Arbeitszufriedenheit
Zufriedene Mitarbeiterinnen und Mitarbeiter 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
Does employee happiness have an impact on productivity? (2019)
Bellet, Clément S.; De Neve, Jan-Emmanuel; Ward, George;Zitatform
Bellet, Clément S., Jan-Emmanuel De Neve & George Ward (2019): Does employee happiness have an impact on productivity? (CEP discussion paper 1655), London, 48 S.
Abstract
"This article provides quasi-experimental evidence on the relationship between employee happiness and productivity in the field. We study the universe of call center sales workers at British Telecom (BT), one of the United Kingdom's largest private employers. We measure their happiness over a 6- month period using a novel weekly survey instrument, and link these reports with highly detailed administrative data on workplace behaviors and various measures of employee performance. We show that workers make around 13% more sales in weeks where they report being happy compared to weeks when they are unhappy. Exploiting exogenous variation in employee happiness arising from weather shocks local to each of the 11 call centers, we document a strong causal effect of happiness on labor productivity. These effects are driven by workers making more calls per hour, adhering more closely to their workflow schedule, and converting more calls into sales when they are happier. No effects are found in our setting of happiness on various measures of high-frequency labor supply such as attendance and break taking." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Sinnstiftendes Management: Welche Faktoren das Sinnerleben der Mitarbeiter beeinflussen (2019)
Busse, Ronald;Zitatform
Busse, Ronald (2019): Sinnstiftendes Management. Welche Faktoren das Sinnerleben der Mitarbeiter beeinflussen. In: Zeitschrift Führung und Organisation, Jg. 88, H. 2, S. 130-138.
Abstract
"Extrinsische Anreize sind weit verbreitet, haben aber meistens nur einen kurzfristigen Motivationseffekt. Der Frage, welche organisationalen Bedingungen bereitgestellt werden müssen, damit Mitarbeiter intrinsisch motiviert sind, wird in diesem Beitrag nachgegangen. Dabei wird die Methode des vernetzten Denkens nach Frederic Vester angewandt." (Autorenreferat, © 2019 Schäffer-Poeschel Verlag für Wirtschaft - Steuern - Recht GmbH, Stuttgart)
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Literaturhinweis
The role of job satisfaction and local labor market conditions for the dissolution of worker-job matches (2019)
Zitatform
Hinz, Tina (2019): The role of job satisfaction and local labor market conditions for the dissolution of worker-job matches. (Universität Erlangen, Nürnberg, Lehrstuhl für Arbeitsmarkt- und Regionalpolitik. Diskussionspapiere 109), Erlangen, 27 S.
Abstract
"Der Artikel untersucht den Zusammenhang von Arbeitszufriedenheit und der Auflösung von Arbeitsverhältnissen. Wir verwenden Daten des Sozioökonomischen Panels (SOEP) für Deutschland und schätzen multinomiale Logitmodelle mit zufälligen Effekten, um die Wahrscheinlichkeit der Auflösung eines Arbeitsverhältnisses zu untersuchen. In Übereinstimmung mit der Literatur finden wir einen negativen Zusammenhang zwischen der Arbeitszufriedenheit und der Auflösung eines Arbeitsverhältnisses. Wir zeigen, dass dieser Zusammenhang vollständig durch weniger zufriedene Individuen verursacht wird, da die Auflösungswahrscheinlichkeit bei zufriedeneren Arbeitnehmern nicht mit deren Arbeitszufriedenheit variiert. Allerdings verharren selbst die meisten der sehr unzufriedenen Arbeitnehmer in deren aktuellen Arbeitsverhältnissen. Wir zeigen, dass der Effekt der Arbeitszufriedenheit auf die Auflösung des Arbeitsverhältnisses sowohl mit den regionalen Arbeitsmarktbedingungen als auch mit der Art der Auflösung (Wechsel in anderes Beschäftigungsverhältnis oder in Nichterwerbstätigkeit) zusammenhängt." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Gratifikation und Befindlichkeit - Ein Berufsgruppenvergleich von verbeamteten Lehrkräften, Angestellten im öffentlichen Dienst und Erwerbstätigen in Wirtschaftsunternehmen (2019)
Kiel, Ewald; Braun, Annika; Hillert, Andreas; Bäcker, Klaus; Weiß, Sabine;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
Employee wellbeing, productivity and firm performance (2019)
Krekel, Christian; Ward, George; De Neve, Jan-Emmanuel;Zitatform
Krekel, Christian, George Ward & Jan-Emmanuel De Neve (2019): Employee wellbeing, productivity and firm performance. (CEP discussion paper 1605), London, 43 S.
