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
Durchführung von digitalen Arbeitssituationsanalysen für die mobil-flexible Arbeit zur Erhebung von psychischen Belastungsfolgen: Befragung von Mitarbeiter*innen einer öffentlichen Verwaltung zu Homeoffice – Erfahrungen während der SARS-CoV-2-Pandemie (2022)
Bölsch-Peterka, Ronja; Schmidtke, Aliena; Krowicki, Martin; Böckelmann, Irina;Zitatform
Bölsch-Peterka, Ronja, Martin Krowicki, Aliena Schmidtke & Irina Böckelmann (2022): Durchführung von digitalen Arbeitssituationsanalysen für die mobil-flexible Arbeit zur Erhebung von psychischen Belastungsfolgen. Befragung von Mitarbeiter*innen einer öffentlichen Verwaltung zu Homeoffice – Erfahrungen während der SARS-CoV-2-Pandemie. In: Zentralblatt für Arbeitsmedizin, Arbeitsschutz und Ergonomie, Jg. 72, H. 3, S. 115-128. DOI:10.1007/s40664-022-00460-2
Abstract
"Im Zuge der SARS-CoV-2-Pandemie wurde die Arbeit in vielen Betrieben nach Hause verlagert und innerhalb kurzer Zeit hat sich die Arbeitssituation der Beschäftigten schnell verändert. Um mögliche Belastungen zu identifizieren und gesundheitliche Ressourcen auszubauen, sind fundierte Analysen der Arbeitssituation notwendig. Ziel dieser Arbeit war es, auch in Zeiten mit Kontaktbeschränkungen, fundierte Analysen im Bereich des Betrieblichen Gesundheitsmanagements anzubieten. Mithilfe von digitalen Arbeitssituationsanalysen (ASITA) sollte die Homeoffice-Tätigkeit in einer öffentlichen Verwaltung erfasst und Handlungsempfehlungen abgeleitet werden. Mittels digitaler ASITAs wurden 3 Gruppen (16 Beschäftigte) zu ihrer Arbeitssituation im Homeoffice befragt. Eingeschlossen wurden Beschäftigte, die innerhalb der letzten 12 Wochen vor der Befragung an mindestens 2 Tagen pro Woche im Homeoffice gearbeitet haben. Das Arbeiten im Homeoffice stellt Anforderungen an die Beschäftigten, die wiederum positive als auch negative Beanspruchungsfolgen mit sich bringen. Aufseiten der Arbeitsorganisation ergaben sich individuelle Vorteile, wie der Wegfall von Arbeitswegen oder eine bessere Zeiteinteilung. Hinsichtlich der Kommunikation im Unternehmen fehlten klare Strukturen zur Arbeit im Homeoffice. Digitale ASITAs können ein aussagekräftiges Instrument sein, um gesundheitliche Belastungen und Ressourcen auch in Unternehmen mit mobil-flexiblen Arbeitsmodellen zu untersuchen. Wie am Beispiel der Pandemie gezeigt, bedingt ein Wandel der Arbeitssituation einen kontinuierlichen Reflexionsprozess, bei dem die Gesundheit der Beschäftigten eine wesentliche Säule sein muss." (Autorenreferat, IAB-Doku)
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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
Well-being, productivity and employment: Squaring the working time policy circle (2022)
Cazes, Sandrine; Krämer, Clara; Touzet, Chloé; Martin, Sebastien;Zitatform
Cazes, Sandrine, Clara Krämer, Sebastien Martin & Chloé Touzet (2022): Well-being, productivity and employment: Squaring the working time policy circle. In: A. Bassanini (Hrsg.) (2022): OECD Employment Outlook 2022: Building Back More Inclusive Labour Markets, S. 243-350.
Abstract
"Working time is both a key element of workers’ lives and a production factor. Understanding how working time policy relates to well-being and economic outcomes is thus crucial to design measures balancing welfare and efficiency concerns. Evidence so far has largely focused on the use of maximum hours’ regulation to prevent detrimental effects on workers’ health, and the effect of normal hours reductions on employment levels. This chapter brings two new perspectives: first, it accounts for the fact that workers’ well-being is an increasingly central societal objective of working time policies, and therefore considers well-being effects alongside productivity and employment effects. Second, it accounts for the use of flexible hours and the development of teleworking in the aftermath of the COVID-19 crisis and considers their impact on well-being, productivity and employment. Building on these analyses, the chapter discusses the potential of various working time policies to enhance non-material aspects of workers’ well-being such as health, work-life balance and life satisfaction while preserving employment or productivity" (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The Full Returns to the Choice of Occupation and Education (2022)
Zitatform
Clark, Andrew E., Maria Cotofan & Richard Layard (2022): The Full Returns to the Choice of Occupation and Education. (IZA discussion paper 15279), Bonn, 57 S.
Abstract
"Information on both earnings and non-pecuniary rewards is needed to understand the occupational dispersion of wellbeing. We analyse subjective wellbeing in a large UK sample to construct a measure of "full earnings", the sum of earnings and the value of non-pecuniary rewards, in 90 different occupations. Labour-market inequality is underestimated: the dispersion of full earnings is one-third larger than the dispersion of earnings. Equally, the gender and ethnic gaps in the labour market are larger than those in earnings alone, and the full returns to education on the labour market are underestimated. These results are similar in data on US workers. In neither cross-section nor panel data do we find evidence of compensating differentials." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
How do employees cope with mandatory working from home during COVID-19? (2022)
Zitatform
Dicu, Andreea, Irma Rybnikova & Thomas Steger (2022): How do employees cope with mandatory working from home during COVID-19? In: German Journal of Human Resource Management, Jg. 36, H. 3, S. 300-324. DOI:10.1177/23970022221079049
Abstract
"How do employees who are coerced to work from home during COVID-19 cope with this unprecedented situation? Drawing upon the job-demands-resources (JD-R) model and upon the literature on coping, we analyse empirical qualitative material which stems from two-stage interviews with and online diaries prepared by 15 white-collar employees in Romania. We identify four initial coping types in relation to mandatory working from home: ‘explorers’, ‘statics’, ‘chaotics’ and ‘irremediables’. In the follow-up stage of the field work, the ‘chaotic’ type of coping disappears. These findings in relation to the unique pandemic situation represent a significant contribution to the literature on working from home as well as on coping with stress." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
New insights into self-initiated work design: the role of job crafting, self-undermining and five types of job satisfaction for employee's health and work ability (2022)
Döbler, Antonia-Sophie ; Wegge, Jürgen ; Nowak, Joshua; Richter-Killenberg, Stefanie; Emmermacher, Andre;Zitatform
Döbler, Antonia-Sophie, Andre Emmermacher, Stefanie Richter-Killenberg, Joshua Nowak & Jürgen Wegge (2022): New insights into self-initiated work design: the role of job crafting, self-undermining and five types of job satisfaction for employee's health and work ability. In: German Journal of Human Resource Management, Jg. 36, H. 2, S. 113-147. DOI:10.1177/23970022211029023
Abstract
