Arbeitszufriedenheit
Zufriedene Mitarbeiter*innen sind produktiver, seltener krank und verursachen geringere Sozialkosten. Arbeitszufriedenheit hat aber nicht nur Vorteile für Betriebe. Das Wohlbefinden am Arbeitsplatz ist auch ein wichtiger Indikator für die Qualität der Arbeit selbst. Doch was ist überhaupt Arbeitszufriedenheit? Wie wird sie gemessen? Welche Faktoren und Prozesse fördern, welche schränken sie ein?
Das Thema Arbeitszufriedenheit steht seit Jahrzehnten im Mittelpunkt kritischer wissenschaftlicher Auseinandersetzungen. Die Infoplattform gibt einen Überblick über aktuelle Arbeiten und ausgewählte ältere Publikationen zu theoretischen Ansätzen und empirischen Resultaten der Arbeitszufriedenheitsforschung.
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Literaturhinweis
Trajectories of job resources and the timing of retirement (2025)
Zitatform
El Khawli, Elissa, Mark Visser & Mustafa Firat (2025): Trajectories of job resources and the timing of retirement. In: Work, Aging and Retirement, Jg. 11, H. 2, S. 149-161. DOI:10.1093/workar/waae004
Abstract
"Job resources benefit and motivate workers and, therefore, facilitate longer working lives. Yet, little is known about how job resources develop over time and how, in turn, trajectories of job resources are associated with retirement timing. Accordingly, this study examines job resource trajectories of older workers and to what extent these trajectories are related to when people retire. Using data from the Survey of Health, Ageing and Retirement in Europe (SHARE), growth mixture models are conducted to examine the trajectory of three job resources, namely autonomy, skill development opportunities and recognition, from age 50 until workers retired or dropped out of the survey. Four trajectories of job resources are found: stable high resources, stable low skill development opportunities, stable low recognition and stable low resources. The results of the subsequent event history analysis of retirement timing show that older workers with trajectories of job resources characterized by stable low recognition and stable low resources are at higher risk of earlier retirement compared to those with other trajectories. The findings shed light on the importance of job resource trajectories for promoting longer working lives." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Work organization in social enterprises: A source of job satisfaction? (2025)
Zitatform
Joutard, Xavier, Francesca Petrella & Nadine Richez‐Battesti (2025): Work organization in social enterprises: A source of job satisfaction? In: Kyklos, Jg. 78, H. 1, S. 111-148. DOI:10.1111/kykl.12411
Abstract
"Many studies suggest that employees of social enterprises experience greater job satisfaction than employees of for-profit organizations, although their pay and employment contracts are usually less favorable. Based on linked employer–employee data from a French survey on employment characteristics and industrial relations and using a decomposition method developed by Gelbach (2016), this paper aims to explain this somewhat paradoxical result. Focusing on work organization variables, we show that the specific work organization of social enterprises explains a large part of the observed job satisfaction differential both in general and more specifically, in terms of satisfaction with access to training and working conditions. By detailing the components of work organization, the higher job satisfaction reported by employees in social enterprises stems from their greater autonomy and better access to information. In contrast to earlier studies, however, our results show that these work organization variables do not have more value for social enterprise employees than for for-profit organization employees in the case of overall job satisfaction. This result casts doubt on the widespread hypothesis that social enterprise employees attach more weight to the nonmonetary advantages of their work than their counterparts in for-profit organizations." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
How perceived well-being determinants differ for immigrants and natives in Italy (2024)
Zitatform
Campolo, Maria Gabriella & Antonino Di Pino Incognito (2024): How perceived well-being determinants differ for immigrants and natives in Italy. In: Quality & quantity, Jg. 58, H. 3, S. 2499-2522. DOI:10.1007/s11135-023-01765-x
Abstract
"Analysts have identified pecuniary and non-pecuniary factors, as well as the role of individual skills, as relevant predictors of perceived well-being of immigrants, but with different and conflicting conclusions. In this study, related to the Italian case, we evaluate the gap in the well-being of immigrants compared to natives in terms of psychological distress and economic conditions. Using the Italian data from the European Survey on Income and Living Conditions, we estimated well-being functions in different domains by assuming that the emotional condition of the subjects influences their perceived well-being in both cognitive and community domains. We found that considering different well-being domains helps to better assess the nature of the gap between immigrants and natives." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))
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Literaturhinweis
In the Hand of the Family: Management Practices and Perceived Job Quality (2024)
Zitatform
Ehmann, Stefanie, Patrick Kampkötter, Julian Wenzel & Stefanie Wolter (2024): In the Hand of the Family: Management Practices and Perceived Job Quality. (SSRN papers), Rochester, NY, 39 S. DOI:10.2139/ssrn.5060329
Abstract
"This paper explores the use and implications of management practices in family firms compared to firms with dispersed ownership. Our longitudinal and representative employer-employee data set contains detailed information on the implementation of management practices at the firm level, as well as on the type of management in family firms. The analyses show that family firms are not inherently less likely to implement management practices as compared to firms with dispersed ownership, as the differences are driven by the type of management rather than ownership. We find that family-managed family firms are less likely to have implemented structured management practices, whereas externally-managed family firms are not as different from firms with dispersed ownership. Yet, we show that perceived job quality in family firms such as job satisfaction, procedural fairness and leadership quality, does not suffer from the lack of formal practices, suggesting that informal practices play an important role in family firms. For externally-managed family firms, we even find tentative evidence for comparatively higher levels of perceived job quality." (Author's abstract, IAB-Doku) ((en))
Beteiligte aus dem IAB
Wolter, Stefanie; -
Literaturhinweis
Job satisfaction declines before retirement in Germany (2024)
Zitatform
Henning, Georg, Graciela Muniz-Terrera, Andreas Stenling & Martin Hyde (2024): Job satisfaction declines before retirement in Germany. In: European Journal of Ageing, Jg. 21, H. 1. DOI:10.1007/s10433-024-00830-0
Abstract
"Job satisfaction has been found to increase with age. However, we still have a very limited understanding of how job satisfaction changes as people approach retirement. This is important as the years before retirement present specific challenges for older workers. We employed a time-to-retirement approach to investigate (i) mean levels of change in job satisfaction in the decade before retirement, and (ii) social inequalities and interindividual differences in change in pre-retirement job satisfaction. Data were drawn from the German Socioeconomic Panel Study (n = 2595). Latent growth curve modeling revealed that job satisfaction declined slightly as people approached retirement, with steeper declines in the very last years before retirement. However, the mean-level decline was very small. Education, age, health, region, marital status, and historical time, but not gender or caregiving mattered for level and change in job satisfaction before retirement. The findings demonstrate the importance of taking a time-to-retirement approach when examining experiences of older workers." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Qualität der Arbeitsbedingungen von Beschäftigten in Sachsen 2023: Ergebnisse der Befragung zum DGB-Index Gute Arbeit in Sachsen (2024)
Ketzmerick, Thomas; Hosang, Christian;Zitatform
Ketzmerick, Thomas & Christian Hosang (2024): Qualität der Arbeitsbedingungen von Beschäftigten in Sachsen 2023. Ergebnisse der Befragung zum DGB-Index Gute Arbeit in Sachsen. (Forschungsberichte aus dem zsh), Dresden, 43 S.
Abstract
"Im Jahr 2023 wurde im Auftrag des Freistaates Sachsen zum achten Mal eine Aufstockung der jährlichen Befragung für den DGB-Index Gute Arbeit realisiert, um einen detaillierteren Einblick in die Beschäftigungs- und Arbeitssituation im Land zu gewinnen. Die Befragung ermöglicht Aussagen zu den wahrgenommenen Arbeitsbedingungen aus Sicht der sächsischen Beschäftigten sowie den Vergleich mit den Ergebnissen für Deutschland. Auf dieser Grundlage können Fortschritte und Handlungsbedarfe im Sinne von guter Arbeit identifiziert werden. Der Gesamtindex Gute Arbeit setzt sich aus drei Teilindizes zusammen: Ressourcen (z.B. Einfluss- und Weiterbildungsmöglichkeiten), Belastungen (z.B. durch körperliche und psychische Anforderungen) sowie Einkommen und Sicherheit (einschließlich der Bewertung des erwarteten Rentenniveaus). Die Teilindizes basieren auf insgesamt 42 Einzelmerkmalen der subjektiv eingeschätzten Arbeitsqualität. Die Arbeitsqualität in Sachsen hat sich in den letzten Jahren deutlich verbessert. Mit einer Unterbrechung in der Pandemie hat der Gesamtindex seit 2018 stetig zugelegt. Eine ähnliche Entwicklung ist in Ostdeutschland zu sehen. Nach einem leichten Rückgang des gesamtdeutschen Wertes liegt die Arbeitszufriedenheit in Sachsen und Ostdeutschland 2023 erstmals nahezu auf dem bundesweiten Niveau." (Textauszug, IAB-Doku)
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Literaturhinweis
Job satisfaction in Europe: a gender analysis (2024)
Zitatform
Nappo, Nunzia & Giuseppe Lubrano Lavadera (2024): Job satisfaction in Europe: a gender analysis. In: International Journal of Manpower, Jg. 45, H. 5, S. 865-884. DOI:10.1108/IJM-11-2022-0524
Abstract
"Purpose: The main aim of this study was to examine gender differences in job satisfaction in Europe. Design/methodology/Approach: For the empirical analysis, data from the Sixth European Working Conditions Survey were used. Oaxaca–Blinder decomposition with a principal component analysis (PCA) aggregated variable, after unconditional quantile regressions in a multiple imputation background, was implemented. Findings: Women report higher job satisfaction than men do. Women were significantly more satisfied than men for the middle levels of the job satisfaction distribution. Originality/value: This study expands the evidence on the determinants of job satisfaction in the European labor market by applying a recent form of decomposition that invests in unconditional quantile regression (UQR). To the best of this study knowledge, this is the first time that the Oaxaca–Blinder decomposition with a PCA aggregated variable after unconditional quantile regression has been employed to study gender-based differences in job satisfaction." (Author's abstract, IAB-Doku, © Emerald Group) ((en))
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Literaturhinweis
Welfare regimes and gender gaps in job satisfaction across Europe. Evidence from the European Working Survey (2024)
Zitatform
Nappo, Nunzia & Giuseppe Lubrano Lavadera (2024): Welfare regimes and gender gaps in job satisfaction across Europe. Evidence from the European Working Survey. In: Applied Economics, S. 1-15. DOI:10.1080/00036846.2024.2364088
Abstract
"Often women report higher levels of job satisfaction than men, although their jobs are worse than men’s jobs. Evidence on this paradox, which is known as the ‘gender-job satisfaction paradox’, is still controversial. This paper focuses on gender differences in job satisfaction across groups of countries in the European Union. The following five groups of countries have been considered: 1) Nordic countries, 2) Anglo-Saxon countries, 3) Continental countries, 4) Southern European countries, and 5) Eastern European countries. For the empirical analysis, data from the Sixth European Working Conditions Survey (EWCS6), collected in 2015 and released in 2017 (EWCS 2017), were employed. To examine the gender job satisfaction gap, a continuous and normally distributed dependent variable derived from a principal component analysis (PCA) of six questions in the survey was employed. An Oaxaca‒Blinder estimation was implemented after unconditional quantile regression (UQR) to capture gender gaps for different levels of job satisfaction. The results are in line with the main literature and show that the paradox is mostly disappearing. However, the paradox persists in the Anglo-Saxon and the Southern European countries." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
How White Workers Navigate Racial Difference in the Workplace: Social-Emotional Processes and the Role of Workplace Racial Composition (2024)
Zitatform
Nelson, Jennifer L. & Tiffany D. Johnson (2024): How White Workers Navigate Racial Difference in the Workplace: Social-Emotional Processes and the Role of Workplace Racial Composition. In: Work and occupations, Jg. 51, H. 3, S. 362-407. DOI:10.1177/07308884231176833
Abstract
"Research on racialized emotions and racialized organizations has begun to inform how we understand social interactions in the workplace and their implications for racial inequality. However, most research to date focuses on the experiences and coping strategies of racial minority workers, especially when confronted with instances of racial prejudice and discrimination. We extend research on racialized emotions in the workplace by mapping the stages of belonging/unbelonging white workers go through when they encounter instances of racial discomfort or perceived prejudice in the workplace. This is an important contribution to the study of race and work because existing research suggests the deleterious effects for people of color when white people experience negative emotions such as threat, fear, and anxiety in interracial encounters. Drawing on interview data with 56 white teachers in a metropolitan area in the U.S. Southeast, we document a process of racialized belonging. This is a process whereby white workers experienced varying degrees of surprise, confusion, frustration, and fear resulting from interracial—and some intraracial—experiences with coworkers as well as students. We note how the process is informed by racialized imprinting prior to workplace entry and followed by racialized emotions and racialized coping. Racial composition of the workplace also played a role, though the process looked similar across contexts. We argue that by accounting for white workers’ prior life experiences as well as organizations’ involvement in accommodating their emotional expectations, the way white workers behave when race becomes salient to them can be better understood and addressed." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Empowering older workers through self-regulation: how job crafting and leisure crafting enhance mindfulness and well-being at work (2024)
Zitatform
Xin, Xun, Lili Gao & Yuting He (2024): Empowering older workers through self-regulation: how job crafting and leisure crafting enhance mindfulness and well-being at work. In: Work, Aging and Retirement. DOI:10.1093/workar/waae017
Abstract
"The capacity for self-regulation is crucial for older workers to maintain adaptability and well-being under aging-related challenges. Building on recent research suggesting that practices of self-regulation can enhance self-regulatory capacity, our study employs self-regulation theory to investigate how two distinct self-regulatory practices—job crafting (JC) and leisure crafting (LC)—support older workers in enhancing their work well-being through the lens of self-regulatory capacity, specifically mindfulness. Within this theoretical framework, we further explore the combined effects of JC and LC on adaptation to the aging process. A three-wave time-lagged survey was conducted among 227 older Chinese workers from science and technology enterprises. The results from latent structural equation modeling indicate that mindfulness at work mediates the relationship between crafting practices (both JC and LC) and work well-being. Moreover, JC and LC exhibit a compensatory relationship in facilitating mindfulness at work, which in turn promotes the work well-being of older workers. These findings offer a novel perspective grounded in self-regulation theory, highlighting how JC and LC contribute to successful aging by strengthening mindfulness capacity." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Intergenerational Differences in Job Satisfaction in Germany (2024)
Zitatform
Śliwicki, Dominik (2024): Intergenerational Differences in Job Satisfaction in Germany. (Scientific Papers of Silesian University of Technology. Organization and Management Series 199), 13 S. DOI:10.29119/1641-3466.2024.199.44
Abstract
"The aim of the research is to determine the differences in the level of job satisfaction among employees representing different generations in the labor market in Germany. It is assumed that the younger the generation, the lower the chance for higher satisfaction. The first part of the methodology is based on the use of post hoc statistical tests and answers to the questions about the significance of differences in the level of job satisfaction among employees representing different generations. The second part of the analysis involves estimating multinomial logit models in which the dependent variable is job satisfaction. This part indicates important factors influencing the increase in the chances of achieving higher job satisfaction. The results of the study showed that there are statistically significant differences in the level of job satisfaction between the BB and X generations as well as the BB and Y generations. The general conclusion is that the younger the generation, the lower the average job satisfaction. Significant differences occur only when compared to the oldest generation. The sample of the data is representative for German establishments in the private sector with at least employees. Further research may focus on identifying the factors that create job satisfaction in generational groups and those that cause significant differences. An important element of the research would be to find substitution relationships between factors, which could certainly be used in human resources management processes. Practical implications: The research results can be used in practice in managing intergenerational teams. Knowledge of differences in approach to work and factors influencing job satisfaction allows for more accurate influence on, among others: employee commitment and performance and mitigating conflict situations. The social implications of the presented study are related to shaping the attitudes of both employees and managers towards representatives of different generations functioning in the workplace and their mutual relationships. The article is addressed to a wide range of management practitioners in intergenerational teams. The value is providing new knowledge about differences in job satisfaction and factors that build satisfaction." (Author's abstract, IAB-Doku) ((en))
Weiterführende Informationen
Data product DOI: 10.5164/IAB.LPP1221.de.en.v2 -
Literaturhinweis
Younger and less satisfied? Young workers life satisfaction during the Covid-19 pandemic in Germany (2023)
Zitatform
Achatz, Juliane, Bernhard Christoph & Silke Anger (2023): Younger and less satisfied? Young workers life satisfaction during the Covid-19 pandemic in Germany. In: IAB-Forum H. 29.12.2023. DOI:10.48720/IAB.FOO.20231229.01
Abstract
"Adverse effects on workers’ employment situation are highly unequal for different groups. Young workers were particularly affected by the pandemic. They were less likely to receive short-time work allowance and their income developed less favourably than the income of older workers. While financial concerns and job insecurity decrease life satisfaction, it appears that additional threats and restrictions coming along with the pandemic—as approximated by incidence rates—had a much more substantial influence on young workers’ life satisfaction than labour market-related disadvantages." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Language proficiency of migrants: the relation with job satisfaction and skill matching (2023)
Zitatform
Bloemen, Hans G. (2023): Language proficiency of migrants: the relation with job satisfaction and skill matching. In: Empirical economics, Jg. 65, H. 6, S. 2899-2952. DOI:10.1007/s00181-023-02445-3
Abstract
"We empirically analyze the relation between language proficiency and job level of migrants in the Netherlands. A lack of language skills may induce the migrant to work in jobs of a lower level leading to lower job satisfaction. We analyse information about job satisfaction, the fit between the migrant’s education and skill level and the job, and professional level. Men with a higher proficiency level are more satisfied with their type of work and are employed at a higher professional level. For women, no impact of language proficiency can be found." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))
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Literaturhinweis
Die Jungen wollen nicht mehr arbeiten? Sinnansprüche und Arbeitsethos jüngerer Arbeitnehmer:innen (2023)
Zitatform
Boór, Beata & Bernhard Kittel (2023): Die Jungen wollen nicht mehr arbeiten? Sinnansprüche und Arbeitsethos jüngerer Arbeitnehmer:innen. In: WISO, Jg. 46, H. 2, S. 33-51.
