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Buchinger, Laura, Theresa Entringer & Daniel Graeber (2024): DIW Berlin: Zufriedenheit mit Einkommen, Arbeit und Gesundheit unterscheidet sich nach Haushaltseinkommen, Alter und Elternschaft. In: DIW-Wochenbericht, Jg. 91, H. 34, S. 523-532. DOI:10.18723/diw_wb:2024-34-1

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Giuliano, Romina, Benoît Mahy, François Rycx & Guillaume Vermeylen (2024): Overeducation, Overskilling and Job Satisfaction in Europe: The Moderating Role of Employment Contracts. (GLO discussion paper / Global Labor Organization 1419), Essen, 34 S.

Abstract

"This paper is the first to examine whether and how overeducation and overskilling, considered separately and in interaction, influence workers' job satisfaction at European level. It also investigates the moderating role of employment contracts. Our results, based on a unique pan-European database covering 28 countries in 2014, show that overeducation and overskilling reduce the probability of workers being satisfied with their jobs, but also that the drop in job satisfaction is almost double for genuinely overeducated workers (i.e. workers that are both overeducated and overskilled). These adverse effects on job satisfaction are found to be more pronounced among mismatched workers (whether overeducated, overskilled or both) on fixed-term rather than indefinite contracts." (Author's abstract, IAB-Doku) ((en))

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Nelson, Jennifer L. & Tiffany D. Johnson (2024): How White Workers Navigate Racial Difference in the Workplace: Social-Emotional Processes and the Role of Workplace Racial Composition. In: Work and occupations, Jg. 51, H. 3, S. 362-407. DOI:10.1177/07308884231176833

Abstract

"Research on racialized emotions and racialized organizations has begun to inform how we understand social interactions in the workplace and their implications for racial inequality. However, most research to date focuses on the experiences and coping strategies of racial minority workers, especially when confronted with instances of racial prejudice and discrimination. We extend research on racialized emotions in the workplace by mapping the stages of belonging/unbelonging white workers go through when they encounter instances of racial discomfort or perceived prejudice in the workplace. This is an important contribution to the study of race and work because existing research suggests the deleterious effects for people of color when white people experience negative emotions such as threat, fear, and anxiety in interracial encounters. Drawing on interview data with 56 white teachers in a metropolitan area in the U.S. Southeast, we document a process of racialized belonging. This is a process whereby white workers experienced varying degrees of surprise, confusion, frustration, and fear resulting from interracial—and some intraracial—experiences with coworkers as well as students. We note how the process is informed by racialized imprinting prior to workplace entry and followed by racialized emotions and racialized coping. Racial composition of the workplace also played a role, though the process looked similar across contexts. We argue that by accounting for white workers’ prior life experiences as well as organizations’ involvement in accommodating their emotional expectations, the way white workers behave when race becomes salient to them can be better understood and addressed." (Author's abstract, IAB-Doku) ((en))

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Benjamin, Daniel J., Jakina Debnam Guzman, Marc Fleurbaey, Ori Heffetz & Miles Kimball (2023): What do Happiness Data Mean? Theory and Survey Evidence. In: Journal of the European Economic Association, Jg. 21, H. 6, S. 2377-2412. DOI:10.1093/jeea/jvad026

Abstract

"What utility notion—e.g. flow/lifetime, self/family-centered—do self-reported well-being (SWB) questions measure? Existing applications make different assumptions regarding the (i) life domains, (ii) time horizons, and (iii) other-regarding preferences captured by SWB data. To obtain relevant evidence, we ask survey respondents what they had in mind regarding (i)–(iii) when answering commonly used—life satisfaction, happiness, ladder—and new SWB questions. We find that respondents’ self-reports differ from researchers’ assumptions and differ across SWB questions and sociodemographic groups. At the same time, simple SWB-question wording tweaks are effective in moving self-reports toward desired interpretations. We outline actionable suggestions for SWB researchers. (JEL: D69, D90, I31)" (Author's abstract, IAB-Doku) ((en))

