Arbeitszufriedenheit
Zufriedene Mitarbeiterinnen und Mitarbeiter sind produktiver, seltener krank und verursachen geringere Sozialkosten. Arbeitszufriedenheit hat aber nicht nur Vorteile für Betriebe. Das Wohlbefinden am Arbeitsplatz ist auch ein wichtiger Indikator für die Qualität der Arbeit selbst. Doch was ist überhaupt Arbeitszufriedenheit? Wie wird sie gemessen? Welche Faktoren und Prozesse fördern, welche schränken sie ein?
Das Thema Arbeitszufriedenheit steht seit Jahrzehnten im Mittelpunkt kritischer wissenschaftlicher Auseinandersetzungen. Die Infoplattform gibt einen Überblick über aktuelle Arbeiten und ausgewählte ältere Publikationen zu theoretischen Ansätzen und empirischen Resultaten der Arbeitszufriedenheitsforschung.
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Literaturhinweis
Wirkungen atypischer Beschäftigung auf Arbeitszufriedenheit und Organizational Citizenship Behavior: eine Untersuchung aus der Perspektive der Netzwerkanalyse (2010)
Florack, Melanie;Zitatform
Florack, Melanie (2010): Wirkungen atypischer Beschäftigung auf Arbeitszufriedenheit und Organizational Citizenship Behavior. Eine Untersuchung aus der Perspektive der Netzwerkanalyse. 285 S.
Abstract
"Als Reaktion auf den zunehmenden Flexibilisierungsdruck setzen Unternehmen vermehrt auf den Einsatz atypischer Beschäftigungsformen wie Teilzeitarbeit, geringfügige Beschäftigung, Leiharbeit und befristete Beschäftigung. Bisher wenig erforscht sind allerdings mögliche versteckte Kosten atypischer Beschäftigung. In der vorliegenden Arbeit wird auf der Grundlage der Wert-Erwartungs-Theorie und der Theorie der relativen Deprivation postuliert, dass atypische Beschäftigung negative Wirkungen auf Arbeitszufriedenheit und Organizational Citizenship Behavior (freiwilliges Arbeitsengagement) ausübt. Dafür werden zwei Erklärungsfaktoren angenommen: Eine geringere Integration der atypisch Beschäftigten in die sozialen Netzwerke (Netzwerk-Zentralität) sowie das Empfinden von Benachteiligung gegenüber den Normalbeschäftigten. Zur Überprüfung der Hypothesen wurde eine standardisierte schriftliche Befragung an Pflegekräften eines Universitätsklinikums vorgenommen. Die Ergebnisse zeigen eine negative Wirkung atypischer Beschäftigung (hier: unbefristete Teilzeitbeschäftigung und befristete Vollzeitbeschäftigung) auf Organizational Citizenship Behavior und überraschenderweise eine positive Wirkung auf Arbeitszufriedenheit. Eine intervenierende Wirkung von geringerer Netzwerk-Zentralität und empfundener Benachteiligung (relativer Deprivation) konnte teilweise bestätigt werden." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Women between part-time and full-time work: The influence of changing hours of work on happiness and life-satisfaction (2010)
Zitatform
Gash, Vanessa, Antje Mertens & Laura Romeu Gordo (2010): Women between part-time and full-time work: The influence of changing hours of work on happiness and life-satisfaction. (SOEPpapers on multidisciplinary panel data research at DIW Berlin 268), Berlin, 42 S.
Abstract
"This paper asks whether part-time work makes women happy. Previous research on labour supply has assumed that as workers freely choose their optimal working hours on the basis of their innate preferences and the hourly wage rate, outcome reflects preference. This paper tests this assumption by measuring the impact of changes in working-hours on life satisfaction in two countries (the UK and Germany using the German Socio-Economic Panel and the British Household Panel Survey). We find decreases in working-hours bring about positive and significant improvement on well-being for women." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Overqualification, job dissatisfaction, and increasing dispersion in the returns to graduate education (2010)
Zitatform
Green, Francis & Yu Zhu (2010): Overqualification, job dissatisfaction, and increasing dispersion in the returns to graduate education. In: Oxford economic papers, Jg. 62, H. 4, S. 740-763. DOI:10.1093/oep/gpq002
Abstract
"We report increasing dispersion in the returns to graduate education in Britain, and relate this development to rising overqualification. We distinguish 'Real' and 'Formal' overqualification, according to whether it is accompanied by underutilization of skill. Employees in the former group experience greater, and more sharply rising, pay penalties than those in the latter group. Real Overqualification, but not Formal Overqualification, is associated with job dissatisfaction. While Formal Overqualification has been increasing over time, Real Overqualification has been steady or rising only slowly. The normative implication drawn is that the state should provide regular information on the distribution of the returns to graduate education." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Profit sharing and the quality of relations with the boss (2010)
Zitatform
Green, Colin P. & John S. Heywood (2010): Profit sharing and the quality of relations with the boss. In: Labour economics, Jg. 17, H. 5, S. 859-867. DOI:10.1016/j.labeco.2010.04.004
Abstract
"Profit sharing generates conflicting changes in the relationship between supervisors an dworkers. It may increase cooperation and helping effort. At the same time it can increase direct monitoring and pressure by the supervisor, and mutual monitoring and peer pressure from other workers that is transmitted through the supervisor. Using UK data on satisfaction with the boss, we show in both cross-section and panel estimates that workers under profit sharing tend to have lower satisfaction with their supervisor. This result persists even as profit sharing has no or a positive influence on other dimensions of job satisfaction. Additional estimates show that lower satisfaction with the supervisor is largely generated by women, who may be less able to respond to peer pressure, and by non-union workers, who may have more to lose by failing to respond to peer pressure." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Employee-friendly labour time: A key element to a sustainable pattern of production and consumption (2010)
Grözinger, Gerd; Tobsch, Verena; Matiaske, Wenzel;Zitatform
Grözinger, Gerd, Wenzel Matiaske & Verena Tobsch (2010): Employee-friendly labour time: A key element to a sustainable pattern of production and consumption. In: International Journal of Public Policy, Jg. 5, H. 4, S. 357-372. DOI:10.1504/IJPP.2010.032302
Abstract
"Der Beitrag untersucht auf Basis des Sozio-oekonomischen Panels 2004 die Arbeitszeitwünsche der abhängig Beschäftigten in Deutschland unter Berücksichtigung von damit einhergehenden Einkommensveränderungen. Es wird gezeigt, dass die in der arbeitsmarktpolitischen Diskussion häufig übersehenen Zeitpräferenzen der Arbeitnehmer und Arbeitnehmerinnen von hoher Relevanz für die Lebens-, Gesundheits- und Arbeitszufriedenheit sind. Fallen gewünschte und realisierte Arbeitszeit auseinander, sinkt die jeweilige Bereichszufriedenheit erheblich. Zufrieden mit ihrer Arbeitszeit ist ein gutes Viertel. Ihre bezahlten Wochenstunden erhöhen möchten weniger als ein Fünftel, vorwiegend teilbeschäftigte Männer in den neuen Bundesländern. Dagegen wollen mehr als die Hälfte der Befragten sie senken, und zwar Männer wie Frauen. Alle Wünsche zusammen genommen ergibt sich, wie auch schon in anderen Studien berichtet, ein rechnerisches Umverteilungsvolumen von über 2,4 Mill. Vollzeitstellen." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Is any job better than no job? Life satisfaction and re-employment (2010)
Grün, Carola; Rhein, Thomas; Hauser, Wolfgang;Zitatform
Grün, Carola, Wolfgang Hauser & Thomas Rhein (2010): Is any job better than no job? Life satisfaction and re-employment. In: Journal of labor research, Jg. 31, H. 3, S. 285-306. DOI:10.1007/s12122-010-9093-2
Abstract
Anhand von Daten des Sozio-ökonomischen Panels für Westdeutschland wird der Einfluss von Übergängen zwischen Arbeitslosigkeit und Vollzeitbeschäftigung auf die Lebenszufriedenheit, insbesondere auf die Arbeitsqualität untersucht. Es werden verschiedene Indikatoren der Arbeitsqualität verwendet (Selbstauskunft zur Zufriedenheit mit der Arbeit, Löhne, Art des Arbeitsvertrags und Indikatoren für die Eignung des Arbeitnehmers für die Arbeitsanforderungen). Es wird der Einfluss von Einkommensänderungen und andere Faktoren, die die Lebenszufriedenheit beeinflussen, unter Verwendung einer konditionellen Logit-Schätzfunktion überprüft. Die Ergebnisse weisen darauf hin, dass die Arbeitsplatzqualität nur bis zu einem bestimmten Ausmaß von Bedeutung ist und dass oftmals Personen mit schlechten Arbeitsstellen immer noch ein höheres Maß an Lebensqualität aufweisen als Arbeitslose. Dieser Effekt ist für die meisten Indikatoren zur Lebensqualität statistisch signifikant, bis auf Arbeitnehmer mit einer niedrigen Arbeitszufriedenheit und für diejenigen, deren neuer Job schlechter ist als der, den sie vor ihrer Arbeitslosigkeit hatten. (IAB)
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Literaturhinweis
Arbeitszufriedenheit und flexible Arbeitszeiten: empirische Analyse mit Daten des Sozio-oekonomischen Panels (2010)
Hanglberger, Dominik;Zitatform
Hanglberger, Dominik (2010): Arbeitszufriedenheit und flexible Arbeitszeiten. Empirische Analyse mit Daten des Sozio-oekonomischen Panels. (SOEPpapers on multidisciplinary panel data research at DIW Berlin 304), Berlin, 15 S.