Abstract
"Die dargestellten empirischen Ergebnisse zeigen, anders als der mediale Diskurs vermuten lässt, keine relevanten Unterschiede in den Arbeitswerten zwischen den Altersgruppen oder Generationen. In den untersuchten Dimensionen Arbeitszentralität und JobattributPräferenzen zeigen sich ähnliche Ergebnisse und Dynamiken für beide Altersgruppen. Der Lebensbereich „Arbeit“ hat weiterhin einen hohen Stellenwert im Leben der Menschen. Entgegen der in der Einleitung genannten Schlagzeilen ist die Bereitschaft, selbst ohne finanzielle Notwendigkeit zu arbeiten, unter jungen Arbeitnehmer:innen weiterhin hoch und sinkt tendenziell erst mit der Annäherung an das Pensionsalter ab. Gleichzeitig lässt sich nicht nachweisen, dass der Lebensbereich „Freizeit“ für die jüngere Generation bedeutender wäre als für die Gruppe der über 35-Jährigen. Stattdessen zeigt sich altersunabhängig eine hohe Bedeutung dieses Bereichs und eine niedrige Bereitschaft, diesen kontinuierlich der Erwerbsarbeit unterzuordnen. Die resultierende Abnahme der relativen Arbeitszentralität betrifft somit alle Arbeitnehmer:innen und ist nicht auf die jüngeren Generationen beschränkt. Die Ergebnisse für die Dimension der Jobattribut-Präferenzen zeigt außerdem die anhaltend hohe Bedeutung von extrinsischen und intrinsischen Faktoren sowie von Vereinbarkeit zwischen dem Arbeits- und Privatleben. Aspekte wie Sicherheit, gute Bezahlung, Work-Life-Balance und selbstbestimmtes Arbeiten in einer wertschätzenden Umgebung sind somit nicht nur für jüngere Generationen relevant. Wenn allerdings empirisch keine Alters- oder Generationenunterschiede in den Arbeitswerten der Österreicher:innen nachgewiesen werden können, bleibt letztlich die Frage, wieso der mediale Diskurs und die öffentliche Wahrnehmung an den Narrativ eines Generationenwandels festhält. Dafür ist es notwendig, auf andere Studien zurückzugreifen, die das allgemeine Lebensgefühl junger Menschen in Europa untersuchen. Einen Teil der Erklärung liefern Jugendstudien wie die Studie „Junges Europa“ der Tui Stiftung oder die deutsche Shell-Jugendstudie, die aufzeigen, dass Jugendliche und junge Erwachsene inzwischen selbstbewusster sind, klare Vorstellungen davon haben, was sie möchten und weniger bereit sind, sich bestehenden Machtverhältnissen unterzuordnen. Es kann angenommen werden, dass diese Befunde im Wesentlichen auch für Österreich zutreffen. Gleichzeitig treffen sie mit ihrer Bereitschaft, diese Dinge auch einzufordern, auf einen sich verändernden Arbeitsmarkt. Der durch die COVID-19-Pandemie beschleunigte Wandel der Arbeitswelt, gepaart mit dem demografischen Wandel, der anstehenden Pensionierungswelle und einer Verschiebung des Arbeitsmarktes hin zu einem Angebotsmarkt bildet den Kontext, in dem diese erstarkte Emanzipation junger Arbeitnehmer:innen möglich wird. Wie in diesem Beitrag aufgezeigt, sind es nicht die Arbeitswerte der jungen Generation, die sich verändern, sondern ihre Möglichkeiten und Instrumente, ihre Wünsche zu artikulieren und sich dabei zu behaupten." (Textauszug, IAB-Doku, © ISW-Linz)
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Literaturhinweis
The Gender Gap in Meaningful Work (2023)
Zitatform
Burbano, Vanessa C., Olle Folke, Stephan Meier & Johanna Rickne (2023): The Gender Gap in Meaningful Work. (Working paper / Swedish Institute for Social Research (SOFI) 2023,06), Stockholm, 39 S.
Abstract
"An understanding of differences in non-monetary work conditions is fundamental for a complete characterization of individuals’ well-being at work. Thus, to fully characterize gender inequalities in the labor market, scholars have begun to explore gender differences in non-monetary work conditions. We examine one such condition—meaningful work—using nationally representative survey data linked with worker and employer administrative data. We document a large and expanding gender gap in meaningful work, wherein women experience their jobs as more meaningful than men do. We then explore patterns underlying this difference. We find little correlation between women’s higher experience of meaningful work and either labor market decisions related to first parenthood or women’s under-representation in leadership jobs. Instead, the gender gap appears to be highly correlated with the sorting of more women into occupations with a high level of beneficence—the sense of having a prosocial impact. While both women and men experience such jobs as more meaningful, women do so by a larger margin. Next, we consider the relationship between the gender difference in meaningful work and the gender wage gap, contributing to the discussion on compensating differentials in work amenities. We find that while the gender gap in meaningful work closes a substantial part of the wage gap in lower-paid jobs, it does little to close the gap in higherpaid jobs where the gender wage gap is largest." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Going From Entrepreneur Back to Employee: Employer Type, Task Variety, and Job Satisfaction (2023)
Melillo, Francesca;Zitatform
Melillo, Francesca (2023): Going From Entrepreneur Back to Employee: Employer Type, Task Variety, and Job Satisfaction. (Les GREDEG working papers 2023-21), Vabonne, 37 S.
Abstract
"While the literature documents a wage loss for entrepreneurs that return to paid employment, we examine how these entrepreneurs are re-integrated into the labor market. We consider which type of employers hire entrepreneurs and their satisfaction with the new corporate job. Using matched employer-employee data from Belgium combined with an ad-hoc survey, we find that entrepreneurs are hired by smaller employers that offer fewer employee benefits and pay less, contributing to explaining the wage loss. We also find that entrepreneurs are more satisfied than observationally equivalent employees when they are assigned to jobs that involve higher task variety. This effect is more pronounced for entrepreneurs who sort into better employers. Our findings highlight the importance for managers to assign entrepreneurs to the "right" job tasks." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Job Satisfaction and Gender in Italy: A Structural Equation Modeling Approach (2023)
Zitatform
Piccitto, Giorgio, Hans M. A. Schadee & Gabriele Ballarino (2023): Job Satisfaction and Gender in Italy: A Structural Equation Modeling Approach. In: Social indicators research, Jg. 169, H. 3, S. 775-793. DOI:10.1007/s11205-023-03187-6
Abstract
"The aim of this study was to propose a reliable measurement model for the concept of job satisfaction in Italy and to test its measurement invariance across gender. We used the 2003 and 2009 Italian National Statistical Office (ISTAT) Family and Social Subjects (FSS) data, containing information on 8 dimensions of job satisfaction. The best-fitting model was a four-factor one, including the dimensions of intrinsic, rewards, timing and socio-contextual job satisfaction. Multi-group analysis supported the measurement invariance across gender. Additionally, we evaluated the role of several job and individual characteristics as determinants of job satisfaction for men and women. While for a number of them the patterns of association with job satisfaction were similar over genders, some differences also did emerge." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))
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Literaturhinweis
Job demands, job resources and postdoctoral job satisfaction: An empirical study based on the data from 2020 Nature global postdoctoral survey (2023)
Zitatform
Zhang, Yue & Xinxing Duan (2023): Job demands, job resources and postdoctoral job satisfaction: An empirical study based on the data from 2020 Nature global postdoctoral survey. In: PLoS ONE, Jg. 18. DOI:10.1371/journal.pone.0293653
Abstract
"Postdocs encounter numerous hurdles in terms of their professional survival and academic development, as a result of institutional reform and the prevailing academic environment. These challenges significantly impact their job satisfaction, which in turn plays a crucial role in shaping their scientific research career trajectory. To facilitate the advancement of relevant systems and augment the job satisfaction of postdocs, this study employs the 2020 Nature Global Postdoctoral Survey data to conduct a comprehensive analysis. Utilizing descriptive statistics, correlation analysis, and regression analysis, the impact of job characteristic elements on postdoctoral job satisfaction was examined within the theoretical framework of the Job Requirements-Resources (JD-R) model, as well as the mechanisms by which job characteristic elements impact postdoctoral job satisfaction. It was found that job demands and job resources negatively and positively predicted postdoctoral job satisfaction, respectively, with job burnout and job engagement playing a partial mediating role. Job demands can drive postdocs to develop negative coping psychology and limit the motivating effect of job resources on job engagement; job resources can act as a buffer to reduce the probability of postdocs experiencing job burnout as a result of job demands. The aforementioned findings generally support the applicability of the JD-R model to postdocs, theoretically revealing the intrinsic psychological mechanisms by which job characteristics influence postdoctoral job satisfaction and providing theoretical supplements and practical references for postdoctoral training and management." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Gen Z entering the workforce: Restructuring HR policies and practices for fostering the task performance and organizational commitment (2022)
Zitatform
Aggarwal, Arun, Priyanka Sadhna, Sahil Gupta, Amit Mittal & Sanjay Rastogi (2022): Gen Z entering the workforce: Restructuring HR policies and practices for fostering the task performance and organizational commitment. In: Journal of Public Affairs, Jg. 22. DOI:10.1002/pa.2535
Abstract
"Generation Z, the youngest generation is steadily entering the workforce with an entirely unique perspective on careers and workplace norms. Employers need to embrace this generation cohort and use their strengths while providing meaningful work. In this regard, the paper aims to examine the influence of HR policies and practices on Generation Z, toward job satisfaction using the attraction‐selection‐attrition (ASA) theory and self‐determination theory (SDT). Incorporating structural equation modeling, on a sample of 493 Generation Z employees, this paper came up with findings that flexible work practices, reward and recognition, compensation and benefits, feedback‐seeking behavior and volunteering work positively influence Gen Z. In addition, this paper also reveals that job satisfaction mediates the relationship between HR practices, task performance, and affective organizational commitment. The paper is a novel attempt to sensitize the employers to look beyond the surface by orchestrating a new model for meeting Gen Z expectations. The implications of these findings for theory and practice, as well as its limitations and future directions, conclude the paper." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Beyond Hours Worked and Dollars Earned: Multidimensional EQ, Retirement Trajectories and Health in Later Life (2022)
Andrea, Sarah B. ; Eisenberg-Guyot, Jerzy; Peckham, Trevor ; Oddo, Vanessa M. ; Jacoby, Daniel; Hajat, Anjum ;Zitatform
Andrea, Sarah B., Jerzy Eisenberg-Guyot, Vanessa M. Oddo, Trevor Peckham, Daniel Jacoby & Anjum Hajat (2022): Beyond Hours Worked and Dollars Earned: Multidimensional EQ, Retirement Trajectories and Health in Later Life. In: Work, Aging and Retirement, Jg. 8, H. 1, S. 51-73. DOI:10.1093/workar/waab012
Abstract
"The working lives of Americans have become less stable over the past several decades and older adults may be particularly vulnerable to these changes in employment quality (EQ). We aimed to develop a multidimensional indicator of EQ among older adults and identify EQ and retirement trajectories in the United States. Using longitudinal data on employment stability, material rewards, workers ’ rights, working-time arrangements, unionization, and interpersonal power relations from the Health and Retirement Study (HRS), we used principal component analysis to construct an EQ score. Then, we used sequence analysis to identify late-career EQ trajectories (age 50–70 years; N = 11,958 respondents), overall and by sociodemographics (race, gender, educational attainment, marital status). We subsequently examined the sociodemographic, employment, and health profiles of these trajectories. We identified 10 EQ trajectories; the most prevalent trajectories were Minimally Attached and Wealthy (13.9%) and Good EQ to Well-off Retirement (13.7%), however, 42% of respondents were classified into suboptimal trajectories. Those in suboptimal trajectories were disproportionately women, people of color, and less-educated. Individuals in the Poor EQ to Delayed and Poor Retirement and Unattached and Poor clusters self-reported the greatest prevalence of poor health and depression, while individuals in the Wealthy Business Owners and Great EQ to Well-off Retirement clusters self-reported the lowest prevalence of poor health and depression at baseline. Trajectories were substantially constrained for women of color. Although our study demonstrates EQ is inequitably distributed in later life, labor organizing and policy change may afford opportunities to improve EQ and retirement among marginalized populations." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Happy at Work - Possible at Any Age? (2022)
Carleton, Cheryl; Kelly, Mary T.;Zitatform
Carleton, Cheryl & Mary T. Kelly (2022): Happy at Work - Possible at Any Age? (Villanova School of Business working paper 51), Villanova, PA, 31 S.
Abstract
"With the growing attachment of older workers to the labor force and their engagement in alternative work arrangements, it is important to investigate the characteristics of older cohorts of individuals who are in the labor market and the factors that influence job satisfaction, as job satisfaction may be a predictor of which older individuals are likely to continue to work and in what type of work arrangement. This study uses several recent years of the General Social Survey to both explore the characteristics of older workers and investigate what contributes to job satisfaction, controlling for both gender and work arrangement. It splits the sample of workers into two cohorts to test for differences in job satisfaction between those who are nearing retirement age (55-64) and those who continue to work post the traditional retirement age (65-80). For the sample as a whole, and similar to other studies, we find that job satisfaction is higher for women and for those who work in alternative work arrangements as compared to those in regular jobs. We also find that there are differences in what contributes to job satisfaction between the two groups of older workers. These outcomes may inform firms about what they might do in order to keep these workers as well as informing the government on whether it is necessary to rethink how some benefits are both provided and paid for." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Earmarked Paternity Leave and Well-Being (2022)
Zitatform
Korsgren, Pontus & Max van Lent (2022): Earmarked Paternity Leave and Well-Being. (IZA discussion paper 15022), Bonn, 24 S.
