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Marinova, Sophia V., Chunyan Peng, Natalia Lorinkovac, Linn Van Dyne & Dan Chiaburu (2015): Change-oriented behavior : a meta-analysis of individual and job design predictors. In: Journal of vocational behavior, Jg. 88, H. June, S. 104-120. DOI:10.1016/j.jvb.2015.02.006

Abstract

"We propose and meta-analytically test a theoretical model of individual and job-based predictors of change-oriented behaviors. Meta-analytic tests (106 effect sizes, N= 28,402) demonstrate that employee's proactive personality is a stronger predictor of change-oriented behavior than the five-factor model (FFM) personality traits of openness and extraversion. Also, enriched job characteristics (autonomy, complexity, and task significance) are more important in predicting change-oriented behavior, than un-enriched job characteristics (routinization and formalization). Finally, we establish work engagement as a mediator that provides an explanation for how and why proactive personality and enriched job characteristics predict change-oriented behavior. We provide both theoretical and empirical integration of the literature with practical implications for managing change-oriented behaviors, which are increasingly recognized as important to both organizational effectiveness and employee career management." (Author's abstract, IAB-Doku) ((en))

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Metzing, Maria & David Richter (2015): Macht Wochenendarbeit unzufrieden? In: DIW-Wochenbericht, Jg. 82, H. 50, S. 1183-1188.

Abstract

"Mehr als 40 Prozent der Erwerbstätigen in Deutschland arbeiten nicht nur von Montag bis Freitag, sondern auch an Samstagen, ein Viertel geht sogar sonntags regelmäßig zur Arbeit. Zwischen 1996 und 2014 ist der Anteil derjenigen, die am Wochenende arbeiten, leicht gestiegen. Wie sich das Arbeiten am Wochenende auf die Schlaf- und Lebenszufriedenheit der Betroffenen auswirkt, ist indes wenig bekannt. Die vorliegenden Analysen zeigen, dass Personen, die am Wochenende arbeiten, im Durchschnitt eine geringere Gesundheits-, Familien- und Schlafzufriedenheit haben und auch mit ihrem Leben insgesamt unzufriedener sind als Personen, die samstags und/oder sonntags nicht arbeiten. Ausschlaggebend dafür ist aber nicht die Wochenendarbeit als solche. Betrachtet man Personen, die zunächst nicht am Wochenende arbeiten und dann zur Wochenendarbeit wechseln, zeigt sich, dass sich ihre Zufriedenheit in den meisten Bereichen nicht ändert; lediglich die Arbeitszufriedenheit sinkt bei einem Wechsel zur Sonntagsarbeit leicht." (Autorenreferat, IAB-Doku)

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Nies, Sarah (2015): Nützlichkeit und Nutzung von Arbeit. Beschäftigte im Konflikt zwischen Unternehmenszielen und eigenen Ansprüchen. Baden-Baden: Nomos, 379 S.

Abstract

"Die Ansprüche, die Beschäftigte an ihre Arbeit stellen, erschöpfen sich nicht in individualistischem Selbstverwirklichungsstreben und der 'Erlebnisqualität' von Arbeit. Es geht ihnen stets auch um die Nützlichkeit des eigenen Arbeitsprodukts für und dessen Wirkung auf andere. Im Zeichen marktorientierter Steuerungsformen sind sie zugleich unmittelbarer denn je mit den Verwertungszielen des Unternehmens konfrontiert. In diesem Spannungsfeld entstehen Konflikte, die zu Kritik, aber auch zu massiven Belastungserscheinungen führen. Sarah Nies entfaltet in diesem Buch 'arbeitsinhaltliche Ansprüche' als analytische Kategorie und untersucht sie in ihrem Verhältnis zu den strukturellen Bedingungen gesellschaftlicher und betrieblicher Arbeitsorganisation. Sie knüpft dabei an kapitalismustheoretische Debatten und arbeits- und industriesoziologischen Studien seit den 1970er Jahren sowie an das Konzept des Doppelcharakters der Arbeit an. Mit anschaulichen Fallstudien in den Bereichen Kundenberatung und Entwicklung sorgt die Autorin für die erforderliche 'inhaltliche Erdung' und kommt so empirisch fundiert zu einer Neubewertung der kritischen Potenziale, die subjektiven Arbeitsansprüchen innewohnen." (Autorenreferat, IAB-Doku)

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Nübling, Matthias, Hans-Joachim Lincke, Helmut Schröder, Petra Knerr, Irene Gerlach & Inga Laß (2015): Gewünschte und erlebte Arbeitsqualität. Abschlussbericht. (Bundesministerium für Arbeit und Soziales. Forschungsbericht 456), Bonn, 148 S.

Abstract

"Die vorliegende Studie, die von einem Forschungskonsortium aus Freiburger Forschungsstelle Arbeits- und Sozialmedizin (ffas), dem Forschungszentrum Familienbewusste Personalpolitik (FFP) und dem Institut für angewandte Sozialforschung (infas) im Auftrag des Bundesministeriums für Arbeit und Soziales durchgeführt wurde, beruht auf der Befragung von 5004 repräsentativ ausgewählten sozialversicherungspflichtig Beschäftigten mit einer Wochenarbeitszeit von mindestens zehn Stunden.
Die Befragung erfolgte mittels telefonischer Interviews. Inhaltliche Grundlage des Fragenkataloges waren im Kern das Copenhagen Psychosocial Questionnaire (COPSOQ) sowie der FFP-Index.
Die Ergebnisse der 2012-2015 durchgeführten Studie beinhalten zahlreiche Analysen zu den Anforderungen, Einfluss- und Entfaltungsmöglichkeiten sowie den sozialen Beziehungen bei der Arbeit in Deutschland. Sie zeigen auf der Basis empirischer Erkenntnisse wichtige Aspekte, die die Zufriedenheit und Gesundheit der Beschäftigten mitbestimmen und weisen damit aktuell auf Ansatzpunkte zur Verbesserung der Arbeitsqualität in Betrieben hin." (Autorenreferat, IAB-Doku)

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Nübling, Matthias, Hans-Joachim Lincke, Helmut Schröder, Petra Knerr, Irene Gerlach & Inga Laß (2015): Gewünschte und erlebte Arbeitsqualität. Die Arbeitssituation in deutschen Unternehmen aus Sicht der Beschäftigten. (Monitor), Berlin, 39 S.

Abstract

"Gute Arbeitsbedingungen sind entscheidend, sowohl für die Zufriedenheit der Beschäftigten als auch für die Qualität der hergestellten Produkte und der erbrachten Dienstleistungen. Doch worauf legen Beschäftigte besonderen Wert? Und wie weit liegen Wunsch und Wirklichkeit bei der individuell empfundenen Qualität der Arbeit auseinander? Wo liegen Ansatzpunkte für die Verbesserung der Arbeitsbedingungen und die Gestaltung einer Kultur guter Arbeit? Diese und weitere Fragen beantwortet die Studie 'Gewünschte und erlebte Arbeitsqualität', deren zentrale Ergebnisse in diesem Monitor zusammengefasst sind. Als repräsentative Befragung von Arbeitnehmerinnen und Arbeitnehmern bietet die Studie ein umfassendes Bild der aktuellen Arbeitssituation in deutschen Unternehmen.
Die Ergebnisse sollen dazu beitragen, Handlungsfelder zur Verbesserung der Arbeitsqualität in Deutschland aufzuzeigen, und Unternehmen Hinweise geben, wie sie qualifiziertes Personal auch in Zeiten des Fachkräftemangels durch gute und gesunde Arbeitsbedingungen langfristig an sich binden können." (Autorenreferat, IAB-Doku)

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Otto, Christian & Sabine Remdisch (2015): Arbeitgeberattraktivität aus der Perspektive unterschiedlicher Mitarbeitergenerationen. In: M. Hartmann (Hrsg.) (2015): Rekrutierung in einer zukunftsorientierten Arbeitswelt : HR-Aufgaben optimal vernetzen, S. 47-68.

Abstract

"Angesichts des zunehmenden Wettbewerbs um qualifizierte Fach- und Führungskräfte müssen sich Unternehmen bemühen, Nachwuchskräfte anzuwerben und die Bindung der Leistungsträger zu stärken. Dabei gilt es, sich auf die nachrückende 'Generation Y' einzustellen und gleichzeitig den mittleren und älteren Generationen gerecht zu werden. Dies erfordert eine altersgruppenspezifische Personalarbeit und ein fundiertes Wissen über die Besonderheiten der Mitarbeitergenerationen. Im vorliegenden Beitrag wird untersucht, was einen Arbeitgeber für die Mitarbeitenden aus unterschiedlichen Generationen attraktiv macht und wo die Konsequenzen für die Personalrekrutierung liegen. Dazu werden Ergebnisse aus einer aktuellen Studie der Leuphana Universität Lüneburg zur Arbeitgeberattraktivität in mittelständischen Unternehmen herangezogen. Es zeigt sich unter anderem, dass die Unterschiede zwischen den Generationen in vielen Bereichen gering sind." (Autorenreferat, IAB-Doku)

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Pagán-Rodríguez, Ricardo (2015): Disability, training and job satisfaction. In: Social indicators research, Jg. 122, H. 3, S. 865-885. DOI:10.1007/s11205-014-0719-2

Abstract

"This study analyses the effects of participating in further training on the levels of job satisfaction reported by workers without and with disabilities in Germany. Using longitudinal data from the German Socio-Economic Panel which covers the period 1989 - 2008, we estimate a 'Probit Adapted OLS (POLS)' model which allows us to identify the determinants of job satisfaction for people without and with disabilities. The results show that the participation in further training increases the levels of job satisfaction reported by all workers, although this increase is significantly lower among workers with disabilities. In addition, no significant differences in terms of job satisfaction were found according to the number of courses attended by disability status. However, significant differences were found between participants without and with disabilities if the duration of training was more than 1 month. From a public policy perspective, these findings show the need to redesign and implement innovative training programs for people with disabilities which contribute to increasing their levels of job satisfaction within the German labour market." (Author's abstract, © Springer-Verlag) ((en))

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Smithers, Samuel (2015): Goals, motivation and gender. In: Economics letters, Jg. 131, H. June, S. 75-77. DOI:10.1016/j.econlet.2015.03.030

Abstract

"I present an experiment on non-binding goals and motivational effects. Consistent with results from psychology, I find that goals increase output. This is due to improved speed and accuracy. Men are more responsive to goals than women." (Author's abstract, IAB-Doku) ((en))

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Spencer, Marilyn, Deniz Gevrek, Valrie Chambers & Randall Bowden (2015): Labor supply and productivity responses to non-salary benefits. Do they work? If so, at what level do they work best? (IZA discussion paper 9153), Bonn, 41 S.

