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
Vocational interests in the workplace: Rethinking behavior at work (2019)
Zitatform
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)) -
Literaturhinweis
Gender inequality and the gender-job satisfaction paradox in Europe (2019)
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Perugini, Cristiano & Marko Vladisavljevic (2019): Gender inequality and the gender-job satisfaction paradox in Europe. In: Labour economics, Jg. 60, H. October, S. 129-147. DOI:10.1016/j.labeco.2019.06.006
Abstract
"Despite being paid less than men and facing worse working conditions, lower promotion opportunities and work-place discrimination, women typically report higher levels of job satisfaction. Twenty years ago Andrew Clark (Clark, 1997) suggested that this might be due to their lower expectations, driven by a number of factors related to current and past positions in the labour market. Although this hypothesis is one of the leading explanations of gender differences in job satisfaction, cross-country research on the relationship between gender inequality and the gender-job satisfaction gap is rare and only descriptive. In this paper, we use the data from EU-SILC module on subjective well-being from 2013 to analyse adjusted gender-job satisfaction gaps in 32 European countries and we relate them to country differences in gender inequalities. Our results provide extensive and robust evidence of a relationship between exposure to more gender equal settings in the early stages of life and smaller gender gaps in job satisfaction. This corroborates the hypothesis that women who grew up in contexts with higher gender equality have expectations increasingly aligned to those of their male counterparts. Our results also show that being employed in typically male occupations enables this alignment too, whereas higher levels of education do not play a similar effect." (Author's abstract, © 2019 Elsevier) ((en))
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Literaturhinweis
Increases in wellbeing in the transition to retirement for the unemployed: catching up with formerly employed persons (2019)
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Ponomarenko, Valentina, Anja K. Leist & Louis Chauvel (2019): Increases in wellbeing in the transition to retirement for the unemployed. Catching up with formerly employed persons. In: Ageing and society, Jg. 39, H. 2, S. 254-276. DOI:10.1017/S0144686X17000976
Abstract
"This paper examines the extent to which wellbeing levels change in the transition to retirement depending on transitioning from being employed, unemployed or economically inactive. Whereas transitioning from employment to unemployment has been found to cause a decrease in subjective wellbeing with more time spent in unemployment, it is not clear how transitioning from unemployment to retirement affects wellbeing levels. We use the Survey of Health, Ageing and Retirement in Europe to monitor the life satisfaction of respondents who retire in between two waves. We portray wellbeing scores before and after retirement and then identify the change in life satisfaction during the retirement transition using a First Difference model. Results indicate that being unemployed before retirement is associated with an increase in life satisfaction, but presents mainly a catching-up effect compared to employed persons transitioning to retirement. These results are still significant if we control for selection into unemployment and country differences. Retirement from labour market inactivity does not lead to significant changes in wellbeing. As the wellbeing of unemployed persons recovers after transitioning to retirement, especially the currently unemployed population should be supported to prevent detrimental consequences of economically unfavourable conditions and lower wellbeing." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Explaining the gender gap in job satisfaction (2019)
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Redmond, Paul & Séamus McGuiness (2019): Explaining the gender gap in job satisfaction. (IZA discussion paper 12703), Bonn, 7 S.
Abstract
"In general, women report greater job satisfaction than men. The existing literature cannot fully explain the nature of this difference, as the gap tends to persist even when controlling for job characteristics. In this paper, we study job satisfaction using recent data for 28 EU countries. Women, on average, are more satisfied than men and the gap remains even when we account for a wide range of personal, job and family characteristics. However, the gap disappears when we include job preferences, as women place greater importance on work-life balance and the intrinsic desirability of the work." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Generation Z im Vier-Länder-Vergleich: Ein empirischer Vergleich von Deutschland, den Niederlanden, Österreich und Schweiz (2019)
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Scholz, Christian & Lisa-Dorothee Grotefend (Hrsg.) (2019): Generation Z im Vier-Länder-Vergleich. Ein empirischer Vergleich von Deutschland, den Niederlanden, Österreich und Schweiz. (Strategie- und Informationsmanagement 36), Augsburg: Hampp, 346 S. DOI:10.978.395710/3246
Abstract
"Mit der Generation Z - geboren ab Anfang der 1990er Jahre - tritt zurzeit eine neue Generation in die Arbeitswelt ein, wird von ihr geprägt, aber prägt sie auch selbst. Diese Publikation befasst sich mit dem Phänomen 'Generation Z' - und zwar als Befragung von 3.610 Jugendlichen der Generation Z in Deutschland, den Niederlanden, Österreich sowie der Schweiz. Diese Publikation basiert auf den Masterarbeiten von Sabrina Eilers, Martin Elizen, Kathrin Meier und Claudia Karaca, geschrieben am Lehrstuhl für Betriebswirtschaftslehre, insbesondere Organisation, Personal- und Informationsmanagement der Universität des Saarlandes in Saarbrücken. Beantwortet werden unter anderem folgende Fragen: - Was erwartet die Generation Z vom Arbeitsleben? - Warum entscheidet sie sich für oder gegen einen Arbeitgeber? - In welcher Büroarchitektur will sie arbeiten? - Träumt sie wirklich vom Großraumbüro und vom Desksharing? - Welche Lebensträume hat sie? - Wie stellt sie sich Work-Life-Balance vor? - Wie sollten Arbeitszeitmodelle aussehen? - Wovor hat sie Angst? -Wie steht sie zu Politik und zu Tagespolitik? Hinzu kommt noch eine weitere und ganz wichtige Frage: Ist 'Generation Z' ein nationales beziehungsweise regionales Phänomen oder ist sie weltweit identisch? Ganz konkret: Was kommt dabei heraus, wenn man vier benachbarte Länder aus Mitteleuropa miteinander vergleicht?" (Verlagsangaben)
Weiterführende Informationen
Inhaltsverzeichnis bei der Deutschen Nationalbibliothek -
Literaturhinweis
Job satisfaction as a determinant of employees' optimal well-being in an instrumental variable approach (2019)
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Sironi, Emiliano (2019): Job satisfaction as a determinant of employees' optimal well-being in an instrumental variable approach. In: Quality & quantity, Jg. 53, H. 4, S. 1721-1742. DOI:10.1007/s11135-019-00835-3
Abstract
"The correlation between measures of a high level of job satisfaction and well-being is well documented in the literature; however, such a relationship may be potentially bidirectional. If an increase in job satisfaction affects optimal well-being, the reverse relationship can also be hypothesized. In addition, the relationship between job satisfaction and well-being may be polluted by the presence of omitted variables that can be correlated both with the satisfaction in the workplace and with a measure of optimal wellbeing. Using the sixth round of the European Social Survey, this paper utilizes an instrumental variable approach to isolate the effect of job satisfaction on optimal well-being variation that is independent of unobserved individual characteristics. After having controlled for the role of socio-economic profiles of interviewed individuals, our findings confirm a strong and significantly positive influence of job satisfaction on optimal well-being. The novelty of our analysis is twofold: firstly, we employ an instrumental variable approach to correct for endogeneity that might the effect of job satisfaction on well-being. Secondly, we use an innovative measure of optimal well-being, which we adopt as an outcome variable for measuring a multi-dimensional definition of well-being dealing with both hedonic and eudemonic streams." (Author's abstract, © Springer-Verlag) ((en))
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Literaturhinweis
Employment contract, job insecurity and employees' affective well-being: the role of self- and collective efficacy (2019)
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Sora, Beatriz, Thomas Höge, Amparo Caballer & José M. Peiró (2019): Employment contract, job insecurity and employees' affective well-being. The role of self- and collective efficacy. In: Economic and Industrial Democracy, Jg. 40, H. 2, S. 193-214. DOI:10.1177/0143831X18804659
Abstract
"A large amount of research has focused on job insecurity, but without obtaining consistent results. Some authors have pointed that this variability might be due to the operationalization of job insecurity. Different types of job insecurity can provoke different employee reactions. The aim of this study is to analyse the effect of job insecurity, understood as temporary employment (objective job insecurity) and personal perception (subjective job insecurity), on affective well-being. In addition, the moderator roles of job self-efficacy and collective efficacy are examined in the relationship between job insecurity and employees' affective well-being. This study was carried out with 1435 employees from 138 Spanish and Austrian organizations. The results showed a different effect of job insecurity depending on its conceptualization. Only subjective job insecurity was negatively related to affective well-being. Moreover, both self- and collective efficacy moderated the subjective job insecurity - outcomes relation, ameliorating employees' well-being levels when they perceived job insecurity." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Intensivierung und Flexibilisierung von Arbeitszeiten: Wirkungen auf Gesundheit und Zufriedenheit (2019)
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Stadler, Bettina (2019): Intensivierung und Flexibilisierung von Arbeitszeiten: Wirkungen auf Gesundheit und Zufriedenheit. In: M. Griesbacher, J. Hödl, J. Muckenhuber & K. Scaria-Braunstein (Hrsg.) (2019): Intensivierung der Arbeit. Perspektiven auf Arbeitszeit und technologischen Wandel, S. 60-72.