Abstract
"Earmarked paternity leave has been introduced in an attempt to increase fathers' involvement in child rearing and to achieve gender equality in the labor market and at home. So far well-being effects of such policies are unexplored. This paper takes a first step in that direction by studying the impact of earmarked paternity leave quota on life satisfaction, job satisfaction, and work-life balance using several policy changes in Europe over the period 1993-2007. We find that earmarked paternity leave increases life satisfaction by 0.18 on a 10 point scale which is equivalent to a 10.8 percentage point increase even decades later. Both fathers and mothers benefit, though the increase in life satisfaction for mothers is nearly 30% higher than that of fathers. Perhaps surprisingly, the impact on job satisfaction and work-life balance is close to zero. Hence even when the impact of paternity leave quota on the labor market are small, the increases in life satisfaction may still justify the existence of such policies." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The increasing educational divide in the life course development of subjective wellbeing across cohorts (2022)
Zitatform
Patzina, Alexander (2022): The increasing educational divide in the life course development of subjective wellbeing across cohorts. In: Acta sociologica, Jg. 65, H. 3, S. 293-312., 2021-09-27. DOI:10.1177/00016993211055678
Abstract
"Labour market, health, and wellbeing research provide evidence of increasing educational inequality as individuals age, representing a pattern consistent with the mechanism of cumulative (dis)advantage. However, individual life courses are embedded in cohort contexts that might alter life course differentiation processes. Thus, this study analyses cohort variations in education-specific life course patterns of subjective wellbeing (i.e. life, health and income satisfaction). Drawing upon prior work and theoretical considerations from life course theories, this study expects to find increasing educational life course inequality in younger cohorts. The empirical analysis relies on German Socio-Economic Panel data (1984–2016, v33). The results obtained from cohort-averaged random effects growth curve models confirm the cumulative (dis)advantage mechanism for educational life course inequality in subjective wellbeing. Furthermore, the results reveal substantial cohort variation in life course inequality patterns: regarding life and income satisfaction, the results indicate that the cumulative (dis)advantage mechanism does not apply to the youngest cohorts (individuals born between 1970 and 1985) under study. In contrast, the health satisfaction results suggest that educational life course inequality follows the predictions of the cumulative (dis)advantage mechanism only for individuals born after 1959. While the life course trajectories of highly educated individuals change only slightly across cohorts, the subjective wellbeing trajectories of low-educated individuals start to decline at earlier life course stages in younger cohorts, leading to increasing life course inequality over time. Thus, the overall findings of this study contribute to our understanding of whether predictions derived from sociological middle range theories are universal across societal contexts." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Wissenschaftlicher Abschlussbericht: Gewinnung von Nachwuchs – Bindung der Profis: Evaluation des Bundesprogramms "Fachkräfteoffensive" (GeBiFa) (2022)
Weltzien, Dörte; Hohagen, Jesper; Pasquale, Denise; Wirth, Charlotta; Kassel, Laura;Zitatform
Weltzien, Dörte, Jesper Hohagen, Laura Kassel, Denise Pasquale & Charlotta Wirth (2022): Wissenschaftlicher Abschlussbericht: Gewinnung von Nachwuchs – Bindung der Profis. Evaluation des Bundesprogramms "Fachkräfteoffensive" (GeBiFa). (Fachkräfteoffensive Erzieherinnen und Erzieher), Freiburg, 387 S.
Abstract
"Der Abschlussbericht stellt die Evaluationsergebnisse der verschiedenen Programmbereiche der „Fachkräfteoffensive“ vor. Aus diesen leitete das Evaluationsteam Handlungsempfehlungen ab. Mit dem Programmbereich 1 „praxisintegrierte vergütete Ausbildung“ soll pädagogischen Fachkräften der Berufseinstieg erleichtert werden. Die Evaluationsergebnisse zeigen: Durch das Ausbildungsformat werden neue Bewerberinnen und Bewerber für das Arbeitsfeld gewonnen. Der Programmbereich 2 wurde entwickelt, um die Qualität der Ausbildungspraxis durch professionelle „Praxisanleitung“ zu sichern. Die Evaluation zeigt: die Praxisanleitungen übernehmen ein hohes Maß an Verantwortung am Lernort Praxis, als Vorbild für die Auszubildenden und bei der Kooperation mit der Fachschule. Sie nehmen eine zentrale Rolle für das Gelingen der praxisintegrierten Ausbildung ein. Mit dem Programmbereich 3 „Perspektive mit Aufstiegsbonus“ soll durch den Erwerb von Zusatzqualifikationen die Bindung von Fachkräften erhöht werden. Die Ergebnisse der Evaluation zeigen, dass der Aufstiegsbonus grundsätzlich eine neue Möglichkeit zur Fachkräftebindung darstellt. Die Arbeitszufriedenheit der Bonusfachkräfte stieg an." (Autorenreferat, IAB-Doku)
Weiterführende Informationen
Kurzfassung -
Literaturhinweis
Organisational Capability for Delayed Retirement (2022)
Zitatform
Wikström, Ewa, Karin Allard, Rebecka Arman, Roy Liff, Daniel Seldén & Roland Kadefors (2022): Organisational Capability for Delayed Retirement. In: H. F. Erhag, U. L. Nilsson, T. R. Sterner & I. Skoog (Hrsg.) (2022): ¬A¬ Multidisciplinary Approach to Capability in Age and Ageing, S. 221-232. DOI:10.1007/978-3-030-78063-0_16
Abstract
"Throughout the industrialised world, societies are ageing. These demographic changes have created a political and societal focus on an extended working life. Unfortunately, there is a lack of systematic knowledge about how such changes can be successfully implemented within organisations. In this chapter, we discuss this lacuna and specifically focus on organisational capability. We highlight workplace conditions and practices that may inhibit or promote the retention of workers beyond the previous norm for retirement. The novelty of an organisational capability approach is that it highlights workplace conditions that enable older people to use their abilities to perform acts of value and to achieve a better quality of life and greater participation in society. Workplace resources, capabilities and functions form a dynamic pattern. Factors that influence the work abilities of older workers are related in complex interactions and not merely in the format of simple cause and effect. When looking at retirement from the perspective of older workers, we have focused on aspects such as the individual’s ability to control the retirement process. Central to Sen’s idea is that individuals have different conversion factors, which means that, even though two individuals may have access to the same resources, they do not necessarily have the capability to enjoy the same functions. For example, the probability that an older person will remain employed will partially depend on his or her health, human capital and type of job. But two seemingly similar individuals can nevertheless have very different chances of remaining employed because their employer has implemented very different age management policies, or simply because they have different attitudes towards older workers. Since organisational capability makes it possible to focus on the interaction between the individual’s resources and preferences and the opportunity structure existing at the workplace (meso level) and embodied in the retirement system (macro level), much of the discussion and many of the policies and practices concerning older people can be related to the concept of capabilities." (Author's abstract, © Springer) ((en))
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Literaturhinweis
Reduced well-being during the COVID-19 pandemic - The role of working conditions (2022)
Zitatform
Zoch, Gundula, Ann-Christin Bächmann & Basha Vicari (2022): Reduced well-being during the COVID-19 pandemic - The role of working conditions. In: Gender, work & organization, Jg. 29, H. 6, S. 1969-1990., 2021-11-03. DOI:10.1111/gwao.12777
Abstract
"The COVID-19 pandemic has had diverse impacts on the employment conditions and family responsibilities of men and women. Thus, women and men were exposed to very different roles and associated challenges, which may have affected their well-being very differently. Using data from the National Educational Panel Study and its supplementary COVID-19 web survey for Germany (May–June 2020), we investigate gender differences in the relationship between working conditions and within-changes in subjective well-being. We systematically consider the household context by distinguishing between adults with and without younger children in the household. The results from multivariate change-score regressions reveal a decline in all respondents' life satisfaction, particularly among women with and without younger children. However, the greater reduction in women's well-being cannot be linked to systematic differences in working conditions throughout the pandemic. Kitagawa–Oaxaca–Blinder counterfactual decompositions confirm this conclusion. Further analyses suggest that women's caregiving role, societal concerns, and greater loneliness partly explain the remaining gender differences in altered satisfaction. From a general perspective, our results suggest important gender differences in social life and psychological distress at the beginning of the pandemic, which are likely to become more pronounced as the crisis has unfolded." (Author's abstract, © John Wiley & Sons, Inc.) ((en))
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Literaturhinweis
Self-employment and Subjective Well-Being (2021)
Zitatform
Binder, Martin & Ann-Kathrin Blankenberg (2021): Self-employment and Subjective Well-Being. (GLO discussion paper / Global Labor Organization 744), Essen, 34 S.
Abstract
"Self-employment contributes to employment growth and innovativeness and many individuals want to become self-employed due to the autonomy and exibility it brings. Using "subjective well-being" as a broad summary measure that evaluates an individual's experience of being self-employed, the chapter discusses evidence and explanations why self-employment is positively associated with job satisfaction, even though the self-employed often earn less than their employed peers, work longer hours and experience more stress and higher job demands. Despite being more satisfied with their jobs, the self-employed do not necessarily enjoy higher overall life satisfaction, which is due to heterogeneity of types of self-employment, as well as motivational factors, work characteristics and institutional setups across countries." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Working Time Mismatch and Job Satisfaction: The Role of Employees' Time Autonomy and Gender (2021)
Zitatform
Grund, Christian & Katja Rebecca Tilkes (2021): Working Time Mismatch and Job Satisfaction. The Role of Employees' Time Autonomy and Gender. (IZA discussion paper 14732), Bonn, 36 S.
Abstract
"Evidence shows that working time mismatch, i.e. the difference between actual and desired working hours, is negatively related to employees’ job satisfaction. Using longitudinal data from the German Socio-Economic Panel, we examine the potential moderating effect of working time autonomy on this relation and we also consider the corresponding role of gender. First, individual fixed effects panel estimations reaffirm both the negative link of working hours mismatch and the positive relation of working time autonomy to employees’ job satisfaction. Second, our results show a positive moderating relation of working time autonomy on the link between mismatch and job satisfaction. Third, our analyses hint at gender-specific differences: particularly women seem to benefit from the moderation role of working time autonomy" (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Adopting Telework. The causal impact of working from home on subjective well-being in 2020 (2021)
Zitatform
Gueguen, Guillaume & Claudia Senik (2021): Adopting Telework. The causal impact of working from home on subjective well-being in 2020. (PSE working paper / Paris School of Economics 2021-65), Paris, 36 S.
Abstract
"Using the UK household longitudinal survey, we uncover a positive effect of work from home on life satisfaction, which is driven by partnered people and those without children at home. Concerning mental health, there is no average effect of telework, except for those living in rural areas, but this hides a dynamic evolution, as mental health initially deteriorates in the first months of telework, but improves after a period of adaptation, especially the feeling of being useful, of being a worthy person, and of being able to concentrate." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Becoming self-employed from inactivity: an in-depth analysis of satisfaction (2021)
Zitatform
Justo, Raquel, Emilio Congregado & Concepción Román (2021): Becoming self-employed from inactivity: an in-depth analysis of satisfaction. In: Small business economics, Jg. 56, H. 1, S. 145-187. DOI:10.1007/s11187-019-00212-2
Abstract
"Inactive individuals represent a pool of potential labour whose activation entails economic and social advantages. Additionally, being active allows individuals to cover their basic psychological needs—autonomy, competence and relatedness—which leads to greater satisfaction through self-determination. We posit that self-employment may be an attractive alternative because its nonpecuniary aspects may suit their needs better. Using data from the European Community Household Panel, we applied propensity score matching techniques to analyse the change in satisfaction with main activity of inactive individuals becoming self-employed compared to those becoming employees and those remaining inactive. We further perform separate analyses for homemakers, retirees and students to account for heterogeneity within inactivity. We find that self-employment is associated with more satisfaction than remaining inactive in the case of retirees and homemakers, while students tend to experience a larger increase in satisfaction when entering self-employment compared to paid employment. The implications of these results for activation and entrepreneurship policies are discussed." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))
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Literaturhinweis
Time, Income and Subjective Well-Being - 20 Years of Interdependent Multidimensional Polarization in Germany (2021)
Merz, Joachim; Scherg, Bettina;Zitatform
Merz, Joachim & Bettina Scherg (2021): Time, Income and Subjective Well-Being - 20 Years of Interdependent Multidimensional Polarization in Germany. (IZA discussion paper 14870), Bonn, 40 S.
Abstract
"Society drifts apart in many dimensions. Economists focus on income of the poor and rich and the distribution of income but a broader spectrum of dimensions is required to draw the picture of multiple facets of individual life. In our study of multidimensional polarization we extend the income dimension by time, a pre-requisite and fundamental resource of any individual activity. In particular, we consider genuine personal time as a pronounced source of social participation in the sense of social inclusion/exclusion and Amartya Sen's capability approach. With an interdependence approach to multidimensional polarization we allow compensation between time and income, parameters of a CES-type subjective well-being function, where a possible substitution is evaluated empirically by the German population instead of arbitrarily chosen. Beyond subjective well-being indices we propose and apply a new intensity/gap measure to multidimensional polarization, the mean minimum polarization gap 2DGAP. This polarization intensity measure provides transparency with regard to each single attribute, which is important for targeted policies, while at the same time their interdependent relations is respected. The empirical investigation of interdependent multidimensional polarization incidence and intensity uses the German Socio-Economic Panel (GSOEP) and detailed time use diary data from the three German Time Use Surveys (GTUS) 1991/92, 2001/02 and the actual 2012/13. We focus on the working individuals where the working poor requires increasing interest in the economic and social political discussion. The microeconometric two-stage selectivity corrected estimation of interdependent multidimensional risk (incidence) and intensity quantifies socio-economic factors behind. Four striking results appear: First, genuine personal leisure time additional to income is a significant subjective well-being and polarization dimension. Second, its interdependence, its compensation/substitution, ev" (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Crowdwork for Young People: Risks and Opportunities (2021)
O'Higgins, Niall; Caro, Luis Pinedo;Zitatform
O'Higgins, Niall & Luis Pinedo Caro (2021): Crowdwork for Young People: Risks and Opportunities. (IZA discussion paper 14933), Bonn, 41 S.
Abstract
"In recent years, crowdworking has emerged as a small but rapidly growing source of employment and income principally for young(er) people. Here, we build on previous work in identifying the determinants of crowdworkers' earnings. We focus on the reasons why young crowdworkers earn significantly higher hourly wages than their older counterparts. We show that this is due to the higher returns to experience accruing to younger crowd-workers. Educational attainment does not explain this age-based differential, as education is a negligible factor in determining crowdworkers' earnings. We also analyse why young women earn around 20% less than their male counterparts despite blind hiring. We confirm that this is partly explained by constraints on working time faced by women with children. The analysis also shows that 'freely chosen' crowdwork - as opposed to, young people crowd-working because of a lack of alternative employment opportunities - is conducive to higher levels of job satisfaction. Moreover, young crowdworkers in middle income countries earn less than their counterparts in high income countries but report higher levels of job satisfaction. This is entirely attributable to the lower quality of their options outside of crowdwork." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Inhabiting the Self-Work Romantic Utopia: Positive Psychology, Life Coaching, and the Challenge of Self-Fulfillment at Work (2021)
Zitatform
Pagis, Michal (2021): Inhabiting the Self-Work Romantic Utopia: Positive Psychology, Life Coaching, and the Challenge of Self-Fulfillment at Work. In: Work and occupations, Jg. 48, H. 1, S. 40-69. DOI:10.1177/0730888420911683
Abstract
"Much has been said about the rise of work as a central identity marker in modern society. With the recent popularization of self-help and positive psychology, this identity marker broadened its signification to include new emotional needs such as love and passion, creating a new cultural imaginary: the “self-work romantic utopia.” Sociological studies have criticized this utopia as a myth that serves capitalist neoliberal structures, leading to frustration and self-blame. However, little is known about how workers themselves confront this myth and the strategies they employ when attempting to inhabit it in today’s precarious job market. Based on 60 in-depth interviews with upper-middle class Israeli workers who hired life coaches to improve their work experience, the author identifies five strategies used to inhabit this romantic utopia: starting over, healing, idealization, polygamy, and vision. Through the analysis of these strategies, the author illustrates how even the relatively privileged workers need to adapt the self-work romantic utopia to their life circumstances, inhabiting the myth in partial degrees. Such flexible implementation turns the “myth” into a cultural tool that directs workers’ lives and actions even in a precarious, unstable job market, maintaining subjective experiences of agency in a sphere characterized by growing structural constraints. Yet paradoxically, these strategies eventually strengthen the precarious, noncommitted, and individual-oriented structure of the job market, yielding flexible, individualistic solutions that replace workplace responsibility." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Generation Z: A comparative study of the expectations of Gen Z and the perception of employers (2020)
Böhlich, Susanne; Axmann, Richard;Zitatform
Böhlich, Susanne & Richard Axmann (2020): Generation Z: A comparative study of the expectations of Gen Z and the perception of employers. (IUBH discussion papers - Business & Management 2020,01), Erfurt, 15 S.
