Zitatform

Martin, Albert (2021): Verlaufsformen der Arbeitszufriedenheit. (Schriften aus dem Institut für Mittelstandsforschung / Universität Lüneburg 60), Lüneburg, 51 S.

Abstract

"Im vorliegenden Beitrag geht es um die Veränderung der Arbeitszufriedenheit und um die Identifikation von zeitlichen Verlaufsmustern der Arbeitszufriedenheit. Als Grundlage der Analyse dienen die Daten des Sozioökonomischen Panels aus mittlerweile 35 Erhebungswellen (1984 bis 2018). Die Analyse umfasst 3.345 Zeitreihen, die jeweils einen Zeitraum von 15 Jahren umspannen. Zur Typisierung der einzelnen Arbeitszufriedenheitsverläufe werden die Regressionsrechnung und die Clusteranalyse verwendet. Der Haupttypus folgt dem generellen Trend, wonach die Arbeitszufriedenheit, von einem mäßig hohen Niveau ausgehend, stagniert bzw. sich im Lauf der Zeit leicht vermindert. Es gibt daneben allerdings auch Fälle, die auf einem hohen Arbeitszufriedenheitsniveau verbleiben. Und auf der anderen Seite findet man nicht wenige Personen, deren Arbeitszufriedenheit im negativen Bereich verharrt. Eine weitere Gruppe wird von Personen gebildet, deren Arbeits-zufriedenheit relativ großen Schwankungen ausgesetzt ist. Von den soziographischen Variablen Alter, Geschlecht und Berufsstatus gehen keine nennenswerten Wirkungen aus. Eine gesonderte Betrachtung der Unternehmensgröße erbringt, dass Personen, die dauerhaft in einem Kleinbetrieb arbeiten, eine größere Arbeitszufriedenheit aufweisen als Personen in größeren Unternehmen. Neben der Darstellung der inhaltlichen Einsichten, die die Zeitreihenanalyse erbringt, erfolgt eine Diskussion über die Verwendung der Modellergebnisse für auf die Zukunft gerichtete Szenario-Analyse." (Autorenreferat, IAB-Doku)

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Merz, Joachim & Bettina Scherg (2021): Time, Income and Subjective Well-Being - 20 Years of Interdependent Multidimensional Polarization in Germany. (IZA discussion paper 14870), Bonn, 40 S.

Abstract

"Society drifts apart in many dimensions. Economists focus on income of the poor and rich and the distribution of income but a broader spectrum of dimensions is required to draw the picture of multiple facets of individual life. In our study of multidimensional polarization we extend the income dimension by time, a pre-requisite and fundamental resource of any individual activity. In particular, we consider genuine personal time as a pronounced source of social participation in the sense of social inclusion/exclusion and Amartya Sen's capability approach. With an interdependence approach to multidimensional polarization we allow compensation between time and income, parameters of a CES-type subjective well-being function, where a possible substitution is evaluated empirically by the German population instead of arbitrarily chosen. Beyond subjective well-being indices we propose and apply a new intensity/gap measure to multidimensional polarization, the mean minimum polarization gap 2DGAP. This polarization intensity measure provides transparency with regard to each single attribute, which is important for targeted policies, while at the same time their interdependent relations is respected. The empirical investigation of interdependent multidimensional polarization incidence and intensity uses the German Socio-Economic Panel (GSOEP) and detailed time use diary data from the three German Time Use Surveys (GTUS) 1991/92, 2001/02 and the actual 2012/13. We focus on the working individuals where the working poor requires increasing interest in the economic and social political discussion. The microeconometric two-stage selectivity corrected estimation of interdependent multidimensional risk (incidence) and intensity quantifies socio-economic factors behind. Four striking results appear: First, genuine personal leisure time additional to income is a significant subjective well-being and polarization dimension. Second, its interdependence, its compensation/substitution, ev" (Author's abstract, IAB-Doku) ((en))

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Nazareno, Luísa & Daniel S. Schiff (2021): The impact of automation and artificial intelligence on worker well-being. In: Technology in Society, Jg. 67. DOI:10.1016/j.techsoc.2021.101679

Abstract

"Discourse surrounding the future of work often treats technological substitution of workers as a cause for concern, but complementarity as a good. However, while automation and artificial intelligence may improve productivity or wages for those who remain employed, they may also have mixed or negative impacts on worker well-being. This study considers five hypothetical channels through which automation may impact worker well-being: influencing worker freedom, sense of meaning, cognitive load, external monitoring, and insecurity. We apply a measure of automation risk to a set of 402 occupations to assess whether automation predicts impacts on worker well-being along the dimensions of job satisfaction, stress, health, and insecurity. Findings based on a 2002–2018 dataset from the General Social Survey reveal that workers facing automation risk appear to experience less stress, but also worse health, and minimal or negative impacts on job satisfaction. These impacts are more concentrated on workers facing the highest levels of automation risk. This article encourages new research directions by revealing important heterogeneous effects of technological complementarity. We recommend that firms, policymakers, and researchers not conceive of technological complementarity as a uniform good, and instead direct more attention to mixed well-being impacts of automation and artificial intelligence on workers." (Author's abstract, IAB-Doku) ((en))

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Nikolova, Milena, Boris Nikolaev & Christopher Boudreaux (2021): Being Your Own Boss and Bossing Others. The Moderating Effect of Managing Others on Work Meaning and Autonomy for the Self-Employed and Employees. (IZA discussion paper 14909), Bonn, 37 S.