Abstract
"Ziel dieser Analyse ist die Identifikation von Auswirkungen unterschiedlicher flexibler Arbeitszeitformen und Abgeltungsarten von Überstunden auf die subjektive Arbeitszufriedenheit. Dazu wird zunächst die Verbreitung flexibler Arbeitszeitformen in Deutschland im Zeitverlauf beschrieben. Auf Basis von Daten der Jahre 2005 und 2007 des Soziooekonomischen Panels (SOEP) wird ein Fixed-Effects Panelmodell geschätzt. Es zeigt sich ein positiver Effekt von selbst bestimmten Arbeitszeiten auf die Arbeitszufriedenheit bei Vollzeitbeschäftigten und eine klare Präferenz von bezahlten Überstunden gegenüber allen anderen Abgeltungsarten bei Teilzeitbeschäftigten. Die Lage der Arbeitszeiten spielt hingegen eine untergeordnete Rolle." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Job satisfaction and social rewards in the social services (2010)
Jessen, Jorunn Theresia;Zitatform
Jessen, Jorunn Theresia (2010): Job satisfaction and social rewards in the social services. In: Journal of Comparative Social Work, Jg. 5, H. 1, S. 1-18.
Abstract
"This article investigates the sources of job satisfaction among practitioners and managers employed in the Norwegian public social services and the professionals'┐ perception of social rewards in particular. Being valued, receiving praise and positive feedback are considered to be important aspects of job satisfaction. Nevertheless the expertise and competence of social workers is not always acknowledged. A central question raised is whether the workers ┐ job satisfaction is influenced by their opportunities for support and recognition, compared to other (intrinsic and organisational) rewarding aspects available to social service workers. The empirical data come from a 2004 quantitative survey among social workers in local welfare agencies. Despite conflicting demands and lack of resources in the front line services, findings indicate that managers and practitioners perceive their work as overall equally satisfying. Still, the managers find their job more interesting and challenging due to their position, reporting higher feelings of accomplishment and control over work. Receiving public approval and co-worker support are positively associated with job satisfaction within both work positions, while superior support and client recognition were found to be significantly rewarding aspects to the practitioners only. The final discussion addresses the challenges for an organizational climate that sustain the worth and contribution of social professionals." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The relationship between pay and job satisfaction: a meta-analysis of the literature (2010)
Judge, Timothy A.; Piccolo, Ronald F.; Podsakoff, Nathan P.; Rich, Bruce L.; Shaw, John C.;Zitatform
Judge, Timothy A., Ronald F. Piccolo, Nathan P. Podsakoff, John C. Shaw & Bruce L. Rich (2010): The relationship between pay and job satisfaction. A meta-analysis of the literature. In: Journal of vocational behavior, Jg. 77, H. 2, S. 157-167. DOI:10.1016/j.jvb.2010.04.002
Abstract
"Whereas the motivational aspects of pay are well-documented, the notion that high pay leads to high levels of satisfaction is not without debate. The current study used meta-analysis to estimate the population correlation between pay level and measures of pay and job satisfaction. Cumulating across 115 correlations from 92 independent samples, results suggested that pay level was correlated .15 with job satisfaction and .23 with pay satisfaction. Various moderators of the relationship were investigated. Despite the popular theorizing, results suggest that pay level is only marginally related to satisfaction. Theoretical and practical implications of the results are discussed." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Income, happiness, and the disutility of labour (2010)
Zitatform
Knabe, Andreas & Steffen Rätzel (2010): Income, happiness, and the disutility of labour. In: Economics Letters, Jg. 107, H. 1, S. 77-79. DOI:10.1016/j.econlet.2009.12.032
Abstract
"We re-examined the claim that neglecting the impact of working hours on happiness causes a downward bias in the income - happiness-relationship. Pouwels et al. (2008), using cross-sectional data for Germany, found that controlling for working hours would substantially increase the impact of income on subjective well-being. Replicating their methodology, we find similar results. When we consider a methodology that has currently become standard in the happiness literature, including a panel dataset and the control for individual unobserved heterogeneity by including fixed effects, however, the results change considerably. Using this estimation technique and specifying the impact of working hours in a more flexible, quadratic form that allows for non-monotonic influences, we obtain results that suggest that the impact of working hours on happiness is rather small and exhibits an inverse U-shape. Since the magnitude of the effect of working hours is small, there is no evidence that leaving working hours out of the analysis leads to an underestimation of the income effect." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Partizipation, Arbeitszufriedenheit und Belastung von Unternehmensberatern: empirische Befunde zu den Auswirkungen der Arbeit in wissensintensiven Arbeitsformen (2010)
Kriegesmann, Bernd; Striewe, Frank;Zitatform
Kriegesmann, Bernd & Frank Striewe (2010): Partizipation, Arbeitszufriedenheit und Belastung von Unternehmensberatern. Empirische Befunde zu den Auswirkungen der Arbeit in wissensintensiven Arbeitsformen. In: Industrielle Beziehungen, Jg. 17, H. 1, S. 73-101. DOI:10.1688/1862-0035_IndB_2010_01_Kriegesmann
Abstract
"Partizipatives Management gilt nicht länger nur als 'humaner' Gegenentwurf zu den restriktiven Arbeitsbedingungen tayloristischer Prägung, sondern ist mittlerweile zentraler Gegenstand eines neuen Managementverständnisses. Bei aller 'Partizipationseuphorie' deuten vereinzelte empirische Befunde jedoch auf eine Reihe von Problemen für die Beschäftigten hin. Neben neuen Belastungen wird auch eine weitgehende Entgrenzung von Berufs- und Privatleben konstatiert. Welche Konsequenzen für die Beschäftigten mit partizipativen Managementformen verbunden sind, ist bislang quantitativ-empirisch weitgehend ungeklärt. Daher wird im vorliegenden Beitrag der Zusammenhang zwischen Partizipation, Arbeitszufriedenheit und Belastung in wissensintensiven Arbeitsformen am Beispiel von Beschäftigten in Beratungsunternehmen untersucht. Die Ergebnisse zeigen, dass mit direkten partizipativen Arbeitsformen vielfach eine Extensivierung und Intensivierung von Arbeit einhergeht." (Autorenreferat, IAB-Doku)
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Literaturhinweis
College quality, earnings, and job satisfaction: evidence from recent college graduates (2010)
Liu, Xiangmin; Zhang, Liang; Thomas, Scott;Zitatform
Liu, Xiangmin, Scott Thomas & Liang Zhang (2010): College quality, earnings, and job satisfaction. Evidence from recent college graduates. In: Journal of labor research, Jg. 31, H. 2, S. 183-201. DOI:10.1007/s12122-010-9086-1
Abstract
"This study investigates the relationship among college quality, earnings, and job satisfaction among a recent cohort of college graduates. Our results suggest that, controlling for earnings, college quality is negatively related to job satisfaction, especially to those aspects of the job that are associated with monetary rewards. Further analysis indicates that there is no significant difference between the male and female groups; however, the negative relationship between satisfaction with monetary rewards and college quality is mainly driven by the non-white group. These findings do not support the view that graduating from elite schools will necessarily lead to greater job satisfaction." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Effects of work–family culture on employee well-being: Exploring moderator effects in a longitudinal sample (2010)
Mauno, Saija;Zitatform
Mauno, Saija (2010): Effects of work–family culture on employee well-being. Exploring moderator effects in a longitudinal sample. In: European journal of work and organizational psychology, Jg. 19, H. 6, S. 675-695. DOI:10.1080/13594320903106588
Abstract
"This present panel study had three aims: (1) to shed new light on the work-family culture (WFC) well-being (work-family conflict, work engagement, job exhaustion) linkage by investigating lagged associations between the phenomena; (2) to consider the multidimensional nature of WFC by specifying whether its lagged effects on well-being would vary by its dimensions; and (3) to explore whether the positive aspects of WFC would prevent its negative ones from spilling over into employee well-being. The study was based on a 2-year longitudinal sample (N = 409) gathered among Finnish health care workers. The results showed that WFC was a bidimensional construct containing both negative (work-family barriers) and positive (work-family support) facets. Only its positive facets (work-family support) showed a lagged negative effect on the outcomes studied (work-family conflict). No signs of moderator effects were observed." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Relative wage positions and quit behavior: new evidence from linked employer-employee data (2010)
Zitatform
Pfeifer, Christian & Stefan Schneck (2010): Relative wage positions and quit behavior. New evidence from linked employer-employee data. (Universität Lüneburg. Working paper series in economics 163), Lüneburg, 54 S.
Abstract
"We use a large linked employer-employee data set to analyze the importance of relative wage positions in the context of individual quit decisions as an inverse measure of job satisfaction. Our main findings are: (1) Workers with higher relative wage positions within their firms are on average more likely to quit their jobs than workers with lower relative wage positions; and (2) workers, who experience a loss in their relative wage positions, are also more likely to have a wage cut associated with their job-to-job transition. The overall results therefore suggest that the status effect is dominated by an opposing signal effect." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Differences in the job satisfaction of high-paid and low-paid workers across Europe (2010)
Pouiliakas, Konstantinos; Theodossiou, Ioannis;Zitatform
Pouiliakas, Konstantinos & Ioannis Theodossiou (2010): Differences in the job satisfaction of high-paid and low-paid workers across Europe. In: International Labour Review, Jg. 149, H. 1, S. 1-29.
Abstract
"Data from six waves of the European Community Household Panel (1996-2001) in 11 countries suggest that low-paid employees are significantly less satisfied with their job than the high-paid in southern Europe, but not in the northern countries. Proxying job satisfaction for job quality, the authors Show that while lowpaid employment does not necessarily mean low-quality employment, workers in some countries suffer the double penalty of low pay and low job quality. Such dualism across European labour markets, they argue, reflects different country-level approaches to the trade-off between flexibility and security, calling for a policy focus an the latter to enhance job quality." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Pay enough, don't pay too much or don't pay at all?: the impact of bonus intensity on job satisfaction (2010)
Pouliakas, Konstantinos;Zitatform
Pouliakas, Konstantinos (2010): Pay enough, don't pay too much or don't pay at all? The impact of bonus intensity on job satisfaction. In: Kyklos, Jg. 63, H. 4, S. 597-626. DOI:10.1111/j.1467-6435.2010.00490.x
Abstract
"This paper attempts to examine the effect of the intensity of financial incentives (i.e. the proportion of workers' salary that is tied to bonuses) on job satisfaction. Understanding the influence of monetary incentives on job satisfaction is important given that the composition of an employee's remuneration package is an integral element of his/her overall working conditions. According to the standard microeconomic paradigm, in long-run equilibrium one would not expect to observe any differences in the marginal utilities of comparable workers under fixed or variable payment schemes. This should hold since the expected value of the higher wages paid under performance-related pay (PRP) should be just sufficient to compensate for the additional earnings risk and the disutility of extra effort. However, once the standard assumptions of the agency model are relaxed, and psychological arguments such as those of motivation crowding out theory (Frey and Jegen, 2001) are taken into account, it is expected that PRP is likely to have a non-negligible impact on job satisfaction. To the extent that incentive schemes allow for optimization of effort, facilitate worker autonomy and enhance self-determination they should increase job satisfaction, other things equal. Yet increasing earnings risk, crowding out of the inherent pleasantness in performing one's job and lower morale can lead to disgruntled employees.
Based on the above reasoning, a number of previous studies have focussed on the impact of the incidence of PRP on job satisfaction (Drago et al., 1992; McCausland et al., 2005; Heywood and Wei, 2006; Green and Heywood, 2008; Artz, 2008; Pouliakas and Theodossiou, 2009). This masks the possibility that the utility of workers may vary according to the magnitude and intensity of incentives, as suggested by the experiments of Gneezy and Rustichini (2000[a][b]) and Pokorny (2008). An important common element of the above experiments is that 'small' incentives are likely to exert a negative effect on behaviour (with discontinuity close to zero), while for high powered rewards (or punishments) the standard price effect is expected to prevail.
This paper attempts to test these contrasting hypotheses by looking beyond the mere incidence of incentive pay and examining the impact of the intensity of incentives on job satisfaction instead. Specifically, 10 waves (1998 - 2007) of the British Household Panel Survey (BHPS) are used to investigate the ceteris paribus association between the intensity of bonus/profit-sharing payments, the dynamic change in bonus status and the utility derived from work. After controlling for individual heterogeneity biases, it is shown that job utility rises only in response to 'generous' bonus payments, primarily in skilled, non-unionized, private sector jobs. Evidence is also presented that revoking a bonus from one year to the next is likely to have a detrimental impact on employee utility, and that over time job satisfaction tends to diminish as employees potentially adapt to the payment of bonuses (Georgellis and Tabvuma, 2010). The findings of the paper are therefore consistent with previous experimental evidence, suggesting that employers wishing to motivate their staff should indeed 'pay enough or don't pay at all'." (Author's abstract, IAB-Doku) ((en)) -
Literaturhinweis
Temporary work and depressive symptoms: a propensity score analysis (2010)
Quesnel-Vallee, Amelie; DeHaney, Suzanne; Ciampi, Antonio;Zitatform
Quesnel-Vallee, Amelie, Suzanne DeHaney & Antonio Ciampi (2010): Temporary work and depressive symptoms. A propensity score analysis. In: Social science & medicine, Jg. 70, H. 12, S. 1982-1987. DOI:10.1016/j.socscimed.2010.02.008
Abstract
"Recent decades have seen a tremendous increase in the complexity of work arrangements, through job sharing, flexible hours, career breaks, compressed work weeks, shift work, reduced job security, and part-time, contract and temporary work. In this study, we focus on one specific group of workers that arguably most embodies non-standard employment, namely temporary workers, and estimate the effect of this type of employment on depressive symptom severity. Accounting for the possibility of mental health selection into temporary work through propensity score analysis, we isolate the direct effects of temporary work on depressive symptoms with varying lags of time since exposure. We use prospective data from the U.S. National Longitudinal Survey of Youth 1979 (NLSY79), which has followed, longitudinally, from 1979 to the present, a nationally representative cohort of American men and women between 14 and 22 years of age in 1979. Three propensity score models were estimated, to capture the effect of different time lags (immediately following exposure, and 2 and 4 years post exposure) between the period of exposure to the outcome. The only significant effects were found among those who had been exposed to temporary work in the two years preceding the outcome measurement. These workers report 1.803 additional depressive symptoms from having experienced this work status (than if they had not been exposed). Moreover, this difference is both statistically and substantively significant, as it represents a 50% increase from the average level of depressive symptoms in this population." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Subjektnahe Erfassung von Arbeits- und Lebenszufriedenheit bei Menschen mit Behinderung (S.A.L.Z.) (2010)
Rechberg, Karl-Hermann; Hinkl, Petra; Maiwald, Markus; König, Joachim;Zitatform
Rechberg, Karl-Hermann, Petra Hinkl, Joachim König & Markus Maiwald (2010): Subjektnahe Erfassung von Arbeits- und Lebenszufriedenheit bei Menschen mit Behinderung (S.A.L.Z.). In: Zeitschrift für Heilpädagogik, Jg. 61, H. 11, S. 413-423.
Abstract
"Für die Abteilung Behindertenhilfe der Diakonie Neuendettelsau wurde ein Instrumentarium zur Erhebung von Lebens-und Arbeitszufriedenheit entwickelt. Es ist der erste Ansatz, der das Ziel verfolgt, auch bei Personen, die aufgrund ihrer Behinderung nicht zu befragen sind, deren eigene subjektive Sicht zu erheben und so wenig wie möglich die Sicht Dritter in Anspruch zu nehmen. Das Instrumentarium umfasst vier Instrumente, die je nach Kommunikationsfähigkeit der zu erhebenden Person kombiniert werden. Es wurde in der Diakonie Neuendettelsau bereits angewendet. Die Ergebnisse liefern besondere Stärken des Leistungsträgers aber auch Optimierungsbedarfe. Eine regelmäßige Wiederholung der Erhebung alle zwei bis drei Jahre ist vorgesehen." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Labour contract regulations and workers' wellbeing: international longitudinal evidence (2010)
Salvatori, Andrea;Zitatform
Salvatori, Andrea (2010): Labour contract regulations and workers' wellbeing. International longitudinal evidence. (IZA discussion paper 4685), Bonn, 45 S.
Abstract
"All industrialized countries have Employment Protection Legislation (EPL) for permanent workers and Restrictions on the use of Temporary Employment (RTE). The (ambiguous) effects of these on the levels of employment and unemployment have been extensively studied, but nothing is known empirically about their well-being implications. Using longitudinal data from the European Community Household Panel, the author conducts the first study of the link between both EPL and RTE and workers' wellbeing. The results provide evidence that both permanent and temporary employees gain from reforms that ease restrictions on temporary employment but leave firing costs for permanent workers unchanged. This finding contrasts with common claims found in the political economy literature." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Job insecurity and employees' attitudes: the moderating role of fairness (2010)
Silla, Inmaculada; Gracia, Francisco J.; Peiró, José M.; Mañas, Miguel Angel;Zitatform
Silla, Inmaculada, Francisco J. Gracia, Miguel Angel Mañas & José M. Peiró (2010): Job insecurity and employees' attitudes. The moderating role of fairness. In: International journal of manpower, Jg. 31, H. 4, S. 449-465. DOI:10.1108/01437721011057029
Abstract
"The purpose of this paper is to examine the relationships between both job insecurity and fairness and employees' attitudes (job satisfaction, organisational commitment and turnover intention). Moreover, of even greater interest, it aims to test whether fairness mitigates the negative correlates associated with job insecurity. The approach takes the form of a cross-sectional study based on self-reported data. The sample was composed of 697 employees from a Spanish public organisation. The findings showed that job insecurity is detrimental to employees' attitudes, whereas fairness is beneficial. Moreover, the results showed the negative correlates of job insecurity to be less strong in the presence of fairness. First, this is a cross-sectional study, and therefore no causal relationships can be assumed. Second, the study is based on self-reported data, which could lead to common variance source and method problems. Job insecurity is a widespread concern in contemporary societies. Thus, research on how to palliate its negative correlates is valued. This study suggests fairness judgements might buffer the negative correlates associated with job insecurity. Previous research has shown job insecurity to be detrimental to both individuals and organisations (e.g. job satisfaction, organisational commitment and turnover intention). Nonetheless, differences observed across studies in the strength of these relationships suggest the presence of moderating factors. The study provides evidence on the moderating role of fairness judgements." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The effect of reciprocal motives, personality traits and wage differences on public employees' job satisfaction (2010)
Tepe, Markus;Zitatform
Tepe, Markus (2010): The effect of reciprocal motives, personality traits and wage differences on public employees' job satisfaction. (Transtate working papers 131), Bremen, 29 S.
Abstract
"This study explores the determinants of public employees' job satisfaction. We are focusing on three concepts - reciprocal motives, personality traits and wage differences - to explain job satisfaction and production sector affiliation. Estimation results obtained from multivariate analyses on individual level data from the German Socio-economic Panel Study (GSOEP) can be summarized in three points: First, in contrast to reciprocal motives, personality traits have a unique and direct effect on public and private sector employees' job satisfaction. Second, even though we cannot proof that public employees at the high-end of the earnings distribution trade a loss in pecuniary benefits against an increase in non-pecuniary benefits, the empirical analysis strongly supports the notion that public employees' job satisfaction function varies across the earnings distribution. Finally, public employees' personal characteristics can be associated with lower levels of negative reciprocity, conscientiousness and neuroticism, pointing out to a potential self-selection and recruitment bias in the public sector." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Gender differences in subjective well-being in and out of management positions (2010)
Trzcinski, Eileen; Holst, Elke;Zitatform
Trzcinski, Eileen & Elke Holst (2010): Gender differences in subjective well-being in and out of management positions. (SOEPpapers on multidisciplinary panel data research at DIW Berlin 299), Berlin, 36 S.
Abstract
"This study used data from the German Socio-economic Panel to examine gender differences in the extent to which self-reported subjective well-being was associated with occupying a high-level managerial position in the labour market, compared with employment in nonleadership, non-high-level managerial positions, unemployment, and non-labour market participation. Our results indicated that a clear hierarchy exists for men in term of how status within the labour market was associated with subjective life satisfaction. Unemployed men were the least satisfied, followed by men who were not in the labour market, while men in leadership positions reported the highest level of subjective life satisfaction. For women, no statistically significant differences were observed among women in high-level managerial positions, women who worked in non-high-level positions, and women who specialized in household production, with no market work. Only women who were unemployed reported lower levels of life satisfaction, compared with women in other labour-market statuses. Our results lend evidence to the contention that men can 'have it all', but women must still choose between career and family in Germany. We argue that interventions need to address how the non-pecuniary rewards associated with high-level managerial and leadership positions can be increased for women. Such policies would also likely serve to mitigate the 'pipeline' problem concerning the number of women who are available to move into high positions in the private sector." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Making the link between work-life balance practices and organizational performance (2009)
Beauregard, T. Alexandra; Henry, Lesley C.;Zitatform
Beauregard, T. Alexandra & Lesley C. Henry (2009): Making the link between work-life balance practices and organizational performance. In: Human Resource Management Review, Jg. 19, H. 1, S. 9-22. DOI:10.1016/j.hrmr.2008.09.001
Abstract
"The business case for work-life balance practices, as espoused by many organizations, rests on attracting better applicants and reducing work-life conflict among existing employees in order to enhance organizational performance. This review of the literature provides some evidence for the claim regarding recruitment, but there is insufficient evidence to support the notion that work-life practices enhance performance by means of reduced work-life conflict. We suggest that the business case may therefore need to be modified to reflect the number of additional routes by which work-life balance practices can influence organizational performance, including enhanced social exchange processes, increased cost savings, improved productivity, and reduced turnover. The impact of these processes may, however, be moderated by a number of factors, including national context, job level, and managerial support. The importance of further research into the effects of these practices is discussed." (author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Der unglückliche Erfolgsfaktor - beschleunigt, aktiviert, aber nicht zukunftsfähig (2009)
Behr, Michael;Zitatform
Behr, Michael (2009): Der unglückliche Erfolgsfaktor - beschleunigt, aktiviert, aber nicht zukunftsfähig. In: WSI-Mitteilungen, Jg. 62, H. 10, S. 554-559. DOI:10.5771/0342-300X-2009-10-554
Abstract
"Das hohe Qualifikationsniveau von Industriebeschäftigten wie auch die Mobilisierung und Aktivierung von 'Facharbeitertugenden' gelten als zentrale Erfolgsfaktoren im Konsolidierungsprozess der ostdeutschen Wirtschaft. In diesem Beitrag wird die These vertreten, dass die Erfahrung defizitärer Führungskulturen und der Verlust der Wertschätzung bei Industriearbeitern ein 'unglückliches Bewusstsein' erzeugen, das mittelfristig auf eine Erosion der motivationalen Basis des Erfolg versprechenden Produktionstyps der flexiblen Qualitätsproduktion hinauslaufen könnte." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Maternal employment and happiness: the effect of non-participation and part-time employment on mothers' life satisfaction (2009)
Zitatform
Berger, Eva M. (2009): Maternal employment and happiness. The effect of non-participation and part-time employment on mothers' life satisfaction. (DIW-Diskussionspapiere 890), Berlin, 32 S.