Abstract
"Employers currently encounter more and more members of Generation Z - who finished their school as well as university education - without knowing exactly what this generation wishes and needs. This paper verifies current assumptions about Generation Z with a quantitative study in Germany, consisting of two parts. As a first step, members of Generation Z (n = 103) were queried upon their work attitudes while in a second step, company representatives (n = 48) were asked about their assumptions on the adolescents' preferences. Thus, not only conclusions on young adults could be drawn, but also on the (lack of) knowledge about Generation Z of their employers. The prior assumption that the young generation would be difficult to employ inter alia due to their refusal of a work-life blending, lacking career orientation, and inability to take feedback could not be supported. In fact, Generation Z seems to be committed as well as motivated to work for their professional success. Employers showed a decent understanding of their young employees, though there seem to be a couple of misapprehensions." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Incongruity between Work and Gender Roles: The Effects of Gender Stereotype Deviation on Job Satisfaction (2020)
Zitatform
Otten, Sina & Dorothea Alewell (2020): Incongruity between Work and Gender Roles: The Effects of Gender Stereotype Deviation on Job Satisfaction. In: Management revue, Jg. 31, H. 2, S. 206-231. DOI:10.5771/0935-9915-2020-2-206
Abstract
"We analyze the effects of deviation from gender stereotypes on job satisfaction for male and female employees in general and for employees in leadership positions. Based on social role theory, backlash mechanisms owing to the violation of gender norms and role incongruity theory, we expect that deviating from gender stereotypes negatively affects job satisfaction. We test our hypotheses by hierarchically applying multiple linear regressions to German employee data. Results show a stable negative effect of deviation from gender stereotypes on job satisfaction for women only. Our findings are consistent with recent studies that confirm traditional gender structures on the labor market and expand our knowledge about backlash effects, since they indicate that deviation from gender norms not only affects objective career indicators but also subjective ones. As job satisfaction is a predictor of organizational success, we discuss ways for organizations to reduce the harmful effects of persistent traditional gender stereotypes in workplaces." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
"We're Worth What We Are Paid": Unravelling the "Paradox of the Contented Female Worker" (2020)
Smith, Maria;Zitatform
Smith, Maria (2020): "We're Worth What We Are Paid": Unravelling the "Paradox of the Contented Female Worker". In: Sociological research online, Jg. 25, H. 3, S. 317-332. DOI:10.1177/1360780419870809
Abstract
"Pay satisfaction research has suggested that women are more satisfied with their pay than men, even though, in general, women earn less. This article argues that this body of research has misconceptualised this phenomenon as an issue of women only. It also argues that previous explanations for this gender pay paradox have not adequately explained these patterns of satisfaction. A social constructionist approach to pay satisfaction is proposed which situates satisfaction within the context of structural inequality. This draws upon the scholarly work of feminist scholars and the conceptual ideas of Pierre Bourdieu. This theoretical approach is explored with data from qualitative interviews with support staff at universities in the United Kingdom. This evidence suggests that their pay satisfaction is influenced by beliefs about the “value” of different occupations." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Ungrateful slaves? An examination of job quality and job satisfaction for male part-time workers in the UK (2020)
Zitatform
Warren, Tracey & Clare Lyonette (2020): Ungrateful slaves? An examination of job quality and job satisfaction for male part-time workers in the UK. In: The British journal of sociology, Jg. 71, H. 2, S. 382-402. DOI:10.1111/1468-4446.12741
Abstract
"Research on part-time work has concentrated over many decades on the experiences of women but male part-time employment is growing in the UK. This article addresses two sizable gaps in knowledge concerning male part-timers: are men's part-time jobs of lower quality than men's full-time jobs? Are male part-timers more or less job-satisfied compared to their full-time peers? A fundamental part of both interrogations is whether men's part-time employment varies by occupational class. The article is motivated by the large body of work on female part-timers. Its theoretical framework is rooted in one of the most controversial discussions in the sociology of women workers: the “grateful slave” debate that emerged in the 1990s when researchers sought to explain why so many women expressed job satisfaction with low-quality part-time jobs. Innovatively, this article draws upon those contentious ideas to provide new insights into male, rather than female, part-time employment. Based upon analysis of a large quantitative data set, the results provide clear evidence of low-quality male part-time employment in the UK, when compared with men's full-time jobs. Men working part-time also express deteriorating satisfaction with jobs overall and in several specific dimensions of their jobs. Male part-timers in lower occupational class positions retain a clear “lead” both in bad job quality and low satisfaction. The article asks whether decreasingly satisfied male part-time workers should be termed “ungrateful slaves?” It unpacks the “grateful slave” metaphor and, after doing so, rejects its value for the ongoing analysis of part-time jobs in the formal labor market." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
Gratifikation und Befindlichkeit - Ein Berufsgruppenvergleich von verbeamteten Lehrkräften, Angestellten im öffentlichen Dienst und Erwerbstätigen in Wirtschaftsunternehmen (2019)
Zitatform
Kiel, Ewald, Annika Braun, Andreas Hillert, Klaus Bäcker & Sabine Weiß (2019): Gratifikation und Befindlichkeit - Ein Berufsgruppenvergleich von verbeamteten Lehrkräften, Angestellten im öffentlichen Dienst und Erwerbstätigen in Wirtschaftsunternehmen. In: Zeitschrift für Arbeitswissenschaft, Jg. 73, H. 3, S. 324-336. DOI:10.1007/s41449-019-00159-w
Abstract
"Die vorliegende Studie untersucht die Befindlichkeit und das Erleben von beruflicher Verausgabung und Gratifikation in einem Berufsgruppenvergleich mit verbeamteten Lehrkräften sowie Angestellten im öffentlichen Dienst und in Wirtschaftsunternehmen. Mittels eines Online-Verfahrens wurden insgesamt 24.516 Erwerbstätige der genannten Berufsgruppen zu Symptomen von Depressivität, Ängstlichkeit und Stress befragt, erhoben durch die Depressions-Angst-Stress-Skalen (DASS). Die Wahrnehmung von beruflicher Verausgabung und Gratifikation erfolgte durch die Skalen zur Effort-Reward-Imbalance von Siegrist. Ein zentrales Ergebnis ist, dass Depressivitäts-, Ängstlichkeits- und Stresssymptome mit der Art des Arbeitsverhältnisses in Bezug stehen: Angestellte in Unternehmen gefolgt von denen im öffentlichen Dienst zeigen die höchsten Werte in den DASS-Skalen und berichten zudem von einem geringeren Gratifikationserleben. Lehrkräfte erweisen sich als die Berufsgruppe mit der insgesamt günstigsten Einschätzung. Berufliche Sicherheit stellt sich hier als protektiver Faktor heraus, zusätzlich berichten Lehrkräfte von der höchsten Anerkennung durch Kollegen und Vorgesetzte.<br> Praktische Relevanz: Die abgeleiteten Maßnahmen sind explizit auf die Bedürfnisse der unterschiedlichen Erwerbstätigengruppen zugeschnitten. Bei im öffentlichen Dienst tätigen Personen sind immaterielle Gratifikationen bedeutsam, es sind beispielsweise institutionelle Formen der Rückmeldung zu etablieren, die Vorgesetzte für wertschätzende Kommunikation sensibilisieren. Für angestellte Mitarbeiter wären neben Maßnahmen der betrieblichen Gesundheitsfürsorge langfristige Beschäftigungsperspektiven zielführend, deren Bedeutung für die Befindlichkeit sichtbar wird." (Autorenreferat)
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Literaturhinweis
The Underemployment-Job Satisfaction Nexus: A Study of Part-Time Employment in Australia (2019)
Kifle, T.; Kler, P.; Shankar, S.;Zitatform
Kifle, T., P. Kler & S. Shankar (2019): The Underemployment-Job Satisfaction Nexus. A Study of Part-Time Employment in Australia. In: Social indicators research, Jg. 143, H. 1, S. 233-249. DOI:10.1007/s11205-018-1976-2
Abstract
"This study investigates the association between underemployment and job satisfaction among part-time workers across the period 2002-2014, given that both are increasingly important phenomena within the Australian labour market, and currently under-researched. We delve deeper into this nexus by extending the focus of job satisfaction beyond overall job satisfaction, including another five workplace satisfaction domains. This is done to see if the association is sensitive to specific aspects of work. We find that being underemployed is negatively associated with job satisfaction, across all workplace satisfaction domains. Further, we find that the underemployment-job satisfaction nexus to be somewhat gendered. Specifically, we report that underemployed males have a greater negative association with job satisfaction relative to their female peers. These results suggest that part-time underemployment is a significant (amounting to around 94% of the entire underemployed people in Australia) but well-hidden issue within the Australian labour market, and the consequence of this for job satisfaction are pronounced." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))
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Literaturhinweis
Skills mismatch, earnings and job satisfaction among older workers (2019)
Markus, Bönisch; Jakob, Peterbauer; Eduard, Stöger;Zitatform
Markus, Bönisch, Peterbauer Jakob & Stöger Eduard (2019): Skills mismatch, earnings and job satisfaction among older workers. In: Sozialer Fortschritt, Jg. 68, H. 4, S. 339-370. DOI:10.3790/sfo.68.4.339
Abstract
"Kompetenzen stellen einen wichtigen Bestandteil wissensbasierter Gesellschaften dar. Individuelle Kompetenzen können den Erfolg am Arbeitsmarkt unterstützen und das Einkommen und die Arbeitszufriedenheit beeinflussen. Sie müssen jedoch auf effiziente Weise eingesetzt werden, um diese positiven Arbeitsmarktergebnisse zu erzielen. Trotz der Tatsache, dass in den letzten Jahren viele Forschungsarbeiten zum Verhältnis der individuell vorhandenen Kompetenzen und den Arbeitsplatzanforderungen (Skill Mismatch) durchgeführt wurden, ist wenig über den Zusammenhang zwischen Alter und Skill Missmatch bekannt. Daher untersuchen wir die Unterschiede zwischen jüngeren (25 - 49) und älteren Arbeitnehmern (50 - 65) anhand des PIAAC-Datensatzes für fünf Länder (Österreich, Deutschland, Spanien, Belgien und Vereinigtes Königreich). Unsere Ergebnisse zeigen, dass ältere Arbeitnehmer im Allgemeinen über niedrigere Kompetenzen verfügen als jüngere Arbeitnehmer, jedoch diese stärker nutzen. Diese stärkere Nutzung (overutilization) führt im Allgemeinen zu einem Lohnvorteil." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Increases in wellbeing in the transition to retirement for the unemployed: catching up with formerly employed persons (2019)
Zitatform
Ponomarenko, Valentina, Anja K. Leist & Louis Chauvel (2019): Increases in wellbeing in the transition to retirement for the unemployed. Catching up with formerly employed persons. In: Ageing and society, Jg. 39, H. 2, S. 254-276. DOI:10.1017/S0144686X17000976
Abstract
"This paper examines the extent to which wellbeing levels change in the transition to retirement depending on transitioning from being employed, unemployed or economically inactive. Whereas transitioning from employment to unemployment has been found to cause a decrease in subjective wellbeing with more time spent in unemployment, it is not clear how transitioning from unemployment to retirement affects wellbeing levels. We use the Survey of Health, Ageing and Retirement in Europe to monitor the life satisfaction of respondents who retire in between two waves. We portray wellbeing scores before and after retirement and then identify the change in life satisfaction during the retirement transition using a First Difference model. Results indicate that being unemployed before retirement is associated with an increase in life satisfaction, but presents mainly a catching-up effect compared to employed persons transitioning to retirement. These results are still significant if we control for selection into unemployment and country differences. Retirement from labour market inactivity does not lead to significant changes in wellbeing. As the wellbeing of unemployed persons recovers after transitioning to retirement, especially the currently unemployed population should be supported to prevent detrimental consequences of economically unfavourable conditions and lower wellbeing." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Explaining the gender gap in job satisfaction (2019)
Zitatform
Redmond, Paul & Séamus McGuiness (2019): Explaining the gender gap in job satisfaction. (IZA discussion paper 12703), Bonn, 7 S.
Abstract
"In general, women report greater job satisfaction than men. The existing literature cannot fully explain the nature of this difference, as the gap tends to persist even when controlling for job characteristics. In this paper, we study job satisfaction using recent data for 28 EU countries. Women, on average, are more satisfied than men and the gap remains even when we account for a wide range of personal, job and family characteristics. However, the gap disappears when we include job preferences, as women place greater importance on work-life balance and the intrinsic desirability of the work." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Generation Z im Vier-Länder-Vergleich: Ein empirischer Vergleich von Deutschland, den Niederlanden, Österreich und Schweiz (2019)
Zitatform
Scholz, Christian & Lisa-Dorothee Grotefend (Hrsg.) (2019): Generation Z im Vier-Länder-Vergleich. Ein empirischer Vergleich von Deutschland, den Niederlanden, Österreich und Schweiz. (Strategie- und Informationsmanagement 36), Augsburg: Hampp, 346 S. DOI:10.978.395710/3246
Abstract
"Mit der Generation Z - geboren ab Anfang der 1990er Jahre - tritt zurzeit eine neue Generation in die Arbeitswelt ein, wird von ihr geprägt, aber prägt sie auch selbst. Diese Publikation befasst sich mit dem Phänomen 'Generation Z' - und zwar als Befragung von 3.610 Jugendlichen der Generation Z in Deutschland, den Niederlanden, Österreich sowie der Schweiz. Diese Publikation basiert auf den Masterarbeiten von Sabrina Eilers, Martin Elizen, Kathrin Meier und Claudia Karaca, geschrieben am Lehrstuhl für Betriebswirtschaftslehre, insbesondere Organisation, Personal- und Informationsmanagement der Universität des Saarlandes in Saarbrücken. Beantwortet werden unter anderem folgende Fragen: - Was erwartet die Generation Z vom Arbeitsleben? - Warum entscheidet sie sich für oder gegen einen Arbeitgeber? - In welcher Büroarchitektur will sie arbeiten? - Träumt sie wirklich vom Großraumbüro und vom Desksharing? - Welche Lebensträume hat sie? - Wie stellt sie sich Work-Life-Balance vor? - Wie sollten Arbeitszeitmodelle aussehen? - Wovor hat sie Angst? -Wie steht sie zu Politik und zu Tagespolitik? Hinzu kommt noch eine weitere und ganz wichtige Frage: Ist 'Generation Z' ein nationales beziehungsweise regionales Phänomen oder ist sie weltweit identisch? Ganz konkret: Was kommt dabei heraus, wenn man vier benachbarte Länder aus Mitteleuropa miteinander vergleicht?" (Verlagsangaben)
Weiterführende Informationen
Inhaltsverzeichnis bei der Deutschen Nationalbibliothek -
Literaturhinweis
Generational Differences in Definitions of Meaningful Work: A Mixed Methods Study (2019)
Zitatform
Weeks, Kelly Pledger & Caitlin Schaffert (2019): Generational Differences in Definitions of Meaningful Work: A Mixed Methods Study. In: Journal of Business Ethics, Jg. 156, H. 4, S. 1045-1061. DOI:10.1007/s10551-017-3621-4
Abstract
"The search for meaningful work has been of interest to researchers from a variety of disciplines for decades and seems to have grown even more recently. Much of the literature assumes that employees share a sense of what is meaningful in work and there isn't much attention given to how and why meanings might differ (Rosso et al. in Res Organ Behav 30:91–127, 2010). Researchers have not only called for more research studying demographic differences in definitions of meaning (e.g., Michaelson et al. in J Bus Ethics 121(1):77–90, 2014), but also moreresearch utilizing mixed methods to study psychological concepts like meaningful work (e.g., Eid and Diener, in Eid, Diener (eds) Handbook of multimethod measurement in psychology, American Psychological Association, Washington, 2006). This study specifically examines differences across generational cohorts on their prioritization of sources of meaningful work through qualitative, in-depth interviews followed by a more generalizable, quantitative survey. Findings from the qualitative study show that generational cohorts define the meaning in their jobs differently, and they hold negative perceptions about the lack of desire for meaning in each of the other cohorts. Study 2 maps generational cohorts on the comprehensive model of meaningful work designed by Lips-Wiersma and Morris (J Bus Ethics 88(3):491–511, 2009) to reveal that although there are some differences in prioritization of sources of meaningful work, all generational cohorts share similar desire to “develop and become themselves” when asked about their definitions of meaningful work. Implications and future research are discussed." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Different strokes for different folks: entrepreneurs' job satisfaction and the intersection of gender and migration background (2018)
Zitatform
Bijedić, Teita & Alan Piper (2018): Different strokes for different folks. Entrepreneurs' job satisfaction and the intersection of gender and migration background. (SOEPpapers on multidisciplinary panel data research at DIW Berlin 1011), Berlin, 24 S.