Abstract

"This study explores the impact of a particular low marginal-cost employee benefit on employees' intended retention and performance. By utilizing a unique data set constructed by surveying full-time faculty and staff members at a public university in the United States, we study the impact of this employee benefit on faculty and staff performance and retention. We focus on the impact of reduction in dependent college tuition at various levels on employees' intentions to work harder and stay at their current job by using both OLS and Ordered Probit models. We also simulate the direct opportunity cost (reduction in revenue) in dollars and as a percent of total budgeted revenue to facilitate administrative decision making. The results provide evidence that for institutions where employee retention and productivity are a priority, maximizing or offering dependent college tuition waiver may be a relatively low-cost benefit to increase intended retention and productivity. In addition, the amount of the tuition waiver, number of dependents and annual salary are statistically significant predictors of intended increased productivity and intent to stay employed at the current institution. Employee retention and productivity is a challenge for all organizations. Although pay, benefits, and organizational culture tend to be key indicators of job satisfaction, little attention is given to specific types of benefits. This study is the first comprehensive attempt to explore the relationship between the impact of this low-cost employee benefit and employee performance and retention in a higher education institution in the United States." (Author's abstract, IAB-Doku) ((en))

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Tumen, Semih & Tugba Zeydanli (2015): Social interactions in job satisfaction. (IZA discussion paper 9505), Bonn, 46 S.

Abstract

"The literature documents that job satisfaction is positively correlated with worker performance and productivity. We examine whether aggregate job satisfaction in a certain labor market environment can have an impact on individual-level job satisfaction. If the answer is yes, then policies targeted to increase job satisfaction can increase productivity not only directly, but through spillover externalities too. We seek an answer to this question using two different data sets from the United Kingdom characterizing two different labor market environments: Workplace Employment Relations Survey (WERS) at the workplace level (i.e., narrowly defined worker groups) and British Household Panel Survey (BHPS) at the local labor market level (i.e., larger worker groups defined in industry x region cells). Implementing an original empirical strategy to identify spillover effects, we find that one standard deviation increase in aggregate job satisfaction leads to a 0.42 standard deviation increase in individual-level job satisfaction at the workplace level and 0.15 standard deviation increase in individual-level job satisfaction at the local labor market level. These social interactions effects are sizable and should not be ignored in assessing the effectiveness of the policies designed to improve job satisfaction." (Author's abstract, IAB-Doku) ((en))

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Virga, Delia, Alexandra Horga & Dragos Iliescu (2015): Work-life imbalance as a moderator in the relationship between resources and work engagement. In: Journal of personnel psychology, Jg. 14, H. 2, S. 80-90. DOI:10.1027/1866-5888/a000135

Abstract

"This study examines the interplay between (a) job resources, (b) personal resources (organizational-based self-esteem, self-efficacy), and personality traits (conscientiousness, extraversion, and emotional stability), (c) a specific job demand (work-life imbalance), and (d) work engagement, in line with the alternative JD-R model proposed by Bakker (2011). Data was collected from 223 Romanian employees. Results Show that work-life imbalance (WLI) undermines the positive relationship between self-efficacy and work engagement. In a three-way Job resources x Personal resources x Job demands interaction, self-efficacy and job resources had a positive relationship with work engagement when work-life imbalance was low. Also, in a three-way Job resources x Personality x Job demands interaction, the association between emotional stability and job resources was positive when work-life imbalance was low." (Author's abstract, IAB-Doku) ((en))

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Voswinkel, Stephan (2015): Sinnvolle Arbeit leisten. Arbeit sinnvoll leisten. In: Arbeit. Zeitschrift für Arbeitsforschung, Arbeitsgestaltung und Arbeitspolitik, Jg. 24, H. 1/2, S. 31-48. DOI:10.1515/arbeit-2016-0004

Abstract

"Sinnvolle' Arbeit ist zum einen Ergebnis einer gesellschaftlichen oder professionellen Definition ihres Gebrauchswerts. Auf diese institutionalisierten Sinnzuschreibungen beziehen sich Menschen, wenn sie versuchen, sich die Arbeit unter Bezug auf ihren Sinn anzueignen. Oft überblenden sie die Funktion der jeweiligen Arbeit durch sinnbezogene Rahmungen. Zum andern soll Arbeit sinnvoll geleistet werden können, so dass Organisation und Rahmenbedingungen der Arbeit wichtig sind für das Sinnerleben der Arbeitenden. Schließlich ist Arbeit eine Dimension der Aneignung des Lebens, dessen Vielfalt sie durch übermäßige Sinnzuschreibungen an die Arbeit beeinträchtigen kann." (Autorenreferat, © De Gruyter)

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Artz, Benjamin & Ilker Kaya (2014): The impact of job security on job satisfaction in economic contractions versus expansions. In: Applied Economics, Jg. 46, H. 24, S. 2873-2890. DOI:10.1080/00036846.2014.914148

Abstract

"Job security, often measured using the perceived risk of job loss in the near future, is a significant determinant of job satisfaction. We posit that the impact job security has on job satisfaction is not only a function of how likely it is that a worker loses a job but also how likely it is that a worker could find another. The effect this has on worker job satisfaction then is different depending on whether perceived job loss occurs (or not) when job openings are scarce or when job openings are plentiful. We use difference-in-differences analysis of the 1997 and 2008 waves from the National Study of the Changing Workforce to show that three measures of job security increase private sector worker job satisfaction, and reduce worker incentives to quit, more when job openings are relatively scarce (during contractions) than when job openings are relatively plentiful (during expansions). We find that our results are strongest among less-educated workers." (Author's abstract, IAB-Doku) ((en))

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Artz, Benjamin, Amanda H. Goodall & Andrew J. Oswald (2014): Boss competence and worker well-being. (IZA discussion paper 8559), Bonn, 37 S.

Abstract

"Nearly all workers have a supervisor or 'boss'. Yet there is almost no published research by economists into how bosses affect the quality of employees' lives. This study offers some of the first formal evidence. First, it is shown that a boss's technical competence is the single strongest predictor of a worker's well-being. Second, we examine equivalent instrumental variable results. Third, we demonstrate longitudinally that even if a worker stays in the same job and workplace then a newly competent supervisor greatly improves the worker's wellbeing. Finally, we discuss analytical possibilities, and consider necessary future research." (Author's abstract, IAB-Doku) ((en))

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Barnay, Thomas (2014): Health, work and working conditions. A review of the European economic literature. (OECD Economics Department working papers 1148), Paris, 32 S. DOI:10.1787/5jz0zb71xhmr-en

Abstract

"Economists have traditionally been very cautious when studying the interaction between employment and health because of the two-way causal relationship between these two variables: health status influences the probability of being employed and, at the same time, working affects the health status. Because these two variables are determined simultaneously, researchers control endogeneity bias (e.g., reverse causality, omitted variables) when conducting empirical analysis. With these caveats in mind, the literature finds that a favourable work environment and high job security lead to better health conditions. Being employed with appropriate working conditions plays a protective role on physical health and psychiatric disorders. By contrast, non-employment and retirement are generally worse for mental health than employment, and overemployment has a negative effect on health. These findings stress the importance of employment and of adequate working conditions for the health of workers. In this context, it is a concern that a significant proportion of European workers (29%) would like to work fewer hours because unwanted long hours are likely to signal a poor level of job satisfaction and inadequate working conditions, with detrimental effects on health. Thus, in Europe, labour-market policy has increasingly paid attention to job sustainability and job satisfaction. The literature clearly invites employers to take better account of the worker preferences when setting the number of hours worked. Overall, a specific 'flexicurity' (combination of high employment protection, job satisfaction and active labour-market policies) is likely to have a positive effect on health. This Working Paper relates to the 2014 OECD Economic Survey of the United States." (Author's abstract, IAB-Doku) ((en))

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Bassanini, Andrea & Eve Caroli (2014): Is work bad for health? The role of constraint vs. choice. (IZA discussion paper 7891), Bonn, 28 S.

Abstract

"This paper reviews the literature on the impact of work on health. We consider work along two dimensions: (i) the intensive margin, i.e. how many hours an individual works and (ii) the extensive margin, i.e. whether an individual is in employment or not, independent of the number of hours worked. We show that most of the evidence on the negative health impact of work found in the literature is based on situations in which workers have essentially no control (no choice) over the amount of work they provide. In essence, what is detrimental to health is not so much work per se as much as the gap which may exist between the actual and the desired amount of work, both at the intensive and extensive margins." (Author's abstract, IAB-Doku) ((en))

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Bohr, Jeanette (2014): Realisierungschancen egalitärer Erwerbsmodelle. Analysen zur Erwerbsbeteiligung in Partnerschaften mit Kindern auf Basis des Mikrozensus. (GESIS-Schriftenreihe 14), Köln, 246 S.

