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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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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))

Zitatform

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))

Zitatform

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

Abstract

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

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

Abstract

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

Abstract

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

Abstract

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

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

Abstract

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

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

Abstract

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

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

Abstract

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

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

Abstract

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

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

Abstract

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

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Bianchi, Milo (2012): Financial development, entrepreneurship, and job satisfaction. In: The Review of Economics and Statistics, Jg. 94, H. 1, S. 273-286.

Abstract

"This paper shows that utility differences between the self-employed and employees increase with financial development. This effect is explained not by increased profits but by an increased value of nonmonetary benefits, in particular job independence. We interpret these findings by building a simple occupational choice model in which financial constraints may impede the creation of firms and depress labor demand, thereby pushing some individuals into self-employment for lack of salaried jobs. In this setting, financial development favors a better matching between individual motivation and occupation, thereby increasing entrepreneurial utility despite increasing competition and so reducing profits." (Author's abstract, IAB-Doku) ((en))

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

Abstract

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

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Bryson, Alex, Erling Barth & Harald Dale-Olsen (2012): Do higher wages come at a price? In: Journal of economic psychology, Jg. 33, H. 1, S. 251-263. DOI:10.1016/j.joep.2011.10.005

Abstract

"Using linked employer-employee data for Britain we find that higher wages are associated with higher job satisfaction and higher job anxiety. The association between wages and non-pecuniary job satisfaction disappears with the inclusion of effort measures whereas the positive association between wages and job anxiety remains strong and significant providing no support for a compensating differential explanation, but rather for a 'gift exchange' type of reciprocal behaviour. No support is found for the proposition that within-workplace wage differentials are a source of job anxiety." (Author's abstract, IAB-Doku) ((en))

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Böckerman, Petri & Pekka Ilmakunnas (2012): The job satisfaction-productivity nexus. A study using matched survey and register data. In: ILR review, Jg. 65, H. 2, S. 244-262. DOI:10.1177/001979391206500203

Abstract

"The authors examine the role of employee job satisfaction in Finnish manufacturing plants over the period 1996-2001 to determine the extent to which it affects establishment-level productivity. Using matched data on job satisfaction from the European Community Household Panel (ECHP) and information on establishment productivity from longitudinal register data linked to the ECHP, they estimate that the effect of an increase in the establishment's average level of employee job satisfaction on productivity is positive, but its magnitude varies depending on the specification of the model. The authors use an instrumental variables point estimate and find that an increase in the measure of job satisfaction by one within-plant standard deviation increases value-added per hours worked in manufacturing by 6.6%." (Author's abstract, IAB-Doku) ((en))

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

Abstract

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

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Drydakis, Nick (2012): Health-impaired employees' job satisfaction. New evidence from Athens, Greece. In: Applied Economics Letters, Jg. 19, H. 8, S. 789-793. DOI:10.1080/13504851.2011.605346

Abstract

"This study by utilizing the 2008 Athens Area Study (AAS) data set investigates four aspects of job satisfaction - total pay, promotion prospects, respect received from one's supervisor and total job satisfaction - between healthy and heath-impaired employees. Health-impaired employees are found to be less satisfied according to all job satisfaction measures even when a large number of productivity features and job characteristics are controlled for. The outcomes also suggest that women are more satisfied with their jobs than men are, regardless of health status. Moreover, the estimations show that health-impaired employees' job satisfaction is affected more than healthy employees' job satisfaction by adverse mental health symptoms (life dissatisfaction). Finally, health-impaired employees are found to become more satisfied with their jobs with time after disability onset. This study concludes that health-impaired employees may have higher expectations about what they will obtain from their work, as well as they may have job satisfaction adjustments." (Author's abstract, IAB-Doku) ((en))

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

Abstract

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

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Fehrler, Sebastian & Michael Kosfeld (2012): Pro-social missions and worker motivation. An experimental study. (IZA discussion paper 6460), Bonn, 36 S.

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." (Autorenreferat, IAB-Doku)

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

Abstract

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

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Gerdes, Johann (2012): Arbeitsqualität aus der Sicht von jungen Beschäftigten. Vierte Sonderauswertung zum DGB-Index Gute Arbeit. Schwerpunkte: Stress, Überstunden, Arbeitsintensität. Studie. 39 S.

Abstract

"Weil die Wirkungen von Arbeit so weitreichend sind, hat die DGB-Index GmbH eine bundesweite Repräsentativumfrage über die Entwicklung der Arbeitsbedingungen aus Sicht der Beschäftigten in Deutschland in Auftrag gegeben. Die Befragung wurde 2011 vom Umfragezentrum Bonn (uzbonn) durchgeführt und fachlich vom Internationalen Institut für Empirische Sozialökonomie (INIFES) begleitet. Die Gesamtstichprobe umfasste 6.083 Personen, darunter 1.238 abhängig Beschäftigte unter 35 Jahren. Der vorliegende Bericht wertet nur die Ergebnisse für diese 'jungen abhängig Beschäftigten unter 35 Jahren ' aus. Ältere Beschäftigte, die 35 Jahre und älter sind sowie Auszubildende finden nur punktuell als Vergleichsgruppen Berücksichtigung. Befragt wurden Arbeitnehmerinnen und Arbeitnehmer aus allen Branchen, Einkommens- und Altersgruppen, Regionen, Betriebsgrößen, Wirtschaftszweigen und Beschäftigungsformen, gewerkschaftlich Organisierte wie Nicht-Mitglieder. Das vorliegende Ergebnis ist repräsentativ für das Urteil der Beschäftigten über ihre Arbeitsbedingungen in Deutschland. Nach der Gewichtung der Daten sind 26,1% der Befragten 'junge abhängig Beschäftigte unter 35 Jahren'. Mit der Befragung wurde die Arbeitsqualität aus der Sicht von abhängig Beschäftigten ermittelt. Diese Arbeitsqualität setzt sich immer aus verschiedenen Dimensionen zusammen. Aus den in der Befragung beleuchteten insgesamt 11 Dimensionen soll im folgenden Bericht der Fokus auf die Faktoren Arbeitszeit, Arbeitshetze und zeitliche Beanspruchung durch Arbeit gelegt werden. Außerdem wird durch die Zusammenfassung der Einzelbewertungen eine Übersicht über die Gesamtbeurteilung ausgewählter Dimensionen vorgestellt." (Autorenreferat, IAB-Doku)

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

Abstract

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

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Hammermann, Andrea & Alwine Mohnen (2012): Who benefits from benefits? Empirical research on tangible incentives. (IZA discussion paper 6284), Bonn, 33 S.

Abstract

"Although a broad field of literature on incentive theory exists, employer-provided tangible goods (hereafter called benefits) have so far been neglected by economic research. A remarkable exception is an empirical study by Oyer (2008). In our study, we test some of his findings by drawing on a German data set. We use two waves of the GSOEP data (2006, 2008) to analyze the occurrence of benefits and their effects on employees' satisfaction. Our results provide evidence for economic as well as psychological explanations. Looking at differences in firms' and employees' characteristics we find that cost efficiency concerns, the purpose to signal good working conditions and the aim to ease employees' effort costs are evident reasons to provide benefits. Furthermore, analyzing the impact of tangible and monetary incentives on satisfaction and employees' feeling of being acknowledged by employers, we find different motivational effects. Our results support the psychological explanation that benefits are evaluated separately from other monetary wage components and are more likely to express employers' concern for their employees and recognition of their performance." (Author's abstract, IAB-Doku) ((en))

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

Abstract

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

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

Abstract

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

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

Abstract

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

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

Abstract

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

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Leppel, Karen, Eric Brucker & Jeremy Cochran (2012): The importance of job training to job satisfaction of older workers. In: Journal of Aging and Social Policy, Jg. 24, H. 1, S. 62-76. DOI:10.1080/08959420.2012.629136

Abstract

"If job training has positive impacts on worker satisfaction, then job training can have desirable consequences for an organization that result both directly through its effects on productivity and indirectly through its effects on job satisfaction. Furthermore, the aging of the workforce implies that older workers will become increasingly important to firms and to the economy. This study, therefore, seeks to examine the relationship between job training and job satisfaction, focusing in particular on U.S. workers born in 1964 or earlier. The results of ordered logit regression analysis indicate that availability and quality of training received directly affect job satisfaction." (Author's abstract, IAB-Doku) ((en))

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

Abstract

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

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

Abstract

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

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

Abstract

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

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

Abstract

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

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

Abstract

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

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Meyer, John P., Laura J. Stanley & Natalya M. Parfyonova (2012): Employee commitment in context. The nature and implication of commitment profiles. In: Journal of vocational behavior, Jg. 80, H. 1, S. 1-16. DOI:10.1016/j.jvb.2011.07.002

Abstract

"It is well established that employee commitment can take different forms (e.g., affective, normative, and continuance), yet it is only recently that theory has been advanced to explain how these different forms combine to influence behavior (Meyer & Herscovitch, 2001). We tested this theory with data from employees in three human services organizations (N=403). Using latent profile analyses, we identified six distinct profile groups and found that they differed on measures of need satisfaction, regulation, affect, engagement, organizational citizenship behavior, and well-being. The observed differences are consistent with the notion that a commitment profile provides a context that determines how the individual components are experienced (Gellatly, Meyer, & Luchak, 2006). We discuss the theoretical and practical implications of this context effect." (Author's abstract, IAB-Doku) ((en))

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Mumford, Karen & Peter N. Smith (2012): Peer salaries and employee satisfaction in the workplace. (IZA discussion paper 6673), Bonn, 14 S.

Abstract

"We explore the relationship between reported job satisfaction and own wage, relative wage and average comparison group wage; allowing for asymmetry in these responses across genders. We find that the choice of relevant comparison group is affected by gender in Britain; men display behaviour characteristic of competitiveness whilst women do not." (Author's abstract, IAB-Doku) ((en))

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Obschonka, Martin, Rainer K. Silbereisen & Jacek Wasilewski (2012): Constellations of new demands concerning careers and jobs. Results from a two-country study on social and economic change. In: Journal of vocational behavior, Jg. 80, H. 1, S. 211-223. DOI:10.1016/j.jvb.2011.08.002

Abstract

"Focusing on new demands posed by social and economic change, and applying a pattern-based approach, this study examined constellations of increasing labor market uncertainties (understood as threat) and increasing job-related learning tasks (understood as positive challenge). We investigated whether and how the groups of working individuals behind these constellations would systematically differ in socio-demographic characteristics and psychological resources and adjustment. Results derived from two corresponding data sets from Germany and Poland (German data set: N=1448; Polish data set: N=1584). Discriminant analyses revealed very similar results in both countries. As expected, respondents with a 'Negative change' pattern (high uncertainty/low learning) differed from the 'Positive change' group (low uncertainty/high learning) in that they showed higher levels of psychological resources (e.g., change-related self-efficacy), adjustment (e.g., work satisfaction), and socioeconomic status. Respondents with a 'Complex change' pattern (high/high) mainly differed from those with a 'No change' pattern (low/low) in that they showed more change related exploration. Additional analyses revealed that the 'Positive change' pattern is particularly prevalent in high positions (i.e., managers and professionals). Taken together, the results illustrate that constellations of change-related demands are systematically distributed within the working population as a function of socio-demographic background and psychological make-up." (Author's abstract, IAB-Doku) ((en))

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

Abstract

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

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

Abstract

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

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

Abstract

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

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

Abstract

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

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

Abstract

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

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Steiner, Lasse & Lucian Schneider (2012): The happy artist? An empirical application of the work-preference model. (SOEPpapers on multidisciplinary panel data research at DIW Berlin 430), Berlin, 32 S.

Abstract

"The artistic labor market is marked by several adversities, such as low wages, above-average unemployment, and constrained underemployment. Nevertheless, it attracts many young people. The number of students exceeds the available jobs by far. A potential explanation for this puzzle is that artistic work might result in exceptionally high job satisfaction, a conjecture that has been mentioned at various times in the literature. We conduct the first direct empirical investigation of artists' job satisfaction. The analysis is based on panel data from the German Socio-Economic Panel Survey (SOEP). Artists on average are found to be considerably more satisfied with their work than non-artists, a finding that corroborates the conjectures in the literature. Differences in income, working hours, and personality cannot account for the observed difference in job satisfaction. Partially, but not fully, the higher job satisfaction can be attributed to the higher self-employment rate among artists. Suggestive evidence is found that superior 'procedural' characteristics of artistic work, such as increased variety and on-the-job learning, contribute to the difference in job satisfaction." (Author's abstract, IAB-Doku) ((en))

