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Gender Differences in Preferences for Meaning at Work

Author

Listed:
  • Vanessa Burbano
  • Nicolas Padilla
  • Stephan Meier

Abstract

Scholars have examined whether preferences for job characteristics help explain why men and women sort into different occupations but have overlooked preferences for meaning at work. We first document gender differences in preferences for meaning in a large-scale survey covering individuals in 47 countries. We then conduct a choice-based conjoint analysis of a cohort of MBA students at a leading business school to study gender differences in preferences for meaning compared to other job attributes. We show that gender differences in preferences for meaning at work are widespread and partly explain gender differences in behavioral outcomes, including industry of work.

Suggested Citation

  • Vanessa Burbano & Nicolas Padilla & Stephan Meier, 2024. "Gender Differences in Preferences for Meaning at Work," American Economic Journal: Economic Policy, American Economic Association, vol. 16(3), pages 61-94, August.
    • Handle: RePEc:aea:aejpol:v:16:y:2024:i:3:p:61-94
    DOI: 10.1257/pol.20220121
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    More about this item

    JEL classification:

    • D91 - Microeconomics - - Micro-Based Behavioral Economics - - - Role and Effects of Psychological, Emotional, Social, and Cognitive Factors on Decision Making
    • I23 - Health, Education, and Welfare - - Education - - - Higher Education; Research Institutions
    • J16 - Labor and Demographic Economics - - Demographic Economics - - - Economics of Gender; Non-labor Discrimination
    • J24 - Labor and Demographic Economics - - Demand and Supply of Labor - - - Human Capital; Skills; Occupational Choice; Labor Productivity
    • J28 - Labor and Demographic Economics - - Demand and Supply of Labor - - - Safety; Job Satisfaction; Related Public Policy

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