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Bińczycki, Bernard, Wiesław Łukasiński & Sławomir Dorocki (2023): Determinants of Motivation to Work in Terms of Industry 4.0 - The Gen Z Perspective. In: Sustainability, Jg. 15, H. 15. DOI:10.3390/su151512069

Abstract

"The mentality of Generation Z differs markedly from the approach to social and economic issues presented by earlier generations. These young people have had access to the internet and other innovative technologies since birth. A tape recorder or a floppy disk is a museum exhibit for them. They are unfamiliar with the everyday problems that citizens of Central and Eastern Europe faced during the socialist era, such as the lack of necessities on the shelves. The aim of this article is to present the results of the authors’ survey on the identification of work motivation factors relevant to Generation Z. The survey involved 649 respondents, young Poles who are currently entering the labor market. It was also an interesting research task for the authors to compare the results of surveys among young Poles with the results of international surveys. The research provided insight into young people’s expectations, values, and preferences regarding work. The results of the survey can provide valuable guidance for employers in shaping sustainable human resource management strategies. In addition, studying the competences of Generation Z can identify the gap between the requirements of the labor market and the skills possessed by young workers. The study conducted by the authors is among the first of its kind in Poland after the pandemic, emphasizing the growing trend in remote work. Earlier research was undertaken in a different economic climate. The current investigation took place following the COVID-19 outbreak and amidst heightened military operations in Ukraine. It also takes into account the effects of recent technological progress related to the rapid development of Industry 4.0. Notably, the questionnaire used in this study is unique as the authors categorized motivational factors into three essential groups, highly relevant in today’s markedly altered labor market." (Author's abstract, IAB-Doku) ((en))

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Folke, Olle & Johanna Rickne (2023): Workplace Sex Composition and Appreciation at Work. (Working paper / Swedish Institute for Social Research (SOFI) 2023,05), Stockholm, 24 S.

Abstract

"We study appreciation of one’s work using nationally representative survey data from Sweden linked with employer–employee data. The level of appreciation from colleagues rises sharply with the share of women in the workplace. This strong pattern holds for women and men workers, as well as for subordinates and managers. More appreciation from colleagues is associated with higher levels of job satisfaction and other indicators of worker well-being. These results demonstrate the benefits of workplace gender diversity and inclusion, and suggest new directions for research on gender inequality in the labor market." (Author's abstract, IAB-Doku) ((en))

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Stephan, Gesine, Clemens Hetschko, Julia Schmidtke, Mario Lawes, Michael Eid & Ronnie Schöb (2023): Das „German Job Search Panel“: Die Effekte von Arbeitslosigkeit und Covid19 auf das Wohlbefinden. (IAB-Forschungsbericht 19/2023), Nürnberg, 21 S. DOI:10.48720/IAB.FB.2319

Abstract

"Zu den Auswirkungen von Arbeitslosigkeit auf das Wohlbefinden gibt es bereits eine Vielzahl von Studien (für einen Überblick s. z.B. Suppa 2021). Allerdings basieren diese in der Regel nicht auf hochfrequenten (also in kurzen Zeitabständen erfassten) Daten und erheben meist nur ausgewählte Dimensionen des Wohlbefindens. Im Rahmen eines DFG-geförderten Projektes befragte das „German Job Search Panel“ (GJSP) in den Jahren von 2017 bis 2021 zunächst arbeitsuchend gemeldete Personen daher monatlich zu ihrem Wohlbefinden. Die Erhebung erfolgte mit einer innovativen Smartphone-App. Anhand der Cortisolkonzentration im Haar wurde zudem die Stressbelastung der Befragten gemessen. Auf dieser Basis lässt sich sehr differenziert untersuchen, wie sich kritische Lebensereignisse - wie ein Eintritt in Arbeitslosigkeit - auf das Wohlbefinden auswirken. Zielgruppe der Befragung waren Personen, die sich zunächst arbeitsuchend gemeldet hatten. Denn ein zentrales Ziel des Projektes war es, den Auswirkungen des Eintritts in Arbeitslosigkeit auf die verschiedenen Facetten des Wohