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
Employee satisfaction, labor market flexibility, and stock returns around the world (2014)
Edmans, Alex; Zhang, Chendi; Li, Lucius;Zitatform
Edmans, Alex, Lucius Li & Chendi Zhang (2014): Employee satisfaction, labor market flexibility, and stock returns around the world. (NBER working paper 20300), Cambridge, Mass., 41 S. DOI:10.3386/w20300
Abstract
"We study the relationship between employee satisfaction and abnormal stock returns around the world, using lists of the 'Best Companies to Work For' in 14 countries. We show that employee satisfaction is associated with positive abnormal returns in countries with high labor market flexibility, such as the U.S. and U.K., but not in countries with low labor market flexibility, such as Germany. These results are consistent with high employee satisfaction being a valuable tool for recruitment, retention, and motivation in flexible labor markets, where firms face fewer constraints on hiring and firing. In contrast, in regulated labor markets, legislation already provides minimum standards for worker welfare and so additional expenditure may exhibit diminishing returns. The results have implications for the differential profitability of socially responsible investing ('SRI') strategies around the world. In particular, they emphasize the importance of taking institutional features into account when forming such strategies." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Lebenszufriedenheit in Deutschland: Entwicklung und Einflussfaktoren (2014)
Enste, Dominik; Ewers, Mara;Zitatform
Enste, Dominik & Mara Ewers (2014): Lebenszufriedenheit in Deutschland. Entwicklung und Einflussfaktoren. In: IW-Trends, Jg. 41, H. 2, S. 43-58. DOI:10.2373/1864-810X.14-02-04
Abstract
"Die Arbeitslosigkeit in Deutschland ist auf dem niedrigsten Stand seit der Wiedervereinigung. Dies hat auch zur Folge, dass die Lebenszufriedenheit in Deutschland auf einen Höchststand angestiegen ist. Denn erwerbstätige Menschen geben eine signifikant höhere allgemeine Lebenszufriedenheit an als Arbeitslose. Auf Basis der neuesten Befragung des Sozio-oekonomischen Panels zeigt sich, dass rund die Hälfte der Deutschen mit ihrem Leben in hohem Maß zufrieden sind. Nur eine kleine Gruppe von weniger als zwei Prozent der Befragten gibt eine niedrige Zufriedenheit an. Das Ausmaß der Zufriedenheit bleibt im Lauf des Lebens nicht konstant, sondern verläuft sinusförmig. Junge Menschen und Ruheständler kurz vor und nach Renteneintritt sind besonders zufrieden. Personen im Alter von 50 bis zu 60 Jahren sowie Menschen über 80 Jahre sind im Durchschnitt am unzufriedensten. Ein Zusammenhang zwischen Höhe des Einkommens und Ausmaß der Lebenszufriedenheit besteht nur mittelbar. Wer gesund ist, einen Hochschulabschluss erworben hat oder anderen vertraut, ist auch zufriedener. So weisen zum Beispiel 64 Prozent der Personen, die Vertrauen in andere Menschen haben, eine hohe Lebenszufriedenheit auf. Unter den misstrauischeren Befragten sind es nur 30 Prozent. Auch ehrenamtliches Engagement scheint glücklich zu machen. Zwar engagieren sich nur 10 Prozent der Deutschen regelmäßig, ohne hierfür ein Entgelt zu beziehen, dafür sind sie signifikant zufriedener als andere." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Pro-social missions and worker motivation: an experimental study (2014)
Zitatform
Fehrler, Sebastian & Michael Kosfeld (2014): Pro-social missions and worker motivation. An experimental study. In: Journal of Economic Behavior and Organization, Jg. 100, H. April, S. 99-110. DOI:10.1016/j.jebo.2014.01.010
Abstract
"Do employees work harder if their job has the right mission? In a laboratory labor market experiment, we test whether subjects provide higher effort if they can choose the mission of their job. We observe that subjects do not provide higher effort than in a control treatment. Surprised by this finding, we run a second experiment in which subjects can choose whether they want to work on a job with their preferred mission or not. A subgroup of agents (roughly one third) is willing to do so even if this option is more costly than choosing the alternative job. Moreover, we find that these subjects provide substantially higher effort. These results suggest that relatively few workers can be motivated by missions and that selection into mission-oriented organizations is important to explain empirical findings of lower wages and high motivation in the latter." (Author's abstract, IAB-Doku) ((en))
Ähnliche Treffer
auch erschienen als: IZA discussion paper , 6460 -
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
Sick of your job? Negative health effects from non-optimal employment (2014)
Kleibrink, Jan;Zitatform
Kleibrink, Jan (2014): Sick of your job? Negative health effects from non-optimal employment. (Ruhr economic papers 514), Essen, 24 S. DOI:10.4419/86788589
Abstract