Abstract
"Schon seit vielen Jahren sind Arbeitszeiten ein "Dauerbrenner" sowohl in der wissenschaftlichen als auch der politischen Debatte. Erhöht sich die Arbeits- und auch die Lebensqualität durch flexiblere Arbeitszeiten in jedem Fall oder müssen ArbeitnehmerInnen durch Arbeitszeitregelungen auch vor einem unbeschränkten Zugriff der ArbeitgeberInnen geschützt werden? Diese Frage kann nur, das hat Hartmut Seifert bereits 2005 angeregt, durch empirische Analysen beantwortet werden (Seifert 2005). Im Hintergrund stehen dabei viel weitergehende Fragen: Sind Menschen in der Lage, ihre Arbeitszeiten selbst zu steuern und dabei auf ihr Wohlbefinden und längerfristig auch auf ihre Gesundheit zu achten, oder müssen sie durch Regelungen geschützt werden, in manchen Fällen durchaus auch vor sich selbst, um nicht auf lange Sicht Schaden zu erleiden?" (Autorenreferat, IAB-Doku)
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Literaturhinweis
Die Arbeitszufriedenheit von Berufseinsteigern in den Gesundheitsberufen (2019)
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Ulrich, Gert, Angelika Homberg, Sven Karstens, Katja Goetz & Cornelia Mahler (2019): Die Arbeitszufriedenheit von Berufseinsteigern in den Gesundheitsberufen. In: Das Gesundheitswesen, Jg. 81, H. 2, S. 99-105. DOI:10.1055/s-0043-107873
Abstract
"Einleitung: Ziel der vorliegenden Befragung war es, die Arbeitszufriedenheit von Berufseinsteigern in ausgewählten Gesundheitsberufen zu erfassen und determinierende Faktoren der Arbeitszufriedenheit zu identifizieren. Methoden: Es wurden insgesamt 579 Absolventen aus den Berufsgruppen Pflege (P; Altenpflege, Gesundheits- und Krankenpflege, Gesundheits- und Kinderkrankenpflege; n=368), Therapie (T; Physiotherapie, Logopädie; n=102) und Diagnostik (D; Medizinisch-technische Laboratoriums Assistenz, Medizinisch-technische Radiologie Assistenz; n=109) ca. ein Jahr nach Ausbildungsabschluss zu einem Online-Survey eingeladen. Die Arbeitszufriedenheit wurde mittels des Warr-Cook-Wall (WCW) Fragebogens, bestehend aus 10 Fragen, bestimmt. Neben der deskriptiven Analyse wurde eine lineare Regression zur Bestimmung der Einflussfaktoren auf die Arbeitszufriedenheit durchgeführt. Ergebnisse: Ausgewertet wurden die Daten von 189 Berufseinsteigern (P: 121, T: 32, D: 36; männlich: 19%; Rücklaufquote: 32,6%). Die Gesamtzufriedenheit mit dem Arbeitsplatz aller Berufseinsteiger betrug 4,9±1,6 (MW±SD) und war bei den T (5,4±1,4) gegenüber den P (4,7±1,6) und den D (5,0±1,5) leicht erhöht. Besonders positiv wurde von allen Berufsgruppen die Zufriedenheit mit Kollegen und Mitarbeitern beurteilt. Eine geringere Zufriedenheit fand sich über die Berufsgruppen hinweg bei der Variable 'Einkommen'. Die Variable der Zufriedenheit mit 'Kollegen und Mitarbeitern' zeigte in der linearen Regression die höchste Assoziation mit der Gesamtzufriedenheit mit dem Arbeitsplatz. Schlussfolgerung: Die einzelnen Variablen des WCW-Fragebogens deuten auf gute bis sehr gute Zufriedenheitswerte der von uns befragten Berufseinsteiger hin. Kollegen stellen die wichtigste Quelle für die eigene Arbeitszufriedenheit dar. Vor dem Hintergrund des sich abzeichnenden Fachkräftemangels liefern die Ergebnisse einen wichtigen Beitrag, um die Arbeitszufriedenheit zu erhalten und somit die Versorgungsqualität zu sichern." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Arbeitszeit und Arbeitsort - (wie viel) Flexibilität ist gesund?: Ergebnisse einer repräsentativen Befragung unter Erwerbstätigen zu mobiler Arbeit und gesundheitlichen Beschwerden (2019)
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Waltersbacher, Andrea, Maia Maisuradze & Helmut Schröder (2019): Arbeitszeit und Arbeitsort - (wie viel) Flexibilität ist gesund? Ergebnisse einer repräsentativen Befragung unter Erwerbstätigen zu mobiler Arbeit und gesundheitlichen Beschwerden. In: B. Badura, A. Ducki, H. Schröder, J. Klose & M. Meyer (Hrsg.) (2019): Fehlzeiten-Report 2019 : Digitalisierung - gesundes Arbeiten ermöglichen, S. 77-107. DOI:10.1007/978-3-662-59044-7_7
Abstract
"Immer erreichbar, hochflexibel und ständig mobil - infolge der Digitalisierung droht die bisherige, bei den meisten Erwerbstätigen vorherrschende Trennung von Arbeit und Privatleben verlorenzugehen. Digitale Informations- und Kommunikationsgeräte ermöglichen bereits zum heutigen Zeitpunkt zahlreichen Beschäftigtengruppen die Möglichkeit zeit- und ortsunabhängig zu arbeiten. Diese Formen von mobiler Arbeit eröffnet Betrieben und Beschäftigten neue Gestaltungsspielräume, stellen aber auch neue Herausforderungen dar. So stellt sich die Frage, ob die Flexibilisierung von Arbeitszeiten und -orten einen Einfluss auf das Wohlbefinden der Beschäftigten hat. In einer repräsentativen Befragungsstudie unter Erwerbstätigen im Jahr 2019 werden die Beschäftigten, die ausschließlich in der Betriebsstätte des Arbeitgebers arbeiten mit denjenigen Beschäftigten verglichen, die entweder zu Hause oder an verschiedenen Orten arbeiten. Hierbei zeigt sich, dass einerseits die Flexibilisierung der Arbeitszeiten und Arbeitsorte die Zufriedenheit der Beschäftigten erhöhen kann, aber andererseits der erhöhte Aufwand der Selbstorganisation und der Abgrenzung von den Anforderungen des Betriebes negativ auf das Wohlbefinden und die Gesundheit einwirken. Beschäftigte, die mit großer Autonomie viel in ihrer häuslichen Umgebung arbeiten, beichten am häufigsten darüber nicht abschalten zu können, aber auch von psychischen Beeinträchtigungen." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Generational Differences in Definitions of Meaningful Work: A Mixed Methods Study (2019)
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Weeks, Kelly Pledger & Caitlin Schaffert (2019): Generational Differences in Definitions of Meaningful Work: A Mixed Methods Study. In: Journal of Business Ethics, Jg. 156, H. 4, S. 1045-1061. DOI:10.1007/s10551-017-3621-4
Abstract
"The search for meaningful work has been of interest to researchers from a variety of disciplines for decades and seems to have grown even more recently. Much of the literature assumes that employees share a sense of what is meaningful in work and there isn't much attention given to how and why meanings might differ (Rosso et al. in Res Organ Behav 30:91–127, 2010). Researchers have not only called for more research studying demographic differences in definitions of meaning (e.g., Michaelson et al. in J Bus Ethics 121(1):77–90, 2014), but also moreresearch utilizing mixed methods to study psychological concepts like meaningful work (e.g., Eid and Diener, in Eid, Diener (eds) Handbook of multimethod measurement in psychology, American Psychological Association, Washington, 2006). This study specifically examines differences across generational cohorts on their prioritization of sources of meaningful work through qualitative, in-depth interviews followed by a more generalizable, quantitative survey. Findings from the qualitative study show that generational cohorts define the meaning in their jobs differently, and they hold negative perceptions about the lack of desire for meaning in each of the other cohorts. Study 2 maps generational cohorts on the comprehensive model of meaningful work designed by Lips-Wiersma and Morris (J Bus Ethics 88(3):491–511, 2009) to reveal that although there are some differences in prioritization of sources of meaningful work, all generational cohorts share similar desire to “develop and become themselves” when asked about their definitions of meaningful work. Implications and future research are discussed." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Flexible work and work-related outcomes: The role of perceived organizational alignment (2019)
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Zafari, Setareh, Martina Hartner-Tiefenthaler & Sabine Theresia Koeszegi (2019): Flexible work and work-related outcomes: The role of perceived organizational alignment. In: Management Revue, Jg. 30, H. 1, S. 63-92. DOI:10.5771/0935-9915-2019-1-63
Abstract
"Recent developments in information and communication technology have led to renewed interest in the impact of flexible work on work-related outcomes such as job satisfaction, organizational identification and work engagement. Although there is a vast amount of literature indicating the positive association between job autonomy and work-related outcomes, there has been little discussion about the contextual conditions that strengthen this relationship. This paper analyzes the role of perceived organizational alignment as a conditional factor and shows that autonomy alone cannot explain an organization's success in improving work-related outcomes. An analysis of online survey from 481 employees shows that the perceived organizational alignment moderates the positive effect of autonomy on work-related outcomes in the context of flexible work. For employees who perceive organizational alignment to be high, the positive relationships are strengthened for work engagement and organizational identification, but attenuated for job satisfaction. Theoretical and practical implications of these findings are discussed." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Fehlzeiten-Report 2018: Sinn erleben - Arbeit und Gesundheit. Zahlen, Daten, Analysen aus allen Branchen der Wirtschaft (2018)
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Badura, Bernhard, Antje Ducki, Helmut Schröder, Joachim Klose & Markus Meyer (Hrsg.) (2018): Fehlzeiten-Report 2018. Sinn erleben - Arbeit und Gesundheit. Zahlen, Daten, Analysen aus allen Branchen der Wirtschaft. (Fehlzeiten-Report), Berlin: Springer London, 608 S.
Abstract
"Der vorliegende Fehlzeiten-Report beleuchtet das Thema 'Sinn erleben - Arbeit und Gesundheit' aus gesellschaftlicher, unternehmerischer und individueller Perspektive. Welche Rolle das Betriebliche Gesundheitsmanagement (BGM) für die Förderung des Sinnerlebens spielen kann erörtern 28 Fachbeiträge u. a. mit folgenden Fragen: Welchen Zusammenhang gibt es zwischen dem Erleben von sinnhafter Erwerbsarbeit und der Gesundheit der Beschäftigten? Wie erleben Beschäftigte den 'Sinn ihrer Arbeit' und wie können Unternehmen ihre Mitarbeiter unterstützen, ihre Arbeit als sinnerfüllte Tätigkeiten zu erleben? Wie können Führungskräfte und das Unternehmensklima das Sinnerleben positiv beeinflussen? Welche Konzepte und Angebote gibt es im Rahmen des BGM, um zur Prävention von Sinnkrisen beizutragen?
Darüber hinaus ist der Report durch umfassende Daten und Analysen ein wertvoller Ratgeber für alle, die Verantwortung für den Arbeits- und Gesundheitsschutz in Unternehmen tragen." (Autorenreferat, IAB-Doku)Weiterführende Informationen
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Literaturhinweis
The well-being of the overemployed and the underemployed and the rise in depression in the UK (2018)
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Bell, David N. F. & David G. Blanchflower (2018): The well-being of the overemployed and the underemployed and the rise in depression in the UK. (NBER working paper 24840), Cambrige, Mass., 36 S. DOI:10.3386/w24840
Abstract
"In this paper we build on our earlier work on underemployment using data from the UK. In particular, we explore their well-being based on hours preferences rather than on involuntary part-time work used in the prior literature. We make use of five main measures of well-being: happiness; life satisfaction; whether life is worthwhile; anxiety and depression. The underemployed have higher levels of well-being than the unemployed and disabled but lower levels than any other group of workers, full or part-time. The more that actual hours differ from preferred hours the lower is a worker's well-being. This is true for those who say they want more hours (the underemployed) and those who say they want less (the over employed). We find strong evidence of a rise in depression and anxiety (negative affect) in the years since the onset of austerity in 2010 that is not matched by declines in happiness measures (positive affect). The fear of unemployment obtained from monthly surveys from the EU has also been on the rise since 2015. We find evidence of an especially large rise in anxiety and depression among workers in general and the underemployed in particular. The underemployed don't want to be underemployed." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Works councils, training and employee satisfaction (2018)
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Bellmann, Lutz, Olaf Hübler & Ute Leber (2018): Works councils, training and employee satisfaction. (IZA discussion paper 11871), Bonn, 29 S.
Abstract
"This paper investigates the role of works councils in job satisfaction. Using the recently developed Linked Personnel Panel, we consider both the direct and indirect impact via further training. Basic estimates on an individual level do not reveal clearly direct effects, but on an establishment level, the existence of a works council increases the average job satisfaction in a company. In more extended approaches, we also find a positive, weakly significant link on an individual level accompanied by positive training with regard to job satisfaction if we control for personal characteristics, working conditions, firm size, collegiality variables and industry dummies. Firms with industry-wide bargaining agreements drive this result. The effects are stronger if the firm carries the training costs and if the share of trained workers within the firm measures training. The direct impact of works councils remains positive but becomes insignificant if Lewbel's instrumental variables estimator is applied." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Different strokes for different folks: entrepreneurs' job satisfaction and the intersection of gender and migration background (2018)
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Bijedić, Teita & Alan Piper (2018): Different strokes for different folks. Entrepreneurs' job satisfaction and the intersection of gender and migration background. (SOEPpapers on multidisciplinary panel data research at DIW Berlin 1011), Berlin, 24 S.
Abstract
"Migrant enterprises comprise about 10% of all enterprises in Germany and are therefore a crucial part of the German economy and its entrepreneurial ecosystems. Relatedly, migrant entrepreneurship is a highly recognized topic within political discussions as well as within entrepreneurship research. While there is already an impressive body of work regarding the nature and quality of migrant enterprises, many questions regarding the personal motives and satisfaction of migrant entrepreneurs still remain unanswered (particularly with reference to gender and generation of migration). Using the German Socio-Economic Panel dataset, we close this research gap by investigating the job satisfaction of migrant entrepreneurs in Germany compared with native entrepreneurs, and also with conventionally employed migrants and natives. First generation migrants show, in general, less job satisfaction than the native population. Second generation male migrant entrepreneurs' show less job satisfaction, however this association is reversed for females: second generation female migrant entrepreneurs are more satisfied with their self-employment than their native counterparts. These differing results lead to differing implications for policy makers who wish to create and develop entrepreneurial and labour market support for different target groups." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Are schools different? Wellbeing and commitment among staff in schools and elsewhere (2018)
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Bryson, Alex, Lucy Stokes & David Wilkinson (2018): Are schools different? Wellbeing and commitment among staff in schools and elsewhere. (IZA discussion paper 11456), Bonn, 49 S.
Abstract
"Using nationally representative linked employer-employee data for Britain in 2004 and 2011 we find school staff are more satisfied and more contented with their jobs than 'like' employees in other workplaces. The differentials are largely accounted for by the occupations school employees undertake and perceptions of job quality. School employees are also more committed to their organization than non-school employees, a difference that remains large and statistically significant having conditioned on job quality, human resource management practices (HRM), managerial style and other features of employees' working environment. Using panel data for workplaces and their employees observed in 2004 and 2011 we find increases in organizational commitment are linked to improvements in workplace performance in schools, but not in other workplaces." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Nonmonetary incentives and the implications of work as a source of meaning (2018)
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Cassar, Lea & Stephan Meier (2018): Nonmonetary incentives and the implications of work as a source of meaning. In: The Journal of Economic Perspectives, Jg. 32, H. 3, S. 215-238. DOI:10.1257/jep.32.3.215
Abstract
"Empirical research in economics has begun to explore the idea that workers care about nonmonetary aspects of work. An increasing number of economic studies using survey and experimental methods have shown that nonmonetary incentives and nonpecuniary aspects of one's job have substantial impacts on job satisfaction, productivity, and labor supply. By drawing on this evidence and relating it to the literature in psychology, this paper argues that work represents much more than simply earning an income: for many people, work is a source of meaning. In the next section, we give an economic interpretation of meaningful work and emphasize how it is affected by the mission of the organization and the extent to which job design fulfills the three psychological needs at the basis of self-determination theory: autonomy, competence, and relatedness. We point to the evidence that not everyone cares about having a meaningful job and discuss potential sources of this heterogeneity. We sketch a theoretical framework to start to formalize work as a source of meaning and think about how to incorporate this idea into agency theory and labor supply models. We discuss how workers' search for meaning may affect the design of monetary and nonmonetary incentives. We conclude by suggesting some insights and open questions for future research." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The magic of the new: how job changes affect job satisfaction (2018)
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Chadi, Adrian & Clemens Hetschko (2018): The magic of the new. How job changes affect job satisfaction. In: Journal of economics & management strategy, Jg. 27, H. 1, S. 23-39., 2017-07-02. DOI:10.1111/jems.12217
Abstract
"We investigate a crucial event for job satisfaction: changing one's workplace. For representative German panel data, we show that the reason why the previous employment ended is strongly linked to satisfaction with the new job. Workers initiating a change of employer experience extraordinarily high job satisfaction, though in the short term only. To investigate causality, we exploit the event of plant closure as an exogenous trigger of job switching. In this case, we find no significantly positive effect of job changes on job satisfaction. Our findings complement research on workers’ well-being and concern labor market policies and human resource management." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Unfairness at work: well-being and quits (2018)
Zitatform
D'Ambrosio, Conchita, Andrew E. Clark & Marta Barazzetta (2018): Unfairness at work: well-being and quits. (IZA discussion paper 11318), Bonn, 24 S.
Abstract
"We here consider the effect of the level of income that individuals consider to be fair for the job they do, which we take as measure of comparison income, on both subjective well-being and objective future job quitting. In six waves of German Socio-Economic Panel data, the extent to which own labour income is perceived to be unfair is significantly negatively correlated with subjective well-being, both in terms of cognitive evaluations (life and job satisfaction) and affect (the frequency of feeling happy, sad and angry). Perceived unfairness also translates into objective labour-market behaviour, with current unfair income predicting future job quits." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Career stages and occupations impacts on workers motivations (2018)
Zitatform
Duarte, Henrique & Diniz Lopes (2018): Career stages and occupations impacts on workers motivations. In: International journal of manpower, Jg. 39, H. 5, S. 746-763. DOI:10.1108/IJM-02-2017-0026
Abstract
"Purpose
The career concept has become fuzzier due to changing work patterns, the ageing workforce and the environmental changes occurring during workers lifespans. Together this requires a renewed and broader reaching contextualization of this concept. The purpose of this paper is to set out an integrative approach arguing that the integration of career stage models with occupational groups proves more explanative of intrinsic and extrinsic worker motivations.
Design/methodology/approach
Secondary data from 23 European countries were drawn from the European Social Survey 2006. The construct validity and reliability of indicators was analyzed. Hypotheses were tested using discriminant analysis.
Findings
Results showed that neither occupations nor career stages are determinants per se of intrinsic motivations, but are better explained by their mutual integration. Career stages were shown to predict per se extrinsic motivations.
Research limitations/implications
The recourse to the European Social Survey pre-determined scales and the application of age ranges as proxies for careers stages suggested the usage of more specific measures in future studies.
Practical implications
Career management and compensation policies might be better tailored to worker motivations by considering the age ranges (as proxies of career stages) and workers' occupations.
Originality/value
Findings evidenced the explanatory value of occupations for worker motivations and allowed putting into perspective the contextualization of not only boundaryless and protean career concepts, but also career stage theories. Data support the ecological validity of applying a career stages and occupations framework to a highly diversified and representative sample of European countries." (Author's abstract, © Emerald Group) ((en)) -
Literaturhinweis
Paradox lost: The disappearing female job satisfaction premium (2018)
Zitatform
Green, Colin P., John S. Heywood, Parvinder Kler & Gareth Leeves (2018): Paradox lost: The disappearing female job satisfaction premium. In: BJIR, Jg. 56, H. 3, S. 484-502. DOI:10.1111/bjir.12291
Abstract
"Using the original data source of Clark, we show that over the last two decades the female satisfaction gap he documented has vanished. This reflects a strong secular decline in female job satisfaction. This decline happened both because younger women became less satisfied as they aged, and because new female workers entered with lower job satisfaction than their early 1990s peers. Decompositions make clear that the decline does not reflect changing job characteristics for women but rather their increasingly less favourable evaluation of job characteristics. These findings fit with the suggestion that women in the early 1990s had a gap between their labour market expectations and actual experience that has since closed and that the gender satisfaction gap has vanished as a consequence." (Author's abstract, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
Work engagement as a key for unlocking performance: An investigation across different organizational levels (2018)
Gutermann, Daniela;Zitatform
Gutermann, Daniela (2018): Work engagement as a key for unlocking performance. An investigation across different organizational levels. Amsterdam, 225 S.
Abstract
"Constructive leadership and leaders' work engagement itself are important levers for employees' work engagement. Individual and organizational work engagement leads to individual and organizational performance. The Engagement-Index (ENG-I) is a statistically valiated and well accepted measurement of behavioral work engagement in organizations. These are the results of the dissertation by Daniela Gutermann.
Work engagement
Since people spend around one third of their day at work, the question of which factors enhance their well-being and their motivation at work is an important one. Moreover, organizations have to face several challenges, such as a quickly changing global economic market, digitalization, and continuous need for innovation. Work engagement is a construct that is an asset for both employees and organizations. Gutermann aims to answer the question which factors may foster work engagement within organizations and how this is related to individual and organizational performance across different organizational levels.
Constructive and destructive leadership
Daniela Gutermann investigated how constructive and destructive leadership is related to work engagement and which role leaders' work engagement itself may play for followers' tendency to engage in their work. Additionally, since a lot of organizations are interested in the topic of work engagement, she introduced a new engagement assessment - the Engagement Index (ENG-I) - that faces both, scientific and organizational requirements. Finally Gutermann analyzed the link between individual and organizational work engagement and performance by considering causality issues." (Author's abstract, IAB-Doku) ((en))Weiterführende Informationen
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Literaturhinweis
The impact of minimum wages on well-being: evidence from a quasi- experiment in Germany (2018)
Zitatform
Gülal, Filiz & Adam Ayaita (2018): The impact of minimum wages on well-being. Evidence from a quasi- experiment in Germany. (SOEPpapers on multidisciplinary panel data research at DIW Berlin 969), Berlin, 45 S.
Abstract
"To analyze well-being effects of minimum wages, the introduction of a minimum wage in Germany in 2015 is used as a quasi-experiment. Based on the representative SOEP data, a difference-in-differences design compares the development of life, job, and pay satisfaction between those who are affected by the reform according to their pre-intervention wages and those who already have marginally higher wages so that they are not directly affected. The results show that the minimum wage has significantly positive effects on all considered dimensions of well-being, on average, with an increase in life satisfaction by 0.10 standard deviations (0.15 points on a ten-point Likert scale). Positive effects last at least until one year after the reform. Life satisfaction tends to increase particularly in the region that is overall economically less developed (East Germany). The results hold if those who are not employed anymore after the reform are included in the analysis." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Arbeit auf Abruf, Rufbereitschaft und Bereitschaftsdienst: Wenn die Arbeit ruft (2018)
Zitatform
Hank, Eva & Jens Stegmaier (2018): Arbeit auf Abruf, Rufbereitschaft und Bereitschaftsdienst: Wenn die Arbeit ruft. (IAB-Kurzbericht 14/2018), Nürnberg, 11 S.
Abstract
"Fragen der Arbeitszeit und ihrer Flexibilität werden seit einiger Zeit wieder vermehrt diskutiert. Während Arbeitgeber die Bedeutung eines flexiblen Personaleinsatzes für die Wettbewerbsfähigkeit der Unternehmen betonen, hebt die Arbeitnehmerseite hervor, dass die Kontrolle über flexible Arbeitszeitmodelle nicht einseitig bei den Arbeitgebern liegen darf. In diesem Zusammenhang rückte Arbeit auf Abruf - bei der Arbeitgeber und Arbeitnehmer lediglich die Dauer, nicht aber die Lage der Arbeitszeit vereinbaren - in den Fokus der Diskussion. In dem Kurzbericht wird zunächst die Verbreitung unterschiedlicher Formen von 'Rufarbeit' untersucht: Arbeit auf Abruf, Rufbereitschaft und Bereitschaftsdienst. Der Fokus liegt dann auf den Determinanten und möglichen Folgen dieser Arbeitsformen und abschließend werden aktuelle Änderungsvorhaben der Bundesregierung betrachtet, die Arbeit auf Abruf in ihren Koalitionsvertrag aufgenommen hat." (Autorenreferat, IAB-Doku)
Weiterführende Informationen
- Anteil der Beschäftigten in Rufarbeit nach Berufssegmenten
- Anteil der Beschäftigten in Rufarbeit nach Branche
- Anteil der Beschäftigten in Rufarbeit nach Beschäftigtenstatus
- Anteil der Beschäftigten in Rufarbeit nach Existenz eines Betriebsrats
- Anteil der Beschäftigten in Rufarbeit nach Unternehmensgröße
- Anteil der Beschäftigten in Rufarbeit nach Tarifbindung des Unternehmens
- Anteil der Beschäftigten in Rufarbeit
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Literaturhinweis
Unhappy with well-being research in the temporary work context: mapping review and research agenda (2018)
Zitatform
Imhof, Susanne & Maike Andresen (2018): Unhappy with well-being research in the temporary work context. Mapping review and research agenda. In: The international journal of human resource management, Jg. 29, H. 1, S. 127-164. DOI:10.1080/09585192.2017.1384395
Abstract
"While temporary workers' specific employment circumstances strongly suggest negative consequences for their well-being, research on temporary workers' well-being shows serious inconsistencies. To identify possible reasons, we provide an overview of previous well-being research in the temporary work context. The mapping review shows that inconsistencies are caused both by the use of the umbrella term temporary work to describe a wider range of employment forms with divergent characteristics and the use of the buzzword well-being for various well-being indicators. In addition, the portfolio of employment-specific antecedents used is insufficient to gain a comprehensive view of temporary workers' well-being situation. Based on these findings, we propose an agenda for future well-being research in the temporary work context. A first key implication is that analyses considering country-specific circumstances and employment-specific characteristics of particular atypical employment situations are needed. Secondly, a more comprehensive portfolio of employment-specific and individual antecedents would help with gaining deeper insights into temporary workers' well-being situation. In addition, effects of well-being on attitudinal and behavioral outcomes should be analyzed to demonstrate the return on investment of organizations' well-being enhancing activities. Finally, well-being oriented HR practices and their implementation in the temporary work context are part of the proposed research agenda." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Paying for what kind of performance?: performance pay and multitasking in mission-oriented jobs (2018)
Zitatform
Jones, Daniel, Mirco Tonin & Michael Vlassopoulos (2018): Paying for what kind of performance? Performance pay and multitasking in mission-oriented jobs. (CESifo working paper 7156), München, 40 S.
Abstract
"How does pay-for-performance (P4P) impact productivity, multitasking, and the composition of workers in mission-oriented jobs? These are central issues in sectors like education or healthcare. We conduct a laboratory experiment, manipulating compensation and mission, to answer these questions. We find that P4P has positive effects on productivity on the incentivized dimension of effort and negative effects on the non-incentivized dimension for workers in nonmission- oriented treatments. In mission-oriented treatments, P4P generates minimal change on either dimension. Participants in the non-mission sector - but not in the mission-oriented treatments - sort on ability, with lower ability workers opting out of the P4P scheme." (Author's abstract, IAB-Doku) ((en))
Ähnliche Treffer
auch erschienen als: IZA discussion paper , 11674 -
Literaturhinweis
Team production benefits from a permanent fear of exclusion (2018)
Zitatform
Kopányi-Peuker, Anita, Theo Offerman & Randolph Sloof (2018): Team production benefits from a permanent fear of exclusion. In: European Economic Review, Jg. 103, H. April, S. 125-149. DOI:10.1016/j.euroecorev.2018.01.005
Abstract
"One acclaimed role of managers is to monitor workers in team production processes and discipline them through the threat of terminating them from the team. We extend a standard weakest link experiment with a manager who can decide to replace some workers at a cost. We address two main questions: (i) Does the fear of exclusion need to be a permanent element of contractual agreements? (ii) Are the results robust to the introduction of noise in workers' productivity? We find that the fear of exclusion strongly encourages cooperation among workers, but it does not generate the trust needed for cooperation once the fear of exclusion is lifted. That is, once some workers receive a permanent contract, effort levels steadily decrease. The results are robust to the introduction of noise in the link between effort and productivity." (Author's abstract, © 2018 Elsevier) ((en))
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Literaturhinweis
Compensation and incentives in the workplace (2018)
Lazear, Edward P.;Zitatform
Lazear, Edward P. (2018): Compensation and incentives in the workplace. In: The Journal of Economic Perspectives, Jg. 32, H. 3, S. 195-214. DOI:10.1257/jep.32.3.195
Abstract
"Labor is supplied because most of us must work to live. Indeed, it is called 'work' in part because without compensation, the overwhelming majority of workers would not otherwise perform the tasks. The theme of this essay is that incentives affect behavior and that economics as a science has made good progress in specifying how compensation and its form influences worker effort. This is a broad topic, and the purpose here is not a comprehensive literature review on each of many topics. Instead, a sample of some of the most applicable papers are discussed with the goal of demonstrating that compensation, incentives, and productivity are inseparably linked." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Performance pay jobs and job satisfaction (2018)
Ledic, Marko;Zitatform
Ledic, Marko (2018): Performance pay jobs and job satisfaction. In: CESIfo Economic Studies, Jg. 64, H. 1, S. 78-102. DOI:10.1093/cesifo/ify008
Abstract
"In recent decades there have been a growing number of studies that investigated the effects of personal and job characteristics on the subjective well-being on the job. Besides, the empirical findings reveal that workers who are paid on the piece rates exert more effort and earn more than those workers paid an hourly salary. Since the possible effects of performance paying jobs on the well-being of workers stay hidden, we have tackled the following issue by providing the effects that the performance pay job schemes have on job satisfaction. We have used the Korean Labour and Income Panel Survey which allowed us to distinguish between the workers who are paid by performance and those who are paid by fixed rate. We have shown that workers in the performance pay job schemes have a higher subjective well-being on the job than workers who are using the non-performance pay job schemes. The following result holds true even after we have controlled for the level of earnings, attitudes towards risk, and other personal and job-related characteristics. Finally, we have exploited the information on the type of performance pay schemes to analyse how different performance pay schemes affect job satisfaction. The results have shown that workers who are employed on either individual or group or company performance pay job schemes are more satisfied on their job than workers who are paid by the fixed amount." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The causal analysis of the development of the unemployment effect on life satisfaction (2018)
Lerch, Nils;Zitatform
Lerch, Nils (2018): The causal analysis of the development of the unemployment effect on life satisfaction. (SOEPpapers on multidisciplinary panel data research at DIW Berlin 991), Berlin, 51 S.
Abstract
"The long-term negative effects of unemployment, especially on subjective well-being, have been indicated by many studies. Therefore, unemployment and its effects on the individual life course must remain an important challenge for social policy. Many studies have focused on the cognitive component of subjective well-being, i.e., life satisfaction, and have analysed in particular its development during the unemployment period. The trajectory is usually characterized by the effects of anticipation, reaction and adaption. Studies have shown different findings regarding the shape of the effect development. The present study discusses the effect development in greater detail and analyses whether the development of the effect is different depending on unemployment experience using longitudinal data from the German Socio-Economic Panel (SOEP) and applying fixed effects regressions. The findings of this study support a non-linear effect development, which begins with the anticipation of unemployment. The trend can be described by a linear function and polynomials up to the fifth degree. The introduction of a model according to modern causal analysis and the interpretation of the dynamic development of the counterfactual outcomes are the secondary focuses of the study. A detailed discussion of causal assumptions and necessary control variables is needed to reveal the effect of unemployment on life satisfaction. The SOEP provides information about employment status on a monthly basis. This study shows possibilities for using this information for the construction of control groups and treatment groups and analyses with ideal episode patterns." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Something to Celebrate (or not): The Differing Impact of Promotion to Manager on the Job Satisfaction of Women and Men (2018)
Zitatform
Lup, Daniela (2018): Something to Celebrate (or not): The Differing Impact of Promotion to Manager on the Job Satisfaction of Women and Men. In: Work, employment and society, Jg. 32, H. 2, S. 407-425. DOI:10.1177/0950017017713932
Abstract
"The literatures on gender status stereotyping and the 'glass-ceiling' have shown that women managers have more difficult job experiences than men, but whether these experiences result in lower job satisfaction is still an open question. Using fixed-effects models in a longitudinal national sample, this study examines differences in job satisfaction between women and men promoted into lower and higher-level management, after controlling for key determinants of job satisfaction. Results indicate that promotions to management are accompanied by an increase in job satisfaction for men but not for women, and that the differing effect lasts beyond the promotion year. Moreover, following promotion, the job satisfaction of women promoted to higher-level management even starts declining. The type of promotion (internal or lateral) does not modify this effect. By clarifying the relationship between gender, promotion to managerial position and job satisfaction, the study contributes to the literature on the gender gap in managerial representation." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Labor mismatches: Effects on wages and on job satisfaction in 17 OECD countries (2018)
Zitatform
Mateos-Romero, Lucía & María del Mar Salinas-Jiménez (2018): Labor mismatches: Effects on wages and on job satisfaction in 17 OECD countries. In: Social indicators research, Jg. 140, H. 1, S. 369-391. DOI:10.1007/s11205-017-1830-y
Abstract
"This study analyzes the effects of labor mismatches on wages and on job satisfaction in seventeen OECD countries by distinguishing between educational mismatch and skills mismatch. Using data from PIAAC, the results suggest that whereas educational mismatch shows greater effects on wages, the effects of labor mismatch on job satisfaction are generally better explained by skills mismatches. Both phenomena appear to be relevant for understanding the economic effects of labor mismatch and suggest that educational mismatch is not an accurate proxy for skills mismatch, mainly when the non-monetary effects of labor mismatch are addressed." (Author's abstract, © Springer-Verlag) ((en))
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Literaturhinweis
Wir entscheiden! (2018)
Petry, Prof. Dr. Thorsten;Zitatform
Petry, Prof. Dr. Thorsten (2018): Wir entscheiden! In: Personalmagazin, Jg. 20, H. 9, S. 31-33.
Abstract
"Mitarbeiter wollen sich direkt an Unternehmensentscheidungen und Führungsfragen beteiligen. Davon sind die meisten New Worker überzeugt. Doch inwiefern entspricht das tatsächlich dem Wunsch der Arbeitnehmer und wie weit sind die Unternehmen beim Einsatz von partizipativen Methoden? Eine aktuelle Studie der Hochschule Rhein-Main zeigt Antworten auf." (Autorenreferat, © Haufe-Lexware)
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Literaturhinweis
Job satisfaction in the "Big Four" of Europe: reasoning between feeling and uncertainty through CUB models (2018)
Zitatform
Punzo, Gennaro, Rosalia Castellano & Mirko Buonocore (2018): Job satisfaction in the "Big Four" of Europe. Reasoning between feeling and uncertainty through CUB models. In: Social indicators research, Jg. 139, H. 1, S. 205-236. DOI:10.1007/s11205-017-1715-0
Abstract
"The paper offers a comparative investigation of objective and subjective driving forces behind the satisfaction that people feel in their job in four representative countries of Western Europe. The main element of this work's novelty is its linking the research of cross-country similarities and differences in the leading determinants of global job satisfaction to methodological issues that arise when responses to survey questions are detected on a rating scale through self-evaluation. In particular, this paper is one of the first attempts to test the potentialities of CUB models on EWCS data in a broader conceptual framework in which the response on overall job satisfaction depends on some psychological dynamics of the evaluation process. Although overall job satisfaction is significantly higher for British and German employees, the subjective factors - the amount of socio-economic security embodied in a job, the working conditions and the aspects of work-life balance - are the most relevant in shaping job satisfaction, disregarding the myth that considers earnings as the dominant factor." (Author's abstract, © Springer-Verlag) ((en))
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Literaturhinweis
Does telework stress employees out?: a study on working at home and subjective well-being for wage/salary workers (2018)
Zitatform
Song, Younghwan & Jia Gao (2018): Does telework stress employees out? A study on working at home and subjective well-being for wage/salary workers. (IZA discussion paper 11993), Bonn, 28 S.
Abstract
"Using data from the 2010, 2012, and 2013 American Time Use Survey Well-Being Modules, this paper examines how subjective well-being (SWB) varies between working at home and working in the workplace among wage/salary workers. Both OLS and individual fixed-effects models are employed for estimation, and the results are largely consistent. In general, we find that working at home is associated with a lower level of net affect and a higher probability of having unpleasant feelings relative to working in the workplace. We further decompose homeworking into telework and bringing work home and find that the effect of SWB varies by types of homeworking. In comparison with working in the workplace, telework increases stress in both samples of weekdays and weekends/holidays, and it also reduces net affect and increases unpleasantness in the sample of weekends/ holidays. In contrast, bringing work home on weekdays results in a lower level of net affect due to less happiness received. The only positive effect of homeworking we discover is that telework reduces tiredness on weekdays. As to the existence of gender difference in the effect of homeworking, our OLS results show that working at home is associated with positive affections for males but negative affections for females. However, fixedeffects models suggest that both males and females feel more stressed when teleworking, indicating the existence of individual heterogeneity." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Work Orientations, Well-Being and Job Content of Self-Employed and Employed Professionals (2018)
Zitatform
Warr, Peter & Ilke Inceoglu (2018): Work Orientations, Well-Being and Job Content of Self-Employed and Employed Professionals. In: Work, employment and society, Jg. 32, H. 2, S. 292-311. DOI:10.1177/0950017017717684
Abstract
"Drawing on psychology-derived theories and methods, a questionnaire survey compared principal kinds of work orientation, job content and mental well-being between self-employed and organisationally employed professional workers. Self-employment was found to be particularly associated with energised well-being in the form of job engagement. The presence in self-employment of greater challenge, such as an enhanced requirement for personal innovation, accounted statistically for self-employed professionals' greater job engagement, and self-employed professionals more strongly valued personal challenge than did professionals employed in an organisation. However, no between-role differences occurred in respect of supportive job features such as having a comfortable workplace. Differences in well-being, job content and work orientations were found primarily in comparison between self-employees and organisational non-managers. The study emphasises the need to distinguish conceptually and empirically between different forms of work orientation, job content and well-being, and points to the value of incorporating psychological thinking in some sociological research." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Was ist der Sinn dahinter? (2018)
Weckmüller, Prof. Dr. Heiko;Zitatform
Weckmüller, Prof. Dr. Heiko (2018): Was ist der Sinn dahinter? In: Personalmagazin, Jg. 20, H. 9, S. 27-29.
Abstract
"Auf der Suche nach dem Sinn der Arbeit: Seit die New-Work- Bewegung sich dies auf die Fahnen geschrieben hat, lastet ein regelrechter Druck auf dem einzelnen Mitarbeiter, die einzig sinnstiftende Arbeit zu finden. Und Unternehmen versuchen, ihren Arbeitnehmern diesen Sinn nahezubringen - schließlich wollen sie ihre Fachkräfte nicht verlieren. Eine nähere Analyse der Ergebnisse des DGB-Index 'Gute Arbeit' zeigt, wie sinnstiftend Arbeitnehmer ihren Job tatsächlich empfinden und welche Effekte das für sie und die Unternehmen hat." (Autorenreferat, © Haufe-Lexware)
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Literaturhinweis
Identity work and emotions: a review (2018)
Zitatform
Winkler, Ingo (2018): Identity work and emotions: a review. In: International Journal of Management Reviews, Jg. 20, H. 1, S. 120-133. DOI:10.1111/ijmr.12119
Abstract
"This paper reviews the empirical literature on identity work and identifies two distinct approaches to incorporating emotion. The majority of empirical studies use emotion to describe the experiences of identity work. In doing so, the authors (a) mention the emotions that people feel in situations that trigger identity work, (b) illustrate identity work as an emotional endeavour, and (c) describe the emotional impact of successful and unsuccessful identity work. There is also an emerging literature that examines the mutual constitution of emotions and identity work. These authors address emotional labour, affective social identification, emotional attachment and detachment, and humour when studying identity work. This paper suggests that, to understand better the relation between emotions and identity work, future research should examine the role of emotions in problematizing identity, the emotional constitution of the identity work experience, the intersection of emotions and other ways of knowing the self, and the links between emotions and power in identity work." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Arbeitsqualität und wirtschaftlicher Erfolg: Längsschnittstudie in deutschen Betrieben. Endbericht (2018)
Wolter, Stefanie; Sliwka, Dirk ; Laske, Katharina; Butschek, Sebastian; Mackeben, Jan; Grunau, Philipp ; Scheuring, Sonja ; Steffes, Susanne; Petters, Lea; Maier, Patrick ; Kampkötter, Patrick ; Arnold, Daniel;Zitatform
Wolter, Stefanie, Philipp Grunau, Jan Mackeben, Sonja Scheuring, Susanne Steffes, Daniel Arnold, Dirk Sliwka, Sebastian Butschek, Katharina Laske, Lea Petters, Patrick Kampkötter & Patrick Maier (2018): Arbeitsqualität und wirtschaftlicher Erfolg. Längsschnittstudie in deutschen Betrieben. Endbericht. (Bundesministerium für Arbeit und Soziales. Forschungsbericht 505), Berlin, 111 S.