Abstract

"We examine the moderating role of being a supervisor for meaning and autonomy of self-employed and employed workers. We rely on regression analysis applied after entropy balancing based on a nationally representative dataset of over 80,000 individuals in 30 European countries for 2005, 2010, and 2015. We find that being a self-employed supervisor is correlated with more work meaningfulness and autonomy compared with being a salaried supervisor working for an employer. Wage supervisors and self-employed supervisors experience similar stress levels and have similar earnings, though self- employed supervisors work longer hours. Moreover, solo entrepreneurs experience slightly less work meaningfulness, but more autonomy compared with self-employed supervisors. This may be explained by the fact that solo entrepreneurs earn less but have less stress and shorter working hours than self- employed supervisors." (Author's abstract, IAB-Doku) ((en))

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O'Higgins, Niall & Luis Pinedo Caro (2021): Crowdwork for Young People: Risks and Opportunities. (IZA discussion paper 14933), Bonn, 41 S.

Abstract

"In recent years, crowdworking has emerged as a small but rapidly growing source of employment and income principally for young(er) people. Here, we build on previous work in identifying the determinants of crowdworkers' earnings. We focus on the reasons why young crowdworkers earn significantly higher hourly wages than their older counterparts. We show that this is due to the higher returns to experience accruing to younger crowd-workers. Educational attainment does not explain this age-based differential, as education is a negligible factor in determining crowdworkers' earnings. We also analyse why young women earn around 20% less than their male counterparts despite blind hiring. We confirm that this is partly explained by constraints on working time faced by women with children. The analysis also shows that 'freely chosen' crowdwork - as opposed to, young people crowd-working because of a lack of alternative employment opportunities - is conducive to higher levels of job satisfaction. Moreover, young crowdworkers in middle income countries earn less than their counterparts in high income countries but report higher levels of job satisfaction. This is entirely attributable to the lower quality of their options outside of crowdwork." (Author's abstract, IAB-Doku) ((en))

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Pagis, Michal (2021): Inhabiting the Self-Work Romantic Utopia: Positive Psychology, Life Coaching, and the Challenge of Self-Fulfillment at Work. In: Work and occupations, Jg. 48, H. 1, S. 40-69. DOI:10.1177/0730888420911683

Abstract

"Much has been said about the rise of work as a central identity marker in modern society. With the recent popularization of self-help and positive psychology, this identity marker broadened its signification to include new emotional needs such as love and passion, creating a new cultural imaginary: the “self-work romantic utopia.” Sociological studies have criticized this utopia as a myth that serves capitalist neoliberal structures, leading to frustration and self-blame. However, little is known about how workers themselves confront this myth and the strategies they employ when attempting to inhabit it in today’s precarious job market. Based on 60 in-depth interviews with upper-middle class Israeli workers who hired life coaches to improve their work experience, the author identifies five strategies used to inhabit this romantic utopia: starting over, healing, idealization, polygamy, and vision. Through the analysis of these strategies, the author illustrates how even the relatively privileged workers need to adapt the self-work romantic utopia to their life circumstances, inhabiting the myth in partial degrees. Such flexible implementation turns the “myth” into a cultural tool that directs workers’ lives and actions even in a precarious, unstable job market, maintaining subjective experiences of agency in a sphere characterized by growing structural constraints. Yet paradoxically, these strategies eventually strengthen the precarious, noncommitted, and individual-oriented structure of the job market, yielding flexible, individualistic solutions that replace workplace responsibility." (Author's abstract, IAB-Doku) ((en))

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Parteka, Aleksandra, Joanna Wolszczak-Derlacz & Dagmara Nikulin (2021): How digital technology affects working conditions in globally fragmented production chains: evidence from Europe. (Working paper series A / GUT Faculty of Management and Economics 66), Gdańsk, 68 S.

Abstract

"This paper uses a sample of over 9.5 million workers from 22 European countries to study the intertwined effects of digital technology and cross-border production links on workers' wellbeing. We compare the social effects of technological change exhibited by three types of innovation: computerisation (software), automation (robots) and artificial intelligence (AI). To fully quantify work-related wellbeing, we propose a new methodology that corrects the information on remuneration by reference to such non-monetary factors as the work environment (physical and social), career development prospects, or work intensity. We show that workers' wellbeing depends on the type of technological exposure. Employees in occupations with high software or robots content face worse working conditions than those exposed to AI. The impact of digitalisation on working conditions depends on participation in global production. To demonstrate this, we estimate a set of augmented models for determination of working conditions, interacting technological factors with Global Value Chain participation. GVC intensification is accompanied by deteriorating working conditions - but only in occupations exposed to robots or software, not in AI-intensive jobs. In other words, we find that AI technologies differ from previous waves of technological progress - also in their impact on workers' wellbeing within global production structures." (Author's abstract, IAB-Doku) ((en))

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Pita, Cristina & Ramón José Torregrosa (2021): The gender-job satisfaction paradox through time and countries. In: Applied Economics Letters, Jg. 28, H. 12, S. 1000-1005. DOI:10.1080/13504851.2020.1792402

Abstract

"Much has been written about the so-called gender-job satisfaction paradox, derived from the fact that a significant number of empirical studies found that women reported higher levels of job satisfaction than their male counterparts, although they had what were considered ‘worse’ jobs in terms of pay and other nonmonetary working conditions. In this article, we use a procedure to compare the relative performance of groups when their achievements are described by distributions of outcomes over an ordered set of categories, the Balanced Worth Vector (BWV), to analyse whether women consistently report to be more satisfied at work than men in different periods of time and countries. The BWV offers a cardinal, complete and transitive evaluation that is based in the likelihood of getting better results. In our setting, the BWV methodology provides a complete ranking of the countries covered by the European Working Conditions Survey according to the relative levels of job satisfaction with working conditions that women and men in each country report. Our results indicate a decreasing gender differential over time and substantial differences across countries, proving that the gender-gap paradox cannot be considered a widespread phenomenon." (Author's abstract, IAB-Doku) ((en))

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Richardson, Nela & Sara Klein (2021): People at Work 2021: A Global Workforce View. Roseland, 48 S.

Abstract

"This report provides a starting point to understand the situation facing employees today across five dimensions of working life: worker confidence and job security; workplace conditions; pay and performance; worker mobility; and gender and family." (Author's abstract, IAB-Doku) ((en))

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Avgoustaki, Argyro & Almudena Cañibano (2020): Motivational Drivers of Extensive Work Effort: Are Long Hours Always Detrimental to Well-being? In: Industrial Relations, Jg. 59, H. 3, S. 355-398. DOI:10.1111/irel.12263

Abstract

"Is extensive work effort always detrimental to professionals? well-being? We argue that the link between extensive work effort and well-being depends on the reasons why professionals work extended hours. Drawing on self-determination theory and data from an international consultancy firm, we show that extrinsically driven work effort is negatively related to well-being, while intrinsically driven work effort is positively related to well-being. A reinforcing effect seems to exist between the two types of motivators, revealing that intrinsically driven work effort has both a direct and an indirect link to well-being, mitigating the downsides of extrinsically driven work effort." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))

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Blankenberg, Ann-Kathrin & Martin Binder (2020): Zum beruflichen Selbstbild und zur Arbeits- und Lebenszufriedenheit im Handwerk in Deutschland. (Göttinger Beiträge zur Handwerksforschung 42), Göttingen, 29 S. DOI:10.3249/2364-3897-gbh-42

Abstract

"Die Arbeit im Handwerk unterscheidet sich von vielen anderen Berufen durch Arbeitsmerkmale, die stark prägend für das berufliche Selbstbild sind und außerdem positiv das Wohlbefinden der Arbeitnehmer beeinflussen können. Dazu zählt, dass Handwerker die Ergebnisse ihrer Arbeit sehen können, und sie die Möglichkeit haben, das gesamte Werkstück (und nicht nur einen kleinen Teil davon) eigenständig herzustellen. Dadurch nehmen sie ihre Arbeit als nützlich und sinnstiftend wahr. Angesichts von Untersuchungen, die zeigen, dass Arbeit in manchen Berufszweigen zunehmend als sinnlos empfunden wird, ist es von großer Bedeutung zu verstehen, welche Facetten der Arbeit die Schaffung einer starken beruflichen Identität ermöglichen, die dazu führt, dass Arbeit als sinnvoll und befriedigend erlebt wird. Die Studie hat dieses Forschungsziel und nutzt dafür eine deutschlandweite Umfrage im Handwerkssektor mit rund 2000 Teilnehmern. Der Fokus der Datenerhebung lag dabei darauf, einen Einblick in das berufliche Selbstbild und die Arbeitszufriedenheit der im deutschen Handwerk Beschäftigten zu erhalten. Diese zeichnen sich in der Befragung durch ein stark ausgeprägtes berufliches Selbstbild aus und identifizieren sich stark mit ihrer handwerklichen Tätigkeit. Dabei weisen Beschäftigte im Handwerk eine hohe Arbeitszufriedenheit auf. Die Arbeitszufriedenheit kann in Teilen mit der Ganzheitlichkeit der Arbeit, dem Fokus auf manuelle Tätigkeit, der Wahrnehmung der Sinnhaftigkeit der Tätigkeit sowie einer hohen wahrgenommenen Autonomie in Zusammenhang gebracht werden." (Autorenreferat, IAB-Doku)

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Böhlich, Susanne & Richard Axmann (2020): Generation Z: A comparative study of the expectations of Gen Z and the perception of employers. (IUBH discussion papers - Business & Management 2020,01), Erfurt, 15 S.

Abstract

"Employers currently encounter more and more members of Generation Z - who finished their school as well as university education - without knowing exactly what this generation wishes and needs. This paper verifies current assumptions about Generation Z with a quantitative study in Germany, consisting of two parts. As a first step, members of Generation Z (n = 103) were queried upon their work attitudes while in a second step, company representatives (n = 48) were asked about their assumptions on the adolescents' preferences. Thus, not only conclusions on young adults could be drawn, but also on the (lack of) knowledge about Generation Z of their employers. The prior assumption that the young generation would be difficult to employ inter alia due to their refusal of a work-life blending, lacking career orientation, and inability to take feedback could not be supported. In fact, Generation Z seems to be committed as well as motivated to work for their professional success. Employers showed a decent understanding of their young employees, though there seem to be a couple of misapprehensions." (Author's abstract, IAB-Doku) ((en))

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Farja, Yanay & Ori Zax (2020): Efficiency Wages with Endogenous Monitoring. In: Economics Bulletin, Jg. 40, H. 1, S. 248-261.

Abstract

"In the standard efficiency wage model, the monitoring level chosen by firms is exogenous and observable. In this paper, the level of monitoring is endogenized—chosen by firms and unobserved by workers. As a result, firms have an incentive to decrease the monitoring of employees for any given beliefs among workers about the chosen level of monitoring. We show that sufficiently patient firms are able to retain some control over the monitoring level. We also show that high-tech firms monitor their workers more and demand a higher level of effort than do low-tech firms." (Author's abstract, IAB-Doku) ((en))

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Ge, Qi, Eun Jung Jordan, Myongjin Kim & Leilei Shen (2020): Returns to job satisfaction in the presence of horizontal mismatch. In: Applied Economics, Jg. 52, H. 27, S. 2913-2930. DOI:10.1080/00036846.2019.1696941

Abstract

"In this paper, we study the relationship among horizontal mismatch, job satisfaction and wages using data from the 2013 Scientists and Engineers Statistical Data System (SESTAT). Estimates from 2SLS indicate that 1) field-occupation match in the highest degree has a positive effect on job satisfaction and wages; and 2) controlling for field-occupation matches, job satisfaction has a positive but diminishing effect on wages with a large heterogeneity across different age groups. In addition, we also distinguish between job satisfaction arising from benefits and job satisfaction that is productivity enhancing and find both to have a positive but nonlinear effect on wages." (Author's abstract, IAB-Doku) ((en))

