IBIMA Publishing
Journal of Human Resources Management Research
http://ibimapublishing.com/articles/JHRMR/2022/938009/
Vol. 2022 (2022), Article ID 938009, 8 pages, ISSN: 2166-0018
DOI: 10.5171/2022.938009
Research Article
Life Satisfaction of Employees in
Terms of Gender and Age
Anna Tomkova, Barbara Nicole Cigarska and Ivana Ondrijova
Faculty of Management and Business, University of Presov in Presov, Slovakia
Correspondence should be adressed to: Ivana Ondrijova; [email protected]
Received date:6 May 2022; Accepted date:20 July 2022; Published date: 21 September 2022
Academic Editor: Martina Blašková
Copyright © 2022. Anna Tomkova, Barbara Nicole Cigarska and Ivana Ondrijova. Distributed under
Creative Commons Attribution 4.0 International CC-BY 4.0
Abstract
The aim of the research was to examine the differences and connections in assessing people's
life satisfaction in terms of selected socio-demographic indicators. Two hypotheses examined
the differences between men and women in assessing selected attributes of employee
satisfaction, and correlations between age and selected attributes of employee satisfaction.
Empirical data were obtained by the questionnaire method by standardized Life Satisfaction
Questionnaire. The research sample consisted of 133 respondents, of which 84 (63,2%) were
women, and 49 (36,8%), were men. The average age of the respondents was 39,856 years.
According to the results, women are more satisfied with the length and quality of time-out or
the duration of holidays available additionally to employment. When assessing the life
satisfaction of the employees of a particular company, there was a gender difference, and the
men expressed their dissatisfaction with the financial situation, whether it was the number of
wages, financial remuneration, or employee benefits. The results confirmed that employees of
older generations are less concerned about their employment and the feelings they have, and in
case of problems, they are less interested in the possibilities of how to solve them.
Keywords: employees, financial situation, gender, life satisfaction
Introduction a theory that satisfaction and dissatisfaction
form a shared spectrum, where on the one
Satisfaction means something different for hand is complete satisfaction, but on the
everyone and depends on various criteria. other hand, there is complete dissatisfaction.
The more standards and criteria one sets for However, these two concepts are
oneself, the more experiences with this independent, so one can be satisfied with
feeling will be rarer (Winson, 2013). There is work and hate it simultaneously. The
_______________________
Cite this Article as: Anna Tomkova, Barbara Nicole Cigarska and Ivana Ondrijova (2022)," Life
Satisfaction of Employees in Terms of Gender and Age ‘, Journal of Human Resources Management
Research, Vol. 2022 (2022), Article ID 938009, DOI: 10.5171/2022.938009
Journal of Human Resources Management Research 2
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statement distinguishes between the hygiene income. Feelings of satisfaction, joy, and
factor and the motivator (Christensen, happiness are essential living conditions and
Allworth, Dillon 2013). As Sorger (2020) needs for most employees. However,
described, the man himself/herself is nowadays, people attach less and less
responsible for satisfaction and happiness. It importance to this feeling, so they go to work
does not affect what work a person does or with nervousness, stress, and stomach
what his living conditions are. One needs to discomfort. The most common reasons for
know what makes him/her happy. If a person employee dissatisfaction are overload,
uses his/her abilities and skills during inadequate team, loss of motivation, and
his/her life and uses creativity, then he/she interest in activities (Fritz 2006).
feels happy and satisfied. Motivation is
connected to satisfaction. If a person is Tegze (2019) stated that employee
satisfied, the inspiration to live increases satisfaction is not equal to money. The
(Olexová, Bosáková 2006). reason for people's loyalty to their employer
is not their salary. The values that beat the
Theoretical background capital are opportunities for self-realization,
usefulness, and meaningfulness. According to
According to Achor (2014), satisfaction older research, a person will be satisfied
represents a positive mood in the present when working hard and achieving success.
and a positive outlook for the future. However, according to new psychological
Satisfaction leads to success in almost all research, it is the right opposite. A person
areas of life, e.g., work, health, friendship, will be successful if he is satisfied and in an
creativity, and energy. Positive emotions are optimistic mood, his thinking and mindset
the driving force are positive, he is cleverer, more motivated,
of satisfaction because satisfaction is, above and therefore more effective. The most
all, a feeling. Achor (2014) defined the ten successful people do not see satisfaction as a
most common positive emotions: balance, reward for their goals but use it to achieve
joy, hope, pride, gratitude, inspiration, success. Research has shown that satisfied
interest, fun, respect, and love. According to people show higher levels of productivity
research, satisfaction gives people a real and performance and at the same time have a
chemical advantage, as positive emotions greater tendency to lead people and set an
saturate the brain with chemicals that example. The results support the need to
stimulate the brain center. That part of the eliminate stress or coach employees to help
brain is responsible for learning, and it them to be more productive and motivated
means that positive emotions help to sort because of their overall satisfaction (Achor
new information, store it, allow you to think 2014; Kovaľová, Zbihlejová, Birknerová,
faster and more creatively, become better at Frankovský, 2018).
