Zitatform

Broeck, Anja van den, Willy Lens, Hans De Witte & Hermina Van Coillie (2013): Unraveling the importance of the quantity and the quality of workers' motivation for well-being. A person-centered perspective. In: Journal of vocational behavior, Jg. 82, H. 1, S. 69-78. DOI:10.1016/j.jvb.2012.11.005

Abstract

"The current study compares the quantitative and the qualitative viewpoints on work motivation by relying on Self-Determination Theory's differentiation between autonomous and controlled motivation. Specifically, we employed a person-centered approach to identify workers' naturally occurring motivational profiles and compared them in terms of positive and negative aspects of worker well-being. Across a representative population sample (Sample 1) as well as two divergent samples of different organizations (Samples 2 and 3), four profiles were found: (1) a HA-HC profile characterized by high autonomous and high controlled motivation, (2) a HA-LC profile characterized by high autonomous and low controlled motivation, (3) a LA-HC profile typified by low autonomous and high controlled motivation and (4) a LA-LC profile characterized by low autonomous and low controlled motivation. In general, workers in the former two profiles (both scoring high on autonomous motivation) reported most job satisfaction, work enthusiasm/engagement and the lowest levels of strain/burnout. The latter two profiles (both scoring low-on autonomous motivation) displayed the least optimal outcomes. Results seem to point at the importance of autonomous motivation." (Author's abstract, IAB-Doku) ((en))

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Bruno, Giovanni S. F., Floro E. Caroleo & Orietta Dessy (2013): Temporary contracts and young workers' job satisfaction in Italy. (IZA discussion paper 7716), Bonn, 31 S.

Abstract

"The Italian process of flexibilization of the labour market has created a dual market populated by protected permanent employees and unprotected temporary workers. The latter comprises not only temporary employment relationships but also autonomous collaborations used by firms as low-cost de facto temporary employment relationships. Little is known about the quality of these temporary jobs, particularly widespread among young workers. We estimate a regression model of perceived overall job satisfaction of young workers, based on the ISFOL-PLUS 2006-2008-2010 panel. We control for the various temporary contracts and for perceived satisfactions in nine aspects of the job. We find that lack of job stability is the most serious cause of lower satisfaction for both temporary employees and autonomous collaborators. But while temporary employees compensate concerns of job stability with other job aspects, attaining satisfaction levels comparable to those of permanent employees, autonomous collaborators do not and are thus significantly the least satisfied." (Author's abstract, IAB-Doku) ((en))

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Bryson, Alex & George MacKerron (2013): Are you happy while you work? (CEP discussion paper 1187), London, 25 S.

Abstract

"Recent work in psychology and economics has investigated ways in which individuals experience their lives. This literature includes influences on individuals' momentary happiness. We contribute to this literature using a new data source, Mappiness (www.mappiness.org.uk), which permits individuals to record their wellbeing via a smartphone. The data contain more than a million observations on tens of thousands of individuals in the UK, collected since August 2010. We explore the links between individuals' wellbeing measured momentarily at random points in time and their experiences of paid work. We explore variation in wellbeing within-individual over time having accounted for fixed unobservable differences across people. We quantify the effects of working on individuals' affect relative to other activities they perform. We consider the effects of working on two aspects of affect: happiness and relaxation. We find paid work is ranked lower than any of the other 39 activities individuals engage in, with the exception of being sick in bed. Although controlling for other factors, including person fixed effects, reduces the size of the association its rank position remains the same and the effect is still equivalent to a 7-8% reduction in happiness relative to circumstances in which one is not working. Paid work has a similar though slightly larger negative impact on being relaxed. However, precisely how unhappy or anxious one is while working depends on the circumstances. Wellbeing at work varies significantly with where you work (at home, at work, elsewhere); whether you are combining work with other activities; whether you are alone or with others; and the time of day or night you are working." (Author's abstract, IAB-Doku) ((en))

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Buddelmeyer, Hielke, Duncan McVicar & Mark Wooden (2013): Non-standard 'contingent' employment and job satisfaction. A panel data analysis. (IZA discussion paper 7590), Bonn, 40 S.

Abstract

"It is widely assumed that contingent forms of employment, such as fixed-term contracts, labour-hire and casual employment, are associated with low quality jobs. This hypothesis is tested using data from the Household, Income and Labour Dynamics in Australia (HILDA) Survey, a nationally representative household panel survey covering a country with a high incidence of non-standard employment. Ordered logit regression models of job satisfaction are estimated that hold constant all time-invariant individual differences as well as a range of observed time-varying characteristics. The results indicate that, among males, both casual employees and labour-hire workers (but not fixed-term contract workers) report noticeably lower levels of job satisfaction. Restricting the sample to persons aged 20-59 increases the estimated magnitudes of these effects. Negative effects for women are mainly restricted to labour-hire workers. We also show that the relationships between job satisfaction and contract type vary with educational attainment and the length of job tenure. Working hours arrangements also mediate the relationship." (Author's abstract, IAB-Doku) ((en))

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Carvalho Wilks, Daniela & Felix Neto (2013): Workplace well-being, gender and age: examining the 'Double Jeopardy' effect. In: Social indicators research, Jg. 114, H. 3, S. 875-890. DOI:10.1007/s11205-012-0177-7

Abstract

"This study examines the effects of age and gender on work-related subjective well-being, looking at job-related affective well-being and job satisfaction. Specifically, it investigates whether older women, who may be doubly disadvantaged in being old and being women, are victims of a ''double jeopardy'' effect. Self-reported survey-data were obtained from 446 adults employed full-time. The results of this study suggest that age seems to matter more than gender in the workplace, and that aging is associated with lower job-related well-being and higher job satisfaction. Although older women reported slightly lower job-related affective well-being than men, the decrease of subjective well-being with age impacts on both genders." (Author's abstract, IAB-Doku) ((en))

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Chadi, Adrian & Clemens Hetschko (2013): Flexibilisation without hesitation? Temporary contracts and workers' satisfaction. (IAAEU discussion paper series in economics 2013,04), Trier, 39 S.

Abstract

"Fixed-term contracts are often considered a key policy tool for increasing employment. As we show that contract limitation lowers job satisfaction using data from the German Socio-Economic Panel study, we detect a drawback of promoting temporary employment that has not been identified so far. We find that the 'honeymoon-hangover' effect of a new job must be taken into account to reveal this result. We examine reasons why employees suffer from temporary contracts and analyse the 'Flexicurity' idea of compensating workers with security. Our findings contribute to research on workers' well-being as well as to the debate on labour market flexibilisation." (Author's abstract, IAB-Doku) ((en))

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Derfler, Peter & Almina Bešić (2013): Arbeitszufriedenheit von Personen mit Migrationshintergrund. Eine Analyse auf Basis des Soziooekonomischen Panels (SOEP). In: Arbeit. Zeitschrift für Arbeitsforschung, Arbeitsgestaltung und Arbeitspolitik, Jg. 22, H. 2, S. 134-149. DOI:10.1515/arbeit-2013-0206

Abstract

"In diesem Beitrag untersuchen wir Unterschiede zwischen der Arbeitszufriedenheit von Migrant/innen und Nicht-Migrant/innen. Diese werden theoretisch durch Unterschiede bei Arbeitsplatzmerkmalen und humankapitaltheoretische Ansätze abgeleitet und anhand von Daten des Sozio-oekonomischen Panels (SOEP) empirisch untersucht. In Anbetracht der unterschiedlichen Arbeitsplatzmerkmale von Migrant/innen im Vergleich zu Nicht-Migrant/innen wird eine geringere Arbeitszufriedenheit von Migrant/innen angenommen. Wir untersuchen die Auswirkungen von unterschiedlichen Faktoren auf die Arbeitszufriedenheit dieser Personengruppen. Dabei stellen wir fest, dass geringfügige Unterschiede bei der Arbeitszufriedenheit von Migrant/innen und Nicht-Migrant/innen bestehen, jedoch keine der von uns gewählten Einflussfaktoren diese Unterschiede ausreichend erklären können." (Autorenreferat, IAB-Doku)

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Dur, Robert & Robin Zoutenbier (2013): Intrinsic motivations of public sector employees. Evidence for Germany. (CESifo working paper 4276), München, 32 S.

Abstract

"We examine differences in altruism and laziness between public sector employees and private sector employees. Our theoretical model predicts that the likelihood of public sector employment increases with a worker's altruism, and increases or decreases with a worker's laziness depending on his altruism. Using data from the German Socio-Economic Panel Study, we find that public sector employees are significantly more altruistic and lazy than observationally equivalent private sector employees. A series of robustness checks show that these patterns are stronger among higher educated workers; that the sorting of altruistic people to the public sector takes place only within the caring industries; and that the difference in altruism is already present at the start of people's career, while the difference in laziness is only present for employees with sufficiently long work experience." (Author's abstract, IAB-Doku) ((en))

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Gallie, Duncan & Ying Zhou (2013): Work organisation and employee involvement in Europe. A report based on the fifth European Working Conditions Survey. Dublin, 76 S. DOI:10.2806/35945

Abstract

"This report explores the opportunities open to employees in workplaces across Europe to participate in decision-making, either in the context of their job or in relation to wider organisational issues affecting their work. Employee involvement is a key component of work organisation, relating to other dimensions such as physical working conditions and work intensity. Two dimensions of employee involvement are covered: task discretion - or the influence that employees can exercise over their immediate work tasks - and organisational participation - or the influence that employees have over work organisation. While in the EU27 as a whole there are limited opportunities for employees to participate in decision-making, the findings point to the clear benefits for employees in working in organisations that give greater scope for their involvement. Crucially, employee involvement has been shown to have a positive effect on employee motivation and psychological wellbeing, critical elements in fostering enhanced work performance and company productivity." (Author's abstract, IAB-Doku) ((en))

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Grund, Christian & Andreas Schmitt (2013): Works councils, wages and job satisfaction. In: Applied Economics, Jg. 45, H. 3, S. 299-310. DOI:10.1080/00036846.2011.597735

Abstract

"We investigate the effects of works councils on employees' wages and job satisfaction in general and for subgroups with respect to sex and occupational status. Making use of a German representative sample of employees, we find that employees, who move to a firm with a works council, report increases in job satisfaction, but do not receive particular wage increases. Especially the job satisfaction of female employees is affected by a change in works council status. However, we do not find support for the hypothesis that the introduction of a works council itself increases wages or job satisfaction for the employees staying at the firm." (Author's abstract, IAB-Doku) ((en))

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Hammermann, Andrea & Oliver Stettes (2013): Qualität der Arbeit. Zum Einfluss der Arbeitsplatzmerkmale auf die Arbeitszufriedenheit im europäischen Vergleich. In: IW-Trends, Jg. 40, H. 2, S. 93-109. DOI:10.2373/1864-810X.13-02-05

Abstract

"Beschäftigtenbefragungen zeigen unisono: Der Anteil der Beschäftigten, die mit ihrer Arbeit zufrieden sind, liegt in Deutschland seit Jahren mit Zustimmungswerten von rund 90 Prozent auf einem konstant hohen Niveau, auch im internationalen Vergleich. Die Analyse des European Working Conditions Survey offenbart erhebliche Unterschiede zwischen den Ländern, welche Arbeitsplatzmerkmale für die Arbeitszufriedenheit relevant sind. Zeitdruck und Stress wirken sich hierzulande kaum auf das Ausmaß der Arbeitszufriedenheit aus. 85 Prozent der Beschäftigten, die in hohem Tempo arbeiten müssen und zugleich Stress empfinden, sind gleichwohl mit ihrer Arbeit zufrieden. Dagegen gehen eine schwache Unterstützung und eine fehlende Konfliktfähigkeit seitens der Führungskraft mit signifikant geringeren Zufriedenheitswerten einher. Doch sind hier weiterhin noch rund sieben von zehn Arbeitnehmern mit ihrer Arbeit zufrieden. Auch der Lohn und die Karrierechancen spielen eine Rolle. Allerdings fällt der Einfluss auf den Anteil der Arbeitszufriedenheit ebenfalls überraschend schwach aus. Von den Beschäftigten, die mit ihrer Vergütung unzufrieden sind, sind 82 Prozent mit ihrer Arbeit zufrieden. Nimmt man daher die Arbeitszufriedenheit als Gradmesser für die Qualität der Arbeit, wie sie die Beschäftigten selber wahrnehmen, stehen die Befragungsergebnisse im markanten Kontrast zum stellenweise in der Öffentlichkeit verbreiteten Bild einer strukturellen Verschlechterung der Arbeitsbedingungen." (Autorenreferat, IAB-Doku)

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Hanglberger, Dominik (2013): Arbeitszufriedenheit und Flexibilität. Europäischer Vergleich und Adaptions- und Antizipationseffekte. (Schriften des Forschungsinstituts Freie Berufe 21), Baden-Baden: Nomos, 311 S.

Abstract

"Die Fähigkeit flexibel auf veränderte Marktbedingungen reagieren zu können hat durch die Globalisierung an Bedeutung gewonnen. Infolgedessen ist eine zunehmende Verbreitung flexibler Arbeitszeiten und Beschäftigungsverhältnisse zu konstatieren. Vor dem Hintergrund dieser Entwicklung wird in der Studie der Frage nachgegangen, welche Rolle Flexibilität für die Qualität der Arbeit aus Sicht von Arbeitnehmern und Selbstständigen spielt. Dazu werden in einem ersten Schwerpunkt regionale Gemeinsamkeiten und Unterschiede hinsichtlich des Einflusses arbeitgeber- und arbeitnehmerorientierter Flexibilität auf die Arbeitszufriedenheit analysiert. In einem zweiten Schwerpunkt wird der zeitliche Verlauf des Effekts auf die Arbeitszufriedenheit (kurz- und langfristige Wirkung) untersucht. Mit Gleitzeitregelungen und Wechselschichtarbeit sowie mit (un)befristeter Beschäftigung und Selbständigkeit werden je zwei zentrale Formen flexibler Arbeitszeiten und Beschäftigungsverhältnisse betrachtet. Die Ergebnisse verdeutlichen auch allgemein die Bedeutung der Berücksichtigung von Antizipations- und Adaptionseffekten bei der Analyse subjektiver Wohlfahrtsmaße wie der Arbeitszufriedenheit." (Autorenreferat, IAB-Doku)

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Hofmans, Joeri, Sara De Gieter & Roland Pepermans (2013): Individual differences in the relationship between satisfaction with job rewards and job satisfaction. In: Journal of vocational behavior, Jg. 82, H. 1, S. 1-9. DOI:10.1016/j.jvb.2012.06.007

Abstract

"Although previous research often showed a positive relationship between pay satisfaction and job satisfaction, we dispute the universality of this finding. Cluster-wise regression analyses on three samples consistently show that two types of individuals can be distinguished, each with a different job reward - job satisfaction relationship. For the first person type, job satisfaction relates to financial and psychological reward satisfaction, whereas for the second person type job satisfaction relates to psychological reward satisfaction only. In addition, between-person type differences were found for the work value financial security but not for recognition, which suggests that differences in work values may lie at the basis of between-person differences in the rewards - satisfaction relationship. Moreover, person types 1 and 2 differ in turnover intention and affective organizational commitment, which implies that differences in the rewards - satisfaction relationship relate to important organizational outcomes as well. Theoretical and practical implications of these findings are discussed." (Author's abstract, IAB-Doku) ((en))

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Jahn, Elke (2013): Don't worry, be flexible? Job satisfaction among flexible workers. (LASER discussion papers 71), Erlangen, 33 S.