Abstract

"Obwohl in vielen Partnerschaften ein gleichberechtigtes Rollenverständnis vorherrscht, führt die Geburt eines Kindes häufig zu einer geschlechtsspezifischen Aufgabenverteilung, bei der die Frau ihre Erwerbstätigkeit längerfristig reduziert. Die Studie geht der Frage nach, welche Mütter eine gleichmäßige Aufteilung der Erwerbsarbeit präferieren und unter welchen Rahmenbedingungen egalitäre Erwerbsmodelle in Partnerschaften mit Kindern realisiert werden. Dabei werden nicht nur die faktisch praktizierten Erwerbskonstellationen, sondern auch die darüber hinausgehenden Arbeitszeitwünsche von Müttern berücksichtigt. Als Datengrundlage dient der Mikrozensus, der die Möglichkeit bietet, das Erwerbsverhalten von Frauen in Ost- und Westdeutschland unter Berücksichtigung zentraler sozioökonomischer Merkmale beider Partner sowie in unterschiedlichen Familienkonstellationen abzubilden." (Autorenreferat, IAB-Doku)

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Boon, Corine, Frank D. Belschak, Deanne N. Den Hartog & Mark Pijnenburg (2014): Perceived human resource management practices. Their effect on employee absenteeism and time allocation at work. In: Journal of personnel psychology, Jg. 13, H. 1, S. 21-33. DOI:10.1027/1866-5888/a000101

Abstract

"How employees spend their work time can have important consequences for organizations. Although some research has examined the relationship between human resource management (HRM) and employee absence, we know less about whether HRM also affects employees' time allocation at work. This study examines the role of perceived HRM and psychological processes in explaining employee absence and time allocation in the form of time spent on core task and contextual activities. Besides an avoidance mechanism, linking perceived HRM to absence via lower satisfaction, we propose an approach mechanism linking perceived HRM to time spent on task and contextual activities via satisfaction and willingness to exert extra effort. A study among 1,626 employees of a Dutch governmental organization supports the proposed model." (Text excerpt, IAB-Doku) ((en))

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Brown, Melissa, Marcie Pitt-Catsouphes, Tay K. McNamara & Elyssa Besen (2014): Returning to the workforce after retiring. A job demands, job control, social support perspective on job satisfaction. In: The International Journal of Human Resource Management, Jg. 25, H. 22, S. 3113-3133. DOI:10.1080/09585192.2014.919951

Abstract

"Despite growing interest in the aging of the workforce, few investigations have explored a key aspect of diversity among older workers: whether or not they consider themselves retired. Using a sample of workers ages 50 and older from the National Study of the Changing Workforce (2008), we apply career development theory and the job demand - control( - support) framework to investigate potential differences between working retirees (i.e. employed older adults 50+ who consider themselves retired) and working non-retirees (i.e. employed older adults 50+ who do not consider themselves retired) in terms of their job characteristics (i.e. demands, control, support) and how these job characteristics are related to job satisfaction. We find that working retirees report lower job demands and higher social support, and that there is limited evidence for the buffering hypothesis. Implications for researchers and employers are discussed." (Author's abstract, IAB-Doku) ((en))

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Bönte, Werner & Stefan Krabel (2014): You can't always get what you want. Gender differences in job satisfaction of university graduates. In: Applied Economics, Jg. 46, H. 21, S. 2477-2487. DOI:10.1080/00036846.2014.899677

Abstract

"Previous literature stressed on the gender differences in job satisfaction and the factors influencing the job satisfaction of men and women. Two rationales are usually provided for the finding that women tend to be relatively more satisfied with their jobs than men although disadvantaged in labour markets: first, women may have relatively lower expectations of career and income, and second, they may attach relatively less importance to extrinsic rewards than men. In order to analyse whether substantial gender differences exist already at the beginning of the career, we employ information of over 20 000 graduates collected through a large-scale survey of German university graduates who recently entered the labour market. We find that the job satisfaction of female graduates is on average slightly lower than the job satisfaction of male graduates, but our results do not point to substantial gender differences. In our sample of highly qualified individuals, men and women are very similar in what they want from their jobs and also in their perceptions of what they get. While our results point to substantial similarity of men and women in the early career stage, gender differences may emerge at later stages of the career life cycle." (Author's abstract, IAB-Doku) ((en))

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Chadi, Adrian & Clemens Hetschko (2014): The magic of the new. How job changes affect job satisfaction. (IAAEU discussion paper series in economics 2014,05), Trier, 36 S.

Abstract

"We investigate a crucial event for job satisfaction: changing the workplace. For representative German panel data, we show that the reason why the previous employment ended is strongly linked to the satisfaction with the new job. When workers initiate a change of employer, they experience relatively high job satisfaction, though only in the short-term. To test causality, we exploit plant closure as exogenous trigger of job switching and find no causal effect of job changes on job satisfaction. Our findings concern research on workers' well-being as well as labor market and human resource policies." (Author's abstract, IAB-Doku) ((en))

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Cheng, Ting, Saija Mauno & Cynthia Lee (2014): The buffering effect of coping strategies in the relationship between job insecurity and employee well-being. In: Economic and Industrial Democracy, Jg. 35, H. 1, S. S .71-94. DOI:10.1177/0143831X12463170

Abstract

"The modern labour market features job insecurity (JI) as an unavoidable stressor. This study considers the influence of personal coping strategies by combining the conservation of resources with spillover theory. Do coping strategies buffer the negative effects of JI on well-being (work engagement, marital satisfaction and emotional energy at work and home)? A cybernetic coping scale distinguishes five coping strategies and a survey of 2764 Finnish employees reveals that changing the situation and symptom reduction buffer the negative effect of JI on emotional energy at work and home, respectively. Devaluation and accommodation have buffering tendencies in relation to work engagement and marital satisfaction. Thus, more engaged coping strategies reduce the negative effects of JI on employee well-being. Employees who use disengaged coping (i.e. avoidance) instead are less likely to remain engaged at work, such that frequent use of avoidance coping strengthens the negative relationship between JI and employee well-being." (Text excerpt, IAB-Doku) ((en))

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Clark, Andrew E., Sarah Flèche & Claudia Senik (2014): Economic growth evens-out happiness. Evidence from six surveys. (CEP discussion paper 1306), London, 36 S.

Abstract

"In spite of the great U-turn that saw income inequality rise in Western countries in the 1980s, happiness inequality has dropped in countries that have experienced income growth (but not in those that did not). Modern growth has reduced the share of both the 'very unhappy' and the 'perfectly happy'. The extension of public amenities has certainly contributed to this greater happiness homogeneity. This new stylized fact comes as an addition to the Easterlin paradox, offering a somewhat brighter perspective for developing countries." (Author's abstract, IAB-Doku) ((en))

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Coada, Alex & Martin Binder (2014): Causal linkages between work and life satisfaction and their determinants in a structural VAR approach. In: Economics letters, Jg. 124, H. 2, S. 263-268. DOI:10.1016/j.econlet.2014.05.021

Abstract

"Work and life satisfaction depend on a number of pecuniary and non-pecuniary factors at the workplace and determine these in turn. We analyze these causal linkages using a structural vector autoregression approach for a German sample of the working populace from 1984 to 2008, finding that workplace autonomy plays an important causal role in determining well-being." (Author's abstract, IAB-Doku) ((en))

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Dahlmanns, Andreas (2014): Generation Y und Personalmanagement. (Praxisorientierte Personal- und Organisationsforschung 18), München: Hampp, 112 S.

Abstract

"Wer ist die Generation Y und welche Bedeutung hat sie für das Personalmanagement in einem Unternehmen? Dieses Buch verschafft den Lesern einen Überblick über die Generation Y und einzelne Einflussfaktoren, welche diese geprägt haben. Es werden konkrete Anforderungen der Generation Y an einen Arbeitgeber sowie deren Auswirkung auf das Personalmanagement aufgezeigt. Darüber hinaus werden ausgewählte Aufgabenfelder des Personalmanagements hinsichtlich einer generationsspezifischen Gestaltung beschrieben." (Autorenreferat, IAB-Doku)

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Day, Arla, E. Kevin Kelloway & Joseph J. jr. Hurrell (Hrsg.) (2014): Workplace well-being. How to build psychologically healthy workplaces. Chichester: Wiley, 338 S.

Abstract

"Workplace Wellbeing is a complete guide to understanding and implementing the principles of a psychologically healthy workplace for psychologists and other practitioners. Grounded in cutting-edge theory and research, it introduces the core components of psychologically healthy workplaces, including health and safety, leadership, employee involvement, development, recognition, work-life balance, culture, and communication. In addition to reviewing the theory and research for these principles, the contributors delve into practical concerns with coverage of best practices, case studies, and proven implementation techniques.
The contributors integrate both traditional and contemporary views of healthy workplaces, discussing factors that influence employees' physical safety, physical health, and psychological health. They also address important contextual issues, such as the role of unions, the importance of leadership, healthy workplaces in small businesses, respectful workplace cultures, and corporate social responsibility. Drawing together the leading scholars and practitioners from around the world, this book incorporates the latest theory and research, while providing practical examples and actions to effect organizational change." (Author's abstract, IAB-Doku) ((en))

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Edmans, Alex, Lucius Li & Chendi Zhang (2014): Employee satisfaction, labor market flexibility, and stock returns around the world. (NBER working paper 20300), Cambridge, Mass., 41 S. DOI:10.3386/w20300

Abstract

"We study the relationship between employee satisfaction and abnormal stock returns around the world, using lists of the 'Best Companies to Work For' in 14 countries. We show that employee satisfaction is associated with positive abnormal returns in countries with high labor market flexibility, such as the U.S. and U.K., but not in countries with low labor market flexibility, such as Germany. These results are consistent with high employee satisfaction being a valuable tool for recruitment, retention, and motivation in flexible labor markets, where firms face fewer constraints on hiring and firing. In contrast, in regulated labor markets, legislation already provides minimum standards for worker welfare and so additional expenditure may exhibit diminishing returns. The results have implications for the differential profitability of socially responsible investing ('SRI') strategies around the world. In particular, they emphasize the importance of taking institutional features into account when forming such strategies." (Author's abstract, IAB-Doku) ((en))

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Eichhorst, Werner & Verena Tobsch (2014): Flexible Arbeitswelten. Bericht an die Expertenkommission "Arbeits- und Lebensperspektiven in Deutschland". Gütersloh, 42 S.