"The present study provides evidence for the important role of job crafting and self-undermining behaviors at work, two new concepts that were recently integrated into the well-known job demands-resources (JD-R) theory (Bakker and Demerouti, 2017). We investigate how these behaviors are associated with work engagement, emotional exhaustion, and work ability as a long-term indicator of employee’s well-being. Furthermore, we examine the moderating role of personal resources in the stress-strain process by comparing groups of employees representing the five types of job satisfaction defined by Bruggemann (1974). Data was collected in a cross-sectional study within a German DAX company’s manufacturing plant from 1145 blue- and white-collar workers. Results of structural equation modeling provided, as expected, support for an indirect effect of job demands and job resources on emotional exhaustion and work engagement through job crafting and self-undermining. Work ability, on the other hand, was mainly affected by emotional exhaustion, but not by work engagement. Most important, we found significant differences between path coefficients across the five types of job satisfaction indicating that these types represent important constellations of personal resources and job demands that should be considered both for analyzing stress at work and for offering tailored stress interventions in organizations." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Working-time mismatch and job satisfaction of junior academics (2022)
Zitatform
Frei, Irina & Christian Grund (2022): Working-time mismatch and job satisfaction of junior academics. In: Journal of business economics, Jg. 92, H. 7, S. 1125-1166. DOI:10.1007/s11573-022-01091-y
Abstract
"We examine the role of working-time mismatches (defined as the difference between actual and desired weekly working hours) in academics' job satisfaction. In doing so, we investigate how academics' career stage (predoc vs. postdoc) and contract status (part-time vs. full-time employment) moderate the relation between a mismatch in working hours and job-related well-being. Our results are based on longitudinal survey data among junior academics in the STEM fields indicate that mismatches in working hours are prevalent in academia and are associated with a loss of job satisfaction. In this context, overemployment (working more than desired) tends to unfold more severe consequences with respect to job satisfaction compared to underemployment. We find evidence for a similar reaction of doctoral students and postdocs with respect to job satisfaction when experiencing a working-time mismatch. Part-time employment positively moderates the link between working-time mismatch and job satisfaction for the case of underemployment." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))
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Literaturhinweis
Bleibebarometer Öffentlicher Dienst: Eine Befragung zu Bindungsfaktoren in der Verwaltung (2022)
Fulde, Michael; Laier, Jana;Zitatform
(2022): Bleibebarometer Öffentlicher Dienst. Eine Befragung zu Bindungsfaktoren in der Verwaltung. Berlin, 45 S.
Abstract
"Der Fachkräftemangel macht auch vor deutschen Verwaltungen nicht Halt. Neben der Rekrutierung von Nachwuchs, müssen Behörden ihre Mitarbeiterinnen und Mitarbeiter in Zukunft aktiv zum Bleiben bewegen, um übermäßige Fluktuation zu verhindern. Eine Herausforderung für deutsche Verwaltungen, denn viele Instrumente, wie zum Beispiel Onboarding Prozesse, stehen in Behörden vielerorts noch nicht zur Verfügung. Alle Ergebnisse im Bleibebarometer Öffentlicher Dienst. Wichtigste Ressource im System der öffentlichen Leistungserbringung sind Mitarbeitende in Behörden. Diese werden aber immer weniger, zum einen durch altersbedingte Austritte, zum anderen durch Fluktuation, zum Beispiel in die Privatwirtschaft. Für Verwaltungen ist es deshalb essenziell, neben der Rekrutierung von neuen Mitarbeiterinnen und Mitarbeitern, das bestehende Personal an sich zu binden. Welche Erwartungen die Beschäftigten an ihren Arbeitgeber haben und wie die Personalbindung gelingen kann, hat jetzt das Bleibebarometer Öffentlicher Dienst 2022 der Next:Public untersucht. Die schlechte Nachricht: 80 Prozent der Beschäftigten im Öffentlichen Dienst können sich vorstellen, den Arbeitgeber zu wechseln – knapp ein Drittel gar zu einem Arbeitgeber in der Privatwirtschaft Das hat die aktuelle Umfrage zum Bleibebarometer mit 7.500 Teilnehmenden aus dem Öffentlichen Dienst in Bund, Ländern und Kommunen ergeben." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Job satisfaction: towards internalizing the feeling of inequality between men and women (2022)
Gaye, Maimouna;Zitatform
Gaye, Maimouna (2022): Job satisfaction: towards internalizing the feeling of inequality between men and women. In: Applied Economics, Jg. 54, H. 33, S. 3823-3839. DOI:10.1080/00036846.2021.2016589
Abstract
"The more pronounced job satisfaction among women is generally observed despite their less favorable work situation compared to men. However, regression analysis alone in a sample of non-comparable men and women may be subject to model misspecification. Our work uses an innovative matching procedure, Coarsened Exact Matching (CEM), to address this issue and analyze the reasons for the differential in job satisfaction between men and women with the same characteristics. Data from the Sixth European Working Conditions Survey are considered including five measures of satisfaction with career development prospects taken as a new measure. The results show that women are more satisfied with job security, while they seem less satisfied with their career development prospects. A similar level of satisfaction is observed between men and women with regard to social relations, overall satisfaction and salary. Exceptionally, the youngest women, or those with higher education, or employed at a higher hierarchical level, or working in male-dominated sectors, expressed levels of satisfaction that were the opposite of the other women. This is likely due to the fact that these women align their job expectations with those of their male counterparts." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
An empirical analysis of the relationship between innovation activities and job satisfaction among French firms (2022)
Zitatform
Grolleau, Gilles, Naoufel Mzoughi & Sanja Pekovic (2022): An empirical analysis of the relationship between innovation activities and job satisfaction among French firms. In: Journal of vocational behavior, Jg. 133. DOI:10.1016/j.jvb.2021.103689
Abstract
"Drawing on the literature on innovation climate and employee attitudes, we discuss how innovations could impact job satisfaction. Using lagged predictors and relevant control variables, we investigate empirically this relationship on a large sample of French firms. Our estimation results show that employees in companies that engage in innovation activities are more likely to report increased job satisfaction. Moreover, building on previous organizational research arguing that layoffs are likely to create detrimental workplace atmosphere and conditions, we test whether the relationship between innovation and job satisfaction is moderated by downsizing decisions among the examined firms. We draw several theoretical and managerial implications." (Author's abstract, IAB-Doku, © 2022 Elsevier) ((en))
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Literaturhinweis
Arbeiten vor und während der Pandemie (2022)
Zitatform
Grunau, Philipp, Hannes Walz & Stefanie Wolter (2022): Arbeiten vor und während der Pandemie. (Bundesministerium für Arbeit und Soziales. Forschungsbericht 604), Berlin, 66 S.
Abstract
"Die Art wie wir arbeiten unterlag schon immer einem gewissen Wandel, von der Industrialisierung über die Entstehung und Konsolidierung des Sozialstaats bis hin zu Digitalisierung und Flexibilisierung der heutigen Zeit („Arbeiten 4.0“). Dennoch scheint sich dieser Wandel in den letzten Jahren beschleunigt zu haben, insbesondere im Zuge der von der Corona-Pandemie geprägten vergangenen zwei Jahre. Dieser Bericht stellt daher die Veränderungen „erlebter Arbeit“ zwischen 2013 und 2021 dar, betrachtet somit also sowohl die Zeit vor als auch während der Pandemie. Dabei stehen die Beschäftigtenperspektive und somit subjektive Dimensionen im Fokus. Die Ergebnisse zeigen eine hohe Arbeitsdichte, mit hohem Termindruck bis 2017 und einer verstärkten Erreichbarkeit in der Freizeit. Gleichzeitig sinkt aber auch der Anteil der Beschäftigten, die Vereinbarkeits-Konflikte in Form von Störungen des Privatlebens durch Berufliches erleben. Die Arbeitszufriedenheit ist hoch, die Bindung an den Betrieb nimmt jedoch über die Zeit etwas ab, ein Trend, der während der Pandemie 2021 gebrochen wurde – ob nun temporär oder langfristig, müssen die kommenden Jahre und Befragungswellen zeigen. Während der Pandemie zeigen die Regressionsergebnisse, dass viele Unterschiede in der Wahrnehmung zwischen verschiedenen Beschäftigtengruppen kleiner werden. Für befristete Beschäftigte hingegen finden wir Anzeichen, dass die Arbeitsqualität 2021 wahrscheinlich aufgrund der wirtschaftlichen Lage schlechter geworden ist. Unvermindert stabil sind hingegen die Kollegialität und Hilfsbereitschaft unter KollegInnen. Bei der Analyse von Veränderungen der Arbeit basierend auf Berichten von Beschäftigten besteht natürlich potenziell der Nachteil, dass öffentliche Diskussionen über Themen der Arbeitsqualität möglicherweise Beschäftigte vor der Befragung dazu gebracht haben, ihre Arbeit neu zu bewerten, ohne dass sich für den Einzelnen/die Einzelne zwangsläufig objektive Änderung ergeben hätten. Nichtsdestotrotz bietet eine Betrachtung der Arbeitsqualität seitens von Beschäftigten unschätzbare Vorteile, nicht zuletzt da diese – subjektiven – Einschätzungen letztendlich deren Verhalten bestimmen, was insbesondere in Zeiten von Fachkräfteengpässen von Bedeutung ist." (Autorenreferat, IAB-Doku)
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Literaturhinweis
The Benefits of an Employee-Friendly Company on Job Attitudes and Health of Employees: Findings from Matched Employer–Employee Data (2022)
Zitatform
Herr, Raphael M., Luisa L. Brokmeier, Joachim E. Fischer & Daniel Mauss (2022): The Benefits of an Employee-Friendly Company on Job Attitudes and Health of Employees: Findings from Matched Employer–Employee Data. In: International journal of environmental research and public health, Jg. 19, H. 15. DOI:10.3390/ijerph19159046
Abstract
"This study explored the association of an employee-friendly work environment with employees’ job attitudes (engagement, commitment, turnover intentions, and job satisfaction), and health (mental and general health), applying matched employer–employee data. The German Linked Personnel Panel (LPP; n = 14,182) survey simultaneously captures the data of employees and the human resources (HR) management of companies. A two-step cluster analysis of 16 items of the HR valuation identified relatively more- and less-employee-friendly companies (EFCs). Logistic regressions tested differences between these companies in the assessment of job attitudes and health of their employees. Compared to less-EFCS, more-EFCS had a reduced risk of poorer job attitudes and substandard health of their employees. For example, the risk for higher turnover intentions was reduced by 33% in more-EFCS (OR = 0.683, 95% C.I. = 0.626–0.723), and more-EFCS had an 18% reduced chance of poor mental health reporting of their employees (OR = 0.822, 95% C.I. = 0.758–0.892). More-EFCS have more motivated and healthier employees. The most distinct factors for more-EFCS were: the existence of development plans for employees, opportunities for advancement and development, and personnel development measures." (Author's abstract, IAB-Doku, © MDPI) ((en))
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Literaturhinweis
Exploring the Influences of Job Satisfaction for Europeans Aged 50 + from Ex-communist vs. Non-communist Countries (2022)
Zitatform
Homocianu, Daniel, Octavian Dospinescu & Napoleon-Alexandru Sireteanu (2022): Exploring the Influences of Job Satisfaction for Europeans Aged 50 + from Ex-communist vs. Non-communist Countries. In: Social indicators research, Jg. 159, H. 1, S. 235-279. DOI:10.1007/s11205-021-02754-z
Abstract
"The paper deals with the analysis of the influences of job satisfaction among Europeans aged 50 + (SHARE-ERIC's data set-Wave7) filtered on main residences and education before 1989. Besides confirming the leading role of the workplace atmosphere and own efforts recognition (dual-core), it further validates the assumption that education and residence in former communist countries count when analyzing job satisfaction and brings two particular types of models. We used many methods based on data mining and variable selection, ordinal and binary logistic and probit regressions, cross-validations via LASSO and mixed-effects modeling with random effects on countries, average marginal effects, and logistic-based prediction nomograms. We discovered seven common influences that count the most when analyzing job satisfaction in these circumstances. It is about the dual-core above and the ones corresponding to older respondents, the better-educated ones (ISCED2011), those with computer skills, the ones endowed with thoroughness, and the ones having higher values of the CASP index of life quality. Depending on each of the two specific models, we discovered peculiarities related to the role of some economic (GDP and SMC to GDP) and institutional (WGI) indicators. For the ex-communist models, we found significant negative influences for both categories while, for non-communist ones, only the second category matters and has a positive role." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))
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Literaturhinweis
Employee satisfaction and asymmetric cost behavior: Evidence from Glassdoor (2022)
Zitatform
Kim, Jonghwan & Kyeongheum Ra (2022): Employee satisfaction and asymmetric cost behavior. Evidence from Glassdoor. In: Economics Letters, Jg. 219. DOI:10.1016/j.econlet.2022.110829
Abstract