Abstract
"Das Projekt 'Arbeitsqualität und wirtschaftlicher Erfolg' wurde 2012 gemeinsam vom Bundesministerium für Arbeit und Soziales und dem Institut für Arbeitsmarkt- und Berufsforschung (IAB) initiiert, um detaillierte Längsschnittinformationen von Betrieben und deren Beschäftigten zu Personalarbeit, Arbeitsqualität und Unternehmenskultur zu erheben und auszuwerten. Durchgeführt wurde das Projekt vom IAB, den Universitäten Köln und Tübingen sowie dem Zentrum für Europäische Wirtschaftsforschung (ZEW). Im Rahmen dieser Panel-Studie wurden in drei Befragungswellen Informationen von Betrieben und Beschäftigten erhoben, diese stehen als Linked Personnel Panel (LPP) für die Auswertung zu Verfügung. Für die Beratung zur Gestaltung und die Durchführung der Befragung waren Kantar Public (ehemals TNS Infratest) für die Betriebe und das infas Institut für angewandte Sozialwissenschaft für die Beschäftigten federführend verantwortlich. Dieser Endbericht fasst alle wesentlichen Projektarbeiten zusammen und gliedert sich wie folgt: Im Anschluss an diese Einleitung erfolgt in Kapitel 0 zunächst - getrennt nach Betriebs- und Beschäftigtenbefragung - eine Darstellung des methodischen Vorgehens. Zusätzlich werden hier ausgewählte Kennzahlen aufgeführt und Ausschöpfungsresultate präsentiert. Kapitel 3 fasst die Ergebnisse der bisherigen Forschungsarbeiten zusammen. Anschließend folgen die inhaltlichen Schwerpunkte zu den Themen Altersdiversität im Betrieb (Kapitel 4) und Arbeitszeit (Kapitel 5). Kapitel 6 fasst den Bericht zusammen." (Autorenreferat, IAB-Doku)
Weiterführende Informationen
Hier finden Sie den ersten Zwischenbericht. -
Literaturhinweis
Gut zu wissen: Arbeitszufriedenheit und Wunsch nach Veränderung (2018)
Wörwag, Sebastian;Zitatform
Wörwag, Sebastian (2018): Gut zu wissen: Arbeitszufriedenheit und Wunsch nach Veränderung. In: S. Wörwag & A. Cloots (Hrsg.) (2018): Zukunft der Arbeit - Perspektive Mensch : Aktuelle Forschungserkenntnisse und Good Practices, S. 69-82. DOI:10.1007/978-3-658-22099-0_5
Abstract
"Die Akteure der Entwicklung der Arbeitswelt hin zu einer New Work sind die Mitarbeitenden. Sie sind es, die den Wandel vorantreiben oder von ihm vorangetrieben werden. Um zu verstehen, wie groß der Entwicklungsdruck aber auch die Entwicklungsbereitschaft der Mitarbeitenden ist, haben wir, gestützt auf eine breite Erhebung bei 920 Mitarbeitenden im Jahr 2017, verschiedene Faktoren der Arbeitszufriedenheit und Veränderungsorientierung untersucht. Hierbei griffen wir explizit die Zufriedenheit der Mitarbeitenden mit der eigenen Entwicklung wie auch der Entwicklungsfähigkeit ihres Arbeitgebers heraus, ließen sie ihr soziales, psychisches und körperliches Wohlbefinden beurteilen, befragten sie nach der Zufriedenheit mit Führungskultur, Rahmenbedingungen und ihren aktuellen Arbeitsinhalten. Diese untersuchten wir vertieft danach, wie vielfältig, verantwortungsvoll, sinnstiftend, motivierend und entwicklungsorientiert diese wahrgenommen werden und wie gut die Mitarbeitenden hierfür mit Zeit, Freiräumen und Fähigkeiten ausgestattet sind. Auch der Aspekt der Wertschätzung war für uns von Interesse. Die Ergebnisse wurden unter anderem nach Funktionsbereichen, Alter, Branche und Unternehmensgröße differenziert und befördern sowohl Vermutetes wie auch Überraschendes zutage. Die Ergebnisse dieser Erhebung können handlungsleitend für politische Rahmensetzungen wie auch in der betrieblichen Praxis zur Gestaltung des Wandels verwendet werden." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Zukunft der Arbeit - Perspektive Mensch: Aktuelle Forschungserkenntnisse und Good Practices (2018)
Wörwag, Sebastian; Cloots, Alexandra;Zitatform
(2018): Zukunft der Arbeit - Perspektive Mensch. Aktuelle Forschungserkenntnisse und Good Practices. Wiesbaden: Springer, 350 S. DOI:10.1007/978-3-658-22099-0
Abstract
"Dieses Fachbuch beschreibt Chancen und Risiken für Mitarbeitende und Führungskräfte in einer modernen Arbeitswelt. Übergeordnete Entwicklungen wie der demografische Wandel, die zunehmende Digitalisierung und Globalisierung sowie der damit einhergehende Wertewandel verändern die Organisationsumwelten und damit auch das Verständnis von Arbeit. Die Beitragsautoren richten ihr Augenmerk auf den Menschen und diskutieren, welche Auswirkungen diese Veränderungen auf die Arbeit des Einzelnen haben, wie zufrieden Mitarbeitende aktuell mit ihren Arbeitsinhalten und -umgebungen sind und wie sie künftig arbeiten wollen. Weiterhin untersuchen sie, welche Rahmenbedingungen, Strukturen, Büroformen und Modelle Organisationen künftig entwickeln müssen, um den Arbeitsplatz der Zukunft produktiv, motivierend und gesund zu gestalten. Die künftigen Kompetenzanforderungen an die Mitarbeitenden werden betrachtet und die Führungsrolle in der New Work wird analysiert. Die Einteilung der Beiträge in drei unterschiedliche Rubriken - wissenschaftliche Beiträge, Praxisberichte und persönliche Standpunkte - ermöglicht einen vielfältigen Lesezugang zum Thema." (Verlagsangaben, © Springer)
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Literaturhinweis
Turnover intentions in a call center: the role of emotional dissonance, job resources, and job satisfaction (2018)
Zito, Margherita ; Emanuel, Federica ; Colombo, Lara; Ghislieri, Chiara ; Cortese, Claudio Giovanni ; Molino, Monica ;Zitatform
Zito, Margherita, Federica Emanuel, Monica Molino, Claudio Giovanni Cortese, Chiara Ghislieri & Lara Colombo (2018): Turnover intentions in a call center. The role of emotional dissonance, job resources, and job satisfaction. In: PLoS one, Jg. 13, H. 2, S. 1-16. DOI:10.1371/journal.pone.0192126
Abstract
"Background: Turnover intentions refer to employees' intent to leave the organization and, within call centers, it can be influenced by factors such as relational variables or the perception of the quality of working life, which can be affected by emotional dissonance. This specific job demand to express emotions not felt is peculiar in call centers, and can influence job satisfaction and turnover intentions, a crucial problem among these working contexts. This study aims to detect, within the theoretical framework of the Job Demands-Resources Model, the role of emotional dissonance (job demand), and two resources, job autonomy and supervisors' support, in the perception of job satisfaction and turnover intentions among an Italian call center.
Method: The study involved 318 call center agents of an Italian Telecommunication Company. Data analysis first performed descriptive statistics through SPSS 22. A path analysis was then performed through LISREL 8.72 and tested both direct and indirect effects.
Results: Results suggest the role of resources in fostering job satisfaction and in decreasing turnover intentions. Emotional dissonance reveals a negative relation with job satisfaction and a positive relation with turnover. Moreover, job satisfaction is negatively related with turnover and mediates the relationship between job resources and turnover.
