Organizational culture as a predictor of job satisfaction: the role of gender and age

Abstract

Purpose - This paper seeks to examine how values comprising organizational culture impact on employees' job satisfaction, taking also into account their gender and age. Design/methodology/approach - The study took place in all three public hospitals located in a major Greek city, where 125 usable questionnaires were gathered. The measures adopted include the Organizational Culture Profile and the Job Descriptive Index. The statistical analyses include descriptive statistics, stepwise regression analyses, and t-tests. Findings - Findings suggest that employees recognize certain cultural traits as job satisfaction amplifiers. These are fairness, opportunities for personal growth, enthusiasm for the job and good reputation. On the other hand, another cultural trait, that is aggressiveness, seems to confine job satisfaction. Going a step further, it appears that employee gender and age influence the way that the organizational values affect their job satisfaction. This influence is in accordance with gender and age profiles identified by literature. Practical implications - Employers can incorporate these findings by shaping organizational culture in such a way as to enhance the overall level of job satisfaction of their employees, making them more willing to remain and build their career within the organization. This way, the organization can minimize the chances of losing talented individuals and is thus more likely to create a competitive advantage. Originality/value - These findings help in creating a better understanding of job satisfaction and delineating its relationship with organizational culture.