Abstract

"This paper investigates whether workers in flexible employment relationships show lower job satisfaction than workers with permanent job contracts. Our results show that looking only at the formal job security provided by the contract may lead to misleading conclusions about job satisfaction. We find, using longitudinal data for Germany, that it is not the formal job security provided by the contractual agreement but rather the perceived job security that matters for job satisfaction. Moreover, our results indicate that workers value job characteristics in similar ways across fundamentally different types of job contracts." (Author's abstract, IAB-Doku) ((en))

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Krenn, Manfred (2013): Well-being and work. Dublin, 9 S.

Abstract

"Well-being, health and safety at work and work-related health problems have been attracting growing public attention in Austria in recent years. An indicator for this rise in interest is the implementation of the Austrian Occupational Health Monitor by the Upper Austrian Chamber of Labour. The survey tries to analyse the links between working conditions and the health status of employees on the basis of very rich data. Some of the most interesting results are presented in this report." (Author's abstract, IAB-Doku) ((en))

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Krieg, John M., Charles S. Wassell, David W. Hedrick & Steven E. Henson (2013): Collective bargaining and faculty job satisfaction. In: Industrial relations, Jg. 52, H. 3, S. 619-644. DOI:10.1111/irel.12027

Abstract

"Estimates of the impact of union membership on job satisfaction suffer from nonrandom self-selection of employees into unions. In this paper, we circumvent this problem by examining the impact on satisfaction of collective bargaining representation, rather than of union membership. We use a two-stage technique that controls for nonrandom selection of faculty into institutions, and apply that to a panel of faculty at repeatedly observed four-year universities. We find that bargaining agreements increase satisfaction with compensation but reduce satisfaction with faculty workload. Bargaining has no statistically measurable impact on overall job satisfaction or on faculty's satisfaction with their authority to make decisions regarding their instructional duties." (Author's abstract, IAB-Doku) ((en))

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Lange, Thomas (2013): Scarred from the past or afraid of the future? Unemployment and job satisfaction across European labour markets. In: The international journal of human resource management, Jg. 24, H. 6, S. 1096-1112. DOI:10.1080/09585192.2012.706819

Abstract

"Previous research has shown that both past unemployment and anticipated future unemployment have a detrimental impact on employees' attitudes and behaviours, which may affect organisational performance. Surprisingly, however, very little is known about the relative impact of past unemployment compared with current job insecurity. Although it is possible that both effects operate simultaneously, this paper - focused on employees' job satisfaction and utilising a set of cross-sectional data derived from the European Social Survey 2006-2007 - reports on a strongly pronounced insecurity effect: anticipated unemployment substantially reduces employees' job satisfaction. Interestingly, inclusion of the perceived risk of future unemployment as a separate predictor variable in ordered probit regressions relegates the experience of past unemployment to a statistically insignificant coefficient and thus weakens the 'scarring' hypothesis. These results hold true even when several socio-demographic characteristics and proxies for individual personality traits are controlled. Implications for organisations and human resource practitioners and scope for future research endeavours conclude the analysis of the paper." (Author's abstract, IAB-Doku) ((en))

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Linz, Susan & Anastasia Semykina (2013): Job satisfaction, expectations, and gender. Beyond the European Union. In: International journal of manpower, Jg. 34, H. 6, S. 584-615. DOI:10.1108/IJM-06-2013-0149

Abstract

"Do gender differences in expected rewards contribute to gender differences in job satisfaction?
Design/methodology/approach - This paper utilizes data collected from over 9,400 employees in five economically and culturally diverse former socialist economies, first, to determine whether there are gender differences in desired and expected rewards, and second, to assess whether the link between job satisfaction and expected reward varies by gender or reward desirability.
Findings - This paper finds that for women, job satisfaction is positively linked to both extrinsic and intrinsic rewards, but for men, job satisfaction tends to be positively linked to extrinsic rewards. When reward desirability is included, more often for women than for men, non-monetary rewards are positively linked to job satisfaction regardless of whether they are viewed as desirable. Among men, the link between job satisfaction and a particular reward tends to be stronger if the reward is desired, although for job security this result holds for women as well. While own earnings tend to be positively linked to job satisfaction, comparison earnings are not statistically significant among most groups of respondents. Finally, we find that the magnitude of the estimated partial effect of increasing the expectation of receiving a particular reward tends to be greater for men than for women.
Research limitations/implications - By focussing on gender difference results that are common across these five diverse countries, we are able to add information that will prove useful in developing a more global perspective of factors influencing job satisfaction and worker performance.
Originality/value - This paper identifies gender differences in desired and expected rewards, both intrinsic and extrinsic, enabling us to more systematically explore gender differences in the link between job satisfaction, expectations, and reward desirability. Because our data come from employees in over 600 workplaces, we are able to control for an extensive number of worker, job, and workplace characteristics, which allows us to investigate in more detail, not only our primary objective - gender differences in the link between job satisfaction and expected rewards - but also several related topics: the proposition that women generally have lower workplace expectations, the link between job satisfaction and comparison earnings, for example." (Author's abstract, IAB-Doku) ((en))

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Meer, Peter H. van der & Rudi Wielers (2013): What makes workers happy? In: Applied Economics, Jg. 45, H. 3, S. 357-368. DOI:10.1080/00036846.2011.602011

Abstract

"This article answers the question what makes workers happy? It does so by combining insights from micro-economics, sociology and psychology. Basis is the standard utility function of a worker that includes income and hours of work and is elaborated with job characteristics. In this way it is possible to answer whether part-time workers are happier than full-time workers. The utility function is estimated on basis of the European Social Survey 2004 which contains all necessary information. The results show that workers optimize income and hours of work as predicted by micro-economics, but also that part-time workers are happier than full-time workers. Challenging work with a high level of autonomy makes the workers happy, work pressure makes workers unhappy. Higher educated workers are unhappier than lower educated workers, we find a negative effect of education, but this is compensated by the type of jobs these higher educated hold." (Author's abstract, IAB-Doku) ((en))

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Millán, José María, Jolanda Hessels, Roy Thurik & Rafael Aguado (2013): Determinants of job satisfaction. A European comparison of self-employed and paid employees. In: Small business economics, Jg. 40, H. 3, S. 651-670. DOI:10.1007/s11187-011-9380-1

Abstract

"The job satisfaction of self-employed and paid-employed workers is analyzed using the European Community Household Panel for the EU-15 covering the years 1994 - 2001. We distinguish between two types of job satisfaction: job satisfaction in terms of type of work and job satisfaction in terms of job security. Findings from our generalized ordered logit regressions indicate that self-employed individuals as compared to paid employees are more likely to be satisfied with their present jobs in terms of type of work and less likely to be satisfied in terms of job security. The findings also provide many insights into the determinants of the two types of job satisfaction for both self-employed and paid-employed workers." (Author's abstract, IAB-Doku) ((en))

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Poggi, Ambra (2013): Within-establishment wage inequality and satisfaction. (Economics. Discussion papers 2013-28), Kiel, 17 S.

Abstract

"The aim of this paper is to provide fresh empirical evidence of the mechanisms through which wage inequality affects worker satisfaction. Theoretically, wages of others may affect workers' utility for two main reasons: Workers may derive well-being from their social status (comparison hypothesis) and/or they may use others wages to help predict their own future wage (information hypothesis). Both hypotheses are tested. To achieve her aims, the author models individual utility from pay as a function of a worker's own wage and the earnings of all other workers within the same establishment, and she estimates the model using British employer-employee data. Incomplete information about others wages is assumed. The author finds that the comparison effects matter. Of most interest, she provides some first evidence about a positive relation between well-being and inequality. Her results are robust within the different specifications and different definitions of the reference group." (Author's abstract, IAB-Doku) ((en))

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Priller, Eckhard & Claudia Schmeißer (2013): Die Beschäftigungssituation in Dritte-Sektor-Organisationen. Das Sozialwesen im Vergleich. In: Sozialer Fortschritt, Jg. 62, H. 8/9, S. 227-234. DOI:10.3790/sfo.62.8-9.227

Abstract

"Der Dritte Sektor hat mit seinen über 2,6 Mio. Beschäftigten eine große beschäftigungspolitische Bedeutung für den deutschen Arbeitsmarkt. In den letzten Jahren spüren Dritte-Sektor-Organisationen einen verstärkten Wettbewerbs-, Ökonomisierungs- und Rationalisierungsdruck. Umso wichtiger erscheint die Frage nach dessen Auswirkungen auf die Arbeits- und Beschäftigungsverhältnisse. Der Beitrag untersucht die Arbeitsbedingungen und die Arbeitszufriedenheit von Beschäftigten im Dritten Sektor, insbesondere im Sozialwesen. Die Ergebnisse zeigen: Atypische Beschäftigungsverhältnisse sind vor allem bei Frauen und unter 30-Jährigen weit verbreitet. Die subjektive Einschätzung der Arbeitsbedingungen fällt trotz flexibler Beschäftigungsverhältnisse aufgrund intrinsischer Faktoren positiv aus. Insgesamt ist die Mehrheit der MitarbeiterInnen mit ihrer allgemeinen Beschäftigungssituation zufrieden." (Autorenreferat, IAB-Doku)

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Rabl, Tanja & María del Carmen Triana (2013): How German employees of different ages conserve resources. Perceived age discrimination and affective organizational commitment. In: The International Journal of Human Resource Management, Jg. 24, H. 19, S. 3599-3612. DOI:10.1080/09585192.2013.777936

Abstract

"The literature claims that perceived age discrimination functions as a stressor. Using conservation of resources theory, this paper examines the moderating effect of employees' age on the relationship between employees' perceived age discrimination and affective organizational commitment. We collected survey data from 1255 German employees. Results show a negative relationship between perceived age discrimination and affective organizational commitment. This relationship was stronger for older employees than for younger employees. Older employees appear to be more vulnerable to the stressor of perceived age discrimination and more motivated to conserve resources by reducing their affective organizational commitment than their younger colleagues. These findings have important implications for organizations' retention management in times of demographic change" (Author's abstract, IAB-Doku) ((en))

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Semykina, Anastasia & Susan J. Linz (2013): Job satisfaction and perceived gender equality in advanced promotion opportunities. An empirical investigation. In: Kyklos, Jg. 66, H. 4, S. 591-619. DOI:10.1111/kykl.12038

Abstract

"Does gender equality in advanced promotion opportunities in the workplace have consequences for job satisfaction? We use data collected from workers in six formerly socialist economies (Armenia, Azerbaijan, Kazakhstan, Kyrgyzstan, Russia, and Serbia) to investigate the link between job satisfaction and the perceived chance that a woman would hold a senior-level position at the firm. Among many survey participants, such a link exists and is positive; that is, these survey participants enjoy working at firms that promote gender balance at the top. The positive link is explained in part by worker personality/attitudes and firm characteristics, and in part by the result that participating workers often enjoy higher job satisfaction because they perceive the lack of 'glass ceiling' as a signal of improved own career opportunities. Among women, positive effects are more significant for younger workers. We discuss possible explanations for these findings, as well as cross-country differences and policy implications." (Author's abstract, IAB-Doku) ((en))

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Smith, Conal & Carrie Exton (2013): OECD Guidelines on measuring subjective well-being. Paris, 265 S. DOI:10.1787/9789264191655-en

Abstract

"Being able to measure people's quality of life is fundamental when assessing the progress of societies. There is now widespread acknowledgement that measuring subjective well-being is an essential part of measuring quality of life alongside other social and economic dimensions. As a first step to improving the measures of quality of life, the OECD has produced Guidelines which provide advice on the collection and use of measures of subjective well-being. These Guidelines have been produced as part of the OECD Better Life Initiative, a pioneering project launched in 2011, with the objective to measure society's progress across eleven domains of well-being, ranging from jobs, health and housing, through to civic engagement and the environment.
These Guidelines represent the first attempt to provide international recommendations on collecting, publishing, and analysing subjective well-being data. They provide guidance on collecting information on people's evaluations and experiences of life, as well as on collecting 'eudaimonic' measures of psychological well-being. The Guidelines also outline why measures of subjective well-being are relevant for monitoring and policy making, and why national statistical agencies have a critical role to play in enhancing the usefulness of existing measures. They identify the best approaches for measuring, in a reliable and consistent way, the various dimensions of subjective well-being, and provide guidance for reporting on such measures. The Guidelines also include a number of prototype survey modules on subjective well-being that national and international agencies can use in their surveys." (Author's abstract, IAB-Doku) ((en))

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Snower, Dennis J. & Wolfgang Lechthaler (2013): Worker identity, employment fluctuations and stabilization policy. (IZA discussion paper 7413), Bonn, 44 S.

Abstract

"This paper provides a model of 'social hysteresis' whereby long, deep recessions demotivate workers and thereby lead them to change their work ethic. In switching from a pro-work to an anti-work identity, their incentives to seek and retain work fall and consequently their employment chances fall. In this way, temporary recessions may come to have permanent effects on aggregate employment. We also show that these permanent effects, along with the underlying identity switches, can be avoided through stabilization policy. The size of the government expenditure multiplier can be shown to depend on the composition of identities in the workforce." (Author's abstract, IAB-Doku) ((en))

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Tansel, Aysit & Saziye Gazioglu (2013): Management-employee relations, firm size and job satisfaction. (IZA discussion paper 7308), Bonn, 27 S.

Abstract

"This paper investigates the job satisfaction in relation to managerial attitudes towards employees and firm size using the linked employer-employee survey results in Britain. We first investigate the management-employee relationships and the firm size using maximum likelihood probit estimation. Next various measures of job satisfaction are related to the management-employee relations via maximum likelihood ordered probit estimates. Four measures of job satisfaction that have not been used often are considered. They are satisfaction with influence over job; satisfaction with amount of pay; satisfaction with sense of achievement and satisfaction with respect from supervisors. Main findings indicate that management-employee relationships are less satisfactory in the large firms than in the small firms. Job satisfaction levels are lower in large firms. Less satisfactory management-employee relationships in the large firms may be a major source of the observed lower level of job satisfaction in them. These results have important policy implications from the point of view of the firm management while achieving the aims of their organizations in particular in the large firms in the area of management-employee relationships. Improving the management-employee relations in large firms will increase employee satisfaction in many respects as well as increase productivity and reduce turnover. The nature of the management-employee relations with firm size and job satisfaction has not been investigated before." (Author's abstract, IAB-Doku) ((en))

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Walk, Marlene, Femida Handy & Heike Schinnenburg (2013): Expectations and experiences of young employees. The case of German nonprofits. In: Administration in Social Work, Jg. 37, H. 2, S. 133-146. DOI:10.1080/03643107.2012.667658

Abstract

"Nonprofits rely heavily on their employees, and employee performance depends on job satisfaction. Using qualitative research methods, this article examines employee expectations, work experiences, and job satisfaction in German nonprofits. Expectations do not match the workplace reality, and this gap leads to job dissatisfaction. Ways to ameliorate this are discussed." (Author's abstract, IAB-Doku) ((en))

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Wilkin, Christa L. (2013): I can't get no job satisfaction: Meta-analysis comparing permanent and contingent workers. In: Journal of organizational behavior, Jg. 34, H. 1, S. 47-64. DOI:10.1002/job.1790

Abstract

"Scholars are concerned that contingent workers experience more adverse psychological job outcomes than permanent employees, but the empirical work on job satisfaction is mixed. The purpose of this study was to quantitatively summarize the potential mean differences in job satisfaction between contingent workers and permanent employees. Meta-analytic results from 72 primary studies (N=237,856) suggest that compared with permanent employees, contingent workers experience lower job satisfaction (d=-0.21); but when outlying primary studies are removed, the mean difference is small but significant (d=-0.06). Methodological artifacts explain small but significant differences in job satisfaction but do not account for much variance. Moderator analyses support previous findings that contingent workers are not a homogeneous group; some contingent workers (e.g., agency workers) experience lower job satisfaction than permanent employees, whereas the job satisfaction of other contingent workers (e.g., contractors) is similar to permanent employees. The findings have implications for increasing our understanding of job satisfaction by showing that job satisfaction appears to vary by employment type. Practical implications suggest that extending human resource practices to contingent workers may increase their job satisfaction, which has been shown to influence job performance, citizenship behaviors, and turnover." (Author's abstract, IAB-Doku) ((en))

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Zeytinoglu, Isik U., Gözde Yilmaz, Askin Keser, Kivanc Inelmen, Duygu Uygur & Arzu Özsoy (2013): Job satisfaction, flexible employment and job security among Turkish service sector workers. In: Economic and Industrial Democracy, Jg. 34, H. 1, S. 123-144. DOI:10.1177/0143831X11434845

Abstract

"This article examines the association between job satisfaction, flexible employment and job security among Turkish service sector workers. Data come from a survey of workers in banking and related sectors' call centres, frontline five-star hotel staff and airline cabin crews (N = 407). Results show that flexible employment involving fixed-term contract, paid and unpaid overtime, on-call work and mismatched contract and hours are not associated with job satisfaction. Perceived job security is positively associated with job satisfaction. The study provides evidence that the perception of job security rather than flexible employment is an important contributor to job satisfaction for Turkish workers in the sample." (Author's abstract, IAB-Doku) ((en))

Abstract

"The EU and its citizens faced enormous challenges in 2012 as the limited economic recovery of the previous year stalled, GDP fell and unemployment began to grow again. As this yearbook on Living and working in Europe 2012 describes, one of the starkest findings was the divergence between and within countries. Some Member States have suffered greatly while others have not. Higher-paid jobs have been much more resilient than low to mid-paid jobs and have grown. Groups that were already vulnerable have suffered more in the crisis and countries have diverged on quality of life measures." (Author's abstract, IAB-Doku) ((en))

Abstract

"Was bestimmt die Lebensqualität der Menschen? Die 'Better Life Initiative: Wohlergehen und Fortschritt messen' der OECD analysiert die Lebensbedingungen der Menschen auf der Grundlage von elf wesentlichen Indikatoren, um diese Frage zu beantworten. Sie reichen von herkömmlichen Maßstäben wie Einkommen, Beschäftigung, Gesundheit, Bildung und Umwelt bis hin zu persönlicher Sicherheit und allgemeiner Zufriedenheit mit dem Leben. Aber das Wohlergehen hängt vom Einzelnen ab und kann deshalb nicht nur auf Landesebene gemessen werden. Aus diesem Grund ermittelt die OECD auch das Wohlergehen auf der Ebene der einzelnen Gesellschaftsgruppen. So kann untersucht werden, wie das Wohlergehen, sei es nun in Bezug auf Einkommen, Bildung, Gesundheit oder allgemeiner Zufriedenheit mit dem Leben in der Gesellschaft, verteilt ist und ob zum Beispiel Unterschiede zwischen den Geschlechtern beobachtet werden können. Ein breites Spektrum an vergleichbaren Indikatoren für das Wohlergehen ermöglicht es, die relativen Stärken und Schwächen eines Landes im Bezug auf das Wohlergehen der Bevölkerung zu bestimmen. Die Ergebnisse der Untersuchung können als Grundlage für politische Maßnahmen dienen. Es gibt allerdings keinen klar identifizierten Sieger in allen Aspekten des Wohlergehens, deshalb können die Maßnahmen zur Verbesserung des Wohlergehens in den einzelnen OECD-Ländern stark voneinander abweichen." (Autorenreferat, IAB-Doku)

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Artz, Benjamin (2012): Does the impact of union experience on job satisfaction differ by gender? In: ILR review, Jg. 65, H. 2, S. 225-243. DOI:10.1177/001979391206500202

Abstract

"The author investigates gender differences in the impact of accumulated union experience on job satisfaction. Because there are fewer women than men in both public and private sector unions, and women are disproportionately underrepresented in union leadership, their collective bargaining power is not equivalent to that of men. As a result, women's preferences for job characteristics and benefits may be overlooked, contributing to reduced job satisfaction as their tenure in the union increases. Using the U.S. National Longitudinal Survey of Youth (NLSY) panel data from 1979-2004, the author demonstrates that the accumulation of union experience negatively affects women's job satisfaction more severely than it does men's. This is particularly the case in private sector unions, in which women are more likely to be under-represented in both union membership and leadership positions." (Author's abstract, IAB-Doku) ((en))

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Badillo Amador, Lourdes, Ángel López Nicolás & Luis E. Vila (2012): The consequences on job satisfaction of job-worker educational and skill mismatches in the Spanish labour market. A panel analysis. In: Applied Economics Letters, Jg. 19, H. 4, S. 319-324. DOI:10.1080/13504851.2011.576999

Abstract

"The effects of job-worker mismatches on job satisfaction are examined using the eight waves (1994-2001) of Spanish data in the European Community Household Panel (ECHP). The impacts of both educational and skill mismatches are estimated considering unobserved heterogeneity, state dependence and attrition bias. Dynamic analysis shows that skill mismatches emerge as a much better predictor of job satisfaction than educational mismatches as the effects of the latter are related to unobserved heterogeneity among workers. Moreover, the current level of job satisfaction appears to be influenced by workers' previous job perceptions, suggesting a dynamic structure for job satisfaction." (Author's abstract, IAB-Doku) ((en))

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Balz, Anne & Kristina Krell (2012): Unsicherheit des Arbeitsplatzes mindert Arbeitszufriedenheit besonders in Deutschland. Vergleichende Analysen zur Wahrnehmung und Bewertung der Arbeitsbedingungen in Europa. In: Informationsdienst Soziale Indikatoren H. 48, S. 11-15.

Abstract

"Die Arbeitsbedingungen und Qualität von Arbeitsplätzen sind immer wieder Gegenstand öffentlicher Diskussionen. Auf der einen Seite sind durch äußere Zwänge wie technischer Fortschritt und die Globalisierung induzierte Veränderungen der Arbeitswelt unvermeidbar, auf der anderen Seite stellt sich die Frage, was den Erwerbstätigen zugemutet werden kann. Besonders von Gewerkschaftsseite wird der Fokus immer wieder auf die Belastungen gerichtet, denen Erwerbstätige heute ausgesetzt sind. Zunehmende Befristungsquoten und daraus entstehende Jobunsicherheit, flexiblere Arbeitszeiten und eine mit dem technischen Wandel einhergehende permanente Erreichbarkeit sowie die verlängerte Lebensarbeitszeit durch Erhöhung des Rentenalters sind nur einige Beispiele für veränderte Belastungen, denen Erwerbstätige heute ausgesetzt sind. Da die Erwerbstätigkeit einen zentralen Aspekt des Lebens darstellt, nicht zuletzt weil die Menschen einen Großteil des Tages damit verbringen und Arbeit neben ökonomischen Ressourcen auch Status und Sinn vermittelt, sind die Arbeitsbedingungen für die Lebensqualität und das Wohlbefinden der Erwerbstätigen insgesamt von erheblicher Bedeutung. In welchem Umfang die Erwerbstätigen in Deutschland und den übrigen Ländern der EU tatsächlich von belastenden Arbeitsbedingungen betroffen sind und wie sie ihre Arbeitsplatzsituation subjektiv wahrnehmen und bewerten, wird im vorliegenden Beitrag näher untersucht." (Autorenreferat, IAB-Doku)

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Barmby, Tim, Alex Bryson & Barbara Eberth (2012): Human capital, matching and job satisfaction. (CEP discussion paper 1151), London, 6 S.

Abstract

"Using a model of wage determination developed by Stevens (2003) we offer an explanation of why tenure has a negative effect when entered in job satisfaction equations. If job satisfaction measures match quality, then the explanation follows from a model of the labour market in which workers accumulate specific human capital at the firm they work and the way in which this accumulation affects the way workers react to outside job opportunities." (Author's abstract, IAB-Doku) ((en))

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Bellmann, Lutz & Jens Stephani (2012): Effects of double qualifications on various dimensions of job satisfaction. In: Empirical Research in Vocational Education and Training, Jg. 4, H. 2, S. 95-114., 2012-09-07.

Abstract

"Using a sample of graduates from a unique employee survey, this paper analyses the individual effects of double qualifications, i.e. of first taking up vocational training after obtaining the German upper secondary school-leaving certificate (Abitur) instead of going straight on to university. Our estimations take into account the potential endogeneity of having a double qualification. We find that the effects of double qualifications on wages and on eleven single dimensions of job satisfaction are either significantly positive or insignificant, but never significantly negative. Our results suggest that individual risk considerations are of minor importance in the context of double qualifications; however, such complex educational paths provide valuable labour market information for individuals." (Author's abstract, IAB-Doku) ((en))

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Brown, Martin, Armin Falk & Ernst Fehr (2012): Competition and relational contracts. The role of unemployment as a disciplinary device. In: Journal of the European Economic Association, Jg. 10, H. 4, S. 887-907. DOI:10.1111/j.1542-4774.2011.01058.x

Abstract

"When workers are faced with the threat of unemployment, their relationship with a particular firm becomes valuable. As a result, a worker may comply with the terms of a relational contract that demands high effort even when performance is not enforceable by a third party. But can relational contracts motivate high effort when workers can easily find alternative jobs? We examine how competition for labor affects the emergence of relational contracts and their effectiveness in overcoming moral hazard in the labor market. We show that effective relational contracts do emerge in a market with excess demand for labor. Long-term relationships turn out to be less frequent when there is excess demand for labor than they are in a market characterized by exogenous unemployment. However, stronger competition for labor does not impair labor market efficiency: higher wages induced by competition lead to higher effort out of concerns for reciprocity." (Author's abstract, IAB-Doku) ((en))

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Card, David, Alexander Mas, Enrico Moretti & Emmanuel Saez (2012): Inequality at work. The effect of peer salaries on job satisfaction. In: The American economic review, Jg. 102, H. 6, S. 2981-3003. DOI:10.1257/aer.102.6.2981

Abstract

"We study the effect of disclosing information on peers' salaries on workers' job satisfaction and job search intentions. A randomly chosen subset of employees of the University of California was informed about a new website listing the pay of University employees. We find an asymmetric response to the information about peer salaries: workers with salaries below the median for their pay unit and occupation report lower pay and job satisfaction, while those earning above the median report no higher satisfaction. Likewise, below-median earners report a significant increase in the likelihood of looking for a new job, while above-median earners are unaffected. Thus, job satisfaction depends on relative pay comparisons, and this relationship is nonlinear." (Text excerpt, IAB-Doku) ((en))

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Fasang, Anette Eva, Sara Geerdes & Klaus Schömann (2012): Which type of job mobility makes people happy? A comparative analysis of European welfare regimes. In: International sociology, Jg. 27, H. 3, S. 349-383. DOI:10.1177/0268580911423048

Abstract

"In view of changing job mobility patterns in Europe, the impact of job mobility on job satisfaction is gaining importance, yet has received little attention. This article analyses 23 European countries to address two questions: (1) how do different types of job mobility affect job satisfaction, and (2) do welfare state regimes alter the relationship between job mobility and job satisfaction? Theoretically the study integrates economic and sociological approaches to job satisfaction with insights from the psychology of well-being. The findings show that job mobility differentially affects job satisfaction domains. External upward mobility is decisive to enhance satisfaction with objective working conditions and work-life balance, while internal mobility is pivotal for satisfaction with future career prospects. The experience of unemployment lowers all job satisfaction domains even after re-employment. The article's findings on welfare regimes indicate that social policies interact with country differences in workforce composition, such as the overall prevalence of unemployment, to determine job satisfaction." (Author's abstract, IAB-Doku) ((en))

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Gallie, Duncan, Ying Zhou, Alan Felstead & Francis Green (2012): Teamwork, skill development and employee welfare. In: British Journal of Industrial Relations, Jg. 50, H. 1, S. 23-46. DOI:10.1111/j.1467-8543.2010.00787.x

Abstract

"There has been a sharp divergence in the literature about the benefits of teamwork. Some have claimed that it is solely in the interests of management, others that it is beneficial for employees and yet others that it makes little difference to either productivity or well-being. This article draws upon the British Skills Survey Series. It shows that while teamwork did expand between the early 1990s and 2006, this was due primarily to the growth of the type of teamwork that allowed employees little in the way of decision-making power. Indeed, there was a decrease in the prevalence of self-directive teamwork. At the same time, our evidence shows that the benefits of teamwork, in terms of both enhancing work motivation and employee welfare, are confined to self-directive teams, while non-self-directive teams suppress the use of personal initiative and discretion at work." (Author's abstract, IAB-Doku) ((en))

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Haas, Michael (2012): Direkte Partizipation abhängig Beschäftigter. Konzept, organisatorische Realisierung und die Wirkung auf Arbeitszufriedenheit und Gesundheitsressourcen. (Wissenschaftszentrum Berlin für Sozialforschung. Discussion papers SP 1 2012-302), Berlin, 29 S.

Abstract

"Restrukturierungen von Unternehmen gehen häufig mit dem Versprechen einher, Teilhabechancen der ausführenden Beschäftigten an Konsultationen und Entscheidungen in der Arbeit - d.h. direkte Partizipation - zu vergrößern. Man erhofft sich davon: motiviertere, zufriedenere und gesündere Beschäftigte, höhere Produktivität sowie geringere Kosten. In diesem Papier wird zunächst der Begriff der direkten Partizipation erläutert und in einen historischen Kontext gestellt. Sodann werden gängige Wege, direkte Partizipation in Unternehmen organisatorisch zu vergrößern, vorgestellt. Schließlich wird auf Basis organisationspsychologischer Ansätze und einschlägiger empirischer Studien untersucht, wie sich organisatorische oder auch nur wahrgenommene Erweiterungen direkter Partizipation auf die subjektive Befindlichkeit der Beschäftigten auswirken. Die Befunde sprechen für einen moderaten Effekt von Partizipation auf die Motivation und das Befinden von Beschäftigten." (Autorenreferat, IAB-Doku)

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Heineck, Guido & Joachim Möller (2012): Geschlechtsspezifisches Arbeitsmarktverhalten, Verdienste und Wohlbefinden im Familienkontext. In: H. Bertram & M. Bujard (Hrsg.) (2012): Zeit, Geld, Infrastruktur - zur Zukunft der Familienpolitik (Soziale Welt. Sonderband, 19), S. 209-230, 2011-04-28.

Abstract

"Zunächst analysieren wir auf Grundlage eines großen Mikrodatensatzes, der Stichprobe der Integrierten Erwerbsbiographien (SIAB), geschlechtsspezifische Unterschiede in Beschäftigungsformen, Arbeitszeiten und in Verdiensten im längerfristigen Vergleich. Danach wenden wir uns den ökonomischen Auswirkungen von familienbedingten Erwerbsunterbrechungen zu und führen hierzu eine Kohortenanalyse durch. Im Anschluss daran untersuchen wir auf Grundlage des Sozio-oekonomischen Panels (SOEP), inwieweit individuelle Arbeitszeitformen, -präferenzen sowie Flexibilitätsmaße mit Job- und Lebenszufriedenheit von (Ehe-)Partnern mit Kindern zusammenhängen." (Textauszug, IAB-Doku)

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Kirkpatrick Johnson, Monica & Maria A. Monserud (2012): Work value development from adolescence to adulthood. In: Advances in life course research, Jg. 17, H. 2, S. 45-58. DOI:10.1016/j.alcr.2012.02.002

Abstract

"This study examines three forms of development in work values, or the importance people attach to various rewards of working, including whether young people become more selective in their work values with age, whether work values become more stable with age, and whether work values become more predictive of later work outcomes with age. Drawing on multi-cohort panel data from ages 18 to 30 (the Monitoring the Future senior classes of 1976 - 1990), we find that the range of job features valued highly narrows with age; that interindividual differences in work values become more stable with age along seven dimensions of work values; and that with age, work values become stronger predictors of both the pay and intrinsic rewards of jobs. Despite significant social change altering the context of vocational development in adolescence and early adulthood, these developmental changes were highly similar across cohorts who were high school seniors between 1976 and 1990." (Author's abstract, IAB-Doku) ((en))

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Kohlrausch, Bettina & Anika Rasner (2012): Berufliche Weiterbildung. Die Bedeutung von Weiterbildung für subjektiv empfundene Arbeitsplatzsicherheit und Arbeitszufriedenheit. In: Mitteilungen aus dem SOFI, Jg. 6, H. 16, S. 11-12.

Abstract

"Ausgangspunkt der in dem Paper vorgenommenen Analysen sind die folgenden Forschungsfragen: Welchen unmittelbaren und welchen langfristigen Einfluss hat die Teilnahme an Weiterbildung auf die Arbeitszufriedenheit und auf die subjektiv empfundene Arbeitsplatzsicherheit? Inwiefern sind diese Effekte von der Vorbildung der Weiterbildungsteilnehmer/innen anhängig? Die Analyse basiert auf Auswertungen des Sozio-Ökonomischen Panels und konzentriert sich auf Personen zwischen 25 und 60 Jahren, die in dem untersuchten Zeitraum an Weiterbildung teilgenommen haben. Insgesamt werden 11 Befragungswellen (2000-2010) berücksichtigt." (Autorenreferat, IAB-Doku)

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Lange, Thomas (2012): Job satisfaction and self-employment: autonomy or personality? In: Small business economics, Jg. 38, H. 2, S. 165-177. DOI:10.1007/s11187-009-9249-8

Abstract

"Most studies in the economics discourse argue that the impact of self-employment on job satisfaction is mediated by greater procedural freedom and autonomy. Values and personality traits are considered less likely to explain the utility difference between self-employed and salaried workers. Psychology scholars suggest that entrepreneurial satisfaction also depends, at least in part, on specific values and personality traits. Utilising a large dataset derived from the 2006 European Social Survey, this study performs a complementary analysis by taking personality traits, personal values and indicators for workers' autonomy explicitly into account. The empirical findings add further strength to economists' argument that, net of values and personality traits, autonomy and independence are the mechanisms by which self-employment leads to higher levels of job satisfaction. These results hold true for both male and female sub-samples even when a multitude of sociodemographic characteristics, personal values and personality traits are controlled for." (Author's abstract, IAB-Doku) ((en))

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Luchman, Joseph N., Seth A. Kaplan & Reeshad S. Dalal (2012): Getting older and getting happier with work. An information-processing explanation. In: Social indicators research, Jg. 108, H. 3, S. 535-552. DOI:10.1007/s11205-011-9892-8

Abstract

"Job attitudes and subjective well-being (SWB) have important relationships with one another. Moreover, job attitudes and, to an extent, SWB are related to chronological age. Owing to a 'graying' workforce in industrialized countries, uncovering how age influences job attitudes is increasingly important. The present work explores the effects of cognitive-aging research on the item response process during attitude measurement. Research finds that older individuals attend selectively to positive affective experiences and weigh affective experiences more heavily during judgment than younger individuals. Based on cognitive-aging research, we propose an item-response process and hypothesize that chronological age results in a specific form of measurement non-equivalence. Our hypothesis is tested on 2 different samples of university employees, across 3 different job attitudes rooted in emotional experiences. Results indicate age-related measurement non-equivalence across all 3 attitudes such that older employees report more positive job attitudes than younger employees even when controlling for the latent attitude construct. Our findings suggest caution in interpreting of age-satisfaction correlations, focusing greater attention on understanding item response processes of older versus younger individuals and increased attention to job-related emotional experience for older employees." (Author's abstract, IAB-Doku) ((en))

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Lucidi, Federico, Gabriele Ruiu & Gaetano Lisi (2012): Data report on work attitudes. Background paper. (Eurofound working paper), Dublin, 53 S.

Abstract

"This report aimed to assess the main dimensions of work attitudes in the European Union and in a selected sample of extra-EU countries, by analysing several data sources in a comparative way. Some preliminary conclusions can be drawn. It seems that countries at different stages of industrial development experience different combinations of preference for work, job characteristics, work ethics and life satisfaction. Developing countries seem to put work before family and leisure time, while assigning a lower overall importance to social life and relational goods. On the other hand, advanced, post-industrial economies seem to assign a higher relevance to social life, while showing a preference for intangible job characteristics, higher levels of life satisfaction and weaker work ethics." (Author's abstract, IAB-Doku) ((en))

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MacGowan, Pauric, Caroline Lewis Redeker, Sarah Y. Cooper & Kate Greenan (2012): Female entrepreneurship and the management of business and domestic roles. Motivations, expectations and realities. In: Entrepreneurship and Regional Development, Jg. 24, H. 1/2, S. 53-72. DOI:10.1080/08985626.2012.637351

Abstract

"Whilst some women are motivated to establish entrepreneurial ventures by factors which are similar to those of their male counterparts (including a desire for independence and financial gain), unlike the majority of men, a sizeable number choose entrepreneurship to balance work responsibilities and earning potential with domestic/familial commitments. Despite growing numbers of women citing flexibility and childcare obligations as strong motivations for starting a business relatively little attention has been paid to exploring their motivations, expectations and actual experiences of entrepreneurship, and the extent to which entrepreneurship really offers an improved work/family 'balance'. This paper presents findings of exploratory, qualitative research conducted in Northern Ireland, which focused upon the entrepreneurial journeys of 14 women as they established and managed their ventures, whilst balancing domestic/familial demands. Drawing upon information-rich evidence from in-depth interviews, insights are presented into their motivations and expectations of what entrepreneurship would offer, and the realities of their experience." (Author's abstract, IAB-Doku) ((en))

Zitatform

Masuda, Aline D., Laurel A. MacNall, Tammy D. Allen & Jessica M. Nicklin (2012): Examining the constructs of work-to-family enrichment and positive spillover. In: Journal of vocational behavior, Jg. 80, H. 1, S. 197-210. DOI:10.1016/j.jvb.2011.06.002

Abstract

"This paper reports three studies examining construct validity evidence for two recently developed measures of the positive side of the work-family interface: work-to-family positive spillover and work-to-family enrichment. Using confirmatory factor analysis, the results from the first two studies indicate that the best fitting model distinguishes between WFPS and WFE, each with three sub-dimensions. However, these studies also showed that several items measuring WFE cross-loaded onto factors measuring WFPS. Results from the discriminant analyses showed that the sub-dimensions of WFPS and WFE uniquely predicted job satisfaction and life satisfaction. Yet, when WFPS and WFE were examined as one dimension, the measure of WFE predicted life satisfaction, but the measure of WFPS did not add to the prediction above WFE. Across both studies, WFE mediated the relationship between WFPS with both job and life satisfaction. Lastly, Study 3 provides some evidence of the content adequacy of these items; however, several items overlapped in content. These results suggest that enrichment and positive spillover are distinct but related constructs, each with three sub-dimensions. Further, more work is needed to refine the measurement of WFE and WFPS; however, this research helps advance our understanding of the positive side of the work-family interface." (Author's abstract, IAB-Doku) ((en))

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Mauno, Saija, Ulla Kinnunen & Taru Feldt (2012): Work-family culture and job satisfaction. Does gender and parenting status alter the relationship? In: Community, work & family, Jg. 15, H. 1, S. 101-129. DOI:10.1080/13668803.2011.598733

Abstract

"Previous studies on work-family culture have examined its relationship with different employee outcomes (e.g., work-family conflict, job satisfaction, commitment) but neglected one important question; namely, who are most likely to benefit from a supportive work-family culture in terms of positive employee outcomes? The aim of this study was to shed new light on the work-family culture - job satisfaction linkage by examining the moderator effects of gender and parenting status in this relationship. Specifically, we asked whether gender and parenting status would alter the association between work-family culture and job satisfaction. We hypothesized - on the basis of traditional gender roles - that women, and especially mothers, would benefit most from a family supportive organizational culture. We utilized three divergent samples gathered from male (N=768) and female (N=1364) employees in Finland: (1) a female-dominated sample from social and health care; (2) a male-dominated sample from paper industry; and (3) more gender-mixed sample from the ICT company. Work-family culture was described through its positive (work-family support) and negative facets (work-family barriers), whereas job satisfaction was operationalized via a facet-based scale. Hierarchical moderated regression analyses performed separately for the three different organizations revealed that the results for mothers and fathers under the condition of high work-family support differed in the paper mill and the information and communication technology (ICT) company. Thus, in addition to gender, the type of organization also moderated the relationship. Specifically, in the paper mill, mothers benefited more from high work-family support than fathers, whereas in the ICT company the reverse situation held: fathers benefited more than mothers. Thus, high work-family support was associated with higher job satisfaction among mothers in the paper mill and among fathers in the ICT company." (Author's abstract, IAB-Doku) ((en))

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Pasca, Romana & Shannon L. Wagner (2012): Occupational stress, mental health and satisfaction in the Canadian multicultural workplace. In: Social indicators research, Jg. 109, H. 3, S. 377-393. DOI:10.1007/s11205-011-9907-5

Abstract

"Workplaces are becoming increasingly multicultural and therefore, include a large variety of employees from more than one ethnicity, nationality, religious and/or cultural background. In the context of this new global economy, Canadian workplace structure and composition has also permanently changed. Consequently, the primary purpose of this project was to explore occupational stress, mental health and satisfaction (life, job, relationship) as experienced by immigrant individuals attempting to achieve integration into Canadian workplaces. In order to address this research aim, responses of Canadian born participants (N = 42) were compared to those of non-Canadian born participants (N = 42) with respect to a series of questionnaires addressing the variables of interest. Our results suggested that, with the exception of self-reported symptoms of somatization and paranoia, non-Canadian born workers in the fields of education, healthcare and/or social work report more similarities than differences when compared to the responses of Canadian born workers. In general, the findings of this study suggested positive outcomes for non-Canadian born professionals who immigrate into Canada under the economic category." (Author's abstract, IAB-Doku) ((en))

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Pfeifer, Christian & Stefan Schneck (2012): Relative wage positions and quit behavior. New evidence from linked employer-employee data. In: ILR review, Jg. 65, H. 1, S. 126-147. DOI:10.1177/001979391206500107

Abstract

"We use a large linked employer-employee data set to analyze the importance of relative wage positions in the context of individual quit decisions as an inverse measure of job satisfaction. Our main findings are: (1) Workers with higher relative wage positions within their firms are on average more likely to quit their jobs than workers with lower relative wage positions; and (2) workers, who experience a loss in their relative wage positions, are also more likely to have a wage cut associated with their job-to-job transition. The overall results therefore suggest that the status effect is dominated by an opposing signal effect." (Author's abstract, IAB-Doku) ((en))

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Sirgy, M. Joseph (2012): The psychology of quality of life. Hedonic well-being, life satisfaction, and eudaimonia. (Social indicators research series 50), Dordrecht: Springer London, 622 S.

Abstract

"The updated edition of this popular book covers up-to-date research on hedonic well-being (emotional well-being, positive/negative affect, affective dimension of happiness, etc.), life satisfaction (subjective well-being, perceived quality of life, subjective well-being, and cognitive dimension of happiness), and eudaimonia (psychological well-being, self-actualization, self-realization, growth, mental health, character strengths, etc.).
The book is divided in six major sections. Part 1 begins with a chapter that covers much of the history and philosophical foundations of the psychology of quality of life in terms of three major pillars: hedonic well-being, life satisfaction, and eudaimonia. This part also covers much of the research that has successfully made distinctions among these three major constructs and its varied dimensions. To establish to the importance of the topic (the psychology of quality of life), this part also covers much of the literature on the positive benefits of hedonic well-being, life satisfaction, and eudaimonia on the individual, the community, organizations, and society at large. Part 2 focuses on capturing much of research dealing with the effects of objective reality (objective factors grounded in real, environmental conditions) on hedonic well-being, life satisfaction, and eudaimonia. Specifically, this part captures the quality-of-life literature related to biological and health-related effects, income effects, other demographic effects, effects of personal activities, and socio-cultural effects. Part 3 shifts gears to focus on the effects of subjective reality on hedonic well-being, life satisfaction, and eudaimonia. In this context, the book reviews research on personality effects, effects of affect and cognition, effects of beliefs and values, effects of goals, self-concept effects, and social comparison effects. Part 4 focuses on quality-of-life research that is domain specific. That is, the book covers the research on the psychology of life domains in general and delves in some depth to describe research on work well-being, residential well-being, material well-being, social well-being, health well-being, leisure well-being, and the well-being of other life domains of lesser salience. Part 5 focuses on covering much of the psychology of quality-of-life literature dealing with specific populations such as the elderly, women, children and youth, and specific countries. Part 6 is essentially an epilogue. This part discusses a variety of theories proposed by quality-of-life scholars designed to integrate much of the literature on the psychology of quality of life. The last chapter covers the author's own integrative theory." (Author's abstract, IAB-Doku) ((en))

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Sloan, Melissa M. (2012): Unfair treatment in the workplace and worker well-being. The role of coworker support in a service work environment. In: Work and occupations, Jg. 39, H. 1, S. 3-34. DOI:10.1177/0730888411406555

Abstract

"Recent attention has been given to the supportive relationships that may develop among coworkers, and researchers have produced evidence that coworker support can be beneficial for worker well-being. However, studies that have examined the role of social support at work in protecting workers from the detrimental effects of a poor work environment have reported mixed results. The effects of coworker support appear to depend on the type of stressor experienced. This research focuses on stress from exposure to mistreatment by others. This type of stress may be particularly harmful for interactive service workers as they must negotiate interactions with others of various statuses in the workplace. Drawing on data from a large survey of workers, the ability of perceived coworker support to help protect workers from the negative effects of mistreatment by supervisors, customers, and coworkers is examined. The results offer some support for the stress-buffering hypothesis. Although being treated unfairly by others in the workplace is associated with low levels of job satisfaction and high levels of psychological distress, workers who report supportive coworker relationships appear to be protected from some of the negative effects of mistreatment." (Author's abstract, IAB-Doku) ((en))

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Stamov-Roßnagel, Christian & Torsten Biemann (2012): Ageing and work motivation. A task-level perspective. In: Journal of Managerial Psychology, Jg. 27, H. 5, S. 459-478. DOI:10.1108/02683941211235382

Abstract

"Purpose - The paper aims to establish the position that discrete work tasks, rather than entire jobs, are the most useful level of analysis of age differences in work motivation.
Design/methodology/approach - A total of 189 workers (aged 18-65 years) from production and office jobs in the building industry completed a survey on personal and job resources, overall and task-specific motivation, and job satisfaction.
Findings - Age was positively associated with motivation for generativity-related, but not growth-related tasks. Personal and job resources were positively and differentially related to task-specific motivation.
Research limitations/implications - Building on the notion of age-specific constellations of high and low-motivation tasks, the findings inspire research into age-related changes in work motivation. The authors studied only two task types; a more comprehensive task set will in future studies yield deeper insights into motivational regulation. Working with other industry sectors will enhance generalisability.
Practical implications - The results contribute to a theory-based, empirically grounded platform to assess age-related changes in work motivation, and to derive age-differentiated motivational interventions.
Social implications - Supporting older workers' motivation in light of the demand for longer individual work lives is becoming an important agenda for employers and policy makers. This research contributes to developing tools for such motivation support.
Originality/value - The paper enhances the conceptual clarity of work motivation research by distinguishing global and task-specific levels of motivation. The conceptualisation differentiates job design approaches by considering age-related changes at multiple levels instead of focusing on major age effects only." (Author's abstract, IAB-Doku) ((en))

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Suppa, Nicolai (2012): Job characteristics and subjective well-being in Australia. A capability approach perspective. (Ruhr economic papers 388), Essen, 27 S. DOI:10.4419/86788443

Abstract

"Die vorliegende Arbeit untersucht empirisch den Effekt von Job-Eigenschaften auf subjektives Wohlbefinden, wobei der Capability-Ansatz als konzeptioneller Rahmen dient. Zunächst wird ein Messmodell für vier latente Job-Eigenschaften mittels einer konfirmatorischen Faktoranalyse vorgestellt. In einem zweiten Schritt wird dann der Einfluss von Job-Eigenschaften auf die Lebens- und Jobzufriedenheit, mittels australischer Paneldaten, untersucht. Die Ergebnisse deuten darauf hin, dass (i) die vier latenten Job-Eigenschaften valide Konstrukte darstellen, (ii) positive Job-Eigenschaften die Lebens- und Jobzufriedenheit signifikant erhöhen, (iii) Job-Eigenschaften die mit Arbeitslosigkeit einhergehende Unzufriedenheit teilweise erklären können und (iv) dass das Kontrollieren unbeobachteter Heterogenität in derartigen Untersuchungen von zentraler Bedeutung ist." (Autorenreferat, IAB-Doku)

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Süß, Stefan & Benjamin Haarhaus (2012): Arbeitszufriedenheit in marktförmigen Beschäftigungssystemen. Eine empirische Analyse am Beispiel von Freelancern. In: Industrielle Beziehungen, Jg. 19, H. 1, S. 31-55. DOI:10.1688/1862-0035_IndB_2012_01_Suess

Abstract

"Im Zuge einer weitreichenden Flexibilisierung des deutschen Arbeitsmarkts verliert stabile, langfristige Beschäftigung (geschlossene Beschäftigungssysteme) zu Gunsten flexibler, atypischer Beschäftigung (offene bzw. marktförmige Beschäftigungssysteme) zunehmend an Bedeutung. Insbesondere verzeichnet das Freelancing, das als Prototyp marktförmiger Beschäftigung gelten kann, eine starke Zunahme. Obwohl die Charakteristika verschiedener betrieblicher Beschäftigungssysteme verschiedene Auswirkungen auf die Arbeitszufriedenheit der Beschäftigten vermuten lassen, ist dieses Feld bislang weitgehend unerforscht. Aus diesem Grund wurde auf Basis des Zürcher Modells untersucht, ob sich für Freelancer und Festangestellte verschiedener Einkommensklassen unterschiedliche Arbeitszufriedenheitstypen ermitteln lassen. Die Studie zeigt, dass die Unterscheidung zwischen hohem und niedrigem Einkommen insbesondere für die Arbeitszufriedenheit in marktförmigen Systemen von großer Relevanz ist." (Autorenreferat, IAB-Doku)

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Tims, Maria, Arnold B. Bakker & Daantje Derks (2012): Development and validation of the job crafting scale. In: Journal of vocational behavior, Jg. 80, H. 1, S. 173-186. DOI:10.1016/j.jvb.2011.05.009

Abstract

"We developed and validated a scale to measure job crafting behavior in three separate studies conducted in The Netherlands (total N=1181). Job crafting is defined as the self-initiated changes that employees make in their own job demands and job resources to attain and/or optimize their personal (work) goals. In Study 1 and 2 the Dutch job crafting scale (JCS)was developed and tested for its factor structure, reliability, and convergent validity. The criterion validity of the JCS was examined in Study 3. The results indicated that there are four independent job crafting dimensions, namely increasing social job resources, increasing structural job resources, increasing challenging job demands, and decreasing hindering job demands. These dimensions could be reliably measured with 21 items. The JCS shows convergent validity when correlated with the active constructs proactive personality (+), personal initiative (+), and the inactive construct cynicism (-). In addition, results indicated that self-reports of job crafting correlated positively with colleague-ratings of work engagement, employability, and performance - thus supporting the criterion validity of the JCS. Finally, self-rated job crafting behaviors correlated positively with peer-rated job crafting behaviors." (Author's abstract, IAB-Doku) ((en))

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Vollerthun, Christine A. (2012): Mitarbeiterengagement und Unternehmenserfolg. Evaluation eines motivationsorientierten Kulturwandelprogramms. (Berichte aus der Psychologie), Aachen: Shaker, 458 S.

Abstract

"Gegenstand der vorliegenden Arbeit ist die Evaluation eines motivationsorientierten betrieblichen Kulturwandelprogramms, das darauf abzielte, das Führungsverhalten zu verändern sowie das Motivationspotenzial der Arbeit, das Mitarbeiterengagement, die Arbeitszufriedenheit und den Geschäftserfolg zu steigern. Das Programm beinhaltete sowohl die Messung des Motivationspotenzials der Arbeit, des Mitarbeiterengagements und der allgemeinen Arbeitszufriedenheit in den jährlichen Mitarbeiterbefragungen von 2007 bis 2011 als auch die Besprechung der Ergebnisse auf Teamebene mit der anschließenden Definition von Maßnahmen, mit welchen das Mitarbeiterengagement und die Arbeitszufriedenheit gesteigert werden sollten." (Autorenreferat, IAB-Doku)

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Wagner, Alexandra (2012): Öffentlich geförderte Beschäftigung: Das Experiment ÖBS in Berlin und seine Wirkungen. In: Soziale Sicherheit, Jg. 61, H. 2, S. 45-51.

Abstract

"Schon lange wird darüber diskutiert, ob und wie Beschäftigungsverhältnisse für Personen mit starken Vermittlungshemmnissen öffentlich gefördert werden sollen. Es gibt dazu zahlreiche Instrumente und Programme, die allerdings gerade - wieder einmal - durch das Gesetz zur Verbesserung der Eingliederungschancen am Arbeitsmarkt verändert werden. Eine Legislaturperiode lang wurde in Berlin eine besondere Form der öffentlich geförderten Beschäftigung praktiziert: Durch eine großzügige Landesförderung konnten langzeitarbeitslose Personen, die mit bestimmten Instrumenten der Bundesarbeitsmarktpolitik gefördert wurden, zu relativ besseren Bedingungen beschäftigt werden. Der von der Linkspartei eingeführte 'Öffentlich geförderte Beschäftigungssektor' (ÖBS) war ein von Beginn an stark umstrittenes Projekt. Jüngst hat sich die neue Berliner Regierungskoalition aus SPD und CDU gegen die Fortführung des ÖBS entschieden, so dass die damit geschaffenen Beschäftigungsverhältnisse allmählich auslaufen. Im Folgenden werden die Ziele, Erfahrungen und Wirkungen des ÖBS beleuchtet." (Textauszug, IAB-Doku)

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Bellido, Hector, Jose Ignacio Gimenez-Nadal & Raquel Ortega (2011): Measuring satisfaction of the unemployed. A composite indicator and policy implications. In: Applied Economics Letters, Jg. 18, H. 17, S. 1687-1690. DOI:10.1080/13504851.2011.558475

Abstract

"Given that unemployment is one of the main economic problems, policymakers debate the possible solutions. We contribute to this debate by analysing the general satisfaction of the unemployed in Spain and comparing it with that of the employed. To this end, we create a composite indicator of general satisfaction using responses in the European Community Household Panel (ECHP) (1994-2001) relating to specific satisfaction in different areas, work, financial, home and leisure time. We find that being unemployed has a significant and negative association with the general satisfaction of individuals and, in consequence, we conclude that the Spanish unemployment problem cannot be attributed, at least not entirely, to a lack of incentives for seeking work." (Author's abstract, IAB-Doku) ((en))

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Burgard, Claudia & Katja Görlitz (2011): Continuous training, job satisfaction and gender. An empirical analysis using German panel data. (SOEPpapers on multidisciplinary panel data research at DIW Berlin 394), Berlin, 22 S.

Abstract

"Auf Basis des Sozio-Ökonomischen Panels (SOEP) untersucht dieses Papier den Zusammenhang zwischen Weiterbildungsteilnahme und Jobzufriedenheit, wobei insbesondere auf Geschlechterunterschiede eingegangen wird. Die Ergebnisse zeigen, dass die Korrelation zwischen Weiterbildung und Jobzufriedenheit bei Männern signifikant positiv ist und bei Frauen insignifikant, wobei für sozio-demographische, job- und firmenspezifische Charakteristika kontrolliert wird. Nach Berücksichtigung individueller fixer Effekte wird dieser Unterschied zwischen den Geschlechtern stärker. Desweiteren werden Kurscharakteristika analysiert, um Ursachen für den Unterschied zwischen Männern und Frauen zu identifizieren. Unseren Ergebnissen zufolge spielen finanzielle Unterstützung sowie Karriereorientiertheit von Kursen lediglich für die Jobzufriedenheit von Männern eine Rolle, nicht jedoch für die von Frauen." (Autorenreferat, IAB-Doku)

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Böckerman, Petri, Pekka Ilmakunnas & Edvard Johansson (2011): Job security and employee well-being. Evidence from matched survey and register data. In: Labour economics, Jg. 18, H. 4, S. 547-554. DOI:10.1016/j.labeco.2010.12.011

Abstract

"We examine the effects of establishment- and industry-level labor market turnover on employees' well-being. The linked employer-employee panel data contain both survey information on employees' subjective well-being and comprehensive register-based information on job and worker flows. We test for the existence of compensating wage differentials by explaining wages and job satisfaction with average uncertainties, measured by an indicator for a high excessive turnover (churning) rate. The results are consistent with the theory of compensating wage differentials, since high uncertainty increases real wages, but high uncertainty has no effect on job satisfaction while not controlling for wages." (Author's abstract, IAB-Doku) ((en))

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Chambel, Maria José & Carlos-María Alcover (2011): The psychological contract of call-centre workers: Employment conditions, satisfaction and civic virtue behaviours. In: Economic and Industrial Democracy, Jg. 32, H. 1, S. 115-134. DOI:10.1177/0143831X10376421

Abstract

"The number of call centre businesses and workers has increased considerably over recent years and has become one of the sectors with the highest growth rate in Portugal. In this cross-sectional study, covering 363 call/contact centre (C/CC) workers in a Portuguese firm, we confirm that the relationship between employees and the organization, namely their psychological contract, is influenced by their employment conditions, that is, their status and work premises. We perform multiple regression analyses and results show that: (1) temporary employees perceive fewer relational and balanced and more transactional organizational obligations than permanent employees; (2) employees working at the client's premises perceive more balanced obligations of the organization; (3) the psychological contract has a relationship with the attitudes and behaviours of employees with a higher general relational orientation to their work, who are more satisfied and present more civic virtue behaviours. This study provides a discussion of the practical implications and future research." (Author's abstract, IAB-Doku) ((en))

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Chongvilaivan, Aekapol & Nattavudh Powdthavee (2011): And I will try to fix you. A study of heterogeneity in job satisfaction with implications for flexible employment contracts. (IZA discussion paper 5868), Bonn, 37 S.