Abstract
"Migrant enterprises comprise about 10% of all enterprises in Germany and are therefore a crucial part of the German economy and its entrepreneurial ecosystems. Relatedly, migrant entrepreneurship is a highly recognized topic within political discussions as well as within entrepreneurship research. While there is already an impressive body of work regarding the nature and quality of migrant enterprises, many questions regarding the personal motives and satisfaction of migrant entrepreneurs still remain unanswered (particularly with reference to gender and generation of migration). Using the German Socio-Economic Panel dataset, we close this research gap by investigating the job satisfaction of migrant entrepreneurs in Germany compared with native entrepreneurs, and also with conventionally employed migrants and natives. First generation migrants show, in general, less job satisfaction than the native population. Second generation male migrant entrepreneurs' show less job satisfaction, however this association is reversed for females: second generation female migrant entrepreneurs are more satisfied with their self-employment than their native counterparts. These differing results lead to differing implications for policy makers who wish to create and develop entrepreneurial and labour market support for different target groups." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Are schools different? Wellbeing and commitment among staff in schools and elsewhere (2018)
Zitatform
Bryson, Alex, Lucy Stokes & David Wilkinson (2018): Are schools different? Wellbeing and commitment among staff in schools and elsewhere. (IZA discussion paper 11456), Bonn, 49 S.
Abstract
"Using nationally representative linked employer-employee data for Britain in 2004 and 2011 we find school staff are more satisfied and more contented with their jobs than 'like' employees in other workplaces. The differentials are largely accounted for by the occupations school employees undertake and perceptions of job quality. School employees are also more committed to their organization than non-school employees, a difference that remains large and statistically significant having conditioned on job quality, human resource management practices (HRM), managerial style and other features of employees' working environment. Using panel data for workplaces and their employees observed in 2004 and 2011 we find increases in organizational commitment are linked to improvements in workplace performance in schools, but not in other workplaces." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Paradox lost: The disappearing female job satisfaction premium (2018)
Zitatform
Green, Colin P., John S. Heywood, Parvinder Kler & Gareth Leeves (2018): Paradox lost: The disappearing female job satisfaction premium. In: BJIR, Jg. 56, H. 3, S. 484-502. DOI:10.1111/bjir.12291
Abstract
"Using the original data source of Clark, we show that over the last two decades the female satisfaction gap he documented has vanished. This reflects a strong secular decline in female job satisfaction. This decline happened both because younger women became less satisfied as they aged, and because new female workers entered with lower job satisfaction than their early 1990s peers. Decompositions make clear that the decline does not reflect changing job characteristics for women but rather their increasingly less favourable evaluation of job characteristics. These findings fit with the suggestion that women in the early 1990s had a gap between their labour market expectations and actual experience that has since closed and that the gender satisfaction gap has vanished as a consequence." (Author's abstract, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
Work engagement as a key for unlocking performance: An investigation across different organizational levels (2018)
Gutermann, Daniela;Zitatform
Gutermann, Daniela (2018): Work engagement as a key for unlocking performance. An investigation across different organizational levels. Amsterdam, 225 S.
Abstract
"Constructive leadership and leaders' work engagement itself are important levers for employees' work engagement. Individual and organizational work engagement leads to individual and organizational performance. The Engagement-Index (ENG-I) is a statistically valiated and well accepted measurement of behavioral work engagement in organizations. These are the results of the dissertation by Daniela Gutermann.
Work engagement
Since people spend around one third of their day at work, the question of which factors enhance their well-being and their motivation at work is an important one. Moreover, organizations have to face several challenges, such as a quickly changing global economic market, digitalization, and continuous need for innovation. Work engagement is a construct that is an asset for both employees and organizations. Gutermann aims to answer the question which factors may foster work engagement within organizations and how this is related to individual and organizational performance across different organizational levels.
Constructive and destructive leadership
Daniela Gutermann investigated how constructive and destructive leadership is related to work engagement and which role leaders' work engagement itself may play for followers' tendency to engage in their work. Additionally, since a lot of organizations are interested in the topic of work engagement, she introduced a new engagement assessment - the Engagement Index (ENG-I) - that faces both, scientific and organizational requirements. Finally Gutermann analyzed the link between individual and organizational work engagement and performance by considering causality issues." (Author's abstract, IAB-Doku) ((en))Weiterführende Informationen
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Literaturhinweis
The impact of minimum wages on well-being: evidence from a quasi- experiment in Germany (2018)
Zitatform
Gülal, Filiz & Adam Ayaita (2018): The impact of minimum wages on well-being. Evidence from a quasi- experiment in Germany. (SOEPpapers on multidisciplinary panel data research at DIW Berlin 969), Berlin, 45 S.
Abstract
"To analyze well-being effects of minimum wages, the introduction of a minimum wage in Germany in 2015 is used as a quasi-experiment. Based on the representative SOEP data, a difference-in-differences design compares the development of life, job, and pay satisfaction between those who are affected by the reform according to their pre-intervention wages and those who already have marginally higher wages so that they are not directly affected. The results show that the minimum wage has significantly positive effects on all considered dimensions of well-being, on average, with an increase in life satisfaction by 0.10 standard deviations (0.15 points on a ten-point Likert scale). Positive effects last at least until one year after the reform. Life satisfaction tends to increase particularly in the region that is overall economically less developed (East Germany). The results hold if those who are not employed anymore after the reform are included in the analysis." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Arbeit auf Abruf, Rufbereitschaft und Bereitschaftsdienst: Wenn die Arbeit ruft (2018)
Zitatform
Hank, Eva & Jens Stegmaier (2018): Arbeit auf Abruf, Rufbereitschaft und Bereitschaftsdienst: Wenn die Arbeit ruft. (IAB-Kurzbericht 14/2018), Nürnberg, 11 S.
Abstract
"Fragen der Arbeitszeit und ihrer Flexibilität werden seit einiger Zeit wieder vermehrt diskutiert. Während Arbeitgeber die Bedeutung eines flexiblen Personaleinsatzes für die Wettbewerbsfähigkeit der Unternehmen betonen, hebt die Arbeitnehmerseite hervor, dass die Kontrolle über flexible Arbeitszeitmodelle nicht einseitig bei den Arbeitgebern liegen darf. In diesem Zusammenhang rückte Arbeit auf Abruf - bei der Arbeitgeber und Arbeitnehmer lediglich die Dauer, nicht aber die Lage der Arbeitszeit vereinbaren - in den Fokus der Diskussion. In dem Kurzbericht wird zunächst die Verbreitung unterschiedlicher Formen von 'Rufarbeit' untersucht: Arbeit auf Abruf, Rufbereitschaft und Bereitschaftsdienst. Der Fokus liegt dann auf den Determinanten und möglichen Folgen dieser Arbeitsformen und abschließend werden aktuelle Änderungsvorhaben der Bundesregierung betrachtet, die Arbeit auf Abruf in ihren Koalitionsvertrag aufgenommen hat." (Autorenreferat, IAB-Doku)
Weiterführende Informationen
- Anteil der Beschäftigten in Rufarbeit nach Berufssegmenten
- Anteil der Beschäftigten in Rufarbeit nach Branche
- Anteil der Beschäftigten in Rufarbeit nach Beschäftigtenstatus
- Anteil der Beschäftigten in Rufarbeit nach Existenz eines Betriebsrats
- Anteil der Beschäftigten in Rufarbeit nach Unternehmensgröße
- Anteil der Beschäftigten in Rufarbeit nach Tarifbindung des Unternehmens
- Anteil der Beschäftigten in Rufarbeit
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Literaturhinweis
Paying for what kind of performance?: performance pay and multitasking in mission-oriented jobs (2018)
Zitatform
Jones, Daniel, Mirco Tonin & Michael Vlassopoulos (2018): Paying for what kind of performance? Performance pay and multitasking in mission-oriented jobs. (CESifo working paper 7156), München, 40 S.
Abstract
"How does pay-for-performance (P4P) impact productivity, multitasking, and the composition of workers in mission-oriented jobs? These are central issues in sectors like education or healthcare. We conduct a laboratory experiment, manipulating compensation and mission, to answer these questions. We find that P4P has positive effects on productivity on the incentivized dimension of effort and negative effects on the non-incentivized dimension for workers in nonmission- oriented treatments. In mission-oriented treatments, P4P generates minimal change on either dimension. Participants in the non-mission sector - but not in the mission-oriented treatments - sort on ability, with lower ability workers opting out of the P4P scheme." (Author's abstract, IAB-Doku) ((en))
Ähnliche Treffer
auch erschienen als: IZA discussion paper , 11674 -
Literaturhinweis
Work Orientations, Well-Being and Job Content of Self-Employed and Employed Professionals (2018)
Zitatform
Warr, Peter & Ilke Inceoglu (2018): Work Orientations, Well-Being and Job Content of Self-Employed and Employed Professionals. In: Work, employment and society, Jg. 32, H. 2, S. 292-311. DOI:10.1177/0950017017717684
Abstract
"Drawing on psychology-derived theories and methods, a questionnaire survey compared principal kinds of work orientation, job content and mental well-being between self-employed and organisationally employed professional workers. Self-employment was found to be particularly associated with energised well-being in the form of job engagement. The presence in self-employment of greater challenge, such as an enhanced requirement for personal innovation, accounted statistically for self-employed professionals' greater job engagement, and self-employed professionals more strongly valued personal challenge than did professionals employed in an organisation. However, no between-role differences occurred in respect of supportive job features such as having a comfortable workplace. Differences in well-being, job content and work orientations were found primarily in comparison between self-employees and organisational non-managers. The study emphasises the need to distinguish conceptually and empirically between different forms of work orientation, job content and well-being, and points to the value of incorporating psychological thinking in some sociological research." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Turnover intentions in a call center: the role of emotional dissonance, job resources, and job satisfaction (2018)
Zito, Margherita ; Emanuel, Federica ; Colombo, Lara; Ghislieri, Chiara ; Cortese, Claudio Giovanni ; Molino, Monica ;Zitatform
Zito, Margherita, Federica Emanuel, Monica Molino, Claudio Giovanni Cortese, Chiara Ghislieri & Lara Colombo (2018): Turnover intentions in a call center. The role of emotional dissonance, job resources, and job satisfaction. In: PLoS one, Jg. 13, H. 2, S. 1-16. DOI:10.1371/journal.pone.0192126
Abstract
"Background: Turnover intentions refer to employees' intent to leave the organization and, within call centers, it can be influenced by factors such as relational variables or the perception of the quality of working life, which can be affected by emotional dissonance. This specific job demand to express emotions not felt is peculiar in call centers, and can influence job satisfaction and turnover intentions, a crucial problem among these working contexts. This study aims to detect, within the theoretical framework of the Job Demands-Resources Model, the role of emotional dissonance (job demand), and two resources, job autonomy and supervisors' support, in the perception of job satisfaction and turnover intentions among an Italian call center.
Method: The study involved 318 call center agents of an Italian Telecommunication Company. Data analysis first performed descriptive statistics through SPSS 22. A path analysis was then performed through LISREL 8.72 and tested both direct and indirect effects.
Results: Results suggest the role of resources in fostering job satisfaction and in decreasing turnover intentions. Emotional dissonance reveals a negative relation with job satisfaction and a positive relation with turnover. Moreover, job satisfaction is negatively related with turnover and mediates the relationship between job resources and turnover.
Conclusion: This study contributes to extend the knowledge about the variables influencing turnover intentions, a crucial problem among call centers. Moreover, the study identifies theoretical considerations and practical implications to promote well-being among call center employees. To foster job satisfaction and reduce turnover intentions, in fact, it is important to make resources available, but also to offer specific training programs to make employees and supervisors aware about the consequences of emotional dissonance." (Author's abstract, IAB-Doku) ((en)) -
Literaturhinweis
Do minimum wages increase job satisfaction?: micro data evidence from the new German minimum wage (2017)
Zitatform
Bossler, Mario & Sandra Broszeit (2017): Do minimum wages increase job satisfaction? Micro data evidence from the new German minimum wage. In: Labour, Jg. 31, H. 4, S. 480-493., 2017-02-10. DOI:10.1111/labr.12117
Abstract
"In Deutschland wurde am 1. Januar 2015 der gesetzliche Mindestlohn von EURO 8.50 pro Arbeitsstunde eingeführt. Mit einer Analyse von Differenzen-in-Differenzen schätzen wir den Effekt auf Outcomes von anhaltend Beschäftigten. Die Ergebnisse zeigen einen deutlichen absoluten Anstieg in der Entlohnungszufriedenheit von betroffenen Personen. Änderungen in der generellen Jobzufriedenheit sind weitestgehend durch den Anstieg in der Entlohnungszufriedenheit getrieben, sodass nur ein kleiner Effekt auf andere Dimensionen der Jobzufriedenheit bestehen bleibt. Effekte des Mindestlohns auf den Arbeitseinsatz und die Bleibebereitschaft zeigen sich nicht." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Relationships between followers' behaviors and job satisfaction in a sample of nurses (2017)
Zitatform
Gatti, Paola, Chiara Ghislieri & Claudio G. Cortese (2017): Relationships between followers' behaviors and job satisfaction in a sample of nurses. In: PLoS one, Jg. 12, H. 10, S. 1-16. DOI:10.1371/journal.pone.0185905
Abstract
"The study investigated two followership behaviors, followers' active engagement and followers' independent critical thinking, and their relationship with job satisfaction in a sample of nurses. In addition, the study also considered a number of control variables and classical job demands and job resources - workload and emotional dissonance for job demands, and meaningful work for job resources - which have an impact on well-being at work. A paper-and-pencil questionnaire was administered to 425 nurses in an Italian hospital, and a hierarchical multiple regression was used to test the hypotheses. In addition to the job demands and job resources considered, followers' active engagement had a significant impact on job satisfaction. Moreover, it showed a significant linear and curvilinear relationship with the outcome variable. Followers' independent critical thinking has a non significant relationship with job satisfaction, confirming the mixed results obtained in the past for this dimension. These findings bore out the importance of analyzing followers' behaviors as potential resources that people can use on the job to increase their own well-being. Looking at followers not just as passive recipients but as active and proactive employees can also benefit the organization." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Cross-national analysis of gender differences in job-satisfaction (2017)
Zitatform
Hauret, Laetitia & Donald R. Williams (2017): Cross-national analysis of gender differences in job-satisfaction. In: Industrial relations, Jg. 56, H. 2, S. 203-235. DOI:10.1111/irel.12171
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, Published by arrangement with John Wiley & Sons) ((en))
Ähnliche Treffer
auch erschienen als: CEPS-INSTEAD working paper , 2013-27 -
Literaturhinweis
Organizational context and employee reactions to psychological contract breach: A multilevel test of competing theories (2017)
Zitatform
Jiang, Lixin, Tahira M. Probst & Wendi L. Benson (2017): Organizational context and employee reactions to psychological contract breach. A multilevel test of competing theories. In: Economic and Industrial Democracy, Jg. 38, H. 3, S. 513-534. DOI:10.1177/0143831X15579288
Abstract
"This study examines how organizational context affects employee reactions to perceived psychological contract breach. Using Conservation of Resources and Social Comparison theories, the authors develop competing hypotheses regarding the potential exacerbating vs. buffering effects of organizational context on the relationships between psychological contract breach and job security satisfaction, job satisfaction, work - family conflict, and burnout. They collected a multi-source, multilevel data set composed of faculty and departmental administrators at a university experiencing repeated budget reductions. It was found that psychological contract breach was related to detrimental job outcomes (i.e., decreased job security satisfaction and job satisfaction, increased work - family conflict, and burnout). However, this relationship was stronger among faculty in departments reporting low rather than high departmental budget cuts, thus supporting Social Comparison theory rather than Conservation of Resources theory. Social comparison matters when it comes to psychological contract breach." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Overoptimistic entrepreneurs: Predicting wellbeing consequences of self-employment (2017)
Zitatform
Odermatt, Reto, Nattavudh Powdthavee & Alois Stutzer (2017): Overoptimistic entrepreneurs. Predicting wellbeing consequences of self-employment. (IZA discussion paper 11098), Bonn, 35 S.