Abstract
"Does higher employee wellbeing lead to higher productivity, and, ultimately, to tangible benefits to the bottom line of businesses? We survey the evidence and study this question in a meta-analysis of 339 independent research studies, including the wellbeing of 1,882,131 employees and the performance of 82,248 business units, originating from 230 independent organisations across 49 industries in the Gallup client database. We find a significant, strong positive correlation between employees' satisfaction with their company and employee productivity and customer loyalty, and a strong negative correlation with staff turnover. Ultimately, higher wellbeing at work is positively correlated with more business-unit level profitability." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Helping with the kids? How family-friedly workplaces affect parental well-being and behavior (2019)
Lauber, Verena; Storck, Johanna;Zitatform
Lauber, Verena & Johanna Storck (2019): Helping with the kids? How family-friedly workplaces affect parental well-being and behavior. In: Oxford economic papers, Jg. 71, H. 1, S. 95-118. DOI:10.1093/oep/gpy062
Abstract
"Despite political efforts, balancing work and family life is still challenging. This paper provides novel evidence on the effect of firm level interventions that seek to reduce the work - life conflict. The focus is on how childcare support affects the well-being, working time, and caring behaviour of mothers with young children. Since the mid-2000s and pushed by public policies, in Germany an increasing number of employers have become proactive and implemented more family-friendly workplaces. These changes over time allow us to suggest causal effects using a difference-in-differences-matching approach. Based on a large panel data set, we find evidence pointing to welfare enhancing effects of childcare support. Mothers who are likely to be constrained in their allocation of time especially increase their working time and use formal care more intensively. The rise in satisfaction levels is more pronounced if mothers are more career-orientated." (Author's abstract, IAB-Doku) ((en))
Ähnliche Treffer
auch erschienen als: DIW-Diskussionspapiere , 1630 -
Literaturhinweis
Flexible work and work-related outcomes: The role of perceived organizational alignment (2019)
Zafari, Setareh; Hartner-Tiefenthaler, Martina; Theresia Koeszegi, Sabine;Zitatform
Zafari, Setareh, Martina Hartner-Tiefenthaler & Sabine Theresia Koeszegi (2019): Flexible work and work-related outcomes: The role of perceived organizational alignment. In: Management Revue, Jg. 30, H. 1, S. 63-92. DOI:10.5771/0935-9915-2019-1-63
Abstract
"Recent developments in information and communication technology have led to renewed interest in the impact of flexible work on work-related outcomes such as job satisfaction, organizational identification and work engagement. Although there is a vast amount of literature indicating the positive association between job autonomy and work-related outcomes, there has been little discussion about the contextual conditions that strengthen this relationship. This paper analyzes the role of perceived organizational alignment as a conditional factor and shows that autonomy alone cannot explain an organization's success in improving work-related outcomes. An analysis of online survey from 481 employees shows that the perceived organizational alignment moderates the positive effect of autonomy on work-related outcomes in the context of flexible work. For employees who perceive organizational alignment to be high, the positive relationships are strengthened for work engagement and organizational identification, but attenuated for job satisfaction. Theoretical and practical implications of these findings are discussed." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Fehlzeiten-Report 2018: Sinn erleben - Arbeit und Gesundheit. Zahlen, Daten, Analysen aus allen Branchen der Wirtschaft (2018)
Badura, Bernhard; Schröder, Helmut; Ducki, Antje; Klose, Joachim; Meyer, Markus;Zitatform
Badura, Bernhard, Antje Ducki, Helmut Schröder, Joachim Klose & Markus Meyer (Hrsg.) (2018): Fehlzeiten-Report 2018. Sinn erleben - Arbeit und Gesundheit. Zahlen, Daten, Analysen aus allen Branchen der Wirtschaft. (Fehlzeiten-Report), Berlin: Springer London, 608 S.
Abstract
"Der vorliegende Fehlzeiten-Report beleuchtet das Thema 'Sinn erleben - Arbeit und Gesundheit' aus gesellschaftlicher, unternehmerischer und individueller Perspektive. Welche Rolle das Betriebliche Gesundheitsmanagement (BGM) für die Förderung des Sinnerlebens spielen kann erörtern 28 Fachbeiträge u. a. mit folgenden Fragen: Welchen Zusammenhang gibt es zwischen dem Erleben von sinnhafter Erwerbsarbeit und der Gesundheit der Beschäftigten? Wie erleben Beschäftigte den 'Sinn ihrer Arbeit' und wie können Unternehmen ihre Mitarbeiter unterstützen, ihre Arbeit als sinnerfüllte Tätigkeiten zu erleben? Wie können Führungskräfte und das Unternehmensklima das Sinnerleben positiv beeinflussen? Welche Konzepte und Angebote gibt es im Rahmen des BGM, um zur Prävention von Sinnkrisen beizutragen?