solving problems, and finally discover new
life paths. Life satisfaction and job Success and fulfillment are synonymous with
satisfaction are closely related. satisfaction. However, according to Sinek,
Dissatisfaction with one of these spheres has Mead, and Docker (2019), success is only
a demotivating effect on a person and causes temporary, but the fulfillment goes more in-
anorexia, nervous tension, and insomnia. depth. The difference between these feelings
These negative states and feelings will is when one likes something and loves
eventually affect the second sphere (Sorger, something. A person's satisfaction is the
2020). According to Winson (2013), outcome of doing things the best he can. It is
satisfaction is related to long-term financial a feeling of fulfillment, motivation, and
success. The basis of this view is to have an finally, it means satisfying the needs of the
overview of the income and expenses. As individual. Proper motivation is essential for
stated by Anýžová and Večerník (2019), the individual to be satisfied (Christensen,
success largely depends on the employee's Allworth, Dillon, 2013).
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Anna Tomkova, Barbara Nicole Cigarska and Ivana Ondrijova, Journal of Human Resources
Management Research, DOI: 10.5171/2022.938009
3 Journal of Human Resources Management Research
_____________________________________________________________________________
Methods with sexuality, satisfaction with friends,
acquaintances and relatives and satisfaction
The theoretical part describes the meaning of with the accommodation. The analyzed areas
the terms of satisfaction and related terms. of employee satisfaction were work and
We have focused on declarations of various employment, financial situation, leisure time,
authors as part of research in this area. Based own person, co-workers, and colleagues.
on theoretical knowledge, we performed an
analysis that focuses on people's life The revised questionnaire captures an
satisfaction. individual picture of overall satisfaction and
distinguishes five areas (work and
The aim of the research was to examine the employment, financial situation, leisure, own
differences and connections in assessing person, co-workers, and colleagues), which
people's life satisfaction in terms of selected contain items related to the area of the
socio-demographic indicators. Based on the workplace (a total of 33 items). Respondents
goal, two hypotheses were formulated: were asked to report their satisfaction or
dissatisfaction on a scale from 1 to 7 (1 =
Hypothesis 1: There are statistically very dissatisfied; 2 = dissatisfied; 3 = rather
significant differences between men and dissatisfied; 4 = neither satisfied nor
women in assessing selected attributes of dissatisfied; 5 = rather satisfied; 6 = satisfied;
employee satisfaction. 7 = very satisfied).
Hypothesis 2: There are statistically The employee describes mainly the current
significant correlations between age and situation, but some items include
selected attributes of employee satisfaction. retrospective and perspective management.
Empirical data were obtained by the online The research sample consisted of 133
questionnaire method and snowball respondents, of which 84 (63,2%) were
selection. The first part of the questionnaire women, and 49 (36,8%) were men. The
focused on demographic data, which average age of the respondents was 39,856
analyzed gender, age, residence, marital years, of which the youngest respondent was
status, education, and work area. The second 22 years old, and the oldest respondent was
part of the questionnaire focused on 88 years old. Of the total number of
employee satisfaction; a standardized Life respondents, 67 (50,4%) stated that they
Satisfaction Questionnaire was used, came from the countryside, and 66 (49,6%.)
assembled by Fahrenberg, Myrtek, respondents chose a city as their place of
Schumacher and Brähler (2001), adapted for residence. According to marital status, 74
the purposes of the topic. (55,6%) were married, 45 (33,8%) stated
that they were single, 13 (9,8%) were
Within the mentioned questionnaire,
divorced, and only one (0,8%) respondent
respondents commented on their satisfaction
was a widower. In the question concerning
in selected areas of life. Regarding the
the achieved education, it was analyzed that
employee and his work environment, areas
69 (51,9%) respondents had completed
that were not directly related to the
university education, 63 (47,4%)
employee's situation were omitted. The
respondents had completed secondary
questionnaire consists of ten scales
education, and only one (0,8%) respondent
monitoring individual areas of life
had completed elementary education. Of the
satisfaction: satisfaction with health, work,
total number of respondents, 36 (27,1%)
and employment, with the financial situation,
respondents worked in education or
satisfaction with free time, with one's own
research, 25 (18,8%) respondents stated
person, marriage, and partnership, with
administration as their work area, 25
one's relationship with one's own children,
(18,8%) respondents came from production,
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Anna Tomkova, Barbara Nicole Cigarska and Ivana Ondrijova, Journal of Human Resources
Management Research, DOI: 10.5171/2022.938009
Journal of Human Resources Management Research 4
_____________________________________________________________________________
20 (15%) respondents performed service, 18 statistical method: t-test, differences in the
(13,5%) respondents worked in trade, 6 assessment of employee satisfaction were
(4,5%) worked in healthcare, and 3 (2,3%) examined. Links were processed using
respondents worked in tourism. Pearson's correlation coefficient.
Using the statistical program SPSS to analyze The first part of the research focuses on the
the research hypothesis, Pearson correlation identification of statistically significant
coefficient and t-test, the mathematical- differences in the assessment of selected
statistical method, were used. Analyzed attributes of employee satisfaction. We
statistically, significant differences and links assumed that there existed statistically
are displayed in tables that are described by significant differences in assessing selected
descriptive statistics. attributes of employee satisfaction in terms
of gender. Differences in terms of gender
Results and interpretations obtained in assessing employee satisfaction
are in table 1. There was a statistically
According to the research hypotheses, the significant difference in the assessment of
results and interpretations were divided into Leisure time. The results were obtained by
two parts. Based on a mathematical- the mathematical-statistical method t-test.
Table 1: Assessment of employee satisfaction in terms of gender
Test Criterion
Gender Mean Standard Deviation Sig (2-Tailed)
(t-test)
man 4,7114 1,60237
Work and employment -1,196 ,234
woman 5,0187 1,31918
man 4,3586 1,60440
Financial situation ,112 ,911
woman 4,3316 1,15679
man 4,4344 1,53446
Leisure -1,996 ,035
woman 4,8946 1,35873
man 4,7464 1,64603
Own personality -,910 ,365
woman 4,9694 1,16946
man 4,7143 1,75784
Co-workers -1,250 ,214
woman 5,0429 1,26036
(Source: Authors’ own processing)
According to the results in table 1, men are The second part of the research focuses on
neither dissatisfied nor satisfied with the the identification of statistically significant
amount of free time and vacation they have links in the assessment of selected attributes
at work. Women are more satisfied with the of employee satisfaction. The results
amount and the length of their annual leisure confirmed the existence of statistically
after the holidays, which provide them with significant links, processed by using
enough time for quality rest, space for their Pearson’s correlation coefficient. We
hobbies, and time spent with loved ones. assumed that there exist statistically
significant links between age and selected
Hypothesis 1 is confirmed because of the attributes of employee satisfaction.
assumption that there exist statistically
significant differences in selected attributes Table 2 shows common links between age
of employee satisfaction in terms of gender. and the rate of employee satisfaction. There
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Anna Tomkova, Barbara Nicole Cigarska and Ivana Ondrijova, Journal of Human Resources
Management Research, DOI: 10.5171/2022.938009
5 Journal of Human Resources Management Research
_____________________________________________________________________________
exist statistically significant links in situation, own personality, colleagues.
attributes of work and employment, financial
Table 2: Age correlations in assessment of employee satisfaction
Work and Financial Own
Leisure Co-workers
employment situation personality
Pearson
-,199* -,256** -,102 -,172* -,299**
Correlation
Age
Sig
,021 ,003 ,242 ,047 ,000
(2-tailed)
(Source: Authors’ own processing)
**p<0,01 *p <0,05
According to the results, the older people are, Hypothesis 2 is confirmed because of the
the lesser they are concerned with their assumption that there are statistically
position in the workplace, future security, significant links between age and selected
career prospects, workload, and attributes of satisfaction in employees.
responsibilities. More aged employees pay
less attention to the possibilities of progress, Discussion and conclusion
success, the atmosphere in the workplace,
and, finally, the diversity that life offers them. The first research hypothesis addressed the
In matters relating to the financial situation, issues of significant differences in assessing
links were found between age and the selected attributes of employee satisfaction
assessment of employee satisfaction. The in terms of gender. A statistically significant
older people are, the lesser tension they have gender difference occurred in one area,
with their income, the standard of living, namely the assessment of leisure time.
