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Extensive research has been conducted on the relationship between gender and job satisfaction. Research conducted in English-speaking countries has highlighted that women report greater job satisfaction than men despite being in a disadvantaged position in the workplace. However, studies conducted in other countries have indicated opposite results. One hypothesis put forward in this debate relates to gender differences concerning the determinants of job satisfaction. This study seeks to explore this hypothesis with the theoretical framework of “gendered organizations,” which encourages being attentive to the interactions between gender and HR practices. Based on GLM models with moderating effects that were used on the French 2017 REPONSE survey, the positive effects of remote working and performance appraisal on job satisfaction were found to be higher for women than for men, although the effects of part-time work and training were the same for both sexes.