Introduction

1. Abstract Methods Advancing a career or family is not easy for a woman in the workplace. We were able to demonstrate a difference of gender in relation to work and life satisfaction using a national sample. Delay of marriage and family leads to lower life and family satisfaction and an increase in stress. • Data were drawn from the 2002 National Study of the Changing Workforce (NSCW), a representative sample of the American full time salary workers (N = 3504). The sample was 44% male and 56% female, and worked an average of 39.9 hours a week. Managers made up 42% of the sample. The NSCW survey consists of approximately 600 items. For the purposes of this study, gender and whether job pressures has delayed relationship commitment were used as independent variables to predict life, job, pay, and family satisfaction along with work/family stress and salary. SIUC Organizational Behavior Lab Discussion The Organizational Behavior Lab at Southern Illinois University Carbondale is coordinated by J.T. Nadler and M.R. Lowery (both PhD candidates) under the supervision of Dr. Peggy Stockdale, Ph.D. The OB Lab studies the effect of biases on gender in the workplace – specifically on performance appraisal, compensation, and other organizational processes. Advanced survey techniques and Implicit Association Tests (IATs) are only a few of the methods used to gather crucial information about these important workplace processes. This academic year, the lab is pleased to be working with the following undergraduates: Josh Doener, Stephen Richardson, Rachel Rion, Sarah Smeltzer, Nicole Nesslar, Ben Northshield, and Krista Elgin. Each undergraduate has spent time in a structured environment with hands-on learning about hypothesis testing, data collection, data management, and data analysis. Results Hypothesis 1 There was a significant interaction between gender and delaying relationship commitments on pay satisfaction, F(1,3481)=6.864, p=.009. Men who had not delayed committing to a relationship were significantly more satisfied (M=2.972) than men who had delayed committing to a relationship because of work (M=2.654). There was not a significant difference between women who had delayed commitment (M=2.806) than those who had not delayed (M=2.817), F(1,1934)=.017,p=.896. Hypothesis 2 There was not a significant interaction between gender and delaying relationship commitments on life satisfaction, F(1,3842)=.746, p=.388. There was not a main effect of gender on life satisfaction, F(1, 3482)=.023, p=.880. There was a main effect of delaying commitment on life satisfaction, F(1,3482)=32.892, p<.001, demonstrating that those who have delayed their committed relationships were significantly less satisfied (M=3.039) compared to those who have not delayed commitment because of work (M=3.309). Hypothesis 3 There was not a significant interaction between gender and delaying relationship commitments on personal/family stress, F(1,3490)=.225, p=.613. There was a main effect of gender on personal/family life stress, F(1,3490)=17.639, p<.001, as females were more likely to have experienced personal/family life stress (M=2.837) compared to males (M=2.525). There was also a main effect of delaying commitment on personal/family life stress, F(1,3490)=19.316, p<.001, as individuals who delayed commitment reported more personal/family life stress (M=2.844) than those who had not delay commitment (M=2.518). Additional Analyses Across occupations, men earned more money (M=$60,306) than women (M=$34,716). Additionally, women reported significantly higher job satisfaction (M=3.47) than men (M=3.40), F(1,3499)=8.233, p =.004. Introduction Many people work as a means to survive, provide for family, and fulfill financial obligation. A subset of workers seeks to advance into management. Managers who rated themselves higher in work-life balance were rated higher in career advancement potential compared to those who rated themselves low in work life balance. However, studies indicate career-oriented women are more likely to delay relationships or children in order to advance their careers (Hoffnung, 2004). Typically, women are more likely to perceive workplace pressure to make a choice between career and family and tend to prefer close mentoring relationships at work (Nielsen, Yarker, Randall & Munir, 2009). Balancing career and family can cause stress and anxiety, particularly women (Ford, Heinen, & Langkamer, 2007). Women typically experience exhaustion as a result of work life balance (Canivent, 2010). Additionally, because women play parts in multiple roles, the stress level is much higher for women compared to men (Galakanis, Salikas, Kallia, Kargianni, & Karela, 2009). Knowing the effects of work-life balance on major life decisions is important in understanding gender differences in organizational behavior. Gender differences were hypothesized in job, life, and family satisfaction, family stress, and intention to delay a family for career reasons. Women were found to earn less and yet be more satisfied with their jobs compared to men. Delay of committing to relationships was a predictor of lower pay and life satisfaction and increased personal/family stress. As is consistent with current trends, males surpassed females in salary amounts, though caution must be in interpreting these data; explanatory factors that could influence pay amounts were not accounted for in this study. One factor to be considered is the impact that delaying family life can have on job satisfaction as women’s’ career expectations for progression are increasing. Men report positive impact of delaying family commitment while women see no such improvement. Limitations of the current research include no measurement of individual difference variables, such as personality, self-efficacy, motivation, or gender role orientation. Ideas for future research include the possibility of measuring egalitarian beliefs, as there is some evidence that cultures high in egalitarian gender roles may have an effect on the way men and women are rated for advancement potential. Hypotheses Hypothesis 1: There will be a significant interaction between gender and delay of relationships on pay satisfaction. Hypothesis 2: Both males and females will be more likely to be high in life satisfaction if they have not delayed committing to a relationship. Hypothesis 3: Both males and females who delayed committing to a relationship will report more stress in their personal/family lives.