Abstract
"The formation of expectations is a fundamental part of the process when people decide about engaging in an entrepreneurial venture. We evaluate the accuracy of newly self-employed people's predictions of their overall future wellbeing. Based on individual panel data for Germany, we find that they are overly optimistic when we compare their predicted life satisfaction with their actual life satisfaction five years later on. This overoptimism also holds for those entrepreneurs who successfully remain in business for at least five years. A possible reason might be that they underestimate the heavy workload reflected in higher working hours than desired and the drop in leisure satisfaction." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Do minimum wages increase job satisfaction?: micro data evidence from the new German minimum wage (2016)
Zitatform
Bossler, Mario & Sandra Broszeit (2016): Do minimum wages increase job satisfaction? Micro data evidence from the new German minimum wage. (IAB-Discussion Paper 15/2016), Nürnberg, 20 S.
Abstract
"In Deutschland wurde am 1. Januar 2015 der gesetzliche Mindestlohn von EURO 8.50 pro Arbeitsstunde eingeführt. Mit einer Analyse von Differenzen-in-Differenzen schätzen wir den Effekt auf Outcomes von anhaltend Beschäftigten. Die Ergebnisse zeigen einen deutlichen absoluten Anstieg in der Entlohnungszufriedenheit von betroffenen Personen. Änderungen in der generellen Jobzufriedenheit sind weitestgehend durch den Anstieg in der Entlohnungszufriedenheit getrieben, sodass nur ein kleiner Effekt auf andere Dimensionen der Jobzufriedenheit bestehen bleibt. Effekte des Mindestlohns auf den Arbeitseinsatz und die Bleibebereitschaft zeigen sich nicht." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Occupational stereotypes and gender-specific job satisfaction (2016)
Zitatform
Janssen, Simon & Uschi Backes-Gellner (2016): Occupational stereotypes and gender-specific job satisfaction. In: Industrial Relations, Jg. 55, H. 1, S. 71-91., 2014-06-19. DOI:10.1111/irel.12126
Abstract
"Using representative data containing information on job satisfaction and workers' gender-specific prejudices, we investigate the relationship between stereotyping and job satisfaction. We show that women in stereotypically male jobs are significantly less satisfied with their work climate and job content than in stereotypically female jobs but more satisfied with their income in those same jobs. Our findings indicate that women trade off their higher income satisfaction against the negative consequences of stereotyping. As long as we take into account that stereotypically male jobs are physically more demanding than stereotypically female jobs, men are generally more satisfied with stereotypically male jobs." (Author's abstract, Published by arrangement with John Wiley & Sons) ((en))
Beteiligte aus dem IAB
Janssen, Simon; -
Literaturhinweis
Job anxiety, work-related psychological illness and workplace performance (2016)
Jones, Melanie K.; Sloane, Peter J.; Latreille, P. L.;Zitatform
Jones, Melanie K., P. L. Latreille & Peter J. Sloane (2016): Job anxiety, work-related psychological illness and workplace performance. In: BJIR, Jg. 54, H. 4, S. 742-767. DOI:10.1111/bjir.12159
Abstract
"This article uses matched employee - employer data from the British Workplace Employment Relations Survey to examine the relationship between employee psychological health and workplace performance in 2004 and 2011. Using two measures of work-related psychological health - namely employee-reported job anxiety and manager-reported workforce stress, depression and anxiety - we find a positive relationship between psychological ill-health and absence, but not quits. The association between psychological ill-health and labour productivity is less clear, with estimates sensitive to sector, time period and the measure of psychological health. The 2004 - 2011 panel is further used to explore the extent to which change in psychological health is related to change in performance." (Author's abstract, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
Die Bewertung der Arbeitszufriedenheit: eine standardisierte Methode zur Befragung behinderter und nicht-behinderter Beschäftigter (2016)
Zitatform
Pfaff, Simon & Marc Kuhn (2016): Die Bewertung der Arbeitszufriedenheit. Eine standardisierte Methode zur Befragung behinderter und nicht-behinderter Beschäftigter. In: Arbeit. Zeitschrift für Arbeitsforschung, Arbeitsgestaltung und Arbeitspolitik, Jg. 25, H. 1/2, S. 57-79. DOI:10.1515/arbeit-2016-0025
Abstract
"Eine hohe Arbeitszufriedenheit hat - unabhängig vom Grad der Behinderung - nicht nur einen positiven Einfluss auf die Lebensqualität der Beschäftigten, sondern auch eine hohe Bedeutung für den Arbeitgeber. Trotzdem finden sich in der standardisierten Umfrageforschung kaum Arbeiten, die sich systematisch der Zufriedenheit behinderter und nicht-behinderter Arbeitnehmerinnen und Arbeitnehmer widmen. In diesem Beitrag zur Methodenentwicklung und Methodendiskussion entwickeln wir basierend auf verfügbaren Messinstrumenten einen Vorschlag zur Messung der allgemeinen Arbeitszufriedenheit. Auf der Grundlage einer Befragung in Integrationsfirmen in Baden-Württemberg prüfen wir Aspekte der Reliabilität und Validität des Erhebungsinstruments. Dabei stellen wir fest, dass die resultierende Datenqualität als zufriedenstellend angesehen werden kann." (Autorenreferat, © De Gruyter)
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Literaturhinweis
Further training for older workers: A solution for an ageing labour force? (2016)
Zboralski-Avidan, Hila;Zitatform
Zboralski-Avidan, Hila (2016): Further training for older workers: A solution for an ageing labour force? Frankfurt am Main: Lang, 267 S.
Abstract
"Aufgrund von arbeitsmarktpolitischen Reformen hat sich in Deutschland die Erwerbsbeteiligung älterer Beschäftigter erhöht. Angesichts eines möglichen Erhalts des Qualifikationsniveaus, der Beschäftigungsfähigkeit und des wirtschaftlichen Potentials älterer Arbeitnehmer muss der beruflichen Weiterbildung zunehmend Bedeutung beigemessen werden. Darüber hinaus scheint die Notwendigkeit einer verlängerten Lebensarbeitszeit mit einem Anstieg von jenen älteren Erwerbstätigen einherzugehen, die nur eine geringe Arbeitszufriedenheit aufweisen und infolgedessen wesentlich häufiger dazu neigen, Frühverrentungsoptionen in Anspruch zu nehmen. Da empirischen Studien zufolge ein enger Zusammenhang zwischen der Arbeitszufriedenheit und dem individuellen Arbeitsmarktverhalten besteht, sollten in der Arbeitsmarktforschung die Einflussfaktoren auf die Arbeitszufriedenheit älterer Beschäftigter, wie es beispielsweise die Weiterbildungsbeteiligung sein könnte, stärker berücksichtigt und analysiert werden. Dementsprechend setzt sich die vorliegende Studie mit folgenden Forschungsfragen auseinander. Erstens soll allgemein untersucht werden, ob in den letzten Jahren ein Anstieg der beruflichen Weiterbildungsbeteiligung älterer Beschäftigter festgestellt werden kann. Zweitens wird analysiert, welchen Einfluss die Weiterbildungsbeteiligung auf deren Arbeitszufriedenheit hat und welche Unterschiede hierbei zwischen der beruflichen Stellung älterer Arbeitnehmer ausgemacht werden können. Zur Bearbeitung dieser zwei Forschungsfragen werden die Daten des Sozioökonomischen Panels (SOEP) der Jahre 2000, 2004 und 2008 ausgewertet. Zunächst wird in einer Querschnitt-Trendanalyse geprüft und nachgezeichnet, wie sich die Weiterbildungsbeteiligung von Arbeitnehmern im Alter von 55 bis 64 Jahren entwickelt hat. Anschließend wird der Zusammenhang zwischen Weiterbildungsbeteiligung und Arbeitszufriedenheit älterer Beschäftigter im Quer- und Längsschnitt untersucht, wofür sowohl ein gepoolter Datensatz als auch das Paneldesign des SOEP genutzt wird. Zum einen deuten die Ergebnisse der empirischen Analysen darauf hin, dass sich die Weiterbildungsbeteiligung älterer Beschäftigter im Zeitverlauf erhöht hat. Dieser stetige Trend zeigt, dass betriebliche Investitionen in das Humankapital älterer Arbeitnehmer als wachsendes Beschäftigungssegment auf dem Arbeitsmarkt zunehmend wichtiger werden. Zum anderen wurde ein positiver Zusammenhang zwischen der Weiterbildungsbeteiligung und der Arbeitszufriedenheit von älteren Erwerbstätigen und insbesondere von gewerblichen Arbeitern gefunden. Unter Berücksichtigung ökonomischer Implikationen, die mit der durch Weiterbildung erhöhten Arbeitszufriedenheit älterer Beschäftigter verbunden sind, könnten aus diesem Befund entsprechende bildungs- und arbeitsmarktpolitische Maßnahmen abgeleitet werden." (Autorenreferat, IAB-Doku)
Weiterführende Informationen
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Literaturhinweis
Job satisfaction and wages of family employees (2015)
Zitatform
Block, Jörn H., José María Millán, Concepción Román & Haibo Zhou (2015): Job satisfaction and wages of family employees. In: Entrepreneurship Theory and Practice, Jg. 39, H. 2, S. 183-207. DOI:10.1111/etap.12035
Abstract
"Although they represent a sizable occupational group, little is known about family employees. Using utility theory and the theory of compensating wage differentials, we hypothesize that family employees have higher levels of job satisfaction and lower wages relative to regular employees. We present several regressions based on a large cross-country panel data set that support our hypotheses, and we discuss our study's implications for research on family businesses and the labor market." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Do changes in regulation affect temporary agency workers' job satisfaction? (2015)
Zitatform
Busk, Henna, Elke J. Jahn & Christine Singer (2015): Do changes in regulation affect temporary agency workers' job satisfaction? (IAB-Discussion Paper 08/2015), Nürnberg, 28 S.
Abstract
"Diese Studie untersucht den Einfluss einer Reform des Arbeitnehmerüberlassungsgesetzes, die die Vorschriften im Zeitarbeitssektor deutlich lockerte. Wir isolieren den kausalen Effekt dieser Reform, indem wir umfangreiche Befragungsdaten nutzen und einen Differenz-von-Differenzen-Schätzer mit einem Matching-Ansatz verknüpfen. Es zeigt sich, dass die Gesetzesänderung zu einem Rückgang der Arbeitszufriedenheit von Leiharbeitern führte, während die Arbeitszufriedenheit von regulär Beschäftigten unverändert blieb. Weitere Analysen zeigen, dass der negative Effekt auf die Arbeitszufriedenheit von Leiharbeitern sowohl auf einen Rückgang der Löhne sowie eine erhöhte wahrgenommene Arbeitsplatzunsicherheit zurückgeführt werden kann. Diese Ergebnisse bleiben auch bei alternativen Modellspezifizierungen und Placebotests robust." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Intrinsic motivations of public sector employees: evidence for Germany (2015)
Zitatform
Dur, Robert & Robin Zoutenbier (2015): Intrinsic motivations of public sector employees. Evidence for Germany. In: German Economic Review, Jg. 16, H. 3, S. 343-366. DOI:10.1111/geer.12056
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 questionnaire 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))
Ähnliche Treffer
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Literaturhinweis
Arbeitsqualität aus der Sicht von jungen Beschäftigten: 6. Sonderauswertung zum DGB-Index Gute Arbeit (2015)
Gerdes, Johann; Wagner, Alexandra;Zitatform
Gerdes, Johann & Alexandra Wagner (2015): Arbeitsqualität aus der Sicht von jungen Beschäftigten. 6. Sonderauswertung zum DGB-Index Gute Arbeit. Berlin, 35 S.
Abstract
"Einen sicheren Arbeitsplatz haben, sich mit eigenen Ideen einbringen und einer sinnvollen Aufgabe nachgehen: So wünschen sich junge Menschen ihren Job. Die Realität sieht oft anders aus: Viele arbeiten befristet, machen regelmäßig Überstunden und stehen stark unter Druck. Das zeigt eine repräsentative Studie zur Arbeitsqualität bei jungen Menschen." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Beschäftigungsstruktur und Zufriedenheit von Zeitarbeitnehmern in Deutschland (2015)
Zitatform
Grund, Christian, Johannes Martin & Axel Minten (2015): Beschäftigungsstruktur und Zufriedenheit von Zeitarbeitnehmern in Deutschland. In: Schmalenbachs Zeitschrift für betriebswirtschaftliche Forschung, Jg. 67, H. 2, S. 138-169.
Abstract
"Auf Basis von Daten des Deutschen Sozio-Ökonomischen Panels der Jahre 2001 bis 2012 untersuchen wir Determinanten einer Zeitarbeitsbeschäftigung sowie möglicher Erklärungsansätze für Unterschiede in der Arbeits- und Lebenszufriedenheit zwischen Arbeitnehmern in Zeitarbeit im Vergleich zu Normalbeschäftigten und zu arbeitslosen Personen. Unsere Ergebnisse zeigen, dass frühere Zeiten von Arbeitslosigkeit die Wahrscheinlichkeit einer Zeitarbeitsbeschäftigung deutlich steigern. Zudem führen Zeitarbeitnehmer eher Tätigkeiten aus, für die sie nicht passend qualifiziert sind. Die niedrigere Arbeitszufriedenheit von Zeitarbeitern im Vergleich zu Normalbeschäftigten lässt sich vor allem auf Unterschiede in individuellen Merkmalen und auf eine als deutlich stärker empfundene Arbeitsplatzunsicherheit zurückführen, während ihre Lebenszufriedenheit auch unter Berücksichtigung dieser Faktoren signifikant geringer ist. Jedoch äußern Zeitarbeitnehmer eine deutlich höhere Lebenszufriedenheit als arbeitslose Personen. Eine explizite Analyse der Übergänge zwischen den Beschäftigungsstatus bestätigt diese Ergebnisse" (Autorenreferat, IAB-Doku)
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Literaturhinweis
Does self-employment really raise job satisfaction?: adaptation and anticipation effects on self-employment and general job changes (2015)
Hanglberger, Dominik; Merz, Joachim;Zitatform
Hanglberger, Dominik & Joachim Merz (2015): Does self-employment really raise job satisfaction? Adaptation and anticipation effects on self-employment and general job changes. In: Journal for labour market research, Jg. 48, H. 4, S. 287-303., 2015-04-01. DOI:10.1007/s12651-015-0175-8
Abstract
"Zahlreiche empirische Analysen, auf Querschnittsdaten oder Paneldaten basierend, kamen zu dem Ergebnis, dass Selbständige ein höheres Niveau an Arbeitszufriedenheit erreichen als abhängig Beschäftigte. In unserem Beitrag untersuchen wir, ob dieses empirische Ergebnis möglicherweise auf die Vernachlässigung von Antizipations- und Adaptionseffekten zurückgeführt werden kann. Um den Sachverhalt empirisch zu überprüfen, spezifizieren wir fixed-effects Regressionsmodelle, die auch Antizipation und Adaption der Arbeitszufriedenheit vor einem Wechsel aus abhängiger Beschäftigung in Selbständigkeit und allgemein bei einem Arbeitsplatzwechsel berücksichtigen. Grundlage für unsere Analyse ist das Sozio-oekonomische Panel (SOEP) der Jahre 1984 - 2009. Im Gegensatz zur existierenden Literatur findet sich keine positive Langzeitwirkung der Selbständigkeit, wenn Antizipation und Adaption berücksichtigt werden. Werden Antizipation und Adaption bei Arbeitsplatzwechsel im Allgemeinen berücksichtigt, so reduziert sich der Effekt der Selbständigkeit auf die Arbeitszufriedenheit um ca. zwei Drittel. In Modellen, die Antizipation und Adaption an Selbständigkeit und Arbeitsplatzwechsel berücksichtigen, zeigt sich lediglich für die ersten drei Jahre der Selbständigkeit eine höhere Arbeitszufriedenheit. Der positive Effekt der Selbständigkeit nimmt in der Folge jedoch ab und ist für Personen, die 4 oder mehr Jahre selbständig sind, nicht mehr signifikant. Die Ergebnisse verdeutlichen damit, dass bisherige Studien die positive Wirkung der Selbständigkeit auf die Arbeitszufriedenheit zumindest deutlich überschätzen." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Arbeitgeberattraktivität aus der Perspektive unterschiedlicher Mitarbeitergenerationen (2015)
Otto, Christian; Remdisch, Sabine;Zitatform
Otto, Christian & Sabine Remdisch (2015): Arbeitgeberattraktivität aus der Perspektive unterschiedlicher Mitarbeitergenerationen. In: M. Hartmann (Hrsg.) (2015): Rekrutierung in einer zukunftsorientierten Arbeitswelt : HR-Aufgaben optimal vernetzen, S. 47-68.