Abstract
"In contrast to unemployment, the effect of non-participation and parttime employment on subjective well-being has much less frequently been the subject of economists' investigations. In Germany, many women with dependent children are involuntarily out of the labor force or in part-time employment because of family constraints (e.g., due to lack of available and appropriate childcare). Using data from the German Socio-Economic Panel (SOEP) Study, this paper analyzes the impact of involuntary familyrelated non-participation and part-time employment on mothers' life satisfaction. Controlling for unobserved individual fixed effects, I find that both the pecuniary effects (foregone earnings) and the non-pecuniary effects (psychological costs) are significantly negative. Compensating income variations reveal that the residual household income would have to be raised by 182 percent (157 percent/77 percent) in order to just offset the negative effect of not being able to work because of family constraints (of being in short/long part-time employment). Moreover, in terms of overall happiness among mothers, non-participation is revealed to be a more serious problem than unemployment." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Hours of work and gender identity: does part-time work make the family happier? (2009)
Booth, Alison L.; Ours, Jan C. van;Zitatform
Booth, Alison L. & Jan C. van Ours (2009): Hours of work and gender identity. Does part-time work make the family happier? In: Economica, Jg. 76, H. 301, S. 176-196. DOI:10.1111/j.1468-0335.2007.00670.x
Abstract
"Taking into account interdependence within the family, we investigate the relationship between part-time work and family wellbeing. We use panel data from the Household, Income and Labor Dynamics in Australia (HILDA) Survey. We find that part-time women are more satisfied with working hours than full-time women, and that women's life satisfaction is increased if their partners work full-time. Male partners' life satisfaction is unaffected by their partners' market hours but is increased if they themselves are working full-time. Our results are consistent with the gender identity hypothesis." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Flexicurity as a moderator of the relationship between job insecurity and psychological well-being (2009)
Zitatform
Burchell, Brendan (2009): Flexicurity as a moderator of the relationship between job insecurity and psychological well-being. In: Cambridge Journal of Regions, Economy and Society, Jg. 2, H. 3, S. 365-378. DOI:10.1093/cjres/rsp021
Abstract
"Flexicurity has been heralded as the solution to simultaneously maintain the well-being of employees through employment security while allowing employers to benefit from flexibility. This paper examines one of the claimed benefits that countries with flexicurity policies will reduce the stress on employees who experience job insecurity. More specifically, it is argued that more generous unemployment benefits along with active labour market policies to facilitate rapid re-employment reduces the anxiety associated with insecurity. Analyses of two international data sets found little evidence for this moderation of the link between insecurity and well-being in countries that are assumed to be exemplars of flexicurity. The economic rationality behind these claims is questioned, and a psychological approach to job insecurity is suggested as an alternative." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Valuing jobs via retirement: European evidence (2009)
Zitatform
Clark, Andrew E. & Yarine Fawaz (2009): Valuing jobs via retirement. European evidence. In: National Institute Economic Review, Jg. 209, H. 1, S. 88-103. DOI:10.1177/0027950109345236
Abstract
"While much has been made of the value of employment relative to unemployment, much less is known about the value of work relative to retirement. Here we use two European panel datasets to show first that psychological well-being (measured on the EURO-D and GHQ scales) barely changes on average when individuals retire. However, there is a great deal of heterogeneity in the size of this change between job type and between individuals. Some gain on leaving work, while others experience substantial falls in well-being on retiring, suggesting that they may have preferred to carry on working. We suggest that the results of these analyses can help to inform policy aiming to encourage labour supply by older workers." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The interaction of job satisfaction, job search, and job changes: an empirical investigation with German panel data (2009)
Cornelißen, Thomas;Zitatform
Cornelißen, Thomas (2009): The interaction of job satisfaction, job search, and job changes. An empirical investigation with German panel data. In: Journal of happiness studies, Jg. 10, H. 3, S. 367-384. DOI:10.1007/s10902-008-9094-5
Abstract
"Using the rich data set of the German Socio-Economic Panel (GSOEP) this article analyzes the effects of job characteristics on job satisfaction as well as the conditions under which low job satisfaction leads to job search, and under which job search leads to job changes. Individual fixed effects are included into the analysis in order to hold unobserved heterogeneity constant. According to the empirical results, the strongest determinants of job satisfaction are relations with colleagues and supervisors, task diversity and job security. Furthermore, job satisfaction is an important determinant of the self-reported probability of job search, which in turn effectively predicts actual job changes. The effect of job search on the probability of changing jobs varies with job satisfaction and is strongest at low levels of job satisfaction. The effects of job dissatisfaction on job search and of job search on quits are stronger for workers with lower tenure, better educated workers, workers in the private sector and when the economy and labor market are in a good condition." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Transitioning between temporary and permanent employment: a two-wave study on the entrapment, the stepping stone and the selection hypothesis (2009)
Cuyper, Nele de; Notelaers, Guy; Witte, Hans de;Zitatform
Cuyper, Nele de, Guy Notelaers & Hans de Witte (2009): Transitioning between temporary and permanent employment. A two-wave study on the entrapment, the stepping stone and the selection hypothesis. In: Journal of Occupational and Organizational Psychology, Jg. 82, H. 1, S. 67-88. DOI:10.1348/096317908X299755
Abstract
"The two-wave study investigates how transitioning between temporary and permanent employment relates to a number of psychological consequences; namely, work engagement, affective organizational commitment, life satisfaction, and turnover intention. We hypothesize that temporary employment associates with unfavourable outcomes when it is a trap (entrapment hypothesis), while no such unfavourable outcomes are expected for those who transition to permanent employment (stepping stone hypothesis). Furthermore, we investigate the assumption that transitioning from permanent to temporary employment relates to unfavourable outcomes. Finally, we investigate dynamics related to selection into temporary or permanent employment. Hypotheses are tested on a sample of 1,475 workers. The results show that continuous temporary employment does not relate to unfavourable outcomes over time, while gaining permanent employment associates with increased work engagement. Also, permanent workers who transition to temporary employment are more engaged and committed after transitioning. No evidence for possible selection mechanisms is found." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Wenig Licht, viel Schatten - der Dritte Sektor als arbeitsmarktpolitisches Experimentierfeld (2009)
Dathe, Dietmar; Priller, Eckhard; Hohendanner, Christian;Zitatform
Dathe, Dietmar, Christian Hohendanner & Eckhard Priller (2009): Wenig Licht, viel Schatten - der Dritte Sektor als arbeitsmarktpolitisches Experimentierfeld. (WZBrief Arbeit 03), Berlin, 6 S.
Abstract
Der Beitrag untersucht, inwiefern sich unter den gegenwärtigen gesellschaftlichen Bedingungen einer verstärkten Ökonomisierung des Dritten Sektors (oder auch Nonprofit-Sektors) Veränderungen in der Qualität der Beschäftigungsverhältnisse ergeben. Die Analysen zeigen, dass atypische Beschäftigungsverhältnisse wie Teilzeitjobs und befristete Arbeitsverträge den Dritten Sektor mehr und mehr dominieren. In Ostdeutschland sind 16 Prozent der Erwerbstätigen im Dritten Sektor in Ein-Euro-Jobs beschäftigt. Es droht eine weitere Verschlechterung der Arbeitsverhältnisse und die Entwicklung zum Niedriglohnsektor. (IAB)
Beteiligte aus dem IAB
Hohendanner, Christian; -
Literaturhinweis
Does economic growth enhance life satisfaction?: the case of Germany (2009)
Frank, Björn; Enkawa, Takao;Zitatform
Frank, Björn & Takao Enkawa (2009): Does economic growth enhance life satisfaction? The case of Germany. In: The international journal of sociology and social policy, Jg. 29, H. 7/8, S. 313-329. DOI:10.1108/01443330910975650
Abstract
"Purpose - The purpose of this paper is to examine whether economic growth enhances life satisfaction. It provides a conceptual solution to the heavily debated Easterlin paradox which states that aggregate income positively relates to life satisfaction in one-time international comparisons but not in longitudinal analyses. First empirical results are presented for Germany.
Design/methodology/approach - The present study uses path analysis to capture not only direct but also mediated effects of economic growth on life satisfaction.
Findings - The paper finds that economic growth does enhance life satisfaction over time. The effect is not direct but mediated via consumer confidence, customer satisfaction, income satisfaction, health satisfaction and job satisfaction. Modeled by consumer confidence, adaptive expectations reduce this effect but cannot entirely compensate for it, as suggested by literature. In addition to this negative compensatory effect which is mediated by customer satisfaction, consumer confidence has a positive direct influence on life satisfaction.
