The article titled Exploring Gender Differences in Job Satisfaction: Insights From Utah and the United States, conducted by Dr. Silvia Clark, Dr. Angela Owens-Schill, Dr. Jonathan Westover, and Dr. Maureen Andrade, examines how gender and geographic location influence job satisfaction. The study analyzes how men and women in Utah and across the United States differ in their perceptions of workplace rewards, work-life balance, and interpersonal dynamics on the job. 

Key Findings 

Pay Matters Differently by Region and Gender 

• In Utah, pay is equally important to both men and women in predicting job satisfaction due to wage gaps and fewer career opportunities. 

• Outside of Utah, pay is less important for women’s job satisfaction, suggesting they may value intrinsic rewards like meaningful work and strong relationships more—likely due to better labor conditions in those areas. 

Work-Family Conflict Affects Women Unevenly 

• Work-family interference negatively impacts job satisfaction for both genders overall. 

• For women in Utah, this factor was not significant, possibly because they’ve adapted or face stronger influences from other factors. 

• Outside Utah, work-family conflict significantly lowers job satisfaction for women, especially in areas with more flexible gender roles and less workplace support. 

Intrinsic Rewards Show Unexpected Trends 

• In Utah, interesting work was a stronger predictor of job satisfaction for men than women—challenging assumptions that women value meaningful work more. 

• Outside of Utah, women were more influenced by engaging work, reinforcing the importance of intrinsic motivation in more equitable labor markets. 

Long-Term Organizational Commitment Varies 

• Men in Utah are more likely to stay with their current employer long-term, likely due to a desire for job security. 

• Women in Utah are less likely to commit long-term, possibly due to career advancement barriers. 

• Outside of Utah, women showed greater long-term loyalty than men, linked to better workplace conditions and intrinsic satisfaction. 

Key Implications & Recommendations 

Close the Gender Pay Gap—Especially in Utah 

• In Utah, pay is a top driver of job satisfaction for both men and women: Organizations should regularly assess and adjust compensation policies to ensure equity. 

• Outside Utah, pay equity remains essential, but intrinsic rewards are often more influential for women. 

Incorporate More Intrinsic Rewards 

Men in Utah and women outside Utah respond positively to intrinsic rewards like: 

• Interesting work 

• Autonomy 

• Opportunities to help others: Organizations should offer challenging projects, skill development, and job enrichment to boost satisfaction. 

Train Leaders to Be More Supportive 

Supportive management is especially important to male employees in Utah: Leadership training can enhance manager effectiveness and meet this motivational need. 

Promote Flexibility & Work-Life Balance 

Outside Utah, workers—especially women—value: 

• Flexible schedules 

• Parental leave 

• Recognition for remote/hybrid work contributions: Companies should prioritize flexibility to foster greater job satisfaction and long-term commitment. 

Support Women's Career Growth in Utah 

Cultural and regional factors may hinder women’s advancement in Utah. Organizations should provide: 

• Mentorship programs 

• Skill-building opportunities 

• Customized development plans: These can enhance confidence, visibility, and long-term engagement. 

What Workers Can Do 

Employees should proactively seek jobs that align with: 

• Fair compensation 

• Growth potential 

• Supportive leadership 

• Work-life balance 

• Personal values and goals: Being intentional about job choices helps maximize long-term satisfaction and commitment. 

Full Article 

Clark, S., Schill, A., Westover, J. H., & Andrade, M. S. (2025). Exploring gender differences in job satisfaction: Insights from Utah and the United States. Journal of Business Diversity, 25(1), 11–30. https://doi.org/10.33423/jbd.v25i1