Key Takeaways from the Research Article "The intersection of gender and generation: new insights into drivers of job satisfaction"

New UVU research reveals how gender and generational differences shape what employees value at work—from intrinsic rewards to supervisor encouragement. Learn how organizations can build more equitable, engaging workplaces for all.

   

A new study done by Angela Jackson, Maureen Snow Andrade, Jonathan H. Westover, and Silvia Clark explores how gender and generation intersect to shape what employees value most at work. Using national survey data, the research offers actionable insights into how organizations can create more equitable and engaging workplaces across diverse employee groups. 

Five Key Takeaways About How Gender and Generation Intersect at Work:

1. Men Report Higher Job Satisfaction — But the Gender Gap Is Narrowing

Across all generations, male employees reported higher job satisfaction than female employees. However, this gap is significantly smaller among millennials and Gen Z. The study suggests that growing gender equality and changing workplace norms are helping close this divide, especially among younger workers. 

 

2. What Matters Most Varies by Gender

  • Women tend to find greater satisfaction through intrinsic rewards such as meaningful work, autonomy, and engagement. 
  • Men place more emphasis on extrinsic rewards like pay, promotion opportunities, and job security. 

This pattern highlights the need for organizations to provide both purpose-driven roles and fair, transparent compensation structures. 

 

3. Generational Priorities Are Shifting

Each generation defines satisfaction differently: 

  • Baby Boomers value organizational commitment and meaningful careers. 
  • Gen X thrives when supervisors offer encouragement and when they can use their skills effectively. 
  • Millennials seek engagement, leadership opportunities, and a strong connection to their organization. 
  • Gen Z values engagement but struggles when their high expectations for meaningful work are unmet, often leading to lower satisfaction. 

 

4. Engagement and Encouragement Are Universal Drivers

Regardless of gender or generation, supervisor encouragement and employee engagement consistently boost job satisfaction. These relational and motivational factors matter as much as tangible rewards, underscoring the importance of supportive leadership and open communication. 

 

5. Implications for Organizations

The findings call for flexible, inclusive strategies that recognize the evolving values of today’s workforce. Organizations can enhance satisfaction and retention by: 

  • Promoting gender equity in rewards and recognition. 
  • Supporting purpose-driven work and development opportunities. 
  • Encouraging authentic engagement through leadership and collaboration. 
  • Customizing approaches to fit generational and individual needs. 

 

In essence, job satisfaction is no longer defined by one-size-fits-all solutions. Understanding how gender and generational experiences intersect allows employers to create workplaces that are not just equitable — but truly empowering for all. 

Full Article 

Schill, A., Andrade, M. S., Westover, J. H., & Clark, S. (2025). The intersection of gender and generation. New insights into drivers of job satisfaction. Journal of Business and Management, 30(1), 69–98. https://doi.org/10.1504/JBM.2025.10071627 

 
 
 

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