Research limitations/implications - Since the history of aggregate customer satisfaction measurement is still young, this empirical analysis should be seen as pioneer work. Future research on the Easterlin paradox should utilize future data, model mediated relationships and time lags, and integrate customer satisfaction and consumer confidence.
Practical implications - Economic growth strategies are successful in raising life satisfaction. Governments should not only pay attention to quantitative but also to qualitative growth. Collective optimism can improve life satisfaction.
Originality/value - This study contributes to solving the Easterlin paradox. Unlike the extant literature on the Easterlin paradox, this paper integrates national customer satisfaction and consumer confidence into a sociologic model and explicitly accounts for mediated effects. National customer satisfaction is used to model qualitative aspects of economic growth." (Author's abstract, IAB-Doku) ((en)) -
Literaturhinweis
Jobpräferenzen und Arbeitsplatzwechsel (2009)
Zitatform
Grund, Christian (2009): Jobpräferenzen und Arbeitsplatzwechsel. In: Zeitschrift für Personalforschung, Jg. 22, H. 1, S. 66-72. DOI:10.1688/1862-0000_ZfP_2009_01_Grund
Abstract
"In vielen bisherigen Studien zu Arbeitsplatzpräferenzen wurden Beschäftigte direkt nach ihren Präferenzen befragt. Dabei ist nicht auszuschließen, dass sozial erwünschte Antworten gegeben werden. In diesem Projekt wird ein anderer Ansatz gewählt: Auf Basis von Daten des Sozioökonomischen Panels werden Arbeitnehmer untersucht, die ihren Job gewechselt haben und deren vorheriges Beschäftigungsverhältnis auf eigene Initiative hin beendet wurde. Ein Vergleich der neuen mit der alten Stelle findet über acht Arbeitsplatzmerkmale statt. Es wird argumentiert, dass ein Arbeitsplatzmerkmal umso wichtiger für Arbeitnehmer ist, je höher der Anteil der Arbeitnehmer ist, der sich hinsichtlich dieses Merkmals verbessert hat. Es wird also von den Konsequenzen individueller Entscheidungen auf Präferenzen geschlossen. Das Gehalt und die Art der Tätigkeit haben nach diesem Kriterium die größte Bedeutung. Neben einem Vergleich der relativen Bedeutung dieser Merkmale und deren Entwicklung über die Zeit werden Unterschiede zwischen Arbeitnehmergruppen untersucht." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Unhappy working with men? Workplace gender diversity and employee job-related well-being in Britain: a WERS2004 based analysis (2009)
Haile, Getinet Astatike;Zitatform
Haile, Getinet Astatike (2009): Unhappy working with men? Workplace gender diversity and employee job-related well-being in Britain. A WERS2004 based analysis. (IZA discussion paper 4077), Bonn, 38 S.
Abstract
"This paper attempts to establish empirically the link between workplace gender diversity and employee job-related well-being. Using nationally representative linked employer-employee data for Britain, I employ econometric techniques that account for unobserved workplace heterogeneity. I find that gender diversity is associated with lower employee well-being among women in several of the equations estimated. The magnitudes of the estimated effects also tend to increase with (women's) group size. Workplace equality policies do not appear to ameliorate these effects." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Workplace disability diversity and job-related well-being in Britain: a WERS2004 based analysis (2009)
Haile, Getinet Astatike;Zitatform
Haile, Getinet Astatike (2009): Workplace disability diversity and job-related well-being in Britain. A WERS2004 based analysis. (IZA discussion paper 3993), Bonn, 39 S.
Abstract
"This paper attempts to establish empirically whether there is a link between workplace disability and employee job-related well-being. Using nationally representative linked employer-employee data for Britain, I employ alternative econometric techniques to account for unobserved workplace heterogeneity. I find that workplace disability diversity is associated with lower employee well-being among people with no reported disability. Tests conducted also indicate that workplace equality policies do not ameliorate this effect." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Job insecurity and intent to leave the nursing profession in Europe (2009)
Laine, Marjukka; Heijden, Beatrice I. J. M. van der; Wickström, Gustav; Tackenberg, Peter; Hasselhorn, Hans-Martin;Zitatform
Laine, Marjukka, Beatrice I. J. M. van der Heijden, Gustav Wickström, Hans-Martin Hasselhorn & Peter Tackenberg (2009): Job insecurity and intent to leave the nursing profession in Europe. In: The international journal of human resource management, Jg. 20, H. 2, S. 420-438. DOI:10.1080/09585190802673486
Abstract
"To determine the occupational factors affecting nurses' decision to leave their profession before reaching retirement age, a large epidemiological study (Nurses' early exit study - NEXT)1 was carried out in ten European countries. Altogether 32,037 registered nurses answered a questionnaire, covering, for example, questions on job insecurity and intention to leave nursing work. The data were analysed statistically using Chi2 test and binary logistic regression models. Concern about becoming unemployed and difficulties to find a new job if laid off was reported by 40% of the respondents. More than half of the respondents were worried about their qualitative job security (being transferred to another job or changes in work schedule), while less than 40% had concerns about becoming unable to work. Thoughts about leaving the profession were reported by 15% of the respondents. The hypothesis, that nurses will show higher intention to leave if they experience high levels of job insecurity, was partly supported by the results of the study. The concern about the qualitative aspects of job security correlated positively with intent to leave nursing in almost all the participating countries; most strongly among the Finnish and Norwegian nurses. The relationship between the concern about employment security and intent to leave varied from country to country, probably due to differences in the labour market situation. The correlation was positive for the Dutch and British nurses while, for the Polish and German sample, nurses who reported worry about their employment security appeared to be less willing to leave the profession than those who were not too worried. The concern about being unable to work correlated positively with intent to leave in several countries, reflecting the demands of the profession. The effects of job insecurity can be reduced if nurses feel that they are important to the health care institution they work for, and that the institution cares about them, and values their opinion." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Part-time work, gender and job satisfaction: evidence from a developing country (2009)
Lopez Boo, Florencia; Pages, Carmen; Madrigal, Lucia;Zitatform
Lopez Boo, Florencia, Lucia Madrigal & Carmen Pages (2009): Part-time work, gender and job satisfaction. Evidence from a developing country. (IZA discussion paper 3994), Bonn, 39 S.
Abstract
"This paper investigates the relationship between part-time work and job satisfaction using a recent household survey from Honduras. In contrast to previous work for developed countries, this paper does not find a preference for part-time work among women. Instead, both women and men tend to prefer full- time work, although the preference for working longer hours is stronger for men. Consistent with an interpretation of working part-time as luxury consumption, the paper finds that partnered women with children, poor women or women working in the informal sector are more likely to prefer full-time work than single women, partnered women without children, non-poor women or women working in the formal sector. These results have important implications for the design of family and child care policies in low-income countries." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Flexicurity and job satisfaction in Europe: the importance of perceived and actual job stability for well-being at work (2009)
Zitatform
Origo, Federica & Laura Pagani (2009): Flexicurity and job satisfaction in Europe. The importance of perceived and actual job stability for well-being at work. In: Labour economics, Jg. 16, H. 5, S. 547-555. DOI:10.1016/j.labeco.2009.02.003
Abstract
"In this paper we study the effect of a micro-level measure of flexicurity on workers' job satisfaction. To this end, using micro-data from the Eurobarometer survey, we disaggregate the sample of workers into different groups according not only to their employment contract (i.e. permanent or temporary), but also to their perceived job security, and we evaluate differences in job satisfaction between these groups. After the potential endogeneity of job type has been controlled for, the results show that what matters for job satisfaction is not just the type of contract, but mainly the perceived job security, which may be independent of the type of contract. The combination 'temporary but secure job' seems preferable to the combination 'permanent but insecure job', indicating that the length of the contract may be less important if the worker perceives that s/he is not at risk of becoming unemployed. Our main conclusions are robust to the use of alternative definitions of workers' types and they generally hold within different welfare regimes and also for different aspects of job satisfaction, mainly those more related to job security." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Lernförderliche Arbeitsgestaltung, Arbeitszufriedenheit und Anspruchsniveau (2009)
Richter, Falk; Pohlandt, Andreas;Zitatform
Richter, Falk & Andreas Pohlandt (2009): Lernförderliche Arbeitsgestaltung, Arbeitszufriedenheit und Anspruchsniveau. In: Arbeit. Zeitschrift für Arbeitsforschung, Arbeitsgestaltung und Arbeitspolitik, Jg. 18, H. 2, S. 107-122. DOI:10.1515/arbeit-2009-0204
Abstract
"Der Beitrag beschäftigt sich mit Zusammenhängen zwischen einer lernförderlichen Gestaltung der Arbeitssituation und Arbeitszufriedenheit unter Berücksichtigung des individuellen Anspruchsniveaus. Dabei wird jeweils eine Stichprobe von Arbeitenden aus dem Bereich Banken und Versicherungen sowie aus dem industriellen Bereich betrachtet. Dies lässt Schlussfolgerungen bzgl. der Verallgemeinerbarkeit der Ergebnisse zu. Die Ergebnisse verweisen auf signifikante positive Zusammenhänge zwischen dem Ausmaß lernförderlicher Gestaltung von Aufgaben und Organisationen und Arbeitszufriedenheit. Diese Zusammenhänge sind teilweise (signifikant) höher, wenn die Arbeitenden höhere Ansprüche an die Lernhaltigkeit ihrer Arbeitsaufgabe aufweisen, jedoch kann keine signifikante Moderatorfunktion für das individuelle Anspruchsniveau festgestellt werden. Die Ergebnisse verweisen somit auf die Möglichkeit der Förderung von Arbeitszufriedenheit durch Merkmale wie Tätigkeitsspielraum, Anforderungsvielfalt und Entwicklungsmöglichkeiten unabhängig von individuellen Unterschieden im Hinblick auf Ansprüche an die Arbeitsgestaltung." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Entrepreneurial job characteristics: an examination of their effect on entrepreneurial satisfaction (2009)
Zitatform
Schjoedt, Leon (2009): Entrepreneurial job characteristics. An examination of their effect on entrepreneurial satisfaction. In: Entrepreneurship Theory and Practice, Jg. 33, H. 3, S. 619-644. DOI:10.1111/j.1540-6520.2009.00319.x
Abstract
"The present study examined the effect of four core job characteristics on job satisfaction for entrepreneurs and a comparison group of nonfounding top managers. Significant mean differences were found between the entrepreneurs and nonfounding top managers on job satisfaction and all four job characteristics. Moreover, the results showed similar patterns of significant associations between the job characteristics and job satisfaction for the entrepreneurs and nonfounding top managers. Yet, the regression lines were found to be significantly different. Lastly, the results showed the following job characteristics were significant predictors of entrepreneurial job satisfaction: autonomy, variety, and feedback." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Gender, Pay and Work Satisfaction at a UK University (2009)
Smith, Maria;Zitatform
Smith, Maria (2009): Gender, Pay and Work Satisfaction at a UK University. In: Gender, Work and Organization, Jg. 16, H. 5, S. 621-641. DOI:10.1111/j.1468-0432.2008.00403.x
Abstract
"This article examines a modern, former polytechnic granted the status of university in 1992, to illustrate the state gender pay gap in the UK and suggests that to talk of the state pay gap is too simplistic as it does not take into account variations in the size of the pay gap in different job grades. The article also examines satisfaction levels with pay for two groups of staff, administrative and academic and shows how satisfaction with pay, promotion and conditions also varies between the grades. Previous research that concluded that women are more satisfied with their pay than men is, again, too simplistic as it does not consider the affect of staff grade. The article argues that there is a link between the size of the pay gap, staff grade, occupational gender segregation and expressing dissatisfaction." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Career prospects and tenure-job satisfaction profiles: evidence from panel data (2009)
Theodossiou, I.; Zangelidis, A.;Zitatform
Theodossiou, I. & A. Zangelidis (2009): Career prospects and tenure-job satisfaction profiles. Evidence from panel data. In: The Journal of Socio-Economics, Jg. 38, H. 4, S. 648-657. DOI:10.1016/j.socec.2009.03.006
Abstract
"This paper investigates the relationship between job tenure and job satisfaction and evaluates whether tenure-job satisfaction profiles are contingent on career advancement opportunities. It uses the British Household Panel Survey Dataset (BHPS). Career status is modelled as an endogenous variable, subject to an initial job choice. The paper concludes that the job satisfaction of individuals employed in jobs with career prospects is not only higher compared with those who are not, but also that their returns to tenure in terms of job satisfaction are significantly higher." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Working time mismatch and subjective well-being (2009)
Zitatform
Wooden, Mark, Diana Warren & Robert Drago (2009): Working time mismatch and subjective well-being. In: BJIR, Jg. 47, H. 1, S. 147-179. DOI:10.1111/j.1467-8543.2008.00705.x
Abstract
"This study uses nationally representative panel survey data for Australia to identify the role played by mismatches between hours actually worked and working time preferences in contributing to reported levels of job and life satisfaction. Three main conclusions emerge. First, it is not the number of hours worked that matters for subjective well-being, but working time mismatch. Second, overemployment is a more serious problem than is underemployment. Third, while the magnitude of the impact of overemployment may seem small in absolute terms, relative to other variables, such as disability, the effect is quite large." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Zufriedenheit und relatives Einkommen: eine empirische Analyse von inter- und intrapersonellen Einkommensvergleichen aus ökonomischer Perspektive (2009)
Wunder, Christoph;Zitatform
Wunder, Christoph (2009): Zufriedenheit und relatives Einkommen. Eine empirische Analyse von inter- und intrapersonellen Einkommensvergleichen aus ökonomischer Perspektive. Bamberg, 250 S.
Abstract
"Die ökonomisch-empirische Zufriedenheitsforschung ist ein noch relativ junger Zweig der empirischen Wirtschaftsforschung, der Befragungsdaten zur individuellen, subjektiv empfundenen Zufriedenheit analysiert. Erste empirische Evidenz auf diesem Gebiet lässt dabei Zweifel an der Prämisse der Nutzentheorie aufkommen, dass ein positiver Zusammenhang zwischen Verbrauchsmengen und Nutzen besteht. Dieses als Paradox der Zufriedenheit (happiness paradox) bezeichnete Phänomen wird damit erklärt, dass die von den Individuen vorgenommene Bewertung der Bedürfnisbefriedigung nicht nur von den aktuellen Befriedigungsmöglichkeiten (Ressourcen) abhängt, sondern dass darüber hinaus auch Vergleiche mit anderen Personen und mit Situationen in der Vergangenheit eine Rolle spielen. Anknüpfend an diese Erklärungsansätze untersucht das durchgeführte Forschungsprojekt mit Daten des Sozio-oekonomischen Panels (SOEP) den Einfluss von inter- und intrapersonellen Einkommensvergleichen auf die Zufriedenheit. Der erste Teil der Arbeit unternimmt eine Verortung der ökonomisch-empirischen Zufriedenheitsforschung, indem die Konzeption der Zufriedenheit sowie die Grenzen einer ökonomischen Analyse der in Fragebögen erhobenen Zufriedenheitsaussagen sondiert werden. Es werden drei Grenzen herausgearbeitet: Erstens erklärt die ökonomische Zufriedenheitsforschung die abgefragten Zufriedenheiten primär auf Basis der Ressourcenausstattung. Damit besteht jedoch kein Zugang zu der Frage, inwiefern die Individuen auch über die notwendigen Rechte und