Abstract

"Der Zuwachs an Beschäftigung während der vergangenen zehn Jahre in Deutschland ist wesentlich der Zunahme an flexiblen Arbeitsverhältnissen zu verdanken. 2003 arbeitete nicht einmal jeder fünfte Erwerbsfähige (19 Prozent) in einem so genannten atypischen Beschäftigungsverhältnis - also in Teilzeit, befristet, als Leiharbeiter oder in einem Mini-Job. Inzwischen haben 24 Prozent aller Erwerbsfähigen einen solchen Job. Diese Entwicklung ging allerdings laut einer Studie des 'Instituts zur Zukunft der Arbeit IZA' im Auftrag der Bertelsmann Stiftung nicht zu Lasten der stabilen Arbeitsverhältnisse, im Gegenteil: Im selben Zeitraum stieg der Anteil der Erwerbsfähigen, die in eine klassische unbefristete Vollzeitstelle bekleiden, von 39 auf 41 Prozent." (Autorenreferat, IAB-Doku)

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Eichmann, Hubert & Bernhard Saupe (2014): Überblick über Arbeitsbedingungen in Österreich. Follow-up-Studie. (Sozialpolitische Studienreihe 15), Wien, 399 S.

Abstract

"Auf Basis einer breit angelegten Literaturanalyse u. a. mit Sekundäranalysen aus Repräsentativdatensätzen wird ein aktueller Überblick über Arbeits- und Beschäftigungsbedingungen in Österreich erarbeitet. Das abzudeckende Themenspektrum reicht von Beschäftigungsformen, Arbeitszeiten, Einkommen, Arbeitsorganisation, Gesundheit, Weiterbildung bis hin zu subjektiven Einschätzungen der Arbeitsqualität. Darüber hinaus erfolgt eine Einordnung Österreichs im europäischen Vergleich. Die Studie ist als Follow-up des 2010 publizierten Bandes 4 der Sozialpolitischen Studienreihe des BMASK angelegt. Im besonderen Fokus stehen die Entwicklung seit Ausbruch der Finanz- und Wirtschaftskrise und damit einhergehende Veränderungen bei Arbeitsbedingungen." (Autorenreferat, IAB-Doku)

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Eichmann, Hubert & Bernhard Saupe (2014): "Momentan ist es noch ganz okay..." Arbeitswelten und Berufsverläufe von jungen Erwerbstätigen mit mittleren Bildungsabschlüssen. (FORBA-Forschungsbericht 2014,01), Wien, 104 S.

Abstract

"In dieser Studie untersuchen wir Erwerbsarbeitsformen und Berufsbiografien von jungen Erwachsenen unter 35 Jahren in Österreich, mit einem besonderen Fokus auf Personen mit mittleren Bildungsabschlüssen. Anlass für dieses Projektvorhaben war eine eigene Untersuchung zu Praktika bzw. zur 'Generation Praktikum' in Österreich (Eichmann/Saupe 2011). Während schlecht entlohnte Arbeitsverhältnisse bei Studierenden bzw. Graduierten medialer Dauerbrenner sind, ist der Wissensstand über Strukturen von (atypischen) Arbeitsverhältnissen bei der wesentlich größeren Gruppe junger Erwachsener unterhalb des Hochschulniveaus vergleichsweise bescheiden. Diese 'mittleren' Gruppen sind im Vergleich zu einerseits (angehenden) HochschulabsolventInnen und andererseits Jugendlichen ohne abgeschlossene Berufsausbildung oder sonstigen Problemgruppen wenig erforscht." (Textauszug, IAB-Doku)

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Enste, Dominik & Mara Ewers (2014): Lebenszufriedenheit in Deutschland. Entwicklung und Einflussfaktoren. In: IW-Trends, Jg. 41, H. 2, S. 43-58. DOI:10.2373/1864-810X.14-02-04

Abstract

"Die Arbeitslosigkeit in Deutschland ist auf dem niedrigsten Stand seit der Wiedervereinigung. Dies hat auch zur Folge, dass die Lebenszufriedenheit in Deutschland auf einen Höchststand angestiegen ist. Denn erwerbstätige Menschen geben eine signifikant höhere allgemeine Lebenszufriedenheit an als Arbeitslose. Auf Basis der neuesten Befragung des Sozio-oekonomischen Panels zeigt sich, dass rund die Hälfte der Deutschen mit ihrem Leben in hohem Maß zufrieden sind. Nur eine kleine Gruppe von weniger als zwei Prozent der Befragten gibt eine niedrige Zufriedenheit an. Das Ausmaß der Zufriedenheit bleibt im Lauf des Lebens nicht konstant, sondern verläuft sinusförmig. Junge Menschen und Ruheständler kurz vor und nach Renteneintritt sind besonders zufrieden. Personen im Alter von 50 bis zu 60 Jahren sowie Menschen über 80 Jahre sind im Durchschnitt am unzufriedensten. Ein Zusammenhang zwischen Höhe des Einkommens und Ausmaß der Lebenszufriedenheit besteht nur mittelbar. Wer gesund ist, einen Hochschulabschluss erworben hat oder anderen vertraut, ist auch zufriedener. So weisen zum Beispiel 64 Prozent der Personen, die Vertrauen in andere Menschen haben, eine hohe Lebenszufriedenheit auf. Unter den misstrauischeren Befragten sind es nur 30 Prozent. Auch ehrenamtliches Engagement scheint glücklich zu machen. Zwar engagieren sich nur 10 Prozent der Deutschen regelmäßig, ohne hierfür ein Entgelt zu beziehen, dafür sind sie signifikant zufriedener als andere." (Autorenreferat, IAB-Doku)

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Fehrler, Sebastian & Michael Kosfeld (2014): Pro-social missions and worker motivation. An experimental study. In: Journal of Economic Behavior and Organization, Jg. 100, H. April, S. 99-110. DOI:10.1016/j.jebo.2014.01.010

Abstract

"Do employees work harder if their job has the right mission? In a laboratory labor market experiment, we test whether subjects provide higher effort if they can choose the mission of their job. We observe that subjects do not provide higher effort than in a control treatment. Surprised by this finding, we run a second experiment in which subjects can choose whether they want to work on a job with their preferred mission or not. A subgroup of agents (roughly one third) is willing to do so even if this option is more costly than choosing the alternative job. Moreover, we find that these subjects provide substantially higher effort. These results suggest that relatively few workers can be motivated by missions and that selection into mission-oriented organizations is important to explain empirical findings of lower wages and high motivation in the latter." (Author's abstract, IAB-Doku) ((en))

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Fiksenbaum, Lisa Michelle (2014): Supportive work-family environments. Implications for work-family conflict and well-being. In: The international journal of human resource management, Jg. 25, H. 5, S. 653-672. DOI:10.1080/09585192.2013.796314

Abstract

"Work-family conflict (WFC) remains a growing type of stress and concern for many employees. Recognizing these difficulties, organizations are offering various formal programs (e.g. on-site childcare, flextime, compressed work week, telecommuting and so on.) to help their employees in balancing both work and family life. However, many employees are hesitant to use them due to 'stigmas' attached to them. A work environment that is supportive of such programs is likely a contributing factor in the success and effectiveness of these programs. This study tested a model that examines the availability of work-family programs and work-family culture (i.e. in terms of managerial support, organizational demands and career consequences) as predictors of WFC. The model also examined the effects of WFC on individual's well-being (i.e. life satisfaction and work engagement). Data were collected from 112 employees, and the overall fit of the model was good (i.e. the model was reasonably consistent with the data). Results demonstrated that the availability of work-family benefits promoted a supportive work-family culture, which was inversely related to WFC. WFC contributed negatively to both life satisfaction and work engagement. That is, employees who reported more WFC were less satisfied with their life and were less inclined to be engaged at work. Results of the study highlight the importance of inculcating an accommodating work environment, and will be discussed." (Author's abstract, IAB-Doku) ((en))

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Gerdes, Johann & Alexandra Wagner (2014): Arbeitsqualität aus der Sicht von jungen Beschäftigten. 5. Sonderauswertung zum DGB-Index Gute Arbeit. Berlin, 35 S.

Abstract

"Die Studie 'Arbeitsqualität aus der Sicht von jungen Beschäftigten' wertet die Daten des aktuellen DGB-Index Gute Arbeit aus und zeigt, wie Beschäftigte unter 35 Jahren ihre Arbeits- und Einkommensbedingungen beurteilen. So zeigt die Auswertung etwa, dass zwei von drei Beschäftigten unter 35 Jahren regelmäßig Überstunden machen - mehr als ein Drittel sogar über fünf Stunden jede Woche.
Fast ein Drittel (29 Prozent) der Beschäftigten dieser Altersgruppe arbeiten in atypischen Beschäftigungsverhältnissen. Zum Vergleich: Bei den über 35-Jährigen sind es nur 18 Prozent.
Weiteres Ergebnis: 57 Prozent der jungen Beschäftigten unter 35 Jahren geben an, oft oder sehr oft unter Zeitdruck arbeiten zu müssen." (Autorenreferat, IAB-Doku)

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Grund, Christian, Johannes Martin & Axel Minten (2014): Beschäftigungsstruktur und Zufriedenheit von Zeitarbeitnehmern in Deutschland. (SOEPpapers on multidisciplinary panel data research at DIW Berlin 677), Berlin, 32 S.