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Gerich, Joachim & Christoph Weber (2020): The Ambivalent Appraisal of Job Demands and the Moderating Role of Job Control and Social Support for Burnout and Job Satisfaction. In: Social indicators research, Jg. 148, H. 1, S. 251-280. DOI:10.1007/s11205-019-02195-9

Abstract

"Within an extended challenge–hindrance framework, it is assumed that job demands are subjectively appraised both as challenges (that is, as working conditions that are associated with potential personal gains) and hindrances (as working conditions associated with constrains) at the same time. In accordance with transactional stress theory, the association between demand intensity and work-related attitudes (work satisfaction) and psychological strain (burnout) is expected to be mediated by individual appraisal. Moreover, because curvilinear relationships between demand and challenge and hindrance appraisals are assumed, and appraisal is expected to be moderated by job control and social support, we tested complex nonlinear moderated mediation models for four types of job demands (task difficulty, time pressure, interruptions, and responsibility). Based on cross-sectional data of a heterogeneous sample of employees, we confirmed simultaneous challenge and hindrance appraisals. Challenge components are positively associated and hindrance components are negatively associated with favorable outcomes (higher work satisfaction and lower burnout). Challenge appraisals are found to be more relevant for work satisfaction, while hindrance appraisals are more relevant for burnout. The relationship between demand intensity and challenge appraisal is confirmed as curvilinear, whereas hindrance appraisals are approximately linearly related to demand intensity. The relationship between demand intensity and outcome variables is partly mediated by challenge and hindrance appraisal, and significant interaction effects suggest that the appraisal process is moderated by job control and social support." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))

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Ghetta, Anja, Andreas Hirschi, Mo Wang, Jérôme Rossier & Anne Herrmann (2020): Birds of a feather flock together: How congruence between worker and occupational personality relates to job satisfaction over time. In: Journal of vocational behavior, Jg. 119. DOI:10.1016/j.jvb.2020.103412

Abstract

"Person–environment fit (P–E fit) and job satisfaction are key constructs in vocational and organizational research. Research established that they are positively related, but little is known about how they relate over time. We analyzed P–E fit as the congruence between the Big Five personality traits of a worker and of all job incumbents in the same occupation, and how this congruence relates to job satisfaction over time. Analyses were based on 7049 participants from the German Socio-Economic Panel from 2005, 2009, and 2013. We used latent change score modeling to assess changes in congruence and job satisfaction over eight years, and further created 3D response surface plots based on polynomial regression to investigate nonlinear relations between each Big Five trait and job satisfaction. Change in P–E fit was not related to simultaneous change in job satisfaction and did not predict subsequent change in job satisfaction. The surface analyses indicated that a worker's and an occupation's personality are primarily independently relevant for the level of job satisfaction and that effects differ for different personality traits." (Author's abstract, IAB-Doku, © 2020 Elsevier) ((en))

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Goerke, Laszlo (2020): Unions and Workers' Well-being. (GLO discussion paper / Global Labor Organization 726), Essen, 25 S.

Abstract

"If individuals join a trade union their utility should increase. Therefore, union members can be expected to exhibit higher job satisfaction than comparable non-members. This expectation is not consistent with empirical findings. The evidence sometimes indicates that union members have lower job satisfaction, but overall suggests the absence of a robust correlation. This survey discusses empirically relevant determinants of the relationship between trade union membership and job satisfaction. It distinguishes settings in which a trade union provides public goods from those in which it restricts the provision of benefits to its members. Furthermore, the survey summarizes the empirical evidence and indicates possible future research issues." (Author's abstract, IAB-Doku) ((en))

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Grund, Christian & Maike Rubin (2020): The Role of Employees' Age for the Relation between Job Autonomy and Sickness Absence. (IZA discussion paper 13945), Bonn, 27 S.

Abstract

"We investigate whether job autonomy is associated with employees' sickness absence. We can make use of the representative German Study of Mental Health at Work data. In line with our theoretical considerations, we do find evidence for an inverse relation between employees' job autonomy and days of sickness absence. This relation is only weakly mediated by job satisfaction and particularly relevant for more senior employees." (Author's abstract, IAB-Doku) ((en))

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Hetschko, Clemens, Ronnie Schöb & Tobias Wolf (2020): Income Support, Employment Transitions and Well-Being. In: Labour Economics, Jg. 66, 2020-07-14. DOI:10.1016/j.labeco.2020.101887

Abstract

"Using specific panel data of German welfare benefit recipients, we investigate the non-pecuniary life satisfaction effects of in-work benefits. Our empirical strategy combines difference-in-difference designs with synthetic control groups to analyse transitions of workers between unemployment, regular employment and employment accompanied by welfare receipt. Working makes people generally better off than being unemployed but employed welfare recipients do not reach the life satisfaction level of regular employees. This implies that welfare receipt entails non-compliance with the norm to make one's own living. Our findings allow us to draw cautious conclusions on employment subsidies paid as welfare benefits." (Author's abstract, IAB-Doku, © 2020 Elsevier) ((en))

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Nikolova, Milena & Femke Cnossen (2020): What Makes Work Meaningful and Why Economists Should Care about It. (IZA discussion paper 13112), Bonn, 31 S.