"Dieser Beitrag untersucht empirisch den Effekt von Arbeitsplatzeigenschaften auf die individuelle Gesundheit. In einer breit angelegten ökonometrischen Studie wird auf Basis von Daten des Sozio-ökonomischen Panels gezeigt, dass niedrige Zufriedenheit mit dem Arbeitsplatz zu schlechterer Gesundheit führt. In einem weiteren Schritt werden die zugrunde liegenden Determinanten analysiert. Dabei kann gezeigt werden, dass Arbeitsplatzunsicherheit sowie ein Stundenpensum über dem individuellen Limit negative Gesundheitseffekte haben. Besonders betroffen ist die mentale Gesundheit. Allerdings gibt es auch signifikante Effekte auf die physische Gesundheit. Effekte auf gesundheitsschädigendes Verhalten, wie das Rauch- und Essverhalten, sind nicht zu finden." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Knowing that you matter, matters! The interplay of meaning, monetary incentives, and worker recognition (2014)
Zitatform
Kosfeld, Michael, Susanne Neckermann & Xiaolan Yang (2014): Knowing that you matter, matters! The interplay of meaning, monetary incentives, and worker recognition. (IZA discussion paper 8055), Bonn, 27 S.
Abstract
"We manipulate workers' perceived meaning of a job in a field experiment. Half of the workers are informed that their job is important, the other half are told that their job is of no relevance. Results show that workers exert more effort when meaning is high, corroborating previous findings on the relationship between meaning and work effort. We then compare the effect of meaning to the effect of monetary incentives and of worker recognition via symbolic awards. We also look at interaction effects. While meaning outperforms monetary incentives, the latter have a robust positive effect on performance that is independent of meaning. In contrast, meaning and recognition have largely similar effects but interact negatively. Our results are in line with image-reward theory (Bénabou and Tirole 2006) and suggest that meaning and worker recognition operate via the same channel, namely image seeking." (Author's abstract, IAB-Doku) ((en))
Ähnliche Treffer
auch erschienen als: ZEW discussion paper , 2014-097 -
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
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
The rise in absenteeism: disentangling the impacts of cohort, age and time (2013)
Zitatform
Biørn, Erik, Simen Gaure, Simen Markussen & Knut Røed (2013): The rise in absenteeism. Disentangling the impacts of cohort, age and time. In: Journal of population economics, Jg. 26, H. 4, S. 1585-1608. DOI:10.1007/s00148-012-0403-2
Abstract
"In recent years, a number of welfare state economies, including Norway, have experienced substantial increases in sickness absence. Using longitudinal individual register data for virtually all Norwegian employees, we examine the remarkable rise since the early 1990s, with emphasis on disentangling the roles of cohort, age, and time. We show that individual age-adjusted absence propensities have risen even more than aggregate absence rates from 1993 to 2005, which casts doubt on the popular hypotheses that the rise was due to the inclusion into the workforce of young or marginal workers with weaker work-norms or poorer health." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Inequality and happiness: when perceived social mobility and economic reality do not match (2013)
Zitatform
Bjørnskov, Christian, Axel Dreher, Justina A.V. Fischer, Jan Schnellenbach & Kai Gehring (2013): Inequality and happiness. When perceived social mobility and economic reality do not match. In: Journal of Economic Behavior and Organization, Jg. 91, H. July, S. 75-92. DOI:10.1016/j.jebo.2013.03.017
Abstract
"We argue that perceived fairness of the income generation process affects the association between income inequality and subjective well-being, and that there are systematic differences in this regard between countries that are characterized by a high or, respectively, low level of actual fairness. Using a simple model of individual labor market participation under uncertainty, we predict that high levels of perceived fairness cause higher levels of individual welfare, and lower support for income redistribution. Income inequality is predicted to have a more favorable impact on subjective well-being for individuals with high fairness perceptions. This relationship is predicted to be stronger in societies that are characterized by low actual fairness. Using data on subjective well-being and a broad set of fairness measures from a pseudo micro-panel from the WVS over the 1990 - 2008 period, we find strong support for the negative (positive) association between fairness perceptions and the demand for more equal incomes (subjective well-being). We also find strong empirical support for the predicted differences in individual tolerance for income inequality, and the predicted influence of actual fairness." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Worker identity, employment fluctuations and stabilization policy (2013)
Zitatform
Snower, Dennis J. & Wolfgang Lechthaler (2013): Worker identity, employment fluctuations and stabilization policy. (IZA discussion paper 7413), Bonn, 44 S.
Abstract
"This paper provides a model of 'social hysteresis' whereby long, deep recessions demotivate workers and thereby lead them to change their work ethic. In switching from a pro-work to an anti-work identity, their incentives to seek and retain work fall and consequently their employment chances fall. In this way, temporary recessions may come to have permanent effects on aggregate employment. We also show that these permanent effects, along with the underlying identity switches, can be avoided through stabilization policy. The size of the government expenditure multiplier can be shown to depend on the composition of identities in the workforce." (Author's abstract, IAB-Doku) ((en))
Ähnliche Treffer
auch erschienen als: CESifo working paper , 4271 -
Literaturhinweis
Financial development, entrepreneurship, and job satisfaction (2012)
Bianchi, Milo;Zitatform
Bianchi, Milo (2012): Financial development, entrepreneurship, and job satisfaction. In: The Review of Economics and Statistics, Jg. 94, H. 1, S. 273-286.
Abstract
"This paper shows that utility differences between the self-employed and employees increase with financial development. This effect is explained not by increased profits but by an increased value of nonmonetary benefits, in particular job independence. We interpret these findings by building a simple occupational choice model in which financial constraints may impede the creation of firms and depress labor demand, thereby pushing some individuals into self-employment for lack of salaried jobs. In this setting, financial development favors a better matching between individual motivation and occupation, thereby increasing entrepreneurial utility despite increasing competition and so reducing profits." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The job satisfaction-productivity nexus: a study using matched survey and register data (2012)
Zitatform
Böckerman, Petri & Pekka Ilmakunnas (2012): The job satisfaction-productivity nexus. A study using matched survey and register data. In: ILR review, Jg. 65, H. 2, S. 244-262. DOI:10.1177/001979391206500203
Abstract
"The authors examine the role of employee job satisfaction in Finnish manufacturing plants over the period 1996-2001 to determine the extent to which it affects establishment-level productivity. Using matched data on job satisfaction from the European Community Household Panel (ECHP) and information on establishment productivity from longitudinal register data linked to the ECHP, they estimate that the effect of an increase in the establishment's average level of employee job satisfaction on productivity is positive, but its magnitude varies depending on the specification of the model. The authors use an instrumental variables point estimate and find that an increase in the measure of job satisfaction by one within-plant standard deviation increases value-added per hours worked in manufacturing by 6.6%." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Direkte Partizipation abhängig Beschäftigter: Konzept, organisatorische Realisierung und die Wirkung auf Arbeitszufriedenheit und Gesundheitsressourcen (2012)
Haas, Michael;Zitatform
Haas, Michael (2012): Direkte Partizipation abhängig Beschäftigter. Konzept, organisatorische Realisierung und die Wirkung auf Arbeitszufriedenheit und Gesundheitsressourcen. (Wissenschaftszentrum Berlin für Sozialforschung. Discussion papers SP 1 2012-302), Berlin, 29 S.
Abstract
"Restrukturierungen von Unternehmen gehen häufig mit dem Versprechen einher, Teilhabechancen der ausführenden Beschäftigten an Konsultationen und Entscheidungen in der Arbeit - d.h. direkte Partizipation - zu vergrößern. Man erhofft sich davon: motiviertere, zufriedenere und gesündere Beschäftigte, höhere Produktivität sowie geringere Kosten. In diesem Papier wird zunächst der Begriff der direkten Partizipation erläutert und in einen historischen Kontext gestellt. Sodann werden gängige Wege, direkte Partizipation in Unternehmen organisatorisch zu vergrößern, vorgestellt. Schließlich wird auf Basis organisationspsychologischer Ansätze und einschlägiger empirischer Studien untersucht, wie sich organisatorische oder auch nur wahrgenommene Erweiterungen direkter Partizipation auf die subjektive Befindlichkeit der Beschäftigten auswirken. Die Befunde sprechen für einen moderaten Effekt von Partizipation auf die Motivation und das Befinden von Beschäftigten." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Job satisfaction and self-employment: autonomy or personality? (2012)
Lange, Thomas;Zitatform
Lange, Thomas (2012): Job satisfaction and self-employment: autonomy or personality? In: Small business economics, Jg. 38, H. 2, S. 165-177. DOI:10.1007/s11187-009-9249-8
Abstract
"Most studies in the economics discourse argue that the impact of self-employment on job satisfaction is mediated by greater procedural freedom and autonomy. Values and personality traits are considered less likely to explain the utility difference between self-employed and salaried workers. Psychology scholars suggest that entrepreneurial satisfaction also depends, at least in part, on specific values and personality traits. Utilising a large dataset derived from the 2006 European Social Survey, this study performs a complementary analysis by taking personality traits, personal values and indicators for workers' autonomy explicitly into account. The empirical findings add further strength to economists' argument that, net of values and personality traits, autonomy and independence are the mechanisms by which self-employment leads to higher levels of job satisfaction. These results hold true for both male and female sub-samples even when a multitude of sociodemographic characteristics, personal values and personality traits are controlled for." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Examining the constructs of work-to-family enrichment and positive spillover (2012)
Zitatform
Masuda, Aline D., Laurel A. MacNall, Tammy D. Allen & Jessica M. Nicklin (2012): Examining the constructs of work-to-family enrichment and positive spillover. In: Journal of vocational behavior, Jg. 80, H. 1, S. 197-210. DOI:10.1016/j.jvb.2011.06.002
Abstract
"This paper reports three studies examining construct validity evidence for two recently developed measures of the positive side of the work-family interface: work-to-family positive spillover and work-to-family enrichment. Using confirmatory factor analysis, the results from the first two studies indicate that the best fitting model distinguishes between WFPS and WFE, each with three sub-dimensions. However, these studies also showed that several items measuring WFE cross-loaded onto factors measuring WFPS. Results from the discriminant analyses showed that the sub-dimensions of WFPS and WFE uniquely predicted job satisfaction and life satisfaction. Yet, when WFPS and WFE were examined as one dimension, the measure of WFE predicted life satisfaction, but the measure of WFPS did not add to the prediction above WFE. Across both studies, WFE mediated the relationship between WFPS with both job and life satisfaction. Lastly, Study 3 provides some evidence of the content adequacy of these items; however, several items overlapped in content. These results suggest that enrichment and positive spillover are distinct but related constructs, each with three sub-dimensions. Further, more work is needed to refine the measurement of WFE and WFPS; however, this research helps advance our understanding of the positive side of the work-family interface." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Relative wage positions and quit behavior: new evidence from linked employer-employee data (2012)
Zitatform
Pfeifer, Christian & Stefan Schneck (2012): Relative wage positions and quit behavior. New evidence from linked employer-employee data. In: ILR review, Jg. 65, H. 1, S. 126-147. DOI:10.1177/001979391206500107
Abstract
"We use a large linked employer-employee data set to analyze the importance of relative wage positions in the context of individual quit decisions as an inverse measure of job satisfaction. Our main findings are: (1) Workers with higher relative wage positions within their firms are on average more likely to quit their jobs than workers with lower relative wage positions; and (2) workers, who experience a loss in their relative wage positions, are also more likely to have a wage cut associated with their job-to-job transition. The overall results therefore suggest that the status effect is dominated by an opposing signal effect." (Author's abstract, IAB-Doku) ((en))
Ähnliche Treffer
frühere (möglw. abweichende) Version erschienen als: Universität Lüneburg. Working paper series in economics , 163Weiterführende Informationen
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Literaturhinweis
The psychology of quality of life: hedonic well-being, life satisfaction, and eudaimonia (2012)
Zitatform
Sirgy, M. Joseph (2012): The psychology of quality of life. Hedonic well-being, life satisfaction, and eudaimonia. (Social indicators research series 50), Dordrecht: Springer London, 622 S.
Abstract
"The updated edition of this popular book covers up-to-date research on hedonic well-being (emotional well-being, positive/negative affect, affective dimension of happiness, etc.), life satisfaction (subjective well-being, perceived quality of life, subjective well-being, and cognitive dimension of happiness), and eudaimonia (psychological well-being, self-actualization, self-realization, growth, mental health, character strengths, etc.).
The book is divided in six major sections. Part 1 begins with a chapter that covers much of the history and philosophical foundations of the psychology of quality of life in terms of three major pillars: hedonic well-being, life satisfaction, and eudaimonia. This part also covers much of the research that has successfully made distinctions among these three major constructs and its varied dimensions. To establish to the importance of the topic (the psychology of quality of life), this part also covers much of the literature on the positive benefits of hedonic well-being, life satisfaction, and eudaimonia on the individual, the community, organizations, and society at large. Part 2 focuses on capturing much of research dealing with the effects of objective reality (objective factors grounded in real, environmental conditions) on hedonic well-being, life satisfaction, and eudaimonia. Specifically, this part captures the quality-of-life literature related to biological and health-related effects, income effects, other demographic effects, effects of personal activities, and socio-cultural effects. Part 3 shifts gears to focus on the effects of subjective reality on hedonic well-being, life satisfaction, and eudaimonia. In this context, the book reviews research on personality effects, effects of affect and cognition, effects of beliefs and values, effects of goals, self-concept effects, and social comparison effects. Part 4 focuses on quality-of-life research that is domain specific. That is, the book covers the research on the psychology of life domains in general and delves in some depth to describe research on work well-being, residential well-being, material well-being, social well-being, health well-being, leisure well-being, and the well-being of other life domains of lesser salience. Part 5 focuses on covering much of the psychology of quality-of-life literature dealing with specific populations such as the elderly, women, children and youth, and specific countries. Part 6 is essentially an epilogue. This part discusses a variety of theories proposed by quality-of-life scholars designed to integrate much of the literature on the psychology of quality of life. The last chapter covers the author's own integrative theory." (Author's abstract, IAB-Doku) ((en)) -
Literaturhinweis
Fehlzeiten-Report 2011: Führung und Gesundheit. Zahlen, Daten, Analysen aus allen Branchen der Wirtschaft (2011)
Zitatform
Badura, Bernhard, A. Ducki, Helmut Schröder, Joachim Klose & Katrin Macco (Hrsg.) (2011): Fehlzeiten-Report 2011. Führung und Gesundheit. Zahlen, Daten, Analysen aus allen Branchen der Wirtschaft. (Fehlzeiten-Report), Berlin: Springer London, 438 S.
Abstract
"Der Fehlzeiten-Report, der vom Wissenschaftlichen Institut der AOK (WIdO), der Universität Bielefeld und der Beuth Hochschule für Technik Berlin herausgegeben wird, informiert jährlich umfassend über die Krankenstandsentwicklung in der deutschen Wirtschaft. Er beleuchtet detailliert das Arbeitsunfähigkeitsgeschehen in den einzelnen Branchen und stellt aktuelle Befunde und Bewertungen zu den Gründen und Mustern von Fehlzeiten in Betrieben vor. In seinem Schwerpunkt beschäftigt sich der Fehlzeiten-Report 2011 mit dem Thema 'Führung und Gesundheit'. In einer rohstoffarmen und hochindustrialisierten Dienstleistungswirtschaft bilden die Mitarbeiter das wichtigste Leistungspotenzial eines Unternehmens und sind entscheidend für den zukünftigen Unternehmenserfolg. Damit angesichts des demografischen Wandels die Mitarbeiter motiviert und leistungsfähig bleiben, spielen Führungskräfte eine besondere Rolle. Sie sind oft selbst großen Belastungen und Beanspruchungen ausgesetzt, tragen gleichzeitig aber auch die Verantwortung für die Gesunderhaltung ihrer Mitarbeiter. Der Fehlzeiten-Report stellt sowohl die personalpolitischen Ansätze in Unternehmen und die Rollen von Mitarbeitern und Führungskräften als auch konkrete evaluierte Maßnahmen vor." (Autorenreferat, IAB-Doku)
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Literaturhinweis
The effect of variable pay schemes on workplace absenteeism (2011)
Zitatform
Pouliakas, Konstantinos & Nikolaos Theodoropoulos (2011): The effect of variable pay schemes on workplace absenteeism. (IZA discussion paper 5941), Bonn, 39 S.
Abstract
"We estimate the effect of variable pay schemes on workplace absenteeism using two cross sections of British establishments. Private sector establishments that explicitly link pay with individual performance are found to have significantly lower absence rates. This effect is stronger for establishments that offer variable pay schemes to a greater share of their non-managerial workforce. Matched employer-employee data suggest that the effect is robust to a number of sensitivity tests. We also find that firms that tie a greater proportion of employees' earnings to variable pay schemes are also found to experience lower absence rates. Further, quintile regression results suggest that variable pay schemes have a stronger effect on establishments with an absence rate that is higher than an average or 'sustainable' level. Finally, panel data suggest that a feedback mechanism is present, whereby high absenteeism in the past is related to a greater future incidence of individual variable pay schemes, which, in turn, is correlated with lower absence rates." (Author's abstract, IAB-Doku) ((en))