Darüber hinaus ist der Report durch umfassende Daten und Analysen ein wertvoller Ratgeber für alle, die Verantwortung für den Arbeits- und Gesundheitsschutz in Unternehmen tragen." (Autorenreferat, IAB-Doku)Weiterführende Informationen
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Literaturhinweis
Nonmonetary incentives and the implications of work as a source of meaning (2018)
Cassar, Lea; Meier, Stephan;Zitatform
Cassar, Lea & Stephan Meier (2018): Nonmonetary incentives and the implications of work as a source of meaning. In: The Journal of Economic Perspectives, Jg. 32, H. 3, S. 215-238. DOI:10.1257/jep.32.3.215
Abstract
"Empirical research in economics has begun to explore the idea that workers care about nonmonetary aspects of work. An increasing number of economic studies using survey and experimental methods have shown that nonmonetary incentives and nonpecuniary aspects of one's job have substantial impacts on job satisfaction, productivity, and labor supply. By drawing on this evidence and relating it to the literature in psychology, this paper argues that work represents much more than simply earning an income: for many people, work is a source of meaning. In the next section, we give an economic interpretation of meaningful work and emphasize how it is affected by the mission of the organization and the extent to which job design fulfills the three psychological needs at the basis of self-determination theory: autonomy, competence, and relatedness. We point to the evidence that not everyone cares about having a meaningful job and discuss potential sources of this heterogeneity. We sketch a theoretical framework to start to formalize work as a source of meaning and think about how to incorporate this idea into agency theory and labor supply models. We discuss how workers' search for meaning may affect the design of monetary and nonmonetary incentives. We conclude by suggesting some insights and open questions for future research." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Unfairness at work: well-being and quits (2018)
Zitatform
D'Ambrosio, Conchita, Andrew E. Clark & Marta Barazzetta (2018): Unfairness at work: well-being and quits. (IZA discussion paper 11318), Bonn, 24 S.
Abstract
"We here consider the effect of the level of income that individuals consider to be fair for the job they do, which we take as measure of comparison income, on both subjective well-being and objective future job quitting. In six waves of German Socio-Economic Panel data, the extent to which own labour income is perceived to be unfair is significantly negatively correlated with subjective well-being, both in terms of cognitive evaluations (life and job satisfaction) and affect (the frequency of feeling happy, sad and angry). Perceived unfairness also translates into objective labour-market behaviour, with current unfair income predicting future job quits." (Author's abstract, IAB-Doku) ((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
Paying for what kind of performance?: performance pay and multitasking in mission-oriented jobs (2018)
Jones, Daniel; Vlassopoulos, Michael; Tonin, Mirco;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
The causal analysis of the development of the unemployment effect on life satisfaction (2018)
Lerch, Nils;Zitatform
Lerch, Nils (2018): The causal analysis of the development of the unemployment effect on life satisfaction. (SOEPpapers on multidisciplinary panel data research at DIW Berlin 991), Berlin, 51 S.
Abstract
"The long-term negative effects of unemployment, especially on subjective well-being, have been indicated by many studies. Therefore, unemployment and its effects on the individual life course must remain an important challenge for social policy. Many studies have focused on the cognitive component of subjective well-being, i.e., life satisfaction, and have analysed in particular its development during the unemployment period. The trajectory is usually characterized by the effects of anticipation, reaction and adaption. Studies have shown different findings regarding the shape of the effect development. The present study discusses the effect development in greater detail and analyses whether the development of the effect is different depending on unemployment experience using longitudinal data from the German Socio-Economic Panel (SOEP) and applying fixed effects regressions. The findings of this study support a non-linear effect development, which begins with the anticipation of unemployment. The trend can be described by a linear function and polynomials up to the fifth degree. The introduction of a model according to modern causal analysis and the interpretation of the dynamic development of the counterfactual outcomes are the secondary focuses of the study. A detailed discussion of causal assumptions and necessary control variables is needed to reveal the effect of unemployment on life satisfaction. The SOEP provides information about employment status on a monthly basis. This study shows possibilities for using this information for the construction of control groups and treatment groups and analyses with ideal episode patterns." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Something to Celebrate (or not): The Differing Impact of Promotion to Manager on the Job Satisfaction of Women and Men (2018)
Zitatform
Lup, Daniela (2018): Something to Celebrate (or not): The Differing Impact of Promotion to Manager on the Job Satisfaction of Women and Men. In: Work, employment and society, Jg. 32, H. 2, S. 407-425. DOI:10.1177/0950017017713932
Abstract
"The literatures on gender status stereotyping and the 'glass-ceiling' have shown that women managers have more difficult job experiences than men, but whether these experiences result in lower job satisfaction is still an open question. Using fixed-effects models in a longitudinal national sample, this study examines differences in job satisfaction between women and men promoted into lower and higher-level management, after controlling for key determinants of job satisfaction. Results indicate that promotions to management are accompanied by an increase in job satisfaction for men but not for women, and that the differing effect lasts beyond the promotion year. Moreover, following promotion, the job satisfaction of women promoted to higher-level management even starts declining. The type of promotion (internal or lateral) does not modify this effect. By clarifying the relationship between gender, promotion to managerial position and job satisfaction, the study contributes to the literature on the gender gap in managerial representation." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Wir entscheiden! (2018)
Petry, Prof. Dr. Thorsten;Zitatform
Petry, Prof. Dr. Thorsten (2018): Wir entscheiden! In: Personalmagazin, Jg. 20, H. 9, S. 31-33.
Abstract
"Mitarbeiter wollen sich direkt an Unternehmensentscheidungen und Führungsfragen beteiligen. Davon sind die meisten New Worker überzeugt. Doch inwiefern entspricht das tatsächlich dem Wunsch der Arbeitnehmer und wie weit sind die Unternehmen beim Einsatz von partizipativen Methoden? Eine aktuelle Studie der Hochschule Rhein-Main zeigt Antworten auf." (Autorenreferat, © Haufe-Lexware)
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Literaturhinweis
Does telework stress employees out?: a study on working at home and subjective well-being for wage/salary workers (2018)
Zitatform
Song, Younghwan & Jia Gao (2018): Does telework stress employees out? A study on working at home and subjective well-being for wage/salary workers. (IZA discussion paper 11993), Bonn, 28 S.
Abstract
"Using data from the 2010, 2012, and 2013 American Time Use Survey Well-Being Modules, this paper examines how subjective well-being (SWB) varies between working at home and working in the workplace among wage/salary workers. Both OLS and individual fixed-effects models are employed for estimation, and the results are largely consistent. In general, we find that working at home is associated with a lower level of net affect and a higher probability of having unpleasant feelings relative to working in the workplace. We further decompose homeworking into telework and bringing work home and find that the effect of SWB varies by types of homeworking. In comparison with working in the workplace, telework increases stress in both samples of weekdays and weekends/holidays, and it also reduces net affect and increases unpleasantness in the sample of weekends/ holidays. In contrast, bringing work home on weekdays results in a lower level of net affect due to less happiness received. The only positive effect of homeworking we discover is that telework reduces tiredness on weekdays. As to the existence of gender difference in the effect of homeworking, our OLS results show that working at home is associated with positive affections for males but negative affections for females. However, fixedeffects models suggest that both males and females feel more stressed when teleworking, indicating the existence of individual heterogeneity." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Work Orientations, Well-Being and Job Content of Self-Employed and Employed Professionals (2018)
Warr, Peter; Inceoglu, Ilke;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
Was ist der Sinn dahinter? (2018)
Weckmüller, Prof. Dr. Heiko;Zitatform
Weckmüller, Prof. Dr. Heiko (2018): Was ist der Sinn dahinter? In: Personalmagazin, Jg. 20, H. 9, S. 27-29.
Abstract
"Auf der Suche nach dem Sinn der Arbeit: Seit die New-Work- Bewegung sich dies auf die Fahnen geschrieben hat, lastet ein regelrechter Druck auf dem einzelnen Mitarbeiter, die einzig sinnstiftende Arbeit zu finden. Und Unternehmen versuchen, ihren Arbeitnehmern diesen Sinn nahezubringen - schließlich wollen sie ihre Fachkräfte nicht verlieren. Eine nähere Analyse der Ergebnisse des DGB-Index 'Gute Arbeit' zeigt, wie sinnstiftend Arbeitnehmer ihren Job tatsächlich empfinden und welche Effekte das für sie und die Unternehmen hat." (Autorenreferat, © Haufe-Lexware)
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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)