Abstract

"We demonstrate why meaningful work, i.e. job-related activities that individuals view as purposeful and worthwhile, matters to labour economists. Building on self-determination theory, which specifies the roles of autonomy, competence, and relatedness as preconditions for motivation, we are the first to explore the determinants of work meaningfulness. Specifically, using three waves of the European Working Conditions Survey, we show that autonomy, competence, and relatedness explain about 60 percent of the variation in work meaningfulness perceptions. Meanwhile, extrinsic factors, such as income, benefits, and performance pay, are relatively unimportant. Meaningful work also predicts absenteeism, skills training, and retirement intentions, which highlights the concept’s economic significance. We provide new insights that could help organise the future of work in a meaningful and dignifying way and propose concrete avenues for future research on meaningful work in economics." (Author's abstract, IAB-Doku) ((en))

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Otten, Sina & Dorothea Alewell (2020): Incongruity between Work and Gender Roles: The Effects of Gender Stereotype Deviation on Job Satisfaction. In: Management revue, Jg. 31, H. 2, S. 206-231. DOI:10.5771/0935-9915-2020-2-206

Abstract

"We analyze the effects of deviation from gender stereotypes on job satisfaction for male and female employees in general and for employees in leadership positions. Based on social role theory, backlash mechanisms owing to the violation of gender norms and role incongruity theory, we expect that deviating from gender stereotypes negatively affects job satisfaction. We test our hypotheses by hierarchically applying multiple linear regressions to German employee data. Results show a stable negative effect of deviation from gender stereotypes on job satisfaction for women only. Our findings are consistent with recent studies that confirm traditional gender structures on the labor market and expand our knowledge about backlash effects, since they indicate that deviation from gender norms not only affects objective career indicators but also subjective ones. As job satisfaction is a predictor of organizational success, we discuss ways for organizations to reduce the harmful effects of persistent traditional gender stereotypes in workplaces." (Author's abstract, IAB-Doku) ((en))

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Redmond, Paul & Seamus McGuinness (2020): Explaining the gender gap in job satisfaction. In: Applied Economics Letters, Jg. 27, H. 17, S. 1415-1418. DOI:10.1080/13504851.2019.1686111

Abstract

"In general, women report greater job satisfaction than men. The existing literature cannot fully explain the nature of this difference, as the gap tends to persist even when controlling for job characteristics. In this paper, we study job satisfaction using recent data for 28 EU countries. Women, on average, are more satisfied than men and the gap remains even when we account for a wide range of personal, job and family characteristics. However, the gap disappears when we include job preferences, as women place greater importance on work-life balance and the intrinsic desirability of the work." (Author's abstract, IAB-Doku) ((en))

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Smith, Maria (2020): "We're Worth What We Are Paid": Unravelling the "Paradox of the Contented Female Worker". In: Sociological research online, Jg. 25, H. 3, S. 317-332. DOI:10.1177/1360780419870809

Abstract

"Pay satisfaction research has suggested that women are more satisfied with their pay than men, even though, in general, women earn less. This article argues that this body of research has misconceptualised this phenomenon as an issue of women only. It also argues that previous explanations for this gender pay paradox have not adequately explained these patterns of satisfaction. A social constructionist approach to pay satisfaction is proposed which situates satisfaction within the context of structural inequality. This draws upon the scholarly work of feminist scholars and the conceptual ideas of Pierre Bourdieu. This theoretical approach is explored with data from qualitative interviews with support staff at universities in the United Kingdom. This evidence suggests that their pay satisfaction is influenced by beliefs about the “value” of different occupations." (Author's abstract, IAB-Doku) ((en))

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Warren, Tracey & Clare Lyonette (2020): Ungrateful slaves? An examination of job quality and job satisfaction for male part-time workers in the UK. In: The British journal of sociology, Jg. 71, H. 2, S. 382-402. DOI:10.1111/1468-4446.12741

Abstract

"Research on part-time work has concentrated over many decades on the experiences of women but male part-time employment is growing in the UK. This article addresses two sizable gaps in knowledge concerning male part-timers: are men's part-time jobs of lower quality than men's full-time jobs? Are male part-timers more or less job-satisfied compared to their full-time peers? A fundamental part of both interrogations is whether men's part-time employment varies by occupational class. The article is motivated by the large body of work on female part-timers. Its theoretical framework is rooted in one of the most controversial discussions in the sociology of women workers: the “grateful slave” debate that emerged in the 1990s when researchers sought to explain why so many women expressed job satisfaction with low-quality part-time jobs. Innovatively, this article draws upon those contentious ideas to provide new insights into male, rather than female, part-time employment. Based upon analysis of a large quantitative data set, the results provide clear evidence of low-quality male part-time employment in the UK, when compared with men's full-time jobs. Men working part-time also express deteriorating satisfaction with jobs overall and in several specific dimensions of their jobs. Male part-timers in lower occupational class positions retain a clear “lead” both in bad job quality and low satisfaction. The article asks whether decreasingly satisfied male part-time workers should be termed “ungrateful slaves?” It unpacks the “grateful slave” metaphor and, after doing so, rejects its value for the ongoing analysis of part-time jobs in the formal labor market." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))

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(2020): How's life? 2020. Measuring well-being. (How's life? 05), Paris, 244 S. DOI:10.1787/9870c393-en

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Avgoustaki, Argyro & Hans T. W. Ffrankort (2019): Implications of work effort and discretion for employee well-being and career-related outcomes. An integrative assessment. In: ILR review, Jg. 72, H. 3, S. 636-661. DOI:10.1177/0019793918804540

Abstract

"How does work effort affect employee outcomes? The authors bridge distinct literatures on the well-being versus career-related implications of work effort by analyzing the relation of overtime work and work intensity to both types of outcomes. They also extend examination of the role of discretion in modifying the effects of work effort from well-being to career-related outcomes. Using data from the fifth and sixth European Working Conditions Surveys, the authors show that greater work effort relates strongly to reduced well-being and modestly to inferior career-related outcomes, while discretion may attenuate these adverse implications. Even with discretion, work intensity generally is a stronger predictor of unfavorable outcomes than is overtime work. Implications include the need for employees to become aware of the broader limitations of excessive work effort, for employers to give discretion when viable, and for public policy to devise strategies that help limit the adverse consequences of work intensity." (Author's abstract, IAB-Doku) ((en))

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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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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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Corgnet, Brice, Ludivine Martin, Peguy Ndodjang & Angela Sutan (2019): On the merit of equal pay: Performance manipulation and incentive setting. In: European Economic Review, Jg. 113, H. April, S. 23-45. DOI:10.1016/j.euroecorev.2018.12.006

Abstract

"Work performance is often difficult to assess thus leaving room for manipulation of commonly-used metrics. We created a laboratory workplace in which we can precisely assess both work performance along with manipulation activities. Using two independent experiments we show that, whenever pay for performance is used, manipulation is pervasive leading to both a waste of organizational resources and a weakening of incentives. By contrast, paying organizational members equally effectively deters manipulation attempts leading to higher organizational production." (Author's abstract, © 2019 Elsevier) ((en))

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Danzer, Natalia (2019): Job satisfaction and self-selection into the public or private sector. Evidence from a natural experiment. In: Labour economics, Jg. 57, H. April, S. 46-62. DOI:10.1016/j.labeco.2019.01.002

Abstract

"Are public sector jobs better than private sector jobs? To answer this question, this paper investigates observed differences in job satisfaction between public- and private-sector workers and disentangles the effect of worker sorting from the one caused by sector-specific job characteristics. A natural experiment - the massive privatization process in post-Soviet countries - allows correcting potential self-selection bias in a unique and nationally representative Ukrainian survey for the years 2003 to 2007. Unanticipated industry-specific privatization probabilities are assigned to workers based on retrospective information on their personal jobs held during Soviet times - well in advance of the onset of the privatization process and the emergence of a private sector. The results reveal a causal public-sector satisfaction premium and suggest a negative selection of individuals into the public sector. Part of the public-private satisfaction gap can be explained by the different availability of fringe benefits in the two sectors." (Author's abstract, © 2019 Elsevier) ((en))

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Dur, Robert & Max van Lent (2019): Socially useless jobs. In: Industrial relations, Jg. 58, H. 1, S. 3-16. DOI:10.1111/irel.12227

Abstract

"Recent research suggests that many workers in modern economies think that their job is socially useless, i.e., that it makes no or a negative contribution to society. However, the evidence so far is mainly anecdotal. We use a representative dataset comprising 100,000 workers from forty-seven countries at four points in time. We find that approximately 8 percent of workers perceive their job as socially useless, while another 17 percent are doubtful about the usefulness of their job. There are sizeable differences among countries, sectors, occupations, and age groups, but no trend over time. A vast majority of workers cares about holding a socially useful job and we find that they suffer when they consider their job useless. We also explore possible causes of socially useless jobs, including bad management, strict job protection legislation, harmful economic activities, labor hoarding, and division of labor." (Author's abstract, Published by arrangement with John Wiley & Sons) ((en))

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Ekinci, Emre (2019): Discretionary bonuses and turnover. In: Labour economics, Jg. 60, H. October, S. 30-49. DOI:10.1016/j.labeco.2019.05.003

Abstract

"This paper develops a signaling model to investigate the effects of discretionary bonuses and wage increases on turnover. When the worker's output is not contractible and the firm privately learns about the match quality between the firm and the worker, bonus payments and wage increases can convey the firm's private information to the worker. If the firm credibly communicates favorable information about the match quality to a worker, the worker develops higher expectations concerning her career outcomes at the firm (such as future wage increases and promotions) and, consequently, becomes less likely to separate. The analysis demonstrates that although a wage increase and a bonus reflect the same information regarding the match quality, each serves a distinctly different role in terms of the worker's turnover decision. Specifically, the firm pays bonuses to signal a good match while using wages to respond to competing offers the worker receives. The model yields testable predictions that concern how bonuses are related to wage increases and promotions and how bonuses and wage increases are related to turnover. The empirical analysis based on the data constructed from the personnel records of a large firm in the financial services industry provides support for the model's implications." (Author's abstract, © 2019 Elsevier) ((en))

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Felstead, Alan, Duncan Gallie, Francis Green & Golo Henseke (2019): The determinants of skills use and work pressure. A longitudinal analysis. In: Economic and Industrial Democracy, Jg. 40, H. 3, S. 730-754. DOI:10.1177/0143831X16656412

Abstract

"Employers, workers and governments all have a stake in improving intrinsic job quality since it can help to raise worker well-being and lower the social costs of ill-health. This article provides a unique insight into factors triggering changes to two key aspects of intrinsic job quality - the skills used and developed at work, and the pressures under which work is carried out. Using a rare two-wave panel dataset, the article assesses whether three predicted determinants - namely employee involvement, teamworking and computerisation - are good or bad for these aspects of intrinsic job quality." (Author's abstract, IAB-Doku) ((en))

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Fritsch, Michael, Alina Sorgner & Michael Wyrwich (2019): Types of institutions and well-being of self-employed and paid employees in Europe. (IZA discussion paper 12336), Bonn, 43 S.