future expectations, and financial security in According to the results, women are more
old age. After a certain age, people are satisfied with the length and quality of time-
happier with their own person, which means out or the duration of holidays available
that in the context of life satisfaction, they are additionally to employment.
less concerned with issues that concern
themselves. The older people are, the lesser We can draw attention to the research on
attention they pay to their abilities, skills, human satisfaction at work by Šuteková
external appearance, self-confidence, and (2020). The aim of the research was to find
overall character. The older people are, their out the relationship and attitudes of people
relationship with co-workers and colleagues to work in a specific information and
causes them lesser tension. While getting software company. Another research goal
older, people pay less attention to the circle was to limit the extent to which gender, age,
of their colleagues, and at the same time, they education, and length of practice affect the
do not need help and support from them as life satisfaction of employees. When
younger people do. The relationship between assessing the life satisfaction of the
co-workers and colleagues includes life employees of a particular company, there
commitment and time that colleagues spend was a gender difference, and the men
outside work together, which older people expressed their dissatisfaction with the
are less concerned about also.
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Anna Tomkova, Barbara Nicole Cigarska and Ivana Ondrijova, Journal of Human Resources
Management Research, DOI: 10.5171/2022.938009
Journal of Human Resources Management Research 6
_____________________________________________________________________________
financial situation, whether it was the improving their abilities, skills, external
number of wages, financial remuneration, or appearance, self-confidence, and, finally,
employee benefits. Men and women their vitality. Similar research was carried
evaluated work and employment positively out by Hajda and Hajdu (2014). They
to the same extent. Kozelová (2016) examined employee satisfaction in 27
examined the satisfaction of employees of the European countries. The authors dealt with
Financial Administration of the Slovak the degree of employee satisfaction
Republic. The author states that women are according to their age, and division of the
more satisfied with the work they do. Men workplace into subjective and objective
have work expectations that are difficult to factors. Subjective factors include, for
achieve, and after some time this causes example, diversity of work, the opportunity
dissatisfaction. to learn new things, health-dangerous work,
flexible working hours, job security, and lack
The proven work-life balance method is the of free time. Objective factors are the type of
best way to achieve employee satisfaction contract, working time, occupation type, and
and maximize performance. It is a work-life gross monthly salary. Both factors affect the
balance. The superior should establish the satisfaction of younger employees. Working
working time to be as flexible as possible. conditions are important for older
Either a form of the long and short week or employees. Employees of the younger age
work from home if the scope of work allows groups showed low satisfaction with working
it. The so-called home office is assembled hours, but they considered it influential to
with online applications, which used to have a constant opportunity to improve and
record the beginning and end of the work, learn new things.
and breaks during working hours, and it
allows superiors or employees to monitor the Jarkovská (2013) also examined the impact
number of worked hours. In addition to the of the age of employees on their satisfaction.
work-life balance methods described, According to the results, younger people are
Frederick (2021) added the condition of a happier with their work because they do not
healthy workplace. This term stands for have much experience, they do not know the
scholarships to employees who can use them labor market and other workplaces, so they
to provide health-innovative office materials, have nothing to compare to their current
such as a desk, ergonomic office chair or workplace. The possibilities and
armchair, folding table or laptop stand, and opportunities for older employees are
the like. reduced, which means that their satisfaction
is declining.
Because of the correlation between employee
age and the degree of satisfaction in terms of Employee satisfaction highly depends on the
work and employment, financial situation, relationships established between co-
person, and co-workers, the second research workers and superiors. A good leader should
hypothesis was confirmed. According to pay attention to improving relationships
research results, the older employees are, the within the team through teambuilding
less they are concerned with the current and programs outside the workplace and
future situation, working conditions, organize various competitions to create a
obligations, and related benefits. The older cohesive team. To create strong teams and
people are, the less tension they experience close relationships, it is necessary to combine
in financial issues. The amount of income, older and younger colleagues. Some resorts
interest in the standard of living, the state of and camps take teambuilding to the next
the property, and financial security in old age level. These positions are precisely
decrease with increasing age, are not so specialized in building strong teams led by
emphasized. After years people are happier professional instructors. The camps offer
with their own person, spend less time various activities, among which we can
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Anna Tomkova, Barbara Nicole Cigarska and Ivana Ondrijova, Journal of Human Resources
Management Research, DOI: 10.5171/2022.938009
7 Journal of Human Resources Management Research
_____________________________________________________________________________
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