Abstract
"Angesichts des zunehmenden Wettbewerbs um qualifizierte Fach- und Führungskräfte müssen sich Unternehmen bemühen, Nachwuchskräfte anzuwerben und die Bindung der Leistungsträger zu stärken. Dabei gilt es, sich auf die nachrückende 'Generation Y' einzustellen und gleichzeitig den mittleren und älteren Generationen gerecht zu werden. Dies erfordert eine altersgruppenspezifische Personalarbeit und ein fundiertes Wissen über die Besonderheiten der Mitarbeitergenerationen. Im vorliegenden Beitrag wird untersucht, was einen Arbeitgeber für die Mitarbeitenden aus unterschiedlichen Generationen attraktiv macht und wo die Konsequenzen für die Personalrekrutierung liegen. Dazu werden Ergebnisse aus einer aktuellen Studie der Leuphana Universität Lüneburg zur Arbeitgeberattraktivität in mittelständischen Unternehmen herangezogen. Es zeigt sich unter anderem, dass die Unterschiede zwischen den Generationen in vielen Bereichen gering sind." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Disability, training and job satisfaction (2015)
Pagán-Rodríguez, Ricardo;Zitatform
Pagán-Rodríguez, Ricardo (2015): Disability, training and job satisfaction. In: Social indicators research, Jg. 122, H. 3, S. 865-885. DOI:10.1007/s11205-014-0719-2
Abstract
"This study analyses the effects of participating in further training on the levels of job satisfaction reported by workers without and with disabilities in Germany. Using longitudinal data from the German Socio-Economic Panel which covers the period 1989 - 2008, we estimate a 'Probit Adapted OLS (POLS)' model which allows us to identify the determinants of job satisfaction for people without and with disabilities. The results show that the participation in further training increases the levels of job satisfaction reported by all workers, although this increase is significantly lower among workers with disabilities. In addition, no significant differences in terms of job satisfaction were found according to the number of courses attended by disability status. However, significant differences were found between participants without and with disabilities if the duration of training was more than 1 month. From a public policy perspective, these findings show the need to redesign and implement innovative training programs for people with disabilities which contribute to increasing their levels of job satisfaction within the German labour market." (Author's abstract, © Springer-Verlag) ((en))
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Literaturhinweis
Labor supply and productivity responses to non-salary benefits: do they work? If so, at what level do they work best? (2015)
Zitatform
Spencer, Marilyn, Deniz Gevrek, Valrie Chambers & Randall Bowden (2015): Labor supply and productivity responses to non-salary benefits. Do they work? If so, at what level do they work best? (IZA discussion paper 9153), Bonn, 41 S.
Abstract
"This study explores the impact of a particular low marginal-cost employee benefit on employees' intended retention and performance. By utilizing a unique data set constructed by surveying full-time faculty and staff members at a public university in the United States, we study the impact of this employee benefit on faculty and staff performance and retention. We focus on the impact of reduction in dependent college tuition at various levels on employees' intentions to work harder and stay at their current job by using both OLS and Ordered Probit models. We also simulate the direct opportunity cost (reduction in revenue) in dollars and as a percent of total budgeted revenue to facilitate administrative decision making. The results provide evidence that for institutions where employee retention and productivity are a priority, maximizing or offering dependent college tuition waiver may be a relatively low-cost benefit to increase intended retention and productivity. In addition, the amount of the tuition waiver, number of dependents and annual salary are statistically significant predictors of intended increased productivity and intent to stay employed at the current institution. Employee retention and productivity is a challenge for all organizations. Although pay, benefits, and organizational culture tend to be key indicators of job satisfaction, little attention is given to specific types of benefits. This study is the first comprehensive attempt to explore the relationship between the impact of this low-cost employee benefit and employee performance and retention in a higher education institution in the United States." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Realisierungschancen egalitärer Erwerbsmodelle: Analysen zur Erwerbsbeteiligung in Partnerschaften mit Kindern auf Basis des Mikrozensus (2014)
Zitatform
Bohr, Jeanette (2014): Realisierungschancen egalitärer Erwerbsmodelle. Analysen zur Erwerbsbeteiligung in Partnerschaften mit Kindern auf Basis des Mikrozensus. (GESIS-Schriftenreihe 14), Köln, 246 S.
Abstract
"Obwohl in vielen Partnerschaften ein gleichberechtigtes Rollenverständnis vorherrscht, führt die Geburt eines Kindes häufig zu einer geschlechtsspezifischen Aufgabenverteilung, bei der die Frau ihre Erwerbstätigkeit längerfristig reduziert. Die Studie geht der Frage nach, welche Mütter eine gleichmäßige Aufteilung der Erwerbsarbeit präferieren und unter welchen Rahmenbedingungen egalitäre Erwerbsmodelle in Partnerschaften mit Kindern realisiert werden. Dabei werden nicht nur die faktisch praktizierten Erwerbskonstellationen, sondern auch die darüber hinausgehenden Arbeitszeitwünsche von Müttern berücksichtigt. Als Datengrundlage dient der Mikrozensus, der die Möglichkeit bietet, das Erwerbsverhalten von Frauen in Ost- und Westdeutschland unter Berücksichtigung zentraler sozioökonomischer Merkmale beider Partner sowie in unterschiedlichen Familienkonstellationen abzubilden." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Returning to the workforce after retiring: a job demands, job control, social support perspective on job satisfaction (2014)
Zitatform
Brown, Melissa, Marcie Pitt-Catsouphes, Tay K. McNamara & Elyssa Besen (2014): Returning to the workforce after retiring. A job demands, job control, social support perspective on job satisfaction. In: The International Journal of Human Resource Management, Jg. 25, H. 22, S. 3113-3133. DOI:10.1080/09585192.2014.919951
Abstract
"Despite growing interest in the aging of the workforce, few investigations have explored a key aspect of diversity among older workers: whether or not they consider themselves retired. Using a sample of workers ages 50 and older from the National Study of the Changing Workforce (2008), we apply career development theory and the job demand - control( - support) framework to investigate potential differences between working retirees (i.e. employed older adults 50+ who consider themselves retired) and working non-retirees (i.e. employed older adults 50+ who do not consider themselves retired) in terms of their job characteristics (i.e. demands, control, support) and how these job characteristics are related to job satisfaction. We find that working retirees report lower job demands and higher social support, and that there is limited evidence for the buffering hypothesis. Implications for researchers and employers are discussed." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
You can't always get what you want: gender differences in job satisfaction of university graduates (2014)
Zitatform
Bönte, Werner & Stefan Krabel (2014): You can't always get what you want. Gender differences in job satisfaction of university graduates. In: Applied Economics, Jg. 46, H. 21, S. 2477-2487. DOI:10.1080/00036846.2014.899677
Abstract
"Previous literature stressed on the gender differences in job satisfaction and the factors influencing the job satisfaction of men and women. Two rationales are usually provided for the finding that women tend to be relatively more satisfied with their jobs than men although disadvantaged in labour markets: first, women may have relatively lower expectations of career and income, and second, they may attach relatively less importance to extrinsic rewards than men. In order to analyse whether substantial gender differences exist already at the beginning of the career, we employ information of over 20 000 graduates collected through a large-scale survey of German university graduates who recently entered the labour market. We find that the job satisfaction of female graduates is on average slightly lower than the job satisfaction of male graduates, but our results do not point to substantial gender differences. In our sample of highly qualified individuals, men and women are very similar in what they want from their jobs and also in their perceptions of what they get. While our results point to substantial similarity of men and women in the early career stage, gender differences may emerge at later stages of the career life cycle." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Generation Y und Personalmanagement (2014)
Dahlmanns, Andreas;Zitatform
Dahlmanns, Andreas (2014): Generation Y und Personalmanagement. (Praxisorientierte Personal- und Organisationsforschung 18), München: Hampp, 112 S.
Abstract
"Wer ist die Generation Y und welche Bedeutung hat sie für das Personalmanagement in einem Unternehmen? Dieses Buch verschafft den Lesern einen Überblick über die Generation Y und einzelne Einflussfaktoren, welche diese geprägt haben. Es werden konkrete Anforderungen der Generation Y an einen Arbeitgeber sowie deren Auswirkung auf das Personalmanagement aufgezeigt. Darüber hinaus werden ausgewählte Aufgabenfelder des Personalmanagements hinsichtlich einer generationsspezifischen Gestaltung beschrieben." (Autorenreferat, IAB-Doku)
Weiterführende Informationen
Inhaltsverzeichnis bei der Deutschen Nationalbibliothek -
Literaturhinweis
"Momentan ist es noch ganz okay..." Arbeitswelten und Berufsverläufe von jungen Erwerbstätigen mit mittleren Bildungsabschlüssen (2014)
Eichmann, Hubert; Saupe, Bernhard;Zitatform
Eichmann, Hubert & Bernhard Saupe (2014): "Momentan ist es noch ganz okay..." Arbeitswelten und Berufsverläufe von jungen Erwerbstätigen mit mittleren Bildungsabschlüssen. (FORBA-Forschungsbericht 2014,01), Wien, 104 S.
Abstract
"In dieser Studie untersuchen wir Erwerbsarbeitsformen und Berufsbiografien von jungen Erwachsenen unter 35 Jahren in Österreich, mit einem besonderen Fokus auf Personen mit mittleren Bildungsabschlüssen. Anlass für dieses Projektvorhaben war eine eigene Untersuchung zu Praktika bzw. zur 'Generation Praktikum' in Österreich (Eichmann/Saupe 2011). Während schlecht entlohnte Arbeitsverhältnisse bei Studierenden bzw. Graduierten medialer Dauerbrenner sind, ist der Wissensstand über Strukturen von (atypischen) Arbeitsverhältnissen bei der wesentlich größeren Gruppe junger Erwachsener unterhalb des Hochschulniveaus vergleichsweise bescheiden. Diese 'mittleren' Gruppen sind im Vergleich zu einerseits (angehenden) HochschulabsolventInnen und andererseits Jugendlichen ohne abgeschlossene Berufsausbildung oder sonstigen Problemgruppen wenig erforscht." (Textauszug, IAB-Doku)
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Literaturhinweis
Supportive work-family environments: implications for work-family conflict and well-being (2014)
Fiksenbaum, Lisa Michelle;Zitatform
Fiksenbaum, Lisa Michelle (2014): Supportive work-family environments. Implications for work-family conflict and well-being. In: The international journal of human resource management, Jg. 25, H. 5, S. 653-672. DOI:10.1080/09585192.2013.796314
Abstract
"Work-family conflict (WFC) remains a growing type of stress and concern for many employees. Recognizing these difficulties, organizations are offering various formal programs (e.g. on-site childcare, flextime, compressed work week, telecommuting and so on.) to help their employees in balancing both work and family life. However, many employees are hesitant to use them due to 'stigmas' attached to them. A work environment that is supportive of such programs is likely a contributing factor in the success and effectiveness of these programs. This study tested a model that examines the availability of work-family programs and work-family culture (i.e. in terms of managerial support, organizational demands and career consequences) as predictors of WFC. The model also examined the effects of WFC on individual's well-being (i.e. life satisfaction and work engagement). Data were collected from 112 employees, and the overall fit of the model was good (i.e. the model was reasonably consistent with the data). Results demonstrated that the availability of work-family benefits promoted a supportive work-family culture, which was inversely related to WFC. WFC contributed negatively to both life satisfaction and work engagement. That is, employees who reported more WFC were less satisfied with their life and were less inclined to be engaged at work. Results of the study highlight the importance of inculcating an accommodating work environment, and will be discussed." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Arbeitsqualität aus der Sicht von jungen Beschäftigten: 5. Sonderauswertung zum DGB-Index Gute Arbeit (2014)
Zitatform
Gerdes, Johann & Alexandra Wagner (2014): Arbeitsqualität aus der Sicht von jungen Beschäftigten. 5. Sonderauswertung zum DGB-Index Gute Arbeit. Berlin, 35 S.
Abstract
"Die Studie 'Arbeitsqualität aus der Sicht von jungen Beschäftigten' wertet die Daten des aktuellen DGB-Index Gute Arbeit aus und zeigt, wie Beschäftigte unter 35 Jahren ihre Arbeits- und Einkommensbedingungen beurteilen. So zeigt die Auswertung etwa, dass zwei von drei Beschäftigten unter 35 Jahren regelmäßig Überstunden machen - mehr als ein Drittel sogar über fünf Stunden jede Woche.
Fast ein Drittel (29 Prozent) der Beschäftigten dieser Altersgruppe arbeiten in atypischen Beschäftigungsverhältnissen. Zum Vergleich: Bei den über 35-Jährigen sind es nur 18 Prozent.
Weiteres Ergebnis: 57 Prozent der jungen Beschäftigten unter 35 Jahren geben an, oft oder sehr oft unter Zeitdruck arbeiten zu müssen." (Autorenreferat, IAB-Doku) -
Literaturhinweis
IGA-Barometer 4. Welle 2013: Die Arbeitssituation in Unternehmen: eine repräsentative Befragung der Erwerbsbevölkerung in Deutschland. Flexibilität, Life-Domain-Balance und Gesundheit. Auswirkungen von Erwerbslosigkeitserfahrungen (2014)
Hessenmöller, Anna-Maria; Schröer, Sarah; Schüpbach, Heinz; Pieper, Claudia ; Schiml, Nina; Pangert, Barbara; Otto, Kathleen ; Scheel, Tabea ; Mohr, Gisela;Zitatform
Hessenmöller, Anna-Maria, Barbara Pangert, Claudia Pieper, Nina Schiml, Sarah Schröer & Heinz Schüpbach (2014): IGA-Barometer 4. Welle 2013: Die Arbeitssituation in Unternehmen. Eine repräsentative Befragung der Erwerbsbevölkerung in Deutschland. Flexibilität, Life-Domain-Balance und Gesundheit. Auswirkungen von Erwerbslosigkeitserfahrungen. (IGA-Report 27), Essen, 114 S.
Abstract
"Die Initiative Gesundheit und Arbeit befragte zum vierten Mal seit 2004 etwa 2.000 Erwerbstätige in Deutschland zum Stellenwert der Arbeit. Die Ergebnisse dieser vierten Befragungswelle des iga.Barometers geben Aufschluss darüber, wie die deutsche Erwerbsbevölkerung den Einfluss der Arbeit auf die Gesundheit, die Bereitschaft, das Unternehmen zu wechseln, oder die eigene Arbeitsfähigkeit bis zur Rente einschätzt.
Die befragten Arbeitnehmerinnen und Arbeitnehmer beschrieben ihre Arbeitssituation im Wesentlichen als positiv. Zum Beispiel würde nur jeder fünfte Befragte den Beruf, die Branche oder den Arbeitgeber wechseln, wenn die Möglichkeit bestünde. Bei einer Reihe von Fragen zeigt sich jedoch auch Verbesserungsbedarf für die Unternehmen. Denn nur jeder Zweite sagt, dass er sich vorstellen kann, seine aktuelle Tätigkeit uneingeschränkt bis zur Rente auszuüben.
Ein aktuelles Schwerpunktthema sind die Veränderung von Flexibilitätsanforderungen und -angeboten für die Beschäftigten und deren Folgen für Gesundheit und Life-Domain-Balance. Die Mehrzahl der Befragten berichtet, dass sich die Arbeit positiv auf ihr Privatleben auswirkt. Ein Fünftel hingegen fühlt sich erschöpft, zum Beispiel weil Erholungszeiten fehlen. Als zentrale Ansatzpunkte erweisen sich im iga.Barometer ausreichend Zeitpuffer und eine Begrenzung der ständigen Erreichbarkeit.