Abstract

"This paper analyzes the role of different types of institutions, such as entrepreneurshipfacilitating entry conditions, labor market regulations, quality of government, and perception of corruption for individual well-being among self-employed and paid employed individuals. Well-being is operationalized by job and life satisfaction of individuals in 32 European countries measured by data from EU Statistics on Income and Living Conditions (EU-SILC). We find that institutions never affected both occupational groups in opposite ways. Our findings indicate that labor market institutions do not play an important role well-being. The results suggest that fostering an entrepreneurial society in Europe is a welfare enhancing strategy that benefits both, the self-employed and paid employees." (Author's abstract, IAB-Doku) ((en))

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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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Jochims, Thorsten (2019): Arbeitszufriedenheit als soziales Problemlösen. In: Arbeit. Zeitschrift für Arbeitsforschung, Arbeitsgestaltung und Arbeitspolitik, Jg. 28, H. 2, S. 177-204. DOI:10.1515/arbeit-2019-0011

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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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Kifle, T., P. Kler & S. Shankar (2019): The Underemployment-Job Satisfaction Nexus. A Study of Part-Time Employment in Australia. In: Social indicators research, Jg. 143, H. 1, S. 233-249. DOI:10.1007/s11205-018-1976-2

Abstract

"This study investigates the association between underemployment and job satisfaction among part-time workers across the period 2002-2014, given that both are increasingly important phenomena within the Australian labour market, and currently under-researched. We delve deeper into this nexus by extending the focus of job satisfaction beyond overall job satisfaction, including another five workplace satisfaction domains. This is done to see if the association is sensitive to specific aspects of work. We find that being underemployed is negatively associated with job satisfaction, across all workplace satisfaction domains. Further, we find that the underemployment-job satisfaction nexus to be somewhat gendered. Specifically, we report that underemployed males have a greater negative association with job satisfaction relative to their female peers. These results suggest that part-time underemployment is a significant (amounting to around 94% of the entire underemployed people in Australia) but well-hidden issue within the Australian labour market, and the consequence of this for job satisfaction are pronounced." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))

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Kock, Katharina, Peter Krauss-Hoffmann & Christin Polzer-Baakes (2019): Pflege: Was jetzt zu tun ist. In: Gute Arbeit, Jg. 31, H. 4, S. 30-32.

Abstract

"In Pflegeberufen bis zur Rente arbeiten? Für etwa die Hälfte der Beschäftigten ist das nicht denkbar. Ergebnisse einer Beschäftigtenbefragung in NRW zeigen Handlungsbedarfe auf." (Autorenreferat, IAB-Doku)

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Krause-Pilatus, Annabelle, Ulf Rinne & Hilmar Schneider (2019): Arbeitszufriedenheit in der modernen Arbeitswelt. (IZA Standpunkte 94), Bonn, 17 S.

Abstract

"Der fortschreitende Wandel der Arbeitswelt zeichnet sich durch steigende Flexibilitätsanforderungen und ein höheres Maß an eigenverantwortlichem Handeln aus. Verantwortung, Flexibilität und neue Freiräume im Job werden auch von vielen Erwerbstätigen geschätzt - aber nicht von allen. Der vorliegende Beitrag zeigt, dass die Arbeitszufriedenheit nicht allein mit den Eigenschaften des Arbeitsplatzes zusammenhängt, sondern auch damit, wie sehr diese Eigenschaften den Präferenzen des jeweiligen Arbeitnehmers entsprechen. Beschäftigte mit wenig Flexibilität und Eigenverantwortung können somit grundsätzlich genauso zufrieden mit ihrer Arbeit sein wie Arbeitnehmer mit viel Flexibilität und Eigenverantwortung." (Autorenreferat, IAB-Doku)

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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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Kröll, Claudia & Stephan Nüesch (2019): The effects of flexible work practices on employee attitudes. Evidence from a large-scale panel study in Germany. In: The international journal of human resource management, Jg. 30, H. 9, S. 1505-1525. DOI:10.1080/09585192.2017.1289548

Abstract

"We explore the effects of flexible work practices (FWPs) on the work attitudes (job satisfaction and turnover intention) and non-work attitudes (leisure satisfaction and perceived health) of employees based on representative large-scale German panel data. Because unobserved individual characteristics can easily act as confounders, we estimate both pooled ordinary least squares models and individual fixed-effects models. Controlling for time-constant individual heterogeneity, we find that the three considered FWPs - flexitime, sabbaticals, and working from home - significantly increase job satisfaction and that sabbaticals and working from home (but not flexitime) significantly decrease turnover intention. In addition, sabbaticals but not flexitime or working from home significantly increase leisure satisfaction. The effects of FWPs on health are mostly weak and statistically insignificant. Models that do not control for such individual heterogeneity either underestimate the positive effects of FWPs or find detrimental effects. Our findings indicate that organizations in Germany can increase job satisfaction and decrease employee turnover intention by offering FWPs." (Author's abstract, IAB-Doku) ((en))

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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))

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Lepinteur, Anthony (2019): The shorter workweek and worker wellbeing. Evidence from Portugal and France. In: Labour economics, Jg. 58, H. June, S. 204-220. DOI:10.1016/j.labeco.2018.05.010

Abstract

"Using data from the European Community Household Panel, this paper evaluates the impact of the exogenous reductions in weekly working hours induced by reforms implemented in Portugal and France on worker wellbeing. Difference-in-differences estimation results suggest that reduced working hours generated significant and robust increases in job and leisure satisfaction of the workers affected in both countries (from 0.07 to 0.15 standard deviation increases), with the rise in the former mainly being explained by greater satisfaction with working hours and working conditions. Further results suggest that staff representative bodies are important for ensuring that working-time reductions lead to welfare gains." (Author's abstract, © 2019 Elsevier) ((en))

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Léné, Alexandre (2019): Job satisfaction and bad jobs: Why are cleaners so happy at work? In: Work, employment and society, Jg. 33, H. 4, S. 666-681. DOI:10.1177/0950017019828904

