Do gender and income really moderate on employees’ job satisfaction? Insights from Malaysia’s oil and gas industry

  • Norazah Mohd Suki, Nazneen Islam Rony, Norbayah Mohd Suki
  • International Journal of Management Science and Engineering Management, April 2019, Taylor & Francis
  • DOI: 10.1080/17509653.2019.1597657

Gender and income really moderate on employees’ job satisfaction

Photo by Linus Mimietz on Unsplash

Photo by Linus Mimietz on Unsplash

What is it about?

The aim of this study is twofold: to investigate the impact of internal marketing factors on employees’ job satisfaction in the oil and gas industry context, and to assess the moderations of gender, and income on this relationship.

Why is it important?

Gender, and income are significant moderators of Malaysia’s oil and gas employees’ job satisfaction, which is influenced by internal marketing factors such as employee extrinsic reward, employee intrinsic reward, leadership, internal communication, and training and development. Specifically, male employees heavily underscored the aspect of training and development whereas female employees placed their emphasis on leadership, thus showing different satisfiers within their jobs in the challenging oil and gas sector. Moreover, those employees in higher-income groups were seen to value certain aspects of leadership more than those in lower-income groups. Alongside the effort to strengthen leadership ability, managers in the oil and gas industry should, therefore, provide employees with more dedicated safety training to prevent unexpected operational hazards, unforeseen shut-downs of the system, or fatal accidents in the offshore plants.

Perspectives

Professor Dr Norazah Mohd Suki
Universiti Utara Malaysia

The aim of this study is twofold: to investigate the impact of internal marketing factors on employees’ job satisfaction in the oil and gas industry context, and to assess the moderations of gender, and income on this relationship. Using a quantitative method, we approached base and administration managers in the oil and gas industry in a developing nation and obtained 215 usable questionnaires. A hierarchical moderated regression analysis revealed that gender, and income are significant moderators of Malaysia’s oil and gas employees’ job satisfaction, which is influenced by internal marketing factors such as employee extrinsic reward, employee intrinsic reward, leadership, internal communication, and training and development. Specifically, male employees heavily underscored the aspect of training and development whereas female employees placed their emphasis on leadership, thus showing different satisfiers within their jobs in the challenging oil and gas sector. Moreover, those employees in higher-income groups were seen to value certain aspects of leadership more than those in lower-income groups. Alongside the effort to strengthen leadership ability, managers in the oil and gas industry should, therefore, provide employees with more dedicated safety training to prevent unexpected operational hazards, unforeseen shut-downs of the system, or fatal accidents in the offshore plants.

Read Publication

http://dx.doi.org/10.1080/17509653.2019.1597657

The following have contributed to this page: Professor Dr Norazah Mohd Suki, Assoc. Prof. Dr. Norbayah Mohd Suki, and Nazneen Islam Rony