Ein weiterer Schwerpunkt dieser Ausgabe sind die Erfahrungen der Beschäftigten mit Erwerbslosigkeit und die Auswirkungen auf weitere Arbeitsverhältnisse. So sind Menschen, die mindestens einmal erwerbslos waren, seltener in ihrem gelernten Beruf tätig und häufiger befristet beschäftigt." (Autorenreferat, IAB-Doku) -
Literaturhinweis
Occupational stereotypes and gender-specific job satisfaction (2014)
Zitatform
Janssen, Simon & Uschi Backes-Gellner (2014): Occupational stereotypes and gender-specific job satisfaction. (University of Zurich, Institute for Strategy and Business Economics. Working paper 107), Zürich, 30 S.
Abstract
"Using representative data containing information on job satisfaction and worker's gender-specific prejudices, we investigate the relationship between stereotyping and job satisfaction. We show that women in stereotypically male jobs are significantly less satisfied with their work climate and job contents than in stereotypically female jobs but more satisfied with their income in those same jobs. Our findings indicate that women trade-off their higher income satisfaction against the negative consequences of stereotyping. As long as we take into account that stereotypically male jobs are physically more demanding than stereotypically female jobs, men are generally more satisfied with stereotypically male jobs." (Author's abstract, IAB-Doku) ((en))
Beteiligte aus dem IAB
Janssen, Simon; -
Literaturhinweis
The power of the pram: do young children determine female job satisfaction (2014)
Zitatform
Kifle, Temesgen, Parvinder Kler & Sriram Shankar (2014): The power of the pram. Do young children determine female job satisfaction. In: Applied Economics Letters, Jg. 21, H. 4, S. 289-292. DOI:10.1080/13504851.2013.856991
Abstract
"Policy-makers worldwide have attempted a number of strategies over the last few decades to increase female labour-force participation without jeopardizing their choice of also maintaining a fulfilling family life, should they choose to do so. One such Australian strategy heavily subscribed by females with young children has been to promote part-time employment. Results provide evidence that females with young children at home engaged in part-time employment are generally more satisfied with their working hours and work - life balance relative to those with older and no children, whilst the opposite holds when looking at those in full-time employment. This suggests that part-time employment should be pursued as a policy tool to aid females with young children maintain a relationship with the labour market without having to also give up being the primary carer of their children." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
A weighty issue revisited: the dynamic effect of body weight on earnings and satisfaction in Germany (2014)
Kropfhäußer, Frieder; Sunder, Marco;Zitatform
Kropfhäußer, Frieder & Marco Sunder (2014): A weighty issue revisited. The dynamic effect of body weight on earnings and satisfaction in Germany. (SOEPpapers on multidisciplinary panel data research at DIW Berlin 635), Berlin, 14 S.
Abstract
"We estimate the relationship between changes in the body mass index (bmi) and wages or satisfaction, respectively, in a panel of German employees. In contrast to previous literature, the dynamic models indicate that there is an inverse u-shaped association between bmi and wages among young workers. Among young male workers, work satisfaction is affected beyond the effect on earnings. Our finding of an implied optimum bmi in the overweight range could indicate that the recent rise in weight does not yet constitute a major limitation to productivity." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
European women: the link between money, career, and financial satisfaction (2014)
Zitatform
Kulic, Nevena (2014): European women. The link between money, career, and financial satisfaction. In: European Sociological Review, Jg. 30, H. 3, S. 287-301. DOI:10.1093/esr/jct030
Abstract
"This study goes beyond economic research on women's economic independence, which relies only on income in explaining women's economic well-being within a household, and adopts a perspective that recognizes the importance of their actual employment patterns and occupational choices (Gerson, 1993, Hakim, 2000). Using the data on financial satisfaction from the European Community Household Panel from 1994 - 2001, this article compares married and cohabiting women from five industrialized European countries. Analyses indicate that it is not relative income or pure employment that matters the most for a woman's financial satisfaction but, more likely, the choice of continuous and full-time labour market involvement. The data also offer other interesting findings: a homemaking career may be as beneficial for a woman's financial satisfaction as continuous employment, while a discontinuous employment path seems to be detrimental for a woman's financial satisfaction. Cross-country comparison shows that institutions alter women's economic well-being independently of their individual achievements, suggesting that more research is needed to disentangle the institutional components that most influence the relation between women's paid and unpaid employment, and their economic well-being." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Arbeitsmarktergebnisse und berufliche Ziele der Generation Y im Vergleich zur Generation X (2014)
Metzler, Christoph; Zibrowius, Michael; Werner, Dirk;Zitatform
Metzler, Christoph, Dirk Werner & Michael Zibrowius (2014): Arbeitsmarktergebnisse und berufliche Ziele der Generation Y im Vergleich zur Generation X. In: IW-Trends, Jg. 41, H. 3, S. 1-17.
Abstract
"Junge Menschen der Jahrgänge 1980 bis 1995, in der medialen Berichterstattung häufig als Generation Y oder Millennials bezeichnet, steigen in den letzten Jahren zunehmend in das Berufsleben ein. Ihnen wird von manchem Beobachter unterstellt, dass sie andere berufliche Ziele verfolgen würden und andere Vorstellungen hätten als vergleichbare Altersgruppen in den Vorgängergenerationen. Unternehmen müssten daher ihre Arbeitsbedingungen anpassen, um auch für diese jungen Fachkräfte attraktiv zu bleiben. Ein intergenerationaler Vergleich dieser Generation Y mit den Angehörigen der Geburtsjahrgänge 1965 bis 1979 (Generation X) auf Basis des Sozio-oekonomischen Panels findet allerdings keine eindeutigen Anhaltspunkte für eine unterschiedliche Einschätzung oder Haltung, wenn sozio-demografische Faktoren, konjunkturelle Trends und Merkmale der beruflichen Tätigkeit berücksichtigt werden. Vielmehr erweist sich die Zunahme der Erwerbstätigkeit von jungen Frauen im Verbund mit einer Ausweitung der Teilzeitbeschäftigung als potenzieller Treiber für beobachtbare Unterschiede. Für die Personalarbeit von Unternehmen bedeutet das, dass sie eher die allgemeinen Trends adressieren als sich auf vermeintliche Besonderheiten einer neuen jungen Generation einstellen sollten." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Employment, late-life work, retirement, and well-being in Europe and the United States (2014)
Zitatform
Nikolova, Milena & Carol Graham (2014): Employment, late-life work, retirement, and well-being in Europe and the United States. In: IZA journal of European Labor Studies, Jg. 3, S. 1-30. DOI:10.1186/2193-9012-3-5
Abstract
"Flexible work arrangements and retirement options provide one solution for the challenges of unemployment and underemployment, aging populations, and unsustainable public pension systems in welfare states around the world. We examine the relationships between well-being and job satisfaction on the one hand and employment status and retirement, on the other, using Gallup World Poll data for several European countries and the United States. We find that voluntary part-time workers are happier, experience less stress and anger, and have higher job satisfaction than other employees. Using statistical matching, we show that late-life workers under voluntary part-time or full-time arrangements have higher well-being than retirees. There is no well-being premium for involuntary late-life work and self-employment compared to retirement, however. Our findings inform ongoing debates about the optimal retirement age and the fiscal burdens of public pension systems." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Part-time work, women's work-life conflict, and job satisfaction: a cross-national comparison of Australia, the Netherlands, Germany, Sweden, and the United Kingdom (2014)
Zitatform
Roeters, Anne & Lyn Craig (2014): Part-time work, women's work-life conflict, and job satisfaction. A cross-national comparison of Australia, the Netherlands, Germany, Sweden, and the United Kingdom. In: International Journal of Comparative Sociology, Jg. 55, H. 3, S. 185-203. DOI:10.1177/0020715214543541
Abstract
"This study uses the International Social Survey Programme (ISSP) 2013 'Family and Changing Gender Roles' module (N?=?1773) to examine cross-country differences in the relationship between women's part-time work and work - life conflict and job satisfaction. We hypothesize that part-time work will lead to less favorable outcomes in countries with employment policies that are less protective of part-time employees because the effects of occupational downgrading counteract the benefits of increased time availability. Our comparison focuses on the Netherlands and Australia while using Germany, the United Kingdom, and Sweden as benchmarks. Part-time employment is prevalent in all five countries, but has the most support and protection in the Dutch labor market. We find little evidence that country of residence conditions the effects of part-time work. Overall, the results suggest that part-time work reduces work-life conflict to a similar extent in all countries except Sweden. The effects on job satisfaction are negligible. We discuss the implications for social policies meant to stimulate female labor force participation." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Arbeitszeitgestaltung unter Berücksichtigung der Work-Life-Balance: Schlussbericht zum Forschungsvorhaben "Arbeitszeitgestaltung unter Berücksichtigung der Work-Life-Balance mit Hilfe der rechnerunterstützten Simulation - ARBWOL" (2014)
Stock, Patricia; Leupold, Michael; Schmidt, Daniel;Zitatform
Stock, Patricia, Daniel Schmidt & Michael Leupold (2014): Arbeitszeitgestaltung unter Berücksichtigung der Work-Life-Balance. Schlussbericht zum Forschungsvorhaben "Arbeitszeitgestaltung unter Berücksichtigung der Work-Life-Balance mit Hilfe der rechnerunterstützten Simulation - ARBWOL". Karlsruhe, XII, 102 S.
Abstract
"Ziel des Forschungsvorhabens ARBWOL ist die Aufdeckung von Effekten flexibler Arbeitszeitmodelle auf die Work-Life-Balance und die daraus resultierende ganzheitliche Belastungssituation der Mitarbeiter. Hierzu sollen innerhalb der heterogenen Gruppe der Beschäftigten zunächst sog. 'soziale Rollen' identifiziert werden. Als soziale Rolle wird die Position eines Beschäftigten in seinem außerberuflichen Umfeld verstanden sowie die daraus resultierenden Verpflichtungen und Erwartungen (z.B. eigen- und gemeinnützige Arbeit, ehrenamtliche Tätigkeiten, sportliche Aktivitäten), welche aus dieser Position resultieren und so zu einer (außerberuflichen) Belastung des Beschäftigten führen können. Im Anschluss daran werden typische Belastungen sowie potenzielle soziale Konflikte für die verschiedenen sozialen Rollen ermittelt und ein Rollen-Belastungs-Modell abgeleitet, das die Wirkungszusammenhänge beschreibt. Hierzu wird in diesem Forschungsprojekt ein dualer Forschungsansatz verfolgt:
- Einerseits soll durch eine Befragung die Belastungssituation der Beschäftigten im Dienstleistungsbereich erfasst und analysiert werden. Aus dem Ergebnis soll ein genaueres Bild bezüglich der individuell von den Beschäftigten empfundenen Arbeitssituation abgeleitet werden.
- Andererseits sollen mittels einer personalorientierten Simulationsstudie die Auswirkungen verschiedener Arbeitszeitmodelle auf die Work-Life-Balance in Abhängigkeit von sozialen Rollen abgebildet werden.
Es sollen Handlungsanleitungen und Empfehlungen zur belastungsreduzierenden Gestaltung von Arbeitszeitmodellen entwickelt werden. Diese gewonnen Erkenntnisse sollen in ein simulationsunterstütztes Analyse- und Gestaltungsinstrument eingebunden werden, das es ermöglicht, im konkreten Anwendungsfall Empfehlungen für die Arbeitszeitgestaltung abzuleiten." (Autorenreferat, IAB-Doku) -
Literaturhinweis
Labour market policy and its effects on subjective well-being and reemployment stability in Europe (2014)
Zitatform
Wulfgramm, Melike (2014): Labour market policy and its effects on subjective well-being and reemployment stability in Europe. Bremen, 143 S.; 1,86 MB.
Abstract
"This dissertation analyses the effects of labour market policy on subjective well-being and social inclusion of the unemployed as well as employment stability once the unemployment spell is finished. In the first research stage, the treatment effect of participation in the German work creation scheme One-Euro-Jobs on life satisfaction and perceptions of social inclusion are studied using microeconometric panel methods. It is shown that active labour market policy (ALMP) measures can moderate the social exclusion of long-term unemployed and can thus foster their subjective well-being. However, ALMP cannot fully substitute the psychosocial functions of regular employment. In the second research stage, multilevel as well duration analyses show how country differences in well-being of the unemployed and their reemployment stability can be traced back to national differences in labour market policy. Especially the generosity of unemployment benefits is strongly and positively associated with reemployment stability and subjective well-being of the unemployed in Europe." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Life satisfaction and self-employment: a matching approach (2013)
Zitatform
Binder, Martin & Alex Coad (2013): Life satisfaction and self-employment. A matching approach. In: Small business economics, Jg. 40, H. 4, S. 1009-1033. DOI:10.1007/s11187-011-9413-9
Abstract
"Despite lower incomes, the self-employed consistently report higher satisfaction with their jobs. But are self-employed individuals also happier, more satisfied with their lives as a whole? High job satisfaction might cause them to neglect other important domains of life, such that the fulfilling job crowds out other pleasures, leaving the individual on the whole not happier than others. Moreover, self-employment is often chosen to escape unemployment, not for the associated autonomy that seems to account for the high job satisfaction. We apply matching estimators that allow us to better take into account the above-mentioned considerations and construct an appropriate control group (in terms of balanced covariates). Using the BHPS dataset that comprises a large nationally representative sample of the British populace, we find that individuals who move from regular employment into self-employment experience an increase in life satisfaction (up to 2 years later), while individuals moving from unemployment to self-employment are not more satisfied than their counterparts moving from unemployment to regular employment. We argue that these groups correspond to 'opportunity' and 'necessity' entrepreneurship, respectively. These findings are robust with regard to different measures of subjective well-being as well as choice of matching variables, and also robustness exercises involving 'simulated confounders'." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Temporary contracts and young workers' job satisfaction in Italy (2013)
Bruno, Giovanni S. F.; Caroleo, Floro E.; Dessy, Orietta;Zitatform
Bruno, Giovanni S. F., Floro E. Caroleo & Orietta Dessy (2013): Temporary contracts and young workers' job satisfaction in Italy. (IZA discussion paper 7716), Bonn, 31 S.
Abstract
"The Italian process of flexibilization of the labour market has created a dual market populated by protected permanent employees and unprotected temporary workers. The latter comprises not only temporary employment relationships but also autonomous collaborations used by firms as low-cost de facto temporary employment relationships. Little is known about the quality of these temporary jobs, particularly widespread among young workers. We estimate a regression model of perceived overall job satisfaction of young workers, based on the ISFOL-PLUS 2006-2008-2010 panel. We control for the various temporary contracts and for perceived satisfactions in nine aspects of the job. We find that lack of job stability is the most serious cause of lower satisfaction for both temporary employees and autonomous collaborators. But while temporary employees compensate concerns of job stability with other job aspects, attaining satisfaction levels comparable to those of permanent employees, autonomous collaborators do not and are thus significantly the least satisfied." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Workplace well-being, gender and age: examining the 'Double Jeopardy' effect (2013)
Carvalho Wilks, Daniela; Neto, Felix;Zitatform
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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Literaturhinweis
Arbeitszufriedenheit von Personen mit Migrationshintergrund: eine Analyse auf Basis des Soziooekonomischen Panels (SOEP) (2013)
Zitatform
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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Literaturhinweis
Intrinsic motivations of public sector employees: evidence for Germany (2013)
Zitatform
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))
Ähnliche Treffer
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Literaturhinweis
Life satisfaction and unemployment: the role of voluntariness and job prospects (2013)
Hajek, Andre;Zitatform
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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Literaturhinweis
Cross-national analysis of gender differences in job-satisfaction (2013)
Zitatform
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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Literaturhinweis
From "work-family" to "work-life": broadening our conceptualization and measurement (2013)
Zitatform
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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Literaturhinweis
Collective bargaining and faculty job satisfaction (2013)
Zitatform
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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Literaturhinweis
Are migrants going up a blind alley? Economic migration and life satisfaction around the world: cross-national evidence from Europe, North America and Australia (2013)
Olgiati, Analia; Calvo, Rocio; Berkman, Lisa;Zitatform
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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Literaturhinweis
How German employees of different ages conserve resources: perceived age discrimination and affective organizational commitment (2013)
Zitatform
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))