Gender differences of mobility: analysis of job and work-family factors

María Pilar de Luis Carnicer; Angel Martínez Sánchez; Manuela Pérez Pérez; María José Vela Jiménez

doi:10.1108/09649420310479408

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Women In Management Review

ISSN: 0964-9425
Currently published as: Gender in Management: An International Journal

Online from: 1985

Subject Area: Human Resource Management

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Gender differences of mobility: analysis of job and work-family factors

Document Information:
Title:	Gender differences of mobility: analysis of job and work-family factors
Author(s):	María Pilar de Luis Carnicer, (Associate Professor, in Departamento de Economía y Dirección de Empresas. Centro Politécnico Superior, University of Zaragoza, Zaragoza, Spain), Angel Martínez Sánchez, (Associate Professor, in Departamento de Economía y Dirección de Empresas. Centro Politécnico Superior, University of Zaragoza, Zaragoza, Spain), Manuela Pérez Pérez, (Senior Lecturer, in Departamento de Economía y Dirección de Empresas. Centro Politécnico Superior, University of Zaragoza, Zaragoza, Spain), María José Vela Jiménez, (Associate Professor, Departamento de Economía y Dirección de Empresas, Escuela Universitaria de Estudios Empresariales, Zaragoza, Spain)
Citation:	María Pilar de Luis Carnicer, Angel Martínez Sánchez, Manuela Pérez Pérez, María José Vela Jiménez, (2003) "Gender differences of mobility: analysis of job and work-family factors", Women In Management Review, Vol. 18 Iss: 4, pp.199 - 219
Keywords:	Family life, Gender, Job mobility, Spain, Work
Article type:	Research paper
DOI:	10.1108/09649420310479408 (Permanent URL)
Publisher:	MCB UP Ltd
Abstract:	This paper analyzes the results of a survey about labor mobility of a sample of 1,182 Spanish employees. The results indicate that women have lower mobility than men, and that the mobility of men and women is explained by different factors. The employee’s perceptions about job satisfaction, pay fairness, and employment stability are also more explicative of job mobility than traditional job-related factors, such as wages or training. These results have managerial implications for the segmentation of men and women in the labor market.