Abstract

"This paper is an empirical study of slope heterogeneity in job satisfaction. It provides evidence from the generalized ordered probit models that different job characteristics tend to have different distributional impacts on the overall job satisfaction. For instance, standard models tend to significantly underestimate the effects of monthly salary and hours worked at generating the 'highly' satisfied workers, whilst lowering the incidence of the 'very dissatisfied' workers. Although our results should be viewed as illustrative, we provide discussions of their potential implications for employers and they could help with the design of employment contracts." (Author's abstract, IAB-Doku) ((en))

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Cornelißen, Thomas, John S. Heywood & Uwe Jirjahn (2011): Performance pay, risk attitudes and job satisfaction. In: Labour economics, Jg. 18, H. 2, S. 229-239. DOI:10.1016/j.labeco.2010.09.005

Abstract

"We present a model in which workers with greater ability and greater risk tolerance move into performance pay jobs to capture rents and contrast it with the classic agency model. Estimates from the German Socio-Economic Panel confirm testable implications drawn from our model. First, before controlling for earnings, workers in performance pay jobs have higher job satisfaction, a proxy for on-the-job utility. Second, after controlling for earnings, workers in jobs with performance pay have the same job satisfaction as those not in such jobs. Third, those workers in performance pay jobs who have greater risk tolerance routinely report greater job satisfaction. While these findings support models in which workers capture rent, they would not be suggested by the classic agency model." (Author's abstract, IAB-Doku) ((en))

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Crost, Benjamin (2011): The effect of subsidized employment on happiness. (SOEPpapers on multidisciplinary panel data research at DIW Berlin 384), Berlin, 43 S.

Abstract

"While a large body of evidence suggests that unemployment and self-reported happiness are negatively correlated, it is not clear whether this reflects a causal effect of unemployment on happiness and whether subsidized employment can increase the happiness of the unemployed. To close this gap, this paper estimates the causal effect of a type of subsidized employment projects - Germany's Arbeitsbeschaffungsmaßnahmen - on self- reported happiness. Results from matching and fixed effects estimators suggest that subsidized employment has a large and statistically significant positive effect on the happiness of individuals who would otherwise have been unemployed. Detailed panel data on pre- and post-project happiness suggests that this effect can neither be explained by self-selection of happier individuals into employment nor by the higher incomes of the employed." (Author's abstract, IAB-Doku) ((en))

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Dickey, Heather, Verity Watson & Alexandros Zangelidis (2011): Is it all about money? An examination of the motives behind moonlighting. In: Applied Economics, Jg. 43, H. 26, S. 3767-3774. DOI:10.1080/00036841003724403

Abstract

"Multiple-job holding is an important labour market phenomenon. In this article, we examine individuals' motives for multiple-job holding. Specifically, we estimate an empirical model of the motivation for moonlighting assuming that individuals hold a second job for either financial or for nonpecuniary motives. Our results contribute to a better understanding of multiple-job holding. We find that multiple-job holding is used by individuals as a way to deal with the financial difficulties or the increased financial commitments in their household. Individuals are more likely to moonlight for money in the early stages of their adult life. Finally, individuals with more labour market experience are more likely to moonlight for pecuniary than nonpecuniary reasons." (Author's abstract, IAB-Doku) ((en))

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Drobnic, Sonja & Ana M. Guillén Rodríguez (2011): Tensions between work and home. Job quality and working conditions in the institutional contexts of Germany and Spain. In: Social Politics, Jg. 18, H. 2, S. 232-268. DOI:10.1093/sp/jxr008

Abstract

"Good jobs can generate capabilities that allow employees to avoid tensions between work and family/home. Following the conceptual framework of Amartya Sen, we examine how job-related demands and resources are related to the level of interference, as well as satisfaction with managing work and home in Spanish and German employees, using three different large-scale European surveys: European Quality of Life Survey and two waves of the European Social Survey. We find that long working hours systematically increase tensions between work and home, as do time pressure, job-related stress, and working hard. Job control or autonomy at work, which is hypothesized to expand individuals' capabilities and agency, tends to increase work - home interference rather than alleviate it. Family responsibilities and household demands do not seem relevant to the tensions employees experience at the work - home interface. This also holds true for women, which is a surprising result in view of the 'double burden' hypothesis. Employed mothers in Germany and Spain are a select group of women, as combining employment with raising children in conservative - corporatist and conservative - familialist states may be particularly problematic. Thus while the institutional contexts of Germany and Spain curtail women's ability to reconcile employment and parenthood, the mothers (and fathers) who are employed do not experience significantly higher levels of work - family/home tensions than nonparents." (Author's abstract, IAB-Doku) ((en))

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Fahr, René (2011): Job design and job satisfaction. Empirical evidence for Germany? In: Management Revue, Jg. 22, H. 1, S. 28-46. DOI:10.1688/1861-9908_mrev_2011_01_Fahr

Abstract

"The present paper uses a large representative data set for Germany to analyze the effect of an enriched job design, which is characterized by a high degree of autonomy and multitasking, on job satisfaction. In our empirical approach we take job satisfaction as a proxy variable for workers' utility following the approach suggested in Clark/Oswald (1996). We present clear evidence that modern job design increases job satisfaction independent of worker characteristics and variations in the definition of enriched job design. We find some tentative evidence for the impact of the job design/ employee-match on job satisfaction. In particular, workers whose observable characteristics match the requirements of enriched workplaces report higher job satisfaction than workers who were mismatched to enriched workplaces." (Author's abstract, IAB-Doku) ((en))

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Fietze, Simon (2011): Arbeitszufriedenheit und Persönlichkeit. "Wer schaffen will, muss fröhlich sein!". (SOEPpapers on multidisciplinary panel data research at DIW Berlin 388), Berlin, 46 S.

Abstract

"Die Arbeitszufriedenheitsforschung hat eine fast 100-jährige Geschichte und gehört - nicht nur in der Arbeits- und Organisationspsychologie - zu den am intensivsten untersuchten Gebieten. Die vielfältigen Arbeiten lassen sich grob in situative, dispositionelle und hybride Ansätze klassifizieren, je nachdem ob Arbeitsbedingungen, Persönlichkeitseigenschaften oder deren Interaktion als Determinanten betont werden. Bisher liegen wenige Studien vor, die alle Bestimmungsgrößen in einem gemeinsamen Modell betrachten. Darüber hinaus verzichten viele Studien auf einen theoretischen Bezugsrahmen, sowohl bei der Berücksichtigung von Persönlichkeitvariablen als auch um den Einfluss verschiedener Faktoren auf Zufriedenheitsäußerungen zu erklären.
Der Beitrag untersucht auf Basis des Sozio-oekonomischen Panels (SOEP) den Einfluss von Persönlichkeitseigenschaften und Arbeitsbedingungen sowie der Interaktion aus beiden Variablengruppen auf die Arbeitszufriedenheit. Hierzu werden auf das Fünf-Faktoren Modell (FFM) der Persönlichkeit (P. T. Costa und R. R. McCrae 1985; L. R. Goldberg 1981) und das Modell der beruflichen Gratifikationskrise (J. Siegrist et al. 1986) als theoretischer und konzeptioneller Bezugsrahmen zurückgegriffen. Anhand von OLS-Regression wird gezeigt, dass sowohl die Persönlichkeitsdisposition als auch (subjektive) Arbeitsbedingungen von Relevanz für die Arbeitszufriedenheit sind. Keine der Moderatorvariablen aus Arbeitssituation und Persönlichkeitseigenschaften leistet im Gesamtmodell eine signifikanten Erhöhung der Varianzaufklärung. Die höchste Erklärungskraft haben die Arbeitsbedingungen (Effort-Reward Imbalance und Autonomie). Vier der fünf Persönlichkeitseigenschaften zeigen hochsignifikante Wirkungen. Diese Befunde sprechen sowohl für einen situativen als auch einen dispositionellen Ansatz. Individuelle Arbeitsbedingungen (insb. eine geringe Effort-Reward Imbalance und hohe Autonomie) und Persönlichkeit (insb. emotionale Stabilität) spielen eine entscheidende Rolle, um höhere Arbeitszufriedenheit zu erreichen." (Autorenreferat, IAB-Doku)

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Garcia-Serrano, Carlos (2011): Does size matter? The influence of firm size on working conditions, job satisfaction and quit intentions. In: Scottish Journal of Political Economy, Jg. 58, H. 2, S. 221-247. DOI:10.1111/j.1467-9485.2011.00544.x

Abstract

"Using a detailed survey on Spanish workers, this paper investigates the relationship between firm size and working conditions, the extent to which firm size differences in workers' job satisfaction can be accounted for by differences in their work environment and the impact of firm size on workers' quit intentions. The results indicate that: (1) employees in larger firms face a worse work environment; (2) working in large firms significantly reduces job satisfaction when no controls for working conditions are included, but taking them into account makes differentials across size categories statistically insignificant; and (3) no systematic differences exist in intentions to quit across firm size categories, irrespective of conditioning on wages." (Author's abstract, IAB-Doku) ((en))

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Gerlach, Knut, Olaf Hübler & Gesine Stephan (2011): Beschäftigung zwischen Mobilität und Stabilität. Empirische Befunde und wirtschaftspolitische Folgerungen. In: Zeitschrift für ArbeitsmarktForschung, Jg. 44, H. 1/2, S. 91-102., 2011-01-10. DOI:10.1007/s12651-011-0057-7

Abstract

"Ziel dieses Beitrags ist, einen Überblick über unsere neueren Forschungsergebnisse zum Spannungsfeld der Beschäftigung zwischen Mobilität und Stabilität - aus individueller und betrieblicher Sicht sowie unter Berücksichtigung institutioneller Einflüsse - zu geben. Die vorgestellten Arbeiten gehen stärker als die bisherige Literatur auf die Interaktionen zwischen Individuum und Betrieb ein. Die Ergebnisse lassen sich vier Projektschwerpunkten zuordnen. Erstens identifizierte eine Anzahl von Studien individuelle, betriebliche und gesamtwirtschaftliche Determinanten der Beschäftigungsstabilität. Zweitens wurde die Bedeutung von Löhnen und Zufriedenheit auf Arbeitsplatzwechsel untersucht. Die Befunde zeigen unter anderem, dass höhere Arbeitsplatzsicherheit und höhere Löhne in Deutschland Hand in Hand gehen; allerdings lassen sich auch Hinweise auf kompensierende Lohndifferentiale finden. Ein dritter Schwerpunkt analysiert die Bedeutung von Institutionen für die Beschäftigungsstabilität. Die Ergebnisse weisen darauf hin, dass die Beschäftigung in Betrieben, die Tarifverträge anwenden, stabiler ausfällt, während betriebliche Bündnisse zumindest mittelfristig keine positiven Beschäftigungswirkungen hatten. Schließlich ging ein vierter Projektteil der Wirkung von Eingliederungszuschüssen auf Löhne und Beschäftigungsdauer nach. Dabei zeigte sich, dass geförderte Beschäftigungsverhältnisse bei ungefähr gleich hohen Einstiegslöhnen länger andauern." (Autorenreferat, IAB-Doku)

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Grund, Christian & Andreas Schmitt (2011): Works councils, wages, and job satisfaction. (IZA discussion paper 5464), Bonn, 26 S.

Abstract

"We investigate the effects of works councils on employees' wages and job satisfaction in general and for subgroups with respect to sex and occupational status. Making use of a German representative sample of employees, we find that employees, who move to a firm with a works council, report increases in job satisfaction, but do not receive particular wage increases. Especially the job satisfaction of female employees is affected by a change in works council status. However, we do not find support for the hypothesis that the introduction of a works council itself increases wages or job satisfaction for the employees staying at the firm." (Author's abstract, IAB-Doku) ((en))

Zitatform

Hanglberger, Dominik (2011): Does job satisfaction adapt to working conditions? An empirical analysis for rotating shift work, flextime, and temporary employment in UK. (FFB-Diskussionspapier 87), Lüneburg, 18 S.

Abstract

"Die Adaptionstheorie - basierend auf dem hedonic treadmill model - wurde in mehreren Studien hauptsächlich von Psychologen und Ökonomen empirisch überprüft. Der Schwerpunkt wurde dabei auf die Auswirkungen einzelner Lebensereignisse auf globale subjektive Wohlfahrtsindikatoren (Lebenszufriedenheit/Happiness) gelegt. Auf die Zufriedenheit mit einzelnen Lebensbereichen wurde die Adaptionstheorie bislang kaum angewendet. Ziel dieses Beitrags ist es deshalb zu untersuchen, inwiefern die Arbeitszufriedenheit von Adaptionseffekten beeinflusst wird und welche Umstände einer individuellen Adaption an veränderte Arbeitsbedingungen förderlich bzw. hinderlich ist? Dazu analysieren wir auf Basis von bis zu 18 Wellen des British Household Panel Surveys (BHPS), wie abhängig Beschäftigte in ihrer subjektiven Bewertung der Arbeitssituation auf die Einführung von Gleitzeitregelungen, die Arbeit in Wechselschichtsystemen und befristete Beschäftigungsverhältnisse reagieren. Unsere auf fixed-effects Regressionsmodellen basierenden Analysen zeigen, dass das Adaptionspotential je nach Arbeitsplatzmerkmal deutlich variiert. Während positive Effekte von Gleitzeitregelungen auf die Arbeitszufriedenheit voll adaptiert werden, findet sich für die befristete Beschäftigung nur eine teilweise Adaption. Für die Arbeit in Wechselschichtsystemen zeigt sich ein dauerhaft negativer Effekt auf die Arbeitszufriedenheit, also kein Adaptionseffekt." (Textauszug, IAB-Doku)

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Hanglberger, Dominik (2011): Arbeitszufriedenheit im internationalen Vergleich. (FFB-Diskussionspapier 86), 43 S.