"This study examines the effect of employee satisfaction on firms’ cost behavior. Exploring over a million employees’ ratings collected from Glassdoor.com between 2008 and 2020, we find that higher employee satisfaction is associated with a higher degree of asymmetry in cost behavior. Furthermore, our analysis shows that the association is more pronounced in industries that lay great store by human capital. Our results suggest that satisfied employees are a valuable asset that affects firms’ choices over cost behavior." (Author's abstract, IAB-Doku, © 2022 Elsevier) ((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
Digitalisation and Employees' Subjective Job Quality in the Second Half of Working Life in Germany (2022)
Zitatform
Kortmann, Lisa Katharina, Julia Simonson, Claudia Vogel & Oliver Huxhold (2022): Digitalisation and Employees' Subjective Job Quality in the Second Half of Working Life in Germany. In: Social indicators research, Jg. 162, H. 2, S. 577-597. DOI:10.1007/s11205-021-02854-w
Abstract
"Since digitalisation alters occupational task profiles via automation processes, job quality is also likely to be affected. While existing literature mainly focusses on objective job quality, this study asks if and how digitalisation is associated with employees’ subjective job quality in the second half of working life in Germany. Analyses are based on the German Ageing Survey 2014. Our sample includes n = 1541 employees aged 40–65 years who are subject to social insurance contributions. Subjective job quality is operationalised with regards to job satisfaction and perceived occupational stress in general, and ten aspects of job quality in detail. Digitalisation is approximated by substitution potentials of occupations. We control the association for compositional effects in the workforce, as well as for the moderating effect of perceived job insecurity. The results indicate that digitalisation is predominantly beneficial but also unfavourable in a few other respects for employees’ subjective job quality. The higher the degree of digitalisation, the higher is the employee’s general job satisfaction on average; for general perceived occupational stress, we find no significant association. Regarding single aspects of subjective job quality, employees working in more digitalised occupations are found to report on average higher satisfaction with working hours and earnings, and lower levels of stress due to tight schedules. However, they also report higher levels of stress due to negative environmental factors." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Viel Schatten, aber auch etwas Licht: Die Situation der Baubeschäftigten – Ergebnisse einer Online-Beschäftigtenbefragung (2022)
Zitatform
Kümmerling, Angelika, Gerhard Bosch, Frederic Hüttenhoff & Claudia Weinkopf (2022): Viel Schatten, aber auch etwas Licht. Die Situation der Baubeschäftigten – Ergebnisse einer Online-Beschäftigtenbefragung. (IAQ-Report 2022-06), Duisburg ; Essen, 24 S. DOI:10.17185/duepublico/76127
Abstract
"Eine Online-Befragung unter 3052 Baubeschäftigten zeigt, dass rund jeder vierte Beschäftigte in “näherer Zukunft“ beabsichtigt, seinen Arbeitgeber oder sogar die Branche zu wechseln. Baubeschäftigte beschreiben ihren Beruf als abwechslungsreich, vielfältig und lernförderlich und schätzen die Entscheidungsspielräume. Negativ werden die hohe körperliche Belastung und die Verdichtung der Arbeit durch neue Technologien gesehen. Ein hoher Anteil berichtet auch, dass der Fachkräftemangel in ihrem Betrieb bereits spürbar sei. Die Unzufriedenheit mit den Arbeitsbedingungen insgesamt, den Arbeitszeiten und der Bezahlung ist hoch und stellt einen Hauptgrund für Wechselabsichten dar. Nur gut jeder fünfte Arbeiter ist der Meinung, seinen Beruf bis zum gesetzlichen Renten-Einstiegsalter durchhalten zu können. Arbeiter wünschen sich einen Renteneintritt mit 60,7 Jahren, Angestellte mit 61,7 Jahren. Die Wechselneigung ist nicht betriebsunabhängig: Beschäftigte, die ihren Betrieb für zukunftsfähig halten und die das Betriebsklima als gut einschätzen, zeigen eine geringere Wechselneigung." (Autorenreferat, IAB-Doku)
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Literaturhinweis
How do prosocial motivation and performance-related pay interact in the workplace context? Evidence from the non-profit sector (2022)
Zitatform
Lanfranchi, Joseph & Mathieu Narcy (2022): How do prosocial motivation and performance-related pay interact in the workplace context? Evidence from the non-profit sector. In: Kyklos, Jg. 75, H. 3, S. 436-455. DOI:10.1111/kykl.12297
Abstract