Abstract

"Auf Basis von Daten des Deutschen Sozio-Ökonomischen Panels der Jahre 2001 bis 2012 untersuchen wir Determinanten einer Zeitarbeitsbeschäftigung sowie möglicher Erklärungsansätze für Unterschiede in der Arbeits- und Lebenszufriedenheit zwischen Arbeitnehmern in Zeitarbeit im Vergleich zu Normalbeschäftigten und zu arbeitslosen Personen. Unsere Ergebnisse zeigen, dass frühere Zeiten von Arbeitslosigkeit die Wahrscheinlichkeit einer Zeitarbeitsbeschäftigung deutlich steigern. Zudem führen Zeitarbeitnehmer eher Tätigkeiten aus, für die sie nicht passend qualifiziert sind. Die niedrigere Arbeitszufriedenheit von Zeitarbeitern im Vergleich zu Normalbeschäftigten lässt sich vor allem auf Unterschiede in individuellen Merkmalen und auf eine als deutlich stärker empfundene Arbeitsplatzunsicherheit zurückführen, während ihre Lebenszufriedenheit auch unter Berücksichtigung dieser Faktoren signifikant geringer ist. Jedoch äußern Zeitarbeitnehmer eine deutlich höhere Lebenszufriedenheit als arbeitslose Personen." (Autorenreferat, IAB-Doku)

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Haar, Jarrod M., Marcello Russo, Albert Suñe & Ariane Ollier-Malaterre (2014): Outcomes of work-life balance on job satisfaction, life satisfaction and mental health. A study across seven cultures. In: Journal of vocational behavior, Jg. 85, H. 3, S. 361-373. DOI:10.1016/j.jvb.2014.08.010

Abstract

"This study investigates the effects of work - life balance (WLB) on several individual outcomes across cultures. Using a sample of 1416 employees from seven distinct populations - Malaysian, Chinese, New Zealand Maori, New Zealand European, Spanish, French, and Italian - SEM analysis showed that WLB was positively related to job and life satisfaction and negatively related to anxiety and depression across the seven cultures. Individualism/collectivism and gender egalitarianism moderated these relationships. High levels of WLB were more positively associated with job and life satisfaction for individuals in individualistic cultures, compared with individuals in collectivistic cultures. High levels of WLB were more positively associated with job and life satisfaction and more negatively associated with anxiety for individuals in gender egalitarian cultures. Overall, we find strong support for WLB being beneficial for employees from various cultures and for culture as a moderator of these relationships." (Author's abstract, IAB-Doku) ((en))

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Haywood, Luke (2014): Too rich to do the dirty work? Wealth effects on the demand for good jobs. (DIW-Diskussionspapiere 1355), Berlin, 43 S.

Abstract

"Jobs offer different wages and different non-monetary working conditions. This paper investigates how the demand for non-monetary aspects evolves over changing wealth levels. Wages do not perfectly compensate individuals for differential utility of jobs in a labour market with informational frictions. Changes in wealth may then affect preferences for different jobs. Willingness to pay for non-monetary aspects of jobs (measured by job satisfaction for work 'in itself') is found to increase with wealth shocks. Duration models are estimated based on the reduced form of a search model. Wealth may play an important role in labour market choices." (Author's abstract, IAB-Doku) ((en))

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Hessenmöller, Anna-Maria, Barbara Pangert, Claudia Pieper, Nina Schiml, Sarah Schröer, Heinz Schüpbach, Kathleen Otto, Tabea Scheel & Gisela Mohr (2014): IGA-Barometer 4. Welle 2013: Die Arbeitssituation in Unternehmen. Eine repräsentative Befragung der Erwerbsbevölkerung in Deutschland. Flexibilität, Life-Domain-Balance und Gesundheit. Auswirkungen von Erwerbslosigkeitserfahrungen. (IGA-Report 27), Essen, 114 S.

Abstract

"Die Initiative Gesundheit und Arbeit befragte zum vierten Mal seit 2004 etwa 2.000 Erwerbstätige in Deutschland zum Stellenwert der Arbeit. Die Ergebnisse dieser vierten Befragungswelle des iga.Barometers geben Aufschluss darüber, wie die deutsche Erwerbsbevölkerung den Einfluss der Arbeit auf die Gesundheit, die Bereitschaft, das Unternehmen zu wechseln, oder die eigene Arbeitsfähigkeit bis zur Rente einschätzt.
Die befragten Arbeitnehmerinnen und Arbeitnehmer beschrieben ihre Arbeitssituation im Wesentlichen als positiv. Zum Beispiel würde nur jeder fünfte Befragte den Beruf, die Branche oder den Arbeitgeber wechseln, wenn die Möglichkeit bestünde. Bei einer Reihe von Fragen zeigt sich jedoch auch Verbesserungsbedarf für die Unternehmen. Denn nur jeder Zweite sagt, dass er sich vorstellen kann, seine aktuelle Tätigkeit uneingeschränkt bis zur Rente auszuüben.
Ein aktuelles Schwerpunktthema sind die Veränderung von Flexibilitätsanforderungen und -angeboten für die Beschäftigten und deren Folgen für Gesundheit und Life-Domain-Balance. Die Mehrzahl der Befragten berichtet, dass sich die Arbeit positiv auf ihr Privatleben auswirkt. Ein Fünftel hingegen fühlt sich erschöpft, zum Beispiel weil Erholungszeiten fehlen. Als zentrale Ansatzpunkte erweisen sich im iga.Barometer ausreichend Zeitpuffer und eine Begrenzung der ständigen Erreichbarkeit.
Ein weiterer Schwerpunkt dieser Ausgabe sind die Erfahrungen der Beschäftigten mit Erwerbslosigkeit und die Auswirkungen auf weitere Arbeitsverhältnisse. So sind Menschen, die mindestens einmal erwerbslos waren, seltener in ihrem gelernten Beruf tätig und häufiger befristet beschäftigt." (Autorenreferat, IAB-Doku)

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Higgs, Malcolm & Victor Dulewicz (2014): Antecedents of well-being. A study to examine the extent to which personality and emotional intelligence contribute to well-being. In: The international journal of human resource management, Jg. 25, H. 5, S. 718-735. DOI:10.1080/09585192.2013.815253

Abstract

"In the debate surrounding the relationships between HRM and performance, there is an argument suggesting that a focus on understanding the role of employee attitudes and behaviours may elicit valuable insights into performance drivers. In examining individual behaviour and performance links, there is evidence that well-being plays a significant role. Other notable performance antecedents are personality and emotional intelligence (EI). This paper explores the relationships between these variables and reports the findings from a study of 156 managers. Results show relationships between well-being and EI as well as with personality, although EI explained variance beyond personality dimensions. The implications for HR of these findings are discussed." (Author's abstract, IAB-Doku) ((en))

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Holler, Markus (2014): DGB-Index Gute Arbeit: Der Report 2013. Wie die Beschäftigten die Arbeitsbedingungen in Deutschland beurteilen. Mit dem Themenschwerpunkt: Unbezahlte Arbeit. (DGB-Index Gute Arbeit 08), Berlin, 23 S.

Abstract

"Der Arbeitsmarkt scheint sich zu entspannen - nicht jedoch die Arbeitsbedingungen. Bei den Belastungen am Arbeitsplatz zeigen sich seit Jahren Spitzenwerte. Mehr als 60 Prozent der Beschäftigten müssen immer mehr Arbeit in der gleichen Zeit schaffen. 56 Prozent arbeiten gehetzt und nur knapp die Hälfte glaubt daran, bis zum Rentenalter durchhalten zu können. Das sind die zentralen Ergebnisse des DGB-Index Gute Arbeit 2013." (Autorenreferat, IAB-Doku)

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Iseke, Anja (2014): The part-time job satisfaction puzzle. Different types of job discrepancies and the moderating effect of family importance. In: BJIR, Jg. 52, H. 3, S. 445-469. DOI:10.1111/bjir.12019

Abstract

"Although part-time employment often appears as a substandard form of employment, evidence that part-time employees are less satisfied than full-time employees is ambiguous. To shed more light on this puzzle, I test an extended discrepancy theory framework using data from the German Socio-Economic Panel. The results help explain previous inconsistent findings: Part-time employment increases the chances of being underemployed while it reduces the likelihood of working more hours than preferred, and the negative effects of both types of working time mismatches on job satisfaction are similar in size. Furthermore, the importance attributed to family roles mitigates the negative effect of part-time employment on job satisfaction." (Author's abstract, IAB-Doku) ((en))

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Janssen, Simon & Uschi Backes-Gellner (2014): Occupational stereotypes and gender-specific job satisfaction. (University of Zurich, Institute for Strategy and Business Economics. Working paper 107), Zürich, 30 S.

Abstract

"Using representative data containing information on job satisfaction and worker's gender-specific prejudices, we investigate the relationship between stereotyping and job satisfaction. We show that women in stereotypically male jobs are significantly less satisfied with their work climate and job contents than in stereotypically female jobs but more satisfied with their income in those same jobs. Our findings indicate that women trade-off their higher income satisfaction against the negative consequences of stereotyping. As long as we take into account that stereotypically male jobs are physically more demanding than stereotypically female jobs, men are generally more satisfied with stereotypically male jobs." (Author's abstract, IAB-Doku) ((en))

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Kaiser, Lutz C. (2014): Job satisfaction and public service motivation. (IZA discussion paper 7935), Bonn, 19 S.