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

Abstract

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

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

Abstract

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

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

Abstract

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

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

Abstract

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

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

Abstract

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

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(2012): Sick on the job? Myths and realities about mental health and work. (Mental health and work), Paris, 210 S. DOI:10.1787/9789264124523-en

Abstract

"Jeder fünfte Arbeitnehmer leidet unter psychischen Erkrankungen. Drei Viertel der Betroffenen geben an, dieser Zustand beinträchtige ihre Produktivität und das Arbeitsklima. Das Buch wertet Daten aus zehn OECD-Ländern aus (darunter Österreich und die Schweiz) und kommt zu dem Schluss, dass es neuer Ansätze bedarf, um psychisch labile Arbeitnehmer zu entlasten." (Autorenreferat, IAB-Doku)

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Badura, Bernhard, A. Ducki, Helmut Schröder, Joachim Klose & Katrin Macco (Hrsg.) (2011): Fehlzeiten-Report 2011. Führung und Gesundheit. Zahlen, Daten, Analysen aus allen Branchen der Wirtschaft. (Fehlzeiten-Report), Berlin: Springer London, 438 S.

Abstract

"Der Fehlzeiten-Report, der vom Wissenschaftlichen Institut der AOK (WIdO), der Universität Bielefeld und der Beuth Hochschule für Technik Berlin herausgegeben wird, informiert jährlich umfassend über die Krankenstandsentwicklung in der deutschen Wirtschaft. Er beleuchtet detailliert das Arbeitsunfähigkeitsgeschehen in den einzelnen Branchen und stellt aktuelle Befunde und Bewertungen zu den Gründen und Mustern von Fehlzeiten in Betrieben vor. In seinem Schwerpunkt beschäftigt sich der Fehlzeiten-Report 2011 mit dem Thema 'Führung und Gesundheit'. In einer rohstoffarmen und hochindustrialisierten Dienstleistungswirtschaft bilden die Mitarbeiter das wichtigste Leistungspotenzial eines Unternehmens und sind entscheidend für den zukünftigen Unternehmenserfolg. Damit angesichts des demografischen Wandels die Mitarbeiter motiviert und leistungsfähig bleiben, spielen Führungskräfte eine besondere Rolle. Sie sind oft selbst großen Belastungen und Beanspruchungen ausgesetzt, tragen gleichzeitig aber auch die Verantwortung für die Gesunderhaltung ihrer Mitarbeiter. Der Fehlzeiten-Report stellt sowohl die personalpolitischen Ansätze in Unternehmen und die Rollen von Mitarbeitern und Führungskräften als auch konkrete evaluierte Maßnahmen vor." (Autorenreferat, IAB-Doku)

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

Abstract

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

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Bohulskyy, Yan, Marcel Erlinghagen & Friedrich Scheller (2011): Arbeitszufriedenheit in Deutschland sinkt langfristig. (IAQ-Report 2011-03), Duisburg, 9 S. DOI:10.17185/duepublico/45674

Abstract

"'Seit Mitte der 1980er Jahre nimmt die Arbeitszufriedenheit von Beschäftigten in Deutschland in einem langfristigen Trend ab.
- Besonders stark ist der Rückgang bei älteren Arbeitnehmern jenseits des 50. Lebensjahres. Ansonsten zeigt sich ein Rückgang der Arbeitszufriedenheit in allen Qualifikationsstufen und in Betrieben unterschiedlicher Größe in ähnlicher Form.
- Im internationalen Vergleich weisen Arbeitnehmer in Deutschland eine besonders geringe Arbeitszufriedenheit auf.
- Die Ursachen dafür sind in Entwicklungen wie der Intensivierung der Arbeit in den Betrieben, Problemen der Vereinbarkeit von Familie und Beruf, geringen Lohnsteigerungen und wachsender Unsicherheit bezüglich der beruflichen Zukunft zu suchen." (Autorenreferat, IAB-Doku)

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

Abstract

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

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Buscher, Herbert, Susann Noack & Melanie Pelz (2011): Qualität der Arbeit: Eine Untersuchung für Ost- und Westdeutschland für die Jahre 1994 und 2009. In: Wirtschaft im Wandel, Jg. 17, H. 12, S. 422-428.