"The aim of this paper is to analyse the effectiveness of performance-related pay among employees that place high value on working in a job with a prosocial mission. More particularly, using a sample of 2,648 employees coming from an original European dataset in 2004, we compare their subjective assessment of effectiveness of actual and hypothetical performance-related pay on the work effort in the non-profit and for-profit sectors. Estimations of ordered probit models reveal that non-profit employees consider the use and extension of performance-related pay schemes to be less effective in terms of their level of effort than their for-profit counterparts. In addition, this relative inefficiency in the non-profit sector increases as the employee's intrinsic motivation becomes higher. Indeed, while in the non-profit sector, a higher intrinsic motivation is associated with a lower stated impact of actual and hypothetical performance-related pay on effort, intrinsic motivation and monetary incentives appear to be independent within the for-profit sector. In conclusion, these results suggest that within pro-social jobs the employee's intrinsic motivation is less compatible with the use of monetary incentives. Consequently, the principals of a non-profit organization should make more extensive use of low-powered monetary incentives than their for-profit counterparts." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
Performance-related pay and productivity: Do performance-related pay and financial participation schemes have an effect on firms' performance? (2022)
Zitatform
Lucifora, Claudio & Federica Origo (2022): Performance-related pay and productivity. Do performance-related pay and financial participation schemes have an effect on firms' performance? (IZA world of labor 152), Bonn, 11 S. DOI:10.15185/izawol.152.v2
Abstract
"Richtig gestaltet können leistungsbezogene Vergütungssysteme die Unternehmensproduktivität und Wettbewerbsfähigkeit wirksam steigern. Auf den individuellen Erfolg bezogene Modelle sind mit einem stärkeren Produktivitätsanstieg verbunden, während Gruppenanreize und Gewinnbeteiligung geringere Effekte haben. Allerdings sollten negative Auswirkungen auf die Arbeitsintensität und die physische wie psychische Belastung der Arbeitnehmer nicht außer Acht gelassen werden, zumal neue Formen mobilen Arbeitens den Stellenwert leistungsbezogener Entlohnung eher noch vergrößern werden." (Autorenreferat, IAB-Doku)
Weiterführende Informationen
Deutsche Kurzfassung -
Literaturhinweis
Informal care-giving and the intention to give up employment: the role of perceived supervisor behaviour in a cohort of German employees (2022)
Zitatform
Montano, Diego & Richard Peter (2022): Informal care-giving and the intention to give up employment: the role of perceived supervisor behaviour in a cohort of German employees. In: European Journal of Ageing, Jg. 19, H. 3, S. 575-585. DOI:10.1007/s10433-021-00660-4
Abstract
"Current social policies in the European Union addressing employment, retirement and long-term care are expected to result in increasing employment rates among informal carers. The present investigation contributes to previous research by focusing on how specific work-related factors, in this case supervisor behaviour, may facilitate the fulfilment of the demands arising from paid work and care and ultimately influence the desire to give up employment. To this end, population data from the German Cohort Study on Work, Age, Health and Work Participation conducted in 2011 and 2014 are analysed (n = 3916). Three research hypotheses investigating the associations between care-giving, supervisor behaviour, the intention to give up employment and work-private-life conflict are tested by means of cumulative link models. The results suggest that the intention to give up employment is stronger among employed carers. In addition, the perception that one's supervisor is considerate towards subordinates and is effective in planning, coordinating work and solving conflicts is found to be negatively related to the desire to give up employment, especially among carers. The statistical analyses reveal that supervisor behaviour mediates the association between the level of work-private-life conflict and the intention to give up employment. It is concluded that the working conditions may exert a substantial influence on the levels of psychosocial load carers experience by facilitating or hindering the extent to which carers are allowed to accommodate their work schedules and job assignments to the conflicting demands of their dual role as workers and carers." (Author's abstract, IAB-Doku) ((en))