Abstract

"Based on a unique case study-dataset, the paper analyses job satisfaction and public service motivation in Germany. A special issue of the investigation is related to the evaluation of performance pay scales that were introduced some years ago to German public employees within the frame of fostering New Public Management. The findings display a general dominance of intrinsic motivators. Additionally, this kind of motivators plays an important role with regard to building up and keeping job satisfaction in the public sector. Further results display the transferability of competences, autonomy, regular appraisal interviews and productivity feedback as factors incorporating a positive significance in terms of job satisfaction." (Author's abstract, IAB-Doku) ((en))

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Kifle, Temesgen, Parvinder Kler & Sriram Shankar (2014): The power of the pram. Do young children determine female job satisfaction. In: Applied Economics Letters, Jg. 21, H. 4, S. 289-292. DOI:10.1080/13504851.2013.856991

Abstract

"Policy-makers worldwide have attempted a number of strategies over the last few decades to increase female labour-force participation without jeopardizing their choice of also maintaining a fulfilling family life, should they choose to do so. One such Australian strategy heavily subscribed by females with young children has been to promote part-time employment. Results provide evidence that females with young children at home engaged in part-time employment are generally more satisfied with their working hours and work - life balance relative to those with older and no children, whilst the opposite holds when looking at those in full-time employment. This suggests that part-time employment should be pursued as a policy tool to aid females with young children maintain a relationship with the labour market without having to also give up being the primary carer of their children." (Author's abstract, IAB-Doku) ((en))

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Kleibrink, Jan (2014): Sick of your job? Negative health effects from non-optimal employment. (Ruhr economic papers 514), Essen, 24 S. DOI:10.4419/86788589

Abstract

"Dieser Beitrag untersucht empirisch den Effekt von Arbeitsplatzeigenschaften auf die individuelle Gesundheit. In einer breit angelegten ökonometrischen Studie wird auf Basis von Daten des Sozio-ökonomischen Panels gezeigt, dass niedrige Zufriedenheit mit dem Arbeitsplatz zu schlechterer Gesundheit führt. In einem weiteren Schritt werden die zugrunde liegenden Determinanten analysiert. Dabei kann gezeigt werden, dass Arbeitsplatzunsicherheit sowie ein Stundenpensum über dem individuellen Limit negative Gesundheitseffekte haben. Besonders betroffen ist die mentale Gesundheit. Allerdings gibt es auch signifikante Effekte auf die physische Gesundheit. Effekte auf gesundheitsschädigendes Verhalten, wie das Rauch- und Essverhalten, sind nicht zu finden." (Autorenreferat, IAB-Doku)

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Kosfeld, Michael, Susanne Neckermann & Xiaolan Yang (2014): Knowing that you matter, matters! The interplay of meaning, monetary incentives, and worker recognition. (IZA discussion paper 8055), Bonn, 27 S.

Abstract

"We manipulate workers' perceived meaning of a job in a field experiment. Half of the workers are informed that their job is important, the other half are told that their job is of no relevance. Results show that workers exert more effort when meaning is high, corroborating previous findings on the relationship between meaning and work effort. We then compare the effect of meaning to the effect of monetary incentives and of worker recognition via symbolic awards. We also look at interaction effects. While meaning outperforms monetary incentives, the latter have a robust positive effect on performance that is independent of meaning. In contrast, meaning and recognition have largely similar effects but interact negatively. Our results are in line with image-reward theory (Bénabou and Tirole 2006) and suggest that meaning and worker recognition operate via the same channel, namely image seeking." (Author's abstract, IAB-Doku) ((en))

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Kropfhäußer, Frieder & Marco Sunder (2014): A weighty issue revisited. The dynamic effect of body weight on earnings and satisfaction in Germany. (SOEPpapers on multidisciplinary panel data research at DIW Berlin 635), Berlin, 14 S.

Abstract

"We estimate the relationship between changes in the body mass index (bmi) and wages or satisfaction, respectively, in a panel of German employees. In contrast to previous literature, the dynamic models indicate that there is an inverse u-shaped association between bmi and wages among young workers. Among young male workers, work satisfaction is affected beyond the effect on earnings. Our finding of an implied optimum bmi in the overweight range could indicate that the recent rise in weight does not yet constitute a major limitation to productivity." (Author's abstract, IAB-Doku) ((en))

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Kulic, Nevena (2014): European women. The link between money, career, and financial satisfaction. In: European Sociological Review, Jg. 30, H. 3, S. 287-301. DOI:10.1093/esr/jct030

Abstract

"This study goes beyond economic research on women's economic independence, which relies only on income in explaining women's economic well-being within a household, and adopts a perspective that recognizes the importance of their actual employment patterns and occupational choices (Gerson, 1993, Hakim, 2000). Using the data on financial satisfaction from the European Community Household Panel from 1994 - 2001, this article compares married and cohabiting women from five industrialized European countries. Analyses indicate that it is not relative income or pure employment that matters the most for a woman's financial satisfaction but, more likely, the choice of continuous and full-time labour market involvement. The data also offer other interesting findings: a homemaking career may be as beneficial for a woman's financial satisfaction as continuous employment, while a discontinuous employment path seems to be detrimental for a woman's financial satisfaction. Cross-country comparison shows that institutions alter women's economic well-being independently of their individual achievements, suggesting that more research is needed to disentangle the institutional components that most influence the relation between women's paid and unpaid employment, and their economic well-being." (Author's abstract, IAB-Doku) ((en))

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Metzler, Christoph, Dirk Werner & Michael Zibrowius (2014): Arbeitsmarktergebnisse und berufliche Ziele der Generation Y im Vergleich zur Generation X. In: IW-Trends, Jg. 41, H. 3, S. 1-17.

Abstract

"Junge Menschen der Jahrgänge 1980 bis 1995, in der medialen Berichterstattung häufig als Generation Y oder Millennials bezeichnet, steigen in den letzten Jahren zunehmend in das Berufsleben ein. Ihnen wird von manchem Beobachter unterstellt, dass sie andere berufliche Ziele verfolgen würden und andere Vorstellungen hätten als vergleichbare Altersgruppen in den Vorgängergenerationen. Unternehmen müssten daher ihre Arbeitsbedingungen anpassen, um auch für diese jungen Fachkräfte attraktiv zu bleiben. Ein intergenerationaler Vergleich dieser Generation Y mit den Angehörigen der Geburtsjahrgänge 1965 bis 1979 (Generation X) auf Basis des Sozio-oekonomischen Panels findet allerdings keine eindeutigen Anhaltspunkte für eine unterschiedliche Einschätzung oder Haltung, wenn sozio-demografische Faktoren, konjunkturelle Trends und Merkmale der beruflichen Tätigkeit berücksichtigt werden. Vielmehr erweist sich die Zunahme der Erwerbstätigkeit von jungen Frauen im Verbund mit einer Ausweitung der Teilzeitbeschäftigung als potenzieller Treiber für beobachtbare Unterschiede. Für die Personalarbeit von Unternehmen bedeutet das, dass sie eher die allgemeinen Trends adressieren als sich auf vermeintliche Besonderheiten einer neuen jungen Generation einstellen sollten." (Autorenreferat, IAB-Doku)

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Nikolova, Milena & Carol Graham (2014): Employment, late-life work, retirement, and well-being in Europe and the United States. In: IZA journal of European Labor Studies, Jg. 3, S. 1-30. DOI:10.1186/2193-9012-3-5

Abstract

"Flexible work arrangements and retirement options provide one solution for the challenges of unemployment and underemployment, aging populations, and unsustainable public pension systems in welfare states around the world. We examine the relationships between well-being and job satisfaction on the one hand and employment status and retirement, on the other, using Gallup World Poll data for several European countries and the United States. We find that voluntary part-time workers are happier, experience less stress and anger, and have higher job satisfaction than other employees. Using statistical matching, we show that late-life workers under voluntary part-time or full-time arrangements have higher well-being than retirees. There is no well-being premium for involuntary late-life work and self-employment compared to retirement, however. Our findings inform ongoing debates about the optimal retirement age and the fiscal burdens of public pension systems." (Author's abstract, IAB-Doku) ((en))

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Possenriede, Daniel & Janneke Plantenga (2014): Temporal and locational flexibility of work, working-time fit, and job satisfaction. (IZA discussion paper 8436), Bonn, 32 S.

Abstract

"In this paper we analyse the effects of arrangements that provide temporal and locational flexibility of work (TLF), namely flexi-time, tele-homework, and part-time work, on employees' satisfaction with the fit between working time and private life and their overall job satisfaction. TLF arrangements provide employees with more control over their working life and therefore are likely to improve on the match between paid work and private life. Based on Dutch household panel data, the results show that TLF arrangements, flexi-time in particular, are generally associated with sizeable increases in satisfaction with working-time fit and overall job satisfaction. Somewhat surprisingly, the effects hardly differ between male and female employees and between employees with and without children. Temporal and locational flexibility apparently appeals not only to employees with family responsibilities but more general to all employees." (Author's abstract, IAB-Doku) ((en))

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Roeters, Anne & Lyn Craig (2014): Part-time work, women's work-life conflict, and job satisfaction. A cross-national comparison of Australia, the Netherlands, Germany, Sweden, and the United Kingdom. In: International Journal of Comparative Sociology, Jg. 55, H. 3, S. 185-203. DOI:10.1177/0020715214543541

Abstract

"This study uses the International Social Survey Programme (ISSP) 2013 'Family and Changing Gender Roles' module (N?=?1773) to examine cross-country differences in the relationship between women's part-time work and work - life conflict and job satisfaction. We hypothesize that part-time work will lead to less favorable outcomes in countries with employment policies that are less protective of part-time employees because the effects of occupational downgrading counteract the benefits of increased time availability. Our comparison focuses on the Netherlands and Australia while using Germany, the United Kingdom, and Sweden as benchmarks. Part-time employment is prevalent in all five countries, but has the most support and protection in the Dutch labor market. We find little evidence that country of residence conditions the effects of part-time work. Overall, the results suggest that part-time work reduces work-life conflict to a similar extent in all countries except Sweden. The effects on job satisfaction are negligible. We discuss the implications for social policies meant to stimulate female labor force participation." (Author's abstract, IAB-Doku) ((en))

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Schlett, Christian & Rene Ziegler (2014): Job emotions and job cognitions as determinants of job satisfaction. The moderating role of individual differences in need for affect. In: Journal of vocational behavior, Jg. 84, H. 1, S. 74-89. DOI:10.1016/j.jvb.2013.11.005

Abstract

"Research has shown that job satisfaction is determined by both cognitions about the job and affect at work. However, findings from basic and applied attitude research suggest that the extent to which attitudes are based on affective and cognitive information is contingent on stable individual differences, in particular need for affect. Based on current conceptualizations of job satisfaction as an attitude toward the job, we hypothesized that job satisfaction depends more on affect and less on cognitions, the higher a person's need for affect is. To test these hypotheses, we conducted two correlational studies (N = 194 university employees; N = 134 employees from various organizations) as well as an experimental study (N = 191 university employees) in which the salience of positive versus negative job cognitions was varied. Results supported our hypotheses. We discuss theoretical and practical implications of these differences in affective and cognitive underpinnings of job satisfaction." (Author's abstract, IAB-Doku) ((en))

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Stock, Patricia, Daniel Schmidt & Michael Leupold (2014): Arbeitszeitgestaltung unter Berücksichtigung der Work-Life-Balance. Schlussbericht zum Forschungsvorhaben "Arbeitszeitgestaltung unter Berücksichtigung der Work-Life-Balance mit Hilfe der rechnerunterstützten Simulation - ARBWOL". Karlsruhe, XII, 102 S.