Conclusion: This study contributes to extend the knowledge about the variables influencing turnover intentions, a crucial problem among call centers. Moreover, the study identifies theoretical considerations and practical implications to promote well-being among call center employees. To foster job satisfaction and reduce turnover intentions, in fact, it is important to make resources available, but also to offer specific training programs to make employees and supervisors aware about the consequences of emotional dissonance." (Author's abstract, IAB-Doku) ((en)) -
Literaturhinweis
Zusammenhänge zwischen beruflicher Identität, Commitment und Arbeitszufriedenheit (2017)
Berg, Christoph;Zitatform
Berg, Christoph (2017): Zusammenhänge zwischen beruflicher Identität, Commitment und Arbeitszufriedenheit. In: Zeitschrift für Arbeitswissenschaft, Jg. 71, H. 3, S. 169-178. DOI:10.1007/s41449-017-0066-7
Abstract
"In Zeiten eines sich ändernden Arbeitsmarktes ist es für die Unternehmen wichtig, dass Mitarbeiter langfristig im Unternehmen bleiben wollen. Arbeitszufriedenheit und Commitment sind wichtige Indikatoren für den Verbleib im Unternehmen. Die Studie etabliert mit der beruflichen Identität ein drittes Konstrukt in diesem Themenfeld. In zwei Untersuchungen mit N = 382 und N = 177 wird eine Skala zur beruflichen Identität mit guter Skalenqualität von Cronbachs a = 0,925 bzw. 0,930 in Relation zu Commitment sowie Arbeitszufriedenheit gesetzt. In beiden Studien findet sich ein starker Zusammenhang zwischen beruflicher Identität und affektivem Commitment, ein mittlerer mit normativem Commitment und ein schwacher mit kalkulatorischem Commitment. In beiden Studien findet sich ebenso ein starker Zusammenhang zwischen beruflicher Identität und Arbeitszufriedenheit. Bei den Facetten der Arbeitszufriedenheit sind die tätigkeitsbezogenen Zusammenhänge mit beruflicher Identität höher als die kontextbezogenen.<br> Praktische Relevanz: Das Ausmaß an beruflicher Identität hat starken Einfluss auf das Arbeitsverhalten. Bisher liegen nur Instrumente für den Prozess der Identitätsentstehung in der Jugend und für die extreme Ausprägung beruflicher Identität in Form einer Berufung für eine Arbeit vor. Die vorliegende Studie überprüft eine neu entwickelte einfaktorielle Skala zur beruflichen Identität und sichtet Zusammenhänge mit typischen Konstrukten aus dem Bereich Arbeitsanalyse. Die Studie möchte anregen, in betrieblichen Kontexten mehr auf die Förderung der beruflicher Identität der Mitarbeiter zu achten, weil dies ein wirksames Mittel zur Verbesserung der Arbeitszufriedenheit zu sein scheint." (Autorenreferat)
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Literaturhinweis
Work for passion or money? Variations in artists' labor supply (2017)
Zitatform
Bille, Trine, Knut Løyland & Anders Holm (2017): Work for passion or money? Variations in artists' labor supply. In: Kyklos, Jg. 70, H. 3, S. 347-380. DOI:10.1111/kykl.12141
Abstract
"This paper assesses the relative impact of work for money or work for passion on Norwegian artists by examining artists' labor supply. Our contribution is twofold. The first is to test the work-preference model and the second is to investigate the impact of arts grants on artists' labor supply. The empirical specification draws two distinctions: between arts and non-arts income and between labor and non-labor income. Non-labor income is divided into three different sources: (1) spouse's income, (2) income from financial assets and social benefits, and (3) arts grants and subsidies. Our contribution adds to the literature by estimating the significance of these various income sources on the time allocated to arts work, non-arts work, and leisure. The results provide convincing evidence for the work-preference model, and ad hoc evidence shows that art grants have a significant positive effect on the supply of arts hours. This finding supports arts policy and shows the impact of art grants on artists' motivation to work on their arts. The causality of wages on supply is demonstrated by estimating the effects of wage shocks (grants) on arts labor supply using fixed-effect and difference-in-difference methods." (Author's abstract, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
Do minimum wages increase job satisfaction?: micro data evidence from the new German minimum wage (2017)
Zitatform
Bossler, Mario & Sandra Broszeit (2017): Do minimum wages increase job satisfaction? Micro data evidence from the new German minimum wage. In: Labour, Jg. 31, H. 4, S. 480-493., 2017-02-10. DOI:10.1111/labr.12117
Abstract
"In Deutschland wurde am 1. Januar 2015 der gesetzliche Mindestlohn von EURO 8.50 pro Arbeitsstunde eingeführt. Mit einer Analyse von Differenzen-in-Differenzen schätzen wir den Effekt auf Outcomes von anhaltend Beschäftigten. Die Ergebnisse zeigen einen deutlichen absoluten Anstieg in der Entlohnungszufriedenheit von betroffenen Personen. Änderungen in der generellen Jobzufriedenheit sind weitestgehend durch den Anstieg in der Entlohnungszufriedenheit getrieben, sodass nur ein kleiner Effekt auf andere Dimensionen der Jobzufriedenheit bestehen bleibt. Effekte des Mindestlohns auf den Arbeitseinsatz und die Bleibebereitschaft zeigen sich nicht." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Are you happy while you work? (2017)
Zitatform
Bryson, Alex & George MacKerron (2017): Are you happy while you work? In: The economic journal, Jg. 127, H. 599, S. 106-125. DOI:10.1111/ecoj.12269
Abstract
"Using a new data source permitting individuals to record their well-being via a smartphone, we explore within-person variance in individuals' well-being measured momentarily at random points in time. We find paid work is ranked lower than any of the other 39 activities individuals can report engaging in, with the exception of being sick in bed. Precisely how unhappy one is while working varies significantly with where you work; whether you are combining work with other activities; whether you are alone or with others; and the time of day or night you are working." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Does job support make workers happy? (2017)
Zitatform
Böckerman, Petri, Alex Bryson, Antti Kauhanen & Mari Kangasniemi (2017): Does job support make workers happy? (IZA discussion paper 10486), Bonn, 43 S.
Abstract
"Using linked employer-employee data for Finland we examine associations between job design and ten measures of worker wellbeing. In accordance with Karasek's (1979) model we find positive correlations between many aspects of worker wellbeing and job control. However, contrary to the model, job demands have no adverse effects on worker wellbeing. We find a strong positive correlation between job support and all aspects of worker wellbeing that is independent of job controls and job demands, a finding that has not been emphasized in the literature. The effects are most pronounced in relation to supervisor support. We also find evidence of unemployment scarring effects: substantial experience of unemployment has long-term consequences for the wellbeing workers experience in their current jobs, even controlling for the quality of those jobs." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Qualität der Arbeit 2017: Geld verdienen und was sonst noch zählt (2017)
Crößmann, Anja; Kottenbrink, Barbara; Günther, Lisa; Marder-Puch, Katharina; Hannappel, Monika; Burk, Martina;Zitatform
Crößmann, Anja, Lisa Günther & Katharina Marder-Puch (2017): Qualität der Arbeit 2017. Geld verdienen und was sonst noch zählt. Wiesbaden, 71 S.
Abstract
"Die Arbeit spielt im Leben der meisten Menschen nicht nur zur Sicherung des Lebensunterhalts eine zentrale Rolle. Am Arbeitsplatz werden viele Stunden des Tages verbracht - oft mehr Zeit, als für Familie, Freunde und Freizeit zur Verfügung steht. Ein guter Job ist deshalb für viele Menschen eine wichtige Voraussetzung für Zufriedenheit und Lebensqualität. In der Broschüre werden sieben Dimensionen unterschieden, um die qualitativen Aspekte der Arbeit abzubilden." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Human resource management and family-friendly work practices: Mechanisms, boundary conditions and employee-based outcomes (2017)
Ebert, Julia;Zitatform
Ebert, Julia (2017): Human resource management and family-friendly work practices. Mechanisms, boundary conditions and employee-based outcomes. (Schriftenreihe Strategic human capital management 05), München: HCM-Verlag, 240 S.
Abstract
"As part of their employee-oriented human resource management (HRM) systems, firms increasingly offer family-friendly work practices (FFWP) that are intended to help employees reconcile their work life with their private responsibilities. These include flexible working time arrangements, telework, childcare support, and related practices. While the public debate predominantly assumes that these practices positively affect firm performance, empirical research provides only limited evidence for the assumption. Therefore, research has focused on mediating mechanisms like employee attitudes and behaviors. This dissertation analyzes the effects of HRM practices and FFWP on attitudinal and behavioral employee outcomes by studying mechanisms, boundary conditions, and comparing methodological approaches. The first two studies empirically examine the influence of FFWP on two important retention-related outcomes, that is, voluntary turnover, and mother┐s return to their employer after childbirth. The third study considers the potential interactive nature of HRM practices. It evaluates two different methodological approaches for identifying interactions between HRM practices: hierarchical linear models and neural networks." (Author's abstract, IAB-Doku) ((en))