Abstract

"Ziel dieses Beitrags ist es, Niveaus und Bestimmungsfaktoren der Arbeitszufriedenheit von abhängig Beschäftigten in Europa zu vergleichen. Dafür werden Daten aus dem European Working Conditions Survey (EWCS) 2005 für 31 europäische Staaten ausgewertet. Neben detaillierten Informationen über Art und Ausgestaltung der Arbeit liegen dafür Personen- und Haushaltsinformationen sowie objektive und subjektive Einkommensinformationen vor. Ordered-Probit Regressionsmodelle für alle 31 Länder sowie getrennte Schätzungen für fünf Ländergruppen mit unterschiedlichen Wohlfahrtsniveaus und unterschiedlicher Ausgestaltung der Wohlfahrtsstaaten zeigen, dass die Erklärungsmuster der Arbeitszufriedenheit nicht einheitlich sind. Über alle Länder zeigt sich ein starkes Gewicht der subjektiven Bewertung des Einkommens, die nur in Skandinavien und Kontinentaleuropa nicht die stärkste Einflussgröße darstellt. Bezüglich der Arbeitszeiten zeigt sich in Ländern mit niedrigerem Wohlstandsniveau ein geringerer negativer Einfluss, wenn Arbeitszeiten mit privaten Verpflichtungen kollidieren. In Großbritannien und Irland spielt die Sicherheit des Arbeitsplatzes eine größere Rolle als in den übrigen betrachteten Ländern. Die Autonomie bei der Organisation der Arbeitsaufgaben findet sich nur in Staaten mit hohem Wohlstandsniveau (Großbritannien, Irland, Kontinentaleuropa und Skandinavien) unter den zehn stärksten Einflüssen." (Autorenreferat, IAB-Doku)

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Hanglberger, Dominik (2011): Arbeitszeiten außerhalb der Normalarbeitszeit nehmen weiter zu. Eine Analyse zu Arbeitszeitarrangements und Arbeitszufriedenheit. In: Informationsdienst Soziale Indikatoren H. 46, S. 12-16.

Abstract

"Die Arbeitszeitpolitik der vergangenen Jahre zielte vielfach auf eine Flexibilisierung der Arbeitszeiten. Ein Grund für diese Flexibilisierungspolitik ist in der Flexibilisierung der Produktmärkte zu sehen. Durch eine Ausweitung der Ladenöffnungszeiten und dem Übergang zum Ausgleich von Nachfrageschwankungen nicht über die Lagerhaltung, sondern über die Produktionsmenge (Bosch 2003) haben flexible Arbeitszeitformen in Deutschland an Bedeutung gewonnen. Vor diesem Hintergrund wird im Folgenden beschrieben, wie sich die Verbreitung von Wochenend-, Abend- und Nachtarbeit seit 1995 in Deutschland entwickelt hat. Zudem wird auf die Nutzung unterschiedlicher Regelungen zum Ausgleich von Überstunden eingegangen. In einer Regressionsanalyse basierend auf Paneldaten wird die Frage untersucht, wie sich unterschiedliche Formen flexibler Arbeitszeiten auf die Arbeitszufriedenheit als Indikator der Qualität der Arbeit aus Sicht der Erwerbstätigen auswirken" (Autorenreferat, IAB-Doku)

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Hardering, Friedericke & Stefan Bergheim (2011): Sicherheit macht zufrieden. Wie Verunsicherung die Zufriedenheit mit der Arbeit beeinträchtigt. Frankfurt, M., 33 S.

Abstract

Untersucht werden die Auswirkungen der wahrgenommene Arbeitsplatzunsicherheit auf die Arbeitszufriedenheit. Hierzu werden einschlägige Studien für Deutschland ausgewertet. Arbeitsplatzunsicherheit hängt nicht nur von der eigenen Beschäftigungssituation ab, sondern ebenso von der Einschätzung der Folgen, die eine Kündigung nach sich ziehen kann. Die wahrgenommene Wahrscheinlichkeit des sozialen Abstiegs wie auch die erwarteten Konsequenzen desselben werden wiederum stark durch den sozialen Vergleich beeinflusst. Zudem fliest die aktuelle Konjunkturlage in die wahrgenommene Arbeitsplatzunsicherheit ein. Die Schlussfolgerungen dieser Studie sind: Für mehr Zufriedenheit mit der Arbeit ist nicht nur die Verbesserung der unmittelbaren Arbeitsbedingungen und die Vermeidung von Arbeitslosigkeit wichtig, sondern insbesondere die Verringerung der Arbeitsplatzunsicherheit in der Gesellschaft. Breite Wohlfahrtsmaße sollten neben dem subjektiven Wohlbefinden auch ein Maß für gesellschaftliche Verunsicherung einschließen. Die psychologischen Kosten, die durch Verunsicherung bei 'objektiv' sicher Beschäftigten entstehen, müssen mehr Berücksichtigung finden. (IAB)

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Kalleberg, Arne L. (2011): Good jobs, bad jobs. The rise of polarized and precarious employment systems in the United States, 1970s to 2000s. (American Sociological Association's Rose Series in Sociology), New York: Russell Sage Foundation, 292 S.

Abstract

"The economic boom of the 1990s veiled a grim reality: in addition to the growing gap between rich and poor, the gap between good and bad quality jobs was also expanding. The postwar prosperity of the mid-twentieth century had enabled millions of American workers to join the middle class, but as the author shows, by the 1970s this upward movement had slowed, in part due to the steady disappearance of secure, well-paying industrial jobs. Ever since, precarious employment has been on the rise - paying low wages, offering few benefits, and with virtually no long-term security. Today, the polarization between workers with higher skill levels and those with low skills and low wages is more entrenched than ever. The book traces this trend to large-scale transformations in the American labor market and the changing demographics of low-wage workers. The author draws on nearly four decades of survey data, as well as his own research, to evaluate trends in U.S. job quality and suggest ways to improve American labor market practices and social policies. The book provides an insightful analysis of how and why precarious employment is gaining ground in the labor market and the role these developments have played in the decline of the middle class. The author shows that by the 1970s, government deregulation, global competition, and the rise of the service sector gained traction, while institutional protections for workers - such as unions and minimum-wage legislation - weakened. Together, these forces marked the end of postwar security for American workers. The composition of the labor force also changed significantly; the number of dual-earner families increased, as did the share of the workforce comprised of women, non-white, and immigrant workers. Of these groups, blacks, Latinos, and immigrants remain concentrated in the most precarious and low-quality jobs, with educational attainment being the leading indicator of who will earn the highest wages and experience the most job security and highest levels of autonomy and control over their jobs and schedules." (Author's abstract, IAB-Doku) ((en))

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Kuhnke-Wagner, I.-A. & J. Heidenreich (2011): Gratifikationskrisen und die Vereinbarkeit von Beruf und Privatleben bei Führungskräften. In: Arbeitsmedizin, Sozialmedizin, Umweltmedizin, Jg. 46, H. 9, S. 524-528.

Abstract

"Ziel der Studie bei Führungskräften war die Untersuchung von psychosozialen Arbeitsbelastungen in Form von Gratifikationskrisen im Zusammenhang mit der Vereinbarkeit von Beruf und Privatleben. Zusätzlich war der Gedanke an eine Berufsaufgabe von Interesse. Kollektiv und Methode: Im Rahmen einer Querschnittsstudie wurden 154 Führungskräfte mithilfe des Fragebogens zum Modell beruflicher Gratifikationskrisen, der Skala Work-(family) privacy conflict und der Frage zum Gedanken an eine Berufsaufgabe befragt. Mit dem Modell beruflicher Gratifikationskrisen wird ein Ungleichgewicht von Verausgabung und Belohnung in der Arbeitswelt erfasst. Zusätzlich zum Gesamtquotienten von Verausgabung und Belohnung erfolgte eine getrennte Betrachtung der drei Belohnungsdimensionen (Wertschätzung/ Anerkennung, Bezahlung/beruflicher Aufstieg, Arbeitsplatzsicherheit). Die Ergebnisse zeigen, dass die Vereinbarkeit von Beruf und Privatleben negativ mit der Wochenarbeitszeit, dem Quotienten von Verausgabung und Belohnung, einer übersteigerten beruflichen Verausgabungsneigung sowie dem Gedanken an eine Berufsaufgabe während der letzten 12 Monate korreliert. Bei einer getrennten Betrachtung der drei Belohnungsdimensionen weist die Vereinbarkeit von Beruf und Privatleben und der Quotient von Verausgabung und Wertschätzung/Anerkennung den stärksten Zusammenhang auf. Schlussfolgerungen: Die Ergebnisse deuten darauf hin, dass die drei Belohnungsdimensionen für die befragten Führungskräfte unterschiedlich relevant sind. Es kann angenommen werden, dass eine Kultur der Wertschätzung und Anerkennung in Organisationen einen maßgeblichen Anteil zur Vermeidung von Gratifikationskrisen beitragen kann." (Autorenreferat, IAB-Doku)

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Longhi, Simonetta (2011): Impact of cultural diversity on wages and job satisfaction in England. (Norface migration discussion paper 2011-10), London, 20 S.

Abstract

"This paper combines individual data from the British Household Panel Survey and yearly population estimates for England to analyse the impact of cultural diversity on individual wages and on different aspects of job satisfaction. Do people living in more diverse areas have higher wages and job satisfaction after controlling for other observable characteristics? The results show that cultural diversity is positively associated with wages, but only when cross-section data are used. Panel data estimations show that there is no impact of diversity. Using instrumental variables to account for endogeneity also show that diversity has no impact." (Author's abstract, IAB-Doku) ((en))

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Michenthaler, Georg (2011): Beschäftigte in der Forschung. Analyse der Arbeitsbedingungen und der Arbeitszufriedenheit auf Grundlage des österreichischen Arbeitsklima-Index. (Beiträge zur Wirtschaftspolitik 31), Wien, 50 S.

Abstract

"Der nicht zuletzt in der Lissabon-Strategie der EU vorgezeichnete Weg Europas von der industriellen Produktions- in die Wissensgesellschaft rückt die Herstellung und Vermittlung von Wissen ins Zentrum des Interesses. Besondere Aufmerksamkeit verdient in diesem Zusammenhang die Lebens- und Arbeitssituation der Beschäftigten in Forschung und Entwicklung, die zur Erreichung dieses Ziels maßgeblich beitragen. Um einen Blick in deren Arbeitsverhältnisse zu gewinnen, wurde nun das Institut für empirische Sozialforschung (IFES) wurde von der Arbeiterkammer Wien mit der Durchführung einer repräsentativen Befragung von Forschungsbeschäftigten in Österreich beauftragt. In dem Bericht werden die Hauptergebnisse der im letzten Quartal 2010 und im ersten Quartal 2011 durchgeführten - schriftlichen sowie telefonischen - Befragung dargestellt. Besondere Aktualität gewinnen die Befragungsergebnisse dadurch, dass eben in diesem Zeitraum die von der Bundesregierung geplanten Kürzungen der Förderungen von Forschungseinrichtungen publik wurden. Primäre Zielsetzung der Studie ist die Berechnung des Arbeitsklima Index für Beschäftigte in der Forschung sowie die vergleichende Darstellung einzelner Aspekte der Arbeitssituation dieser Berufsgruppe aus deren subjektiven Sicht. Ausgeklammert aus der Betrachtung wurden einerseits die universitäre Forschung, andererseits die den öffentlichen Einrichtungen zuzurechnenden Forschungsbereiche wie Forschungsaktivitäten seitens des Bundes, der Länder, der Gemeinden oder etwa auch von Museen u.ä. Grundgesamtheit der Untersuchung waren somit jene von der Statistik Austria in der 'Erhebung über Forschung und experimentelle Entwicklung 2007 - Unternehmenssektor' - in Vollzeitäquivalenten - ausgewiesenen rund 20.000 WissenschaftlerInnen und rund 14.000 Angehörigen des höher qualifizierten nichtwissenschaftlichen Personals im privatwirtschaftlichen bzw. kooperativen Bereich, die - als Haupttätigkeit oder temporär projektbezogen - im engeren Sinn mit Forschungsaufgaben wissenschaftlicher oder nichtwissenschaftlicher Art befasst sind, nicht jedoch Hilfs- oder administrative Kräfte. Es handelt sich dabei sowohl um Beschäftigte in spezifischen Forschungseinrichtungen, aber auch um solche in F&E-Abteilungen größerer Unternehmen der Produktions- und Dienstleistungssektoren. Vom Projektteam der Arbeiterkammer und der GPA-djp wurden eine Reihe von forschungsleitenden Fragestellungen und Thesen zur Berufsarbeit von Forschungsbeschäftigten eingebracht, die implizit oder explizit den Fokus der vorliegenden Analyse bilden - wie z.B.: - Charakter der ForscherInnenlaufbahnen, Karrierewege in der Forschung - insbesondere auch unter dem Gender-Aspekt - Gestaltungsmöglichkeiten, 'Freiheit der Forschung' - Arbeitsstrukturen - Teamarbeit vs. Einzelkämpfertum - Führungskompetenzen und Konfliktfähigkeit - Reputation bzw. Status von ForscherInnen in der Gesellschaft - Tätigkeitsumfang: von 'reiner' Forschung bis zu Akquisition, ForscherInnen als 'Mädchen für alles' - Familie-Beruf, Arbeitszeiten, Doppelbelastungen - Gesundheitsbedingungen, Sicherheit." (Autorenreferat, IAB-Doku)

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Muffels, Ruud & Bauke Kemperman (2011): Does a better job match makes women happier? Work orientations, work-care choices and subjective well-being in Germany. (SOEPpapers on multidisciplinary panel data research at DIW Berlin 361), Berlin, 36 S.

Abstract

"The study examines the effects of work orientations and work-leisure choices alongside the effect of genes or personality traits on subjective well-being (SWB). The former effects are assumed to be mediated by the match between women's preferred and actual number of working hours indicating labor market and time constraints. Data come from 24 waves of the German (SOEP) Household Panel (1984-2007). Random and fixed-effect panel regression models are estimated. Work orientations and work-leisure choices indeed matter for women's SWB but the effects are strongly mediated by the job match especially for younger birth cohorts and higher educated women. Therefore, apart from the impact of genes or personality traits preferences and choices as well as labor market and time constraints matter significantly for the well-being of women, providing partial support to the role (scarcity-expansion) theory and the combination pressure thesis while at the same time challenging set-point theory." (Author's abstract, IAB-Doku) ((en))

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Parker, Louise, Duncan Watson & Robert Webb (2011): Family fortunes. Gender-based differences in the impact of employment and home characteristics on satisfaction levels. In: The Journal of Socio-Economics, Jg. 40, H. 3, S. 259-264. DOI:10.1016/j.socec.2011.01.009

Abstract

"The preponderance of subjective well-being analysis investigates the peripheral impact of objective measures such as income. By shifting the focus towards family satisfaction, this paper offers an alternative perspective. Through the incorporation of both employment and home characteristics, it provides an opportunity to integrate the analysis of work-life balance with the expansive wider literature of job satisfaction. Our estimates generate two key findings. First, as is frequently found in the employment literature, we confirm the existence of significant gender differences in family satisfaction. Second, the belief that home ownership is necessarily a significant source of well-being is rejected." (Author's abstract, IAB-Doku) ((en))

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Pouliakas, Konstantinos & Nikolaos Theodoropoulos (2011): The effect of variable pay schemes on workplace absenteeism. (IZA discussion paper 5941), Bonn, 39 S.