Abstract

"Ziel des Forschungsvorhabens ARBWOL ist die Aufdeckung von Effekten flexibler Arbeitszeitmodelle auf die Work-Life-Balance und die daraus resultierende ganzheitliche Belastungssituation der Mitarbeiter. Hierzu sollen innerhalb der heterogenen Gruppe der Beschäftigten zunächst sog. 'soziale Rollen' identifiziert werden. Als soziale Rolle wird die Position eines Beschäftigten in seinem außerberuflichen Umfeld verstanden sowie die daraus resultierenden Verpflichtungen und Erwartungen (z.B. eigen- und gemeinnützige Arbeit, ehrenamtliche Tätigkeiten, sportliche Aktivitäten), welche aus dieser Position resultieren und so zu einer (außerberuflichen) Belastung des Beschäftigten führen können. Im Anschluss daran werden typische Belastungen sowie potenzielle soziale Konflikte für die verschiedenen sozialen Rollen ermittelt und ein Rollen-Belastungs-Modell abgeleitet, das die Wirkungszusammenhänge beschreibt. Hierzu wird in diesem Forschungsprojekt ein dualer Forschungsansatz verfolgt:
- Einerseits soll durch eine Befragung die Belastungssituation der Beschäftigten im Dienstleistungsbereich erfasst und analysiert werden. Aus dem Ergebnis soll ein genaueres Bild bezüglich der individuell von den Beschäftigten empfundenen Arbeitssituation abgeleitet werden.
- Andererseits sollen mittels einer personalorientierten Simulationsstudie die Auswirkungen verschiedener Arbeitszeitmodelle auf die Work-Life-Balance in Abhängigkeit von sozialen Rollen abgebildet werden.
Es sollen Handlungsanleitungen und Empfehlungen zur belastungsreduzierenden Gestaltung von Arbeitszeitmodellen entwickelt werden. Diese gewonnen Erkenntnisse sollen in ein simulationsunterstütztes Analyse- und Gestaltungsinstrument eingebunden werden, das es ermöglicht, im konkreten Anwendungsfall Empfehlungen für die Arbeitszeitgestaltung abzuleiten." (Autorenreferat, IAB-Doku)

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Vecernik, Jiri & Martina Mysíková (2014): (Un)happy transition? Subjective well-being in European countries in 1991-2008 and beyond. (WIFO working papers 467), Wien, 24 S.

Abstract

"This paper contributes to the debate about the impact of the transition to subjective well-being. After reviewing the relevant literature the authors draw on the surveys of the European Values Study between 1991 and 2008 to describe the trends in life satisfaction in 13 'Western' and 11 'Eastern' countries. The analysis finds that life satisfaction levels in transition countries have come to approach those in the West: the 'rather unhappy' 1990s were followed by the 'rather happy' 2000s. The correlation between life satisfaction and GDP reflects this process of convergence: the two separate lines in 1991 merge to become a single continuum later on. The characteristics of respondents are however more important than GDP, and a regression of life satisfactions with basic demographic and stratification variables shows their reinforcing effect in both Eastern and Western countries. As a result, the explained variance of life satisfaction was increasing. The findings of other surveys reporting on developments of attitudes since 2008 vary but are far from proving a uniform negative impact of economic recession on life satisfaction. The paper concludes by suggesting that various surveys have to be compared in order to obtain more reliable information on the development and factors of subjective well-being." (Author's abstract, IAB-Doku) ((en))

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Wulfgramm, Melike (2014): Labour market policy and its effects on subjective well-being and reemployment stability in Europe. Bremen, 143 S.; 1,86 MB.

Abstract

"This dissertation analyses the effects of labour market policy on subjective well-being and social inclusion of the unemployed as well as employment stability once the unemployment spell is finished. In the first research stage, the treatment effect of participation in the German work creation scheme One-Euro-Jobs on life satisfaction and perceptions of social inclusion are studied using microeconometric panel methods. It is shown that active labour market policy (ALMP) measures can moderate the social exclusion of long-term unemployed and can thus foster their subjective well-being. However, ALMP cannot fully substitute the psychosocial functions of regular employment. In the second research stage, multilevel as well duration analyses show how country differences in well-being of the unemployed and their reemployment stability can be traced back to national differences in labour market policy. Especially the generosity of unemployment benefits is strongly and positively associated with reemployment stability and subjective well-being of the unemployed in Europe." (Author's abstract, IAB-Doku) ((en))

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Bille, Trine, Cecilie Bryld Fjaellegaard, Bruno S. Frey & Lasse Steiner (2013): Happiness in the arts. International evidence on artists' job satisfaction. In: Economics Letters, Jg. 121, H. 1, S. 15-18. DOI:10.1016/j.econlet.2013.06.016

Abstract

"Many artists are prone to high unemployment and low incomes suggesting low job satisfaction. Our analysis including 49 countries paints a different picture. On average artists enjoy higher job satisfaction than other employees, mainly due to more autonomy." (Author's abstract, IAB-Doku) ((en))

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Binder, Martin & Alex Coad (2013): Life satisfaction and self-employment. A matching approach. In: Small business economics, Jg. 40, H. 4, S. 1009-1033. DOI:10.1007/s11187-011-9413-9

Abstract

"Despite lower incomes, the self-employed consistently report higher satisfaction with their jobs. But are self-employed individuals also happier, more satisfied with their lives as a whole? High job satisfaction might cause them to neglect other important domains of life, such that the fulfilling job crowds out other pleasures, leaving the individual on the whole not happier than others. Moreover, self-employment is often chosen to escape unemployment, not for the associated autonomy that seems to account for the high job satisfaction. We apply matching estimators that allow us to better take into account the above-mentioned considerations and construct an appropriate control group (in terms of balanced covariates). Using the BHPS dataset that comprises a large nationally representative sample of the British populace, we find that individuals who move from regular employment into self-employment experience an increase in life satisfaction (up to 2 years later), while individuals moving from unemployment to self-employment are not more satisfied than their counterparts moving from unemployment to regular employment. We argue that these groups correspond to 'opportunity' and 'necessity' entrepreneurship, respectively. These findings are robust with regard to different measures of subjective well-being as well as choice of matching variables, and also robustness exercises involving 'simulated confounders'." (Author's abstract, IAB-Doku) ((en))

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Biørn, Erik, Simen Gaure, Simen Markussen & Knut Røed (2013): The rise in absenteeism. Disentangling the impacts of cohort, age and time. In: Journal of population economics, Jg. 26, H. 4, S. 1585-1608. DOI:10.1007/s00148-012-0403-2

Abstract

"In recent years, a number of welfare state economies, including Norway, have experienced substantial increases in sickness absence. Using longitudinal individual register data for virtually all Norwegian employees, we examine the remarkable rise since the early 1990s, with emphasis on disentangling the roles of cohort, age, and time. We show that individual age-adjusted absence propensities have risen even more than aggregate absence rates from 1993 to 2005, which casts doubt on the popular hypotheses that the rise was due to the inclusion into the workforce of young or marginal workers with weaker work-norms or poorer health." (Author's abstract, IAB-Doku) ((en))

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Bjørnskov, Christian, Axel Dreher, Justina A.V. Fischer, Jan Schnellenbach & Kai Gehring (2013): Inequality and happiness. When perceived social mobility and economic reality do not match. In: Journal of Economic Behavior and Organization, Jg. 91, H. July, S. 75-92. DOI:10.1016/j.jebo.2013.03.017

Abstract

"We argue that perceived fairness of the income generation process affects the association between income inequality and subjective well-being, and that there are systematic differences in this regard between countries that are characterized by a high or, respectively, low level of actual fairness. Using a simple model of individual labor market participation under uncertainty, we predict that high levels of perceived fairness cause higher levels of individual welfare, and lower support for income redistribution. Income inequality is predicted to have a more favorable impact on subjective well-being for individuals with high fairness perceptions. This relationship is predicted to be stronger in societies that are characterized by low actual fairness. Using data on subjective well-being and a broad set of fairness measures from a pseudo micro-panel from the WVS over the 1990 - 2008 period, we find strong support for the negative (positive) association between fairness perceptions and the demand for more equal incomes (subjective well-being). We also find strong empirical support for the predicted differences in individual tolerance for income inequality, and the predicted influence of actual fairness." (Author's abstract, IAB-Doku) ((en))

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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 & Michael White (2013): Not so dissatisfied after all? The impact of union coverage on job satisfaction. (NIESR discussion paper 412), London, 27 S.

Abstract

"The links between unionisation and job satisfaction remain controversial. In keeping with the existing literature we find strong statistically significant negative correlations between unionisation and overall job satisfaction. However, in contrast to the previous literature we find that once one accounts for fixed unobservable differences between covered and uncovered employees, union coverage is positively and significantly associated with satisfaction with pay and hours of work. Failure to account for fixed unobservable differences between covered and uncovered employees leads to a systematic underestimate of the positive effects of coverage on job satisfaction for both union members and non-members. It seems union coverage has a positive impact on job satisfaction that is plausibly causal." (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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Danzer, Natalia (2013): Job satisfaction and self-selection into the public or private sector. Evidence from a natural experiment. (IZA discussion paper 7644), Bonn, 53 S.