Abstract

"Our analysis is based on the French DARES Working Conditions survey which contains a very large sample of individuals representative of the French working population. We demonstrate that employees working in the cleaning sector report significantly higher levels of satisfaction than the other employees. This statistical result is robust; it persists when we introduce a large number of control variables. This result is puzzling insofar as it is generally agreed that these workers hold 'poor quality' jobs: low pay, an abnormal pattern of work, arduous working conditions. We suggest that cleaners' expectations and standards are influenced by an adaptation process. Their job satisfaction needs to be considered in the light of their past experience. Their employment history shapes their wants and needs and thus affects the way they evaluate their work." (Author's abstract, IAB-Doku) ((en))

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Markus, Bönisch, Peterbauer Jakob & Stöger Eduard (2019): Skills mismatch, earnings and job satisfaction among older workers. In: Sozialer Fortschritt, Jg. 68, H. 4, S. 339-370. DOI:10.3790/sfo.68.4.339

Abstract

"Kompetenzen stellen einen wichtigen Bestandteil wissensbasierter Gesellschaften dar. Individuelle Kompetenzen können den Erfolg am Arbeitsmarkt unterstützen und das Einkommen und die Arbeitszufriedenheit beeinflussen. Sie müssen jedoch auf effiziente Weise eingesetzt werden, um diese positiven Arbeitsmarktergebnisse zu erzielen. Trotz der Tatsache, dass in den letzten Jahren viele Forschungsarbeiten zum Verhältnis der individuell vorhandenen Kompetenzen und den Arbeitsplatzanforderungen (Skill Mismatch) durchgeführt wurden, ist wenig über den Zusammenhang zwischen Alter und Skill Missmatch bekannt. Daher untersuchen wir die Unterschiede zwischen jüngeren (25 - 49) und älteren Arbeitnehmern (50 - 65) anhand des PIAAC-Datensatzes für fünf Länder (Österreich, Deutschland, Spanien, Belgien und Vereinigtes Königreich). Unsere Ergebnisse zeigen, dass ältere Arbeitnehmer im Allgemeinen über niedrigere Kompetenzen verfügen als jüngere Arbeitnehmer, jedoch diese stärker nutzen. Diese stärkere Nutzung (overutilization) führt im Allgemeinen zu einem Lohnvorteil." (Autorenreferat, IAB-Doku)

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Messenger, Jon C. (Hrsg.) (2019): Telework in the 21st Century. An Evolutionary Perspective. (The ILO Future of Work series), Cheltenham: Elgar, 352 S. DOI:10.4337/9781789903751

Abstract

"Technological developments have enabled a dramatic expansion and also an evolution of telework, broadly defined as using ICTs to perform work from outside of an employer’s premises. This volume offers a new conceptual framework explaining the evolution of telework over four decades. It reviews national experiences from Argentina, Brazil, India, Japan, the United States, and ten EU countries regarding the development of telework, its various forms and effects. It also analyses large-scale surveys and company case studies regarding the incidence of telework and its effects on working time, work-life balance, occupational health and well-being, and individual and organizational performance." (Author's abstract, © Edward Elgar Publishing) ((en))

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Navarro, María (2019): Financial, job and health satisfaction: A comparative approach on working people. In: Societies, Jg. 9, H. 2, S. 1-17. DOI:10.3390/soc9020034

Abstract

"The determinants of domain satisfactions could be differently evaluated depending on the aspect of life considered, which would lead to different implications for public policies. To test this hypothesis, using the German Socio-Economic Panel (GSOEP), we analyse the effect of different economic and non-economic factors on satisfaction with financial situation, job and health status. The main results confirm that several determinants exert different effects depending on the aspect of life that people are evaluating. For instance, household income only improves satisfaction with financial situation but it does not explain job or health satisfaction. However, those people with an active social life, who are less worried and distrustful, are more satisfied regardless of the aspect of life considered. These findings reflect the importance of studying the main determinants of the domain satisfactions using a comparative perspective to design and evaluate specific public policies, since some measures could be effective for improving satisfaction in one area of an individual's life but not for others." (Author's abstract, IAB-Doku) ((en))

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Neirotti, Paolo, Elisabetta Raguseo & Luca Gastaldi (2019): Designing flexible work practices for job satisfaction. The relation between job characteristics and work disaggregation in different types of work arrangements. In: New Technology, Work and Employment, Jg. 34, H. 2, S. 116-138. DOI:10.1111/ntwe.12141

Abstract

"The literature on flexible work practices has not yet evaluated in detail how the characteristics of a job affect job satisfaction. This study makes a distinction between two types of flexible work practices according to their aims: the accommodation of employees' personal lives (employment practice) and the operational reasons of a firm (work practice). Based on this distinction, we studied how the characteristics of a job, which reflect the use of ICT to support the spatial disaggregation of business processes, influence the relationship between the two types of flexible work practices and job satisfaction. We show, through a survey conducted on 987 workers, that the characteristics of a job that favour work disaggregation positively moderate the influence of flexible work as a work practice on job satisfaction, but they do not moderate the influence of flexible work as an employment practice. The implications for managers, workers and scholars are discussed." (Author's abstract, IAB-Doku) ((en))

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Nye, Christopher D. & James Rounds (Hrsg.) (2019): Vocational interests in the workplace. Rethinking behavior at work. (SIOP Organizational frontiers series), New York: Routledge, 312 S. DOI:10.4324/9781315678924

Abstract

"Vocational Interests in the Workplace is an essential new work, tying together past literature with contemporary research to present the most comprehensive coverage on vocational interests to date. With increasing recognition of the importance of vocational interests and their relevance to the workplace, this book emphasizes the strong links between vocational interests and work behavior. It proposes new models and approaches that facilitate thorough exploration of the implications of this relationship between interests and practice.
The authors, drawing on knowledge and experience from a range of professional backgrounds, cover essential topics, including: interest measurement; personnel selection; motivation and performance; expertise; meaningful work; effects of a global business environment; diversity; and the ongoing development of interests through adulthood to retirement." (Author's abstract, IAB-Doku) ((en))