，在社会调查中很少见。考虑到这些变量，性别工作满意度差距在所有年龄组和教育程度水平上都失去了统计意义，除了那些拥有研究生学位的人。对于后一组，性别工作满意度差距实际上是有利于男性的。一致地，性别工作满意度差距的瓦哈卡-布林德分解表明，性别差距的“解释”部分随着内在工作奖励的加入而显着增加。讨论了其影响。性别工作满意度差距实际上是有利于男性的。一致地，性别工作满意度差距的瓦哈卡-布林德分解表明，性别差距的“解释”部分随着内在工作奖励的加入而显着增加。讨论了其影响。性别工作满意度差距实际上是有利于男性的。一致地，性别工作满意度差距的瓦哈卡-布林德分解表明，性别差距的“解释”部分随着内在工作奖励的加入而显着增加。讨论了其影响。