Abstract

"Are public sector jobs better than private sector jobs? To answer this question, this paper investigates observed differences in job satisfaction between public- and private-sector workers and disentangles the effect of worker sorting from the one caused by sector-specific job characteristics. A natural experiment - the massive privatization process in post-Soviet countries - allows correcting potential self-selection bias. Industry-specific privatization probabilities are assigned to workers based on unique individual-level survey information regarding pre-determined Soviet jobs during the 1980s. The results reveal a causal public-sector satisfaction premium and a negative selection of individuals into the public sector. Part of the public-private satisfaction gap can be explained by the different availability of fringe benefits in the two sectors." (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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Gambacorta, Romina & Maria Iannario (2013): Measuring job satisfaction with CUB Models. In: Labour, Jg. 27, H. 2, S. 198-224. DOI:10.1111/labr.12008

Abstract

"In this paper we present two statistical approaches for discussing and modelling job satisfaction based on data collected in the Survey on Household Income and Wealth (SHIW) conducted by the Bank of Italy. In particular, we analyse these data by means of a mixture model introduced for ordinal data and compare results with the Ordinal Probit model. The aim is to establish common outcomes and differences in the estimated patterns of global job satisfaction, but also to stress the potential for curbing the effects of measurement errors on estimates by using CUB models [a Combination of discrete Uniform and (shifted) Binomial distributions], allowing control for the effect of uncertainty and shelter choices in the response process." (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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Hajek, Andre (2013): Life satisfaction and unemployment. The role of voluntariness and job prospects. (SOEPpapers on multidisciplinary panel data research at DIW Berlin 601), Berlin, 19 S.

Abstract

"In dieser Arbeit wird die Beziehung zwischen Lebenszufriedenheit und Arbeitslosigkeit im Längsschnitt untersucht. Die Daten dieser Publikation beruhen auf Zahlen des Sozio-oekonomischen Panels (SOEP) am Deutschen Institut für Wirtschaftsforschung (DIW Berlin), Berlin. Es wird ein Zeitraum von 1998-2009 betrachtet. Der Fokus liegt dabei auf der Rolle der Freiwilligkeit und der beruflichen Perspektive für den Einfluss der Arbeitslosigkeit auf die Zufriedenheit. Zentrale Ergebnisse der Fixed-Effects-Regressionen: Im Gegensatz zu freiwilligen Ausschieden aus dem Beruf führen unfreiwillige Abgänge aus der beruflichen Tätigkeit zu einer starken Minderung der Zufriedenheit. Außerdem wirken fehlende berufliche Perspektiven nach der Beendigung einer beruflichen Tätigkeit in den geschätzten Modellen negativ auf die Zufriedenheit. Ferner führt eine Betriebsschließung, ein höchstwahrscheinlich exogenes Ereignis, zu einer signifikanten und bedeutsamen Minderung der Lebenszufriedenheit. Dies gilt in erster Linie für Männer. Die Implikationen werden diskutiert." (Autorenreferat, IAB-Doku)

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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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Hauret, Laetitia & Donald R. Williams (2013): Cross-national analysis of gender differences in job-satisfaction. (CEPS-INSTEAD working paper 2013-27), Esch-sur-Alzette, 26 S.

Abstract

"Research over the past two decades has found significant gender differences in subjective job-satisfaction, with the result that women report greater satisfaction than men in some countries. This paper examines the so-called 'gender paradox' using data from the European Social Survey for a subset of fourteen countries in the European Union. We focus on the hypothesis that women place higher values on certain work characteristics than men, which explains the observed differential. Using estimates from Probit and ordered Probit models, we conduct standard Blinder-Oaxaca decompositions to estimate the impact that differential valuations of characteristics have on the gender difference in self-reported job satisfaction. The results indicate that females continue to report higher levels of job satisfaction than do men in some countries, and the difference remains even after controlling for a wide range of personal and job characteristics and working conditions. The decompositions suggest that a relatively small share of the gender differential is attributable to gender differences in the weights placed on working conditions in most countries. Rather, gender differences in job characteristics contribute relatively more to explaining the gender job-satisfaction differential." (Author's abstract, IAB-Doku) ((en))

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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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Keeney, Jessica, Elizabeth M. Boyd, Ruchi Sinha, Alyssa F. Westring & Ann-Marie Ryan (2013): From "work-family" to "work-life". Broadening our conceptualization and measurement. In: Journal of vocational behavior, Jg. 82, H. 3, S. 221-327. DOI:10.1016/j.jvb.2013.01.005

Abstract

"Despite frequent reference to 'work-life' issues in the organizational literature, little theoretical or empirical attention has been paid to non-work areas beyond family. The purpose of the research described here is to move beyond work-family conflict to a broader conceptualization and measurement of work interference with life. A measure of work interference with life across eight nonwork domains and two forms of interference (strain- and time-based) was developed and tested in two studies of 1811 and 3145 university alumni from multiple organizations and diverse occupations. In Study 1 evidence for the dimensionality of this measure is presented. In Study 2 work interference with life demonstrated incremental validity above and beyond work interference with family with respect to job satisfaction, turnover intentions, life satisfaction, and mental health. The results of relative importance analyses are presented for the same outcomes. This research has implications for designing more inclusive work-life policies and practices and presents a new lens for understanding individual differences at the work-life interface." (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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Lesch, Hagen, Holger Schäfer & Jörg Schmidt (2013): Gute Arbeit oder zufrieden mit der Arbeit? Konzeptionelle Überlegungen und empirische Befunde für Deutschland. In: Sozialer Fortschritt, Jg. 62, H. 5, S. 139-148. DOI:10.3790/sfo.62.5.139

Abstract

"Der Deutsche Gewerkschaftsbund veröffentlicht seit einigen Jahren den Index 'Gute Arbeit' und liefert damit einen wichtigen Beitrag zur 'Quality-of-Work'-Debatte. Eine kritische Auseinandersetzung mit dem Index deckt indes verschiedene methodische Schwächen auf. Diese Problematik lässt es sinnvoll erscheinen, die Befunde mit einem alternativen Ansatz zu ergänzen. Das Konzept der Arbeitszufriedenheit nimmt die subjektiv empfundene, von den Befragten implizit selbst gewichtete Einschätzung der eigenen Arbeit in den Blick. Die Ergebnisse von Schätzungen auf Basis des Sozio-oekonomischen Panels zeigen, dass unter anderem Faktoren auf die Arbeitszufriedenheit wirken, die im Index 'Gute Arbeit' nicht berücksichtigt sind. Für eine umfassende Charakterisierung der Beziehungen von Arbeitnehmern und Arbeitgebern bei der Gestaltung der Arbeit sollte daher neben einer möglichst breit angelegten Arbeitnehmerperspektive auch die Perspektive von Arbeitgebern berücksichtigt werden." (Autorenreferat, IAB-Doku)

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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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Olgiati, Analia, Rocio Calvo & Lisa Berkman (2013): Are migrants going up a blind alley? Economic migration and life satisfaction around the world. Cross-national evidence from Europe, North America and Australia. In: Social indicators research, Jg. 114, H. 3, S. 383-404. DOI:10.1007/s11205-012-0151-4

Abstract

"Are migrants satisfied with their decision to move to another country? research shows that the income-wellbeing relationship is weak in wealthy countries, usually countries of destination. are then economic migrants mistaken? employing data from the gallup world poll, a representative sample of the world population, we investigate whether a general pattern of association exists between income and the cognitive component of subjective wellbeing, and whether this pattern differs by immigration status in 16 high-income countries. in only a handful of countries do we find a distinctive immigrant advantage in translating income into higher life evaluation or life satisfaction: australia, belgium, the netherlands, portugal and sweden. for immigrants in most of these countries, income increases cognitive wellbeing even in the fifth income quintile. depending on the measure used, immigrants in canada, denmark, finland, italy and the us only have positive income-wellbeing associations at or below the third quintile. we take this as evidence that, among recent arrivals, income is positively associated with wellbeing up to the point in which non-pecuniary factors associated with long-term residence become dominant. we also find a number of 'frustrated achievers' among the foreign born in the us, france and finland. these immigrants report a negative association, in absolute value, between income and life satisfaction or life evaluation." (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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Schütz, Julia & Lea Hübner (2013): Von der Fremdevaluation zur Selbstevaluation. Chancen für die Arbeitszufriedenheitsforschung durch den Einsatz von Gruppendiskussionen. In: Der pädagogische Blick, Jg. 21, H. 2, S. 98-111. DOI:10.3262/PB1302098

Abstract

"In allen Bereichen des Erziehungs- und Bildungssystems sind Evaluationen wichtiger Bestandteil der pädagogischen Praxis. Der Beitrag führt im Rahmen einer ersten theoretischen Verortung und in der Perspektive einer komparativ pädagogischen Berufsgruppenforschung zunächst die Bedeutung von Evaluationen in den unterschiedlichen Bildungssegmenten auf. Am Beispiel einer Studie zur Arbeitszufriedenheit, die nach einem konservativen Verständnis von Evaluationen nicht als eine Evaluationsstudie bezeichnet werden kann, wird das Potential von Gruppendiskussionsverfahren für die empirische Sozialforschung im allgemeinen und für die Evaluationsforschung im Besonderen entfaltet. Ein besonders Spannungsverhältnis resultiert aus dem Umstand, dass sich die Arbeitszufriedenheitsforschung fast ausschließlich quantitativer Verfahren empirischer Sozialforschung bedient; mittels Gruppendiskussionen Befunde zur Arbeitszufriedenheit zu erzielen kann also als eine Art Experiment gewertet werden." (Autorenreferat, IAB-Doku)

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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))