Abstract

"We estimate the effect of variable pay schemes on workplace absenteeism using two cross sections of British establishments. Private sector establishments that explicitly link pay with individual performance are found to have significantly lower absence rates. This effect is stronger for establishments that offer variable pay schemes to a greater share of their non-managerial workforce. Matched employer-employee data suggest that the effect is robust to a number of sensitivity tests. We also find that firms that tie a greater proportion of employees' earnings to variable pay schemes are also found to experience lower absence rates. Further, quintile regression results suggest that variable pay schemes have a stronger effect on establishments with an absence rate that is higher than an average or 'sustainable' level. Finally, panel data suggest that a feedback mechanism is present, whereby high absenteeism in the past is related to a greater future incidence of individual variable pay schemes, which, in turn, is correlated with lower absence rates." (Author's abstract, IAB-Doku) ((en))

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Rosenstiel, Lutz von (2011): Employee behavior in organizations. On the current state of research. In: Management Revue, Jg. 22, H. 4, S. 344-366. DOI:10.1688/1861-9908_mrev_2011_04_Rosenstiel

Abstract

"The article gives an overview about scientific research on individual behavior in organizations. A number of reasons are discussed why it is difficult to obtain a coherent body of knowledge about this topic, some of them meta-theoretical and methodological, others political, organizational and ideological, e.g. the existence of different schools of psychology, one-sided and interest-laden views, the dominance of survey methodology, measurement problems, the submission of researchers to dominant styles of publishing. The article further reports on main insights about the effects of stable and variable personal traits, and of situational conditions on employee behavior and about practical consequences. The conclusion is that there is a lot of well-founded knowledge, especially about the aptitudes of employees, but on the other hand one finds remarkable ignorance on behaviour which has no direct relation to performance and on the impacts of specific work and organizational conditions." (Author's abstract, IAB-Doku) ((en))

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Sanders, Jos, Luc Dorenbosch, Rob Gründemann & Roland Blonk (2011): Sustaining the work ability and work motivation of lower-educated older workers. Directions for work redesign. In: Management revue, Jg. 22, H. 2, S. 132-150.

Abstract

"This study examines directions for work redesign which might lead to the creation of sustainable jobs for lower-educated older workers (45 years or over, ISCED 0-2) and thus motivate and enable them to extend their working lives. We use longitudinal data on 1,264 older Dutch workers collected by the Netherlands Working Conditions Cohort Study to analyse the characteristics of the work of lower-educated older workers and how these differ from those of higher-educated older workers. The aim is to determine whether work redesign initiatives directed to these characteristics might have the desired effect of enhancing work ability and/or work motivation. This study is unique in its focus on lower-educated older workers as a target group for active ageing policies at the EU, national and company HR levels, and also in its focus on work redesign rather than the training or improvement of the health of workers. Our findings suggest that redesigning social work characteristics can be a first step in developing sustainable jobs for lower-educated older workers. Moreover, a redesign of contextual work characteristics also seems promising." (Author's abstract, IAB-Doku) ((en))

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Sell, Lea & Bryan Cleal (2011): Job satisfaction, work environment, and rewards. Motivational theory revisited. In: Labour, Jg. 25, H. 1, S. 1-23. DOI:10.1111/j.1467-9914.2010.00496.x

Abstract

"A model of job satisfaction integrating economic and work environment variables was developed and used for testing interactions between rewards and work environment hazards. Data came from a representative panel of Danish employees. Results showed that psychosocial work environment factors, like information about decisions concerning the work place, social support, and influence, have significant impacts on the level of job satisfaction. Maximizing rewards did not compensate public employees to an extent that ameliorated the negative effects on job satisfaction of experiencing low levels of any of these factors whereas influence did not impact job satisfaction of private employees." (Author's abstract, IAB-Doku) ((en))

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Siebert, W. S., Fei Peng & Yasheng Maimaiti (2011): HRM practices and performance of family-run workplaces. Evidence from the 2004 WERS. (IZA discussion paper 5899), Bonn, 42 S.

Abstract

"This paper analyses HRM practices of family-run workplaces using the 2004 WERS. Familyownership and management within workplaces in the corporate sector is our focus. This family-run group represents nationally about 26% of workplaces and 14% of employment. We find that employees in this group have stronger feelings of job security and loyalty, which we relate to family companies' HRM practices such as stronger support for long-term employment - an 'inclusivity' linked to long-term orientation. We also find that family-owned and managed workplaces have better financial and quality performance measures than nonfamily, to which family-related HRM practices contribute." (Author's abstract, IAB-Doku) ((en))

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Volmer, Judith & Daniel Spurk (2011): Protean and bounderyless career attitudes: relationships with subjective and objective career success. In: Zeitschrift für ArbeitsmarktForschung, Jg. 43, H. 3, S. 207-218. DOI:10.1007/s12651-010-0037-3

Abstract

"Die proteische und entgrenzte Laufbahneinstellung haben seit einigen Jahren besondere Beachtung gefunden. Eine proteische Laufbahneinstellung beinhaltet, dass eine Person nach einer fortschreitenden Entwicklung und Selbstverwirklichung strebt; eine entgrenzte Laufbahneinstellung ist durch eine hohe physische und/oder psychische Mobilität gekennzeichnet. Dieser Beitrag verfolgt zwei Zielsetzungen: Erstens möchten wir den Zusammenhang zwischen proteischen und entgrenzten Laufbahneinstellungen mit subjektivem (d.?h. Karrierezufriedenheit und Erfolg im Vergleich mit Kollegen) sowie objektivem (d.?h. Beförderung und Gehalt) Berufserfolg untersuchen. Zweitens möchten wir Forschung zu proteischen und entgrenzten Laufbahneinstellungen mit Forschung zu Prädiktoren von Berufserfolg verknüpfen. Wir analysieren den Zusammenhang zwischen Laufbahneinstellung und Berufserfolg anhand einer Stichprobe von 116 Berufstätigen. Unsere Ergebnisse zeigen, dass Komponenten der proteischen Laufbahneinstellung eher mit subjektivem Erfolg und Komponenten der entgrenzten Laufbahneinstellung eher mit objektivem Erfolg zusammen hängen. Folgerungen bezüglich der Relevanz von Laufbahneinstellungen für den Berufserfolg werden abgeleitet." (Autorenreferat, IAB-Doku)

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Watkins, Todd A. & Thomas Hyclak (2011): Why are quit rates lower among defense contractors? In: Industrial relations, Jg. 50, H. 4, S. 573-590. DOI:10.1111/j.1468-232X.2011.00653.x

Abstract

"This paper presents empirical evidence of lower quit rates at small manufacturers with defense contracts and examines whether this is associated with differences in their human resource policies and organizational practices and strategies. We take advantage of an original data set to compare labor quits, workforce skills, and occupational structure between defense-contracting and noncontracting small manufacturers in eastern Pennsylvania. We find that the remarkably large defense contractor advantage in quit rates - 7 percentage points - is almost totally explained by differences in skills, operational strategies, and workforce management and training practices, suggesting a mediation effect through these HR practices. Defense-contracting status emerges as an important overlooked variable in HRM studies." (Author's abstract, IAB-Doku) ((en))

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Wheatley, Dan, Irene Hardill & Bruce Philp (2011): 'Managing' reductions in working hours: A study of work-time and leisure preferences in UK industry. In: Review of Political Economy, Jg. 23, H. 3, S. 409-420. DOI:10.1080/09538259.2011.583832

Abstract

"This paper, which is predicated on the view that reductions in work-time are generally desirable, explores the working hours of managers and professionals in UK industry. Managers and professionals are often grouped together in empirical and theoretical work, e.g. in the literature on the professional-managerial class, and Goldthorpe's 'Service Class'. Nevertheless, there are differences: professionals, historically, are autonomous workers; the role of managers, in contrast, is to extract work from others on behalf of the organisation. Using data collected from the 2005 Labour Force Survey we establish there are statistically significant empirical differences between managers and professionals; one of these differences is in attitudes to work-time. We theorise that this is because managers' roles align their attitudes with those desired by the firm or organisation, and we conclude that, as a consequence, the 'voluntary' nature of work-time regulation should be revisited." (Author's abstract, IAB-Doku) ((en))

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White, Michael & Alex Bryson (2011): HRM and workplace motivation. Incremental and threshold effects. (NIESR discussion paper 381), London, 33 S.

Abstract

"The HRM-performance linkage often invokes an assumption of increased employee commitment to the organization and other positive effects of a motivational type. We present a theoretical framework in which motivational effects of HRM are conditional on its intensity, utilizing especially the idea of HRM 'bundling'. We then analyse the association between HRM practices and employees' organisational commitment (OC) and intrinsic job satisfaction (IJS). HRM practices have significantly positive relationships with OC and IJS chiefly at high levels of implementation, but with important distinctions between the domain-level analysis (comprising groups of practices for specific domains such as employee development) and the across-domain or HRM-system level. Findings support a threshold interpretation of the link between HRM domains and employee motivation, but at the system-level both incremental and threshold models receive some support." (Author's abstract, IAB-Doku) ((en))

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Wittmer, Jenell L. S. & James E. Martin (2011): Effects of scheduling perceptions on attitudes and mobility in different part-time employee types. In: Journal of vocational behavior, Jg. 78, H. 1, S. 149-158. DOI:10.1016/j.jvb.2010.07.004

Abstract

"Recent research supports the existence of a typology of part-time employees with demographic and behavioral differences. This research suggests that part-timers should not be viewed as one homogenous group and that certain part-time employee groups have fixed external role attachments, while others have more flexible attachments. Applying the part-time typology and the classification of fixed versus flexible attachments from previous research, the current study examines differences in the relationships among scheduling perceptions, job attitudes, and employment mobility for part-timers. Consistent with Partial Inclusion Theory, we found that part-time workers classified as having more fixed outside role attachments have lower organizational commitment, job satisfaction, employment mobility, work status congruence, scheduling control, and scheduling satisfaction than those classified as having more flexible outside role attachments. Additionally, the flexibility of external role attachments moderates the relationship between scheduling variables and job attitudes and employment mobility. Implications for management and research are discussed." (Author's abstract, IAB-Doku) ((en))

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Wulfgramm, Melike (2011): Can activating labour market policy offset the detrimental life satisfaction effect of unemployment? In: Socio-economic review, Jg. 9, H. 3, S. 477-501. DOI:10.1093/ser/mwr006

Abstract

"Unemployment has persistently been found to severely decrease the life satisfaction of individuals. Even after income and other socioeconomic characteristics are controlled for, the employment status remains an important determinant of happiness, pointing to non-pecuniary functions of work. But what effect does labour market policy have? Can the psychosocial functions of work be fulfilled by activation measures, offsetting the detrimental life satisfaction effect of unemployment? Analysing panel data, this paper shows that the biggest German activation programme 'One-Euro-Job' is connected to a level of life satisfaction that is significantly higher than the one of respective unemployed welfare benefit recipients. This effect is especially strong if participants perceive the measure to match their personal skills and to increase their future employment chances, but vanishes if participants perceive it as degrading. In total, satisfaction scores of participants do not match the level of the regularly employed. In contrast to these pronounced differences in cross-sectional analyses, longitudinal models show similar effects but are less statistically robust, pointing to certain selection biases." (Author's abstract, IAB-Doku) ((en))

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Zagenczyk, Thomas J., Ray Gibney, W. Timothy Few & Kristin L. Scott (2011): Psychological contracts and organizational identification. The mediating effect of perceived organizational support. In: Journal of labor research, Jg. 32, H. 3, S. 254-281. DOI:10.1007/s12122-011-9111-z

Abstract

"Understanding the processes through which employees incorporate the organization's identity into their own identity is critical to building positive employer-employee relationships. We draw primarily on organizational support theory to advance the argument that psychological contract breach is negatively related to organizational identification and positively related to organizational disidentification because it makes employees believe that their organizations do not value their contributions or care about their well-being (reduces perceived organizational support). Results from two studies generally provide support for our hypotheses: in Study 1, perceived organizational support fully mediated the relationship between psychological contract breach and organizational identification. In Study 2, Time 2 perceived organizational support fully mediated the relationship between Time 1 relational psychological contract breach (e.g., promises related to training, development, job security) and organizational identification, but not the relationship between transactional psychological contract breach (e.g., promises related to pay and work hours) and organizational identification. Time 2 perceived organizational support partially mediated the relationship between relational psychological contract breach and organizational disidentification, but not the relationship between transactional psychological contract breach and organizational disidentification. We conclude that organizations should be concerned with this erosion of the positive employer-employee relationship (organizational identification) and fostering of a negative employer-employee relationship (disidentification)." (Author's abstract, IAB-Doku) ((en))

Abstract

"This report is based on 21 case studies in four sectors (electromechanical engineering, food manufacturing, financial services and insurance activities, and wholesale and retail) in six countries: Austria, the Czech Republic, Germany, France, Spain and Sweden. The aim of this research was to investigate whether and how improvement of the quality of work can boost employee and establishment's performance. Results indicate that the clearest link between quality of work and performance relates to training, skills and employability. Training contributes to improved performance mostly through increased ability to use technology and to meet customer demands. Training is also used when the potential alternative, recruitment, is a less optimal investment." (Author's abstract, IAB-Doku) ((en))

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Institut der Deutschen Wirtschaft Köln (2011): Arbeitszufriedenheit: Die meisten haben Spaß an der Arbeit. (IW-Argumente 11/2011), Köln, 2 S.

Abstract

"Wie zufrieden sind die Deutschen mit ihrer Arbeit? Trifft die Behauptung des Deutschen Gewerkschaftsbunds (DGB) zu, dass ein Drittel der Arbeitnehmer in 'schlechter Arbeit' und nur 15 Prozent in 'guter Arbeit' tätig sind? Das Institut der deutschen Wirtschaft Köln hat nachgerechnet und kommt zu ganz anderen Ergebnissen: Die meisten Arbeitnehmer sind zufrieden. An diesem Befund hat sich in den vergangenen Jahren auch kaum etwas geändert." (Autorenreferat, IAB-Doku)

Abstract

"This second annual Yearbook on Living and working in Europe 2010 aims to convey the main findings of some of Eurofound's key currents of research - in particular, results and analysis from its three pan-European surveys on company practices, working conditions and quality of life. All the surveys now enable us to paint some pictures of trends over time, crucial for understanding how Europe is developing and the changing challenges it is encountering. Not least among these challenges is the creation of a truly multicultural European society, a task being undertaken daily by both majority and minority communities. As detailed in last year's publication, European governments and social partners are still dealing with the effects of the economic crisis; in many countries, short-time working schemes were extended or introduced as one response. Eurofound's Yearbook also outlines how such responses to the crisis may also provide an opportunity, highlighting ways of adapting such schemes to combine both greater flexibility and greater security. Such adaptation can only take place with the cooperation of the social partners: the Yearbook 2010 looks at how both trade unions and employer organisations are adapting to meet the challenges of changing times." (Author's abstract, IAB-Doku) ((en))