Befähigungen verfügen, um ihr Leben frei gestalten zu können. Zweitens untersucht die Zufriedenheitsforschung, inwiefern die Menschen das Ziel der Zufriedenheit in ihrem Leben erreicht haben. Andere Ziele, die Menschen in ihrem Leben verfolgen und zu deren Gunsten sie auf die eigene Zufriedenheit verzichten, finden allerdings keine Berücksichtigung. Drittens sind die Maßstäbe, die dem Zufriedenheitsurteil zugrunde liegen, unbekannt. Der zweite Teil rückt eine empirische Analyse des Einflusses von interpersonellen Einkommensvergleichen auf die Jobzufriedenheit von Vollzeiterwerbstätigen in den Mittelpunkt. Ausgehend von einer Nutzenfunktion, die neben dem Einfluss des absoluten Einkommens auch den der relativen Einkommensposition abbildet, wird ein ökonometrisches Schätzmodell abgeleitet. Die empirische Evidenz deutet klar auf einen Einfluss des relativen Einkommens auf die Arbeitszufriedenheit hin, der den Effekt des absoluten Einkommens dominiert. Der aufwärts gerichtete Einkommensvergleich mit besser gestellten Personen ist von besonderer Bedeutung. Die Richtung des Effekts hängt dabei von der Definition der Referenzgruppen ab: Werden diese nach Berufen abgegrenzt, kann eine positive Wirkung der unvorteilhaften Einkommensungleichheit diagnostiziert werden (Informationseffekt). Im Gegensatz dazu liegt in regional nach Landkreisen gebildeten Referenzgruppen ein negativer Einfluss vor, der auf einen Deprivationseffekt hindeutet. Der abwärts gerichtete Einkommensvergleich mit den schlechter gestellten Personen weist in beiden Abgrenzungen der Referenzgruppen auf einen Prestigeeffekt hin. Der dritte Teil beschäftigt sich mit dem Einfluss von intrapersonellen Einkommensvergleichen auf die finanzielle Zufriedenheit. Es wird untersucht, ob und in welchem Ausmaß eine Adaptation von Bedürfnissen diagnostiziert werden kann. Während aktuelle Studien dabei ausschließlich auf den Ansatz zurückgreifen, Adaptation als eine Verschiebung des Adaptationslevels abzubilden, beschreitet die durchgeführte Studie einen neuen Weg, indem sie von einer Desensibilisierung gegen Erhöhungen des Einkommens ausgeht. Die empirische Evidenz weist sehr deutlich auf die Existenz adaptiver Prozesse hin. Die Richtung der Adaptation hängt dabei offenbar davon ab, ob eine Verbesserung oder eine Verschlechterung der finanziellen Situation vorliegt: Erhöhungen des Einkommens führen zu größeren, Verminderungen dagegen zu geringeren Bedürfnissen. Darüber hinaus kann festgestellt werden, dass die Aufwärtsanpassung mit einer größeren Intensität abläuft als die Abwärtsanpassung." (Autorenreferat, IAB-Doku)
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Literaturhinweis
The role of firm size and performance pay in determining employee job satisfaction brief: firm size, performance pay, and job satisfaction (2008)
Zitatform
Artz, Benjamin (2008): The role of firm size and performance pay in determining employee job satisfaction brief. Firm size, performance pay, and job satisfaction. In: Labour, Jg. 22, H. 2, S. 315-343. DOI:10.1111/j.1467-9914.2007.00398.x
Abstract
"Job satisfaction reflects the on-the-job utility of workers and has been found to influence both the behavior of workers and the productivity of firms. Performance pay remains popular and widely used to increase worker productivity and more generally align the objectives of workers and firms. Yet, its impact on job satisfaction is ambiguous. Whereas the increased earnings increase job satisfaction, the increased effort and risk decreases job satisfaction. This paper finds empirical evidence that on net performance pay increases job satisfaction but does so largely among union workers and males in larger firms." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Work-life balance practices and the gender gap in job satisfaction in the UK: Evidence from matched employer-employee data (2008)
Asadullah, Niaz; Fernandez, Rosa M.;Zitatform
Asadullah, Niaz & Rosa M. Fernandez (2008): Work-life balance practices and the gender gap in job satisfaction in the UK. Evidence from matched employer-employee data. (IZA discussion paper 3582), Bonn, 39 S.
Abstract
"This paper examines the role of work-life balance practices (WLB) in explaining the 'paradox of the contented female worker'. After establishing that females report higher levels of job satisfaction than men in the UK, we test whether firm characteristics such as WLB and gender segregation boost the satisfaction of women proportionately more than that of men, thereby explaining why the former are reportedly happier. The results prove that WLB practices increase the likelihood of reporting higher satisfaction but similarly for both demographic groups thereby reducing the gender gap in job satisfaction only slightly. Still, the results indicate that WLB practices at the forefront of worker welfare policy improve the wellbeing of the workforce. Experiments with firm-fixed effects allowed by the matched dimension of the data reveal that firm effects are relevant but they only explain a half of the gender gap in job satisfaction, suggesting that the other half may be due to individual heterogeneity." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Being independent is a great thing: Subjective evaluations of self-employment and hierarchy (2008)
Benz, Matthias; Frey, Bruno S.;Zitatform
Benz, Matthias & Bruno S. Frey (2008): Being independent is a great thing: Subjective evaluations of self-employment and hierarchy. In: Economica, Jg. 75, H. 298, S. 362-383. DOI:10.1111/j.1468-0335.2007.00594.x
Abstract
"One can be independent, or one can be subject to decisions made by others. This paper argues that this difference, embodied in the institutional distinction between the decision-making procedures 'market' and 'hierarchy', affects individual wellbeing beyond outcomes. Taking self-employment as an important case of independence, it is shown that the self-employed derive higher satisfaction from work than those employed in organizations, irrespective of income gained or hours worked. This is evidence for procedural utility: people value not only outcomes, but also the processes leading to outcomes." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Working time preferences, labour market transitions and job satisfaction (2008)
Bijwaard, Govert; Dijk, Bram van; Koning, Jaap de;Zitatform
Bijwaard, Govert, Bram van Dijk & Jaap de Koning (2008): Working time preferences, labour market transitions and job satisfaction. In: R. J. A. Muffels (Hrsg.) (2008): Flexibility and employment security in Europe : labour markets in transition, S. 255-277.
Abstract
Die Verfasser legen eine Längsschnittanalyse auf der Basis des niederländischen OSA-Household-Panels für die Jahre 1986 bis 1998 vor. Vor einem arbeitsmarkttheoretischen Hintergrund werden Übergänge am Arbeitsmarkt modelliert und zu Arbeitszufriedenheit und Arbeitszeitpräferenzen in Beziehung gesetzt. Es zeigt sich, dass das Ausmaß, in dem Arbeitszeitwünsche realisiert werden, aus der Diskrepanz zwischen tatsächlichen und gewünschten Arbeitsstunden ablesbar ist und die Wahrscheinlichkeit einer Veränderung des Arbeitszeit signifikant beeinflusst. Eine solche Veränderung wird noch wahrscheinlicher, wenn die Zufriedenheit mit dem Arbeitsplatz gering ist. Arbeitszeit- und Arbeitsplatzwechsel führen zu einer Reduktion der genannten Diskrepanz und zu höherer Arbeitszufriedenheit. (IAB)
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Literaturhinweis
Explaining the relationships between job characteristics, burnout, and engagement: the role of basic psychological need satisfaction (2008)
Broeck, Anja van den; Vansteenkiste, Maarten; Lens, Willy; Witte, Hans de;Zitatform
Broeck, Anja van den, Maarten Vansteenkiste, Hans de Witte & Willy Lens (2008): Explaining the relationships between job characteristics, burnout, and engagement. The role of basic psychological need satisfaction. In: Work and Stress, Jg. 22, H. 3, S. 277-294. DOI:10.1080/02678370802393672
Abstract
"Within the Job Demands-Resources model, the presence of job demands (e.g., work pressure) and the absence of job resources (e.g., social support) relate to burnout through a psychological energetic process, whereas the presence of job resources associates with work engagement through a motivational process. Although various mechanisms have been suggested to understand these processes, empirical evidence for these mechanisms is scarce within the JD-R framework. This study examines the role of basic need satisfaction, as defined within Self-Determination Theory, in the relationships between job demands, job resources, and employees' exhaustion and vigour, the main components of burnout and engagement, respectively. Structural equation modelling in a heterogeneous sample of 745 employees of the Dutch-speaking part of Belgium confirmed that satisfaction of basic psychological needs partially explained the relationships from job demands to exhaustion and from job resources to vigour. It fully accounted for the relationship between job resources and exhaustion. We conclude that the current study adds to the research pointing at need satisfaction as a promising underlying mechanism for employees' thriving at work." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Does wage rank affect employees' well-being? (2008)
Brown, Gordon D. A.; Oswald, Andrew; Qian, Jing; Gardner, Jonathan;Zitatform
Brown, Gordon D. A., Jonathan Gardner, Andrew Oswald & Jing Qian (2008): Does wage rank affect employees' well-being? In: Industrial relations, Jg. 47, H. 3, S. 355-389. DOI:10.1111/j.1468-232X.2008.00525.x
Abstract
"How do workers make wage comparisons? Both an experimental study and an analysis of 16,000 British employees are reported. Satisfaction and well-being levels are shown to depend on more than simple relative pay. They depend upon the ordinal rank of an individual's wage within a comparison group. 'Rank' itself thus seems to matter to human beings. Moreover, consistent with psychological theory, quits in a workplace are correlated with pay distribution skewness." (Author's abstract, IAB-Doku) ((en))