Abstract

"Qualität der Arbeit - ein überwiegend subjektives Empfinden von Erwerbstätigen hat als qualitatives Merkmal in den letzten Jahren bei der Bewertung der Arbeitswelt an Bedeutung gewonnen. Im Gegensatz zu quantitativen Aspekten des Erwerbs- und Arbeitslebens ist die Qualität der Arbeit allerdings schwer messbar und setzt sich aus zahlreichen Indikatoren zusammen. Die hierbei erfassten Bereiche erstrecken sich von gesundheitlichen Aspekten des Arbeitslebens bis hin zu Möglichkeiten, die Arbeitszeit flexibel zu gestalten. Die Studie leistet einen Beitrag zur Erweiterung dieses Indikatorensystems, indem weitere Aspekte der Qualität von Arbeit wie berufsbedingtes Pendeln, die Übereinstimmung von erworbener Qualifikation und ausgeübter Tätigkeit, betriebliche Karrierechancen sowie die allgemeine Einkommenszufriedenheit untersucht werden. Hierbei wird zwischen Ost- und Westdeutschland sowie nach Altersklassen und Qualifikation der Befragten unterschieden. Ausgewertet werden die Ergebnisse auf der Basis des Sozio-oekonomischen Panels (SOEP) für die Jahre 1994 und 2009. Hierdurch sollen Erkenntnisse darüber gewonnen werden, ob insbesondere ostdeutsche Arbeitnehmer zu einem Zeitpunkt relativ kurz nach der politischen Wende die Qualität der Arbeit anders bewerteten als westdeutsche Arbeitnehmer und ob über die Zeit eine Angleichung in der Beurteilung stattgefunden hat." (Autorenreferat, IAB-Doku)

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

Abstract

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

Zitatform

Böckerman, Petri, Alex Bryson & Pekka Ilmakunnas (2011): Does high involvement management improve worker wellbeing? (NIESR discussion paper 380), London, 37 S.

Abstract

"Employees exposed to high involvement management (HIM) practices have higher subjective wellbeing, fewer accidents but more short absence spells than 'like' employees not exposed to HIM. These results are robust to extensive work, wage and sickness absence history controls. We present a model which highlights the possibility of higher short-term absence in the presence of HIM because it is more demanding than standard production and because multi-skilled HIM workers cover for one another's short absences thus reducing the cost of replacement labour faced by the employer. We find direct empirical support for the assumptions in the model. Consistent with the model, because long-term absences entail replacement labour costs for HIM and non-HIM employers alike, long-term absences are independent of exposure to HIM." (Author's abstract, IAB-Doku) ((en))

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

Abstract

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

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Chang, Hung-Hao & Steven T. Yen (2011): Full-time, part-time employment and life satisfaction of the elderly. In: The Journal of Socio-Economics, Jg. 40, H. 6, S. 815-823. DOI:10.1016/j.socec.2011.08.008

Abstract

"There is continued interest in employment and subjective well-being among the elderly because of the increasing proportion of elderly population in the labor force. This study investigates the association between part-time and full-time employment and life satisfaction of the elderly in Taiwan. We also examine how these associations may differ across socio-demographic groups. An ordinal treatment effect model is developed to accommodate the discrete feature of the employment decision and the potential endogeneity of these two outcomes. Using a unique sample of the elderly in Taiwan, in contrast to findings for the general population of the previous studies, we find that part-time employment is significant and positively associated with life satisfaction, while elderly with full-time employment have lower life satisfaction. These results are robust across socio-demographic groups." (Author's abstract, IAB-Doku) ((en))

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

Abstract

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

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Clark, Andrew E. (2011): The organisational commitment of workers in OECD countries. In: Management Revue, Jg. 22, H. 1, S. 8-27. DOI:10.1688/1861-9908_mrev_2011_01_Clark

Abstract

"The degree to which workers identify with their firms, and how hard they are willing to work for them, would seem to be key variables for the understanding of both firm productivity and individual labour-market outcomes. This paper uses repeated cross-section ISSP data from 1997 and 2005 to consider three of measures of worker commitment. There are enormous cross-country differences in these commitment measures, which are difficult to explain using individual- or job-related characteristics. These patterns do, however, correlate with some country-level variables. While unemployment and inflation are both associated with lower commitment to an extent, economic and civil liberties are positively correlated with worker effort and pride in the firm." (Author's abstract, IAB-Doku) ((en))

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

Abstract

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

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

Abstract

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

Zitatform

Brückner, Gunter, Erik Schäfer, Uwe Reim, Stefan Brings, Eckhard Priller, Olga Pötzsch, Angelika Scheuer, Weert Canzler, Joachim Frick, Silvia Deckl, Gabriela Fuhr, Dominik Asef, Patrick J. Droß, Reinhard Pollak, Claudia Finke, Heiko Pfaff, Michael Blohm, Tanja Mucha, Thomas Ziese, Dirk Mohr, Bernhard Weßels, Johanna Mischke, Stefan Weick, Heiner Meulemann, Martina Wasmer, Ursula Lauber, Ingrid Tucci, Thomas Lampert, Bettina Sommer, Benjamin Kuntz, Renate Schulze-Steikow, Christiane Krüger-Hemmer, Mareike Alscher, Lars Eric Kroll, Jörg Dittmann, Sascha Krieger, Mirjam Bick, Peter Krause, Christian Wingerter, Elle Krack-Roberg, Karl Weichs, Kristina Kott, Annette Spellerberg, Udo Kleinegees, Sebastian Czajka, Elke Holst, Klaus-Jürgen Duschek, Regina Hoffmann-Müller, Julia Weinmann, Ralf Himmelreicher, Jürgen Schupp, Roland Habich, Karin Böhm, Claire Grobecker, Hanfried H. Andersen, Markus Grabka, Jessica Walter & Jan Goebel (2011): Datenreport 2011. Ein Sozialbericht für die Bundesrepublik Deutschland. Band I und II. (Datenreport / Statistisches Bundesamt 13), Bonn, 448 S.

Abstract

"Der Datenreport ist ein Gemeinschaftsprojekt des Statistischen Bundesamtes (Destatis), des Wissenschaftszentrums Berlin für Sozialforschung (WZB) und des Deutschen Instituts für Wirtschaftsforschung (DIW). Im Datenreport werden die Ergebnisse des Statistischen Bundesamtes und der sozialwissenschaftlichen Forschung zusammengeführt, so dass ein differenziertes Bild der Lebensverhältnisse in Deutschland entsteht. Die amtliche Statistik ist mit ihren umfangreichen, vielfältigen und kontinuierlich durchgeführten Erhebungen nach wie vor der wichtigste Anbieter von Informationen über die Lebensverhältnisse und gesellschaftlichen Entwicklungen in Deutschland. Eine leistungsfähige sozialwissenschaftliche Datengrundlage ergänzt und bereichert das Informations- und Analysepotential der amtlichen Daten. Ein farbiges Leitsystem erleichtert die Unterscheidung der Beiträge des Statistischen Bundesamtes und der sozialwissenschaftlichen Forschungsinstitute." (Textauszug, IAB-Doku)

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

Abstract

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

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Dickey, Heather, Verity Watson & Alexandros Zangelidis (2011): Job satisfaction and quit intentions of offshore workers in the UK North Sea oil and gas industry. In: Scottish Journal of Political Economy, Jg. 58, H. 5, S. 607-633. DOI:10.1111/j.1467-9485.2011.00561.x

Abstract

"The North Sea oil and gas industry currently faces recruitment and retention difficulties because of a shortage of skilled workers. One means of retaining existing employees is to improve workers' job satisfaction. In this paper, we investigate the determinants of job satisfaction and intentions to quit within this industry sector. We find that individuals in good financial situations, those whose skills are closely related to their job and those who received training reported higher levels of job satisfaction. Furthermore, we establish the importance of job satisfaction, promotion prospects and training opportunities in determining workers' intentions to quit their job." (Author's abstract, IAB-Doku) ((en))

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

Abstract

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

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

Abstract

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

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

Abstract

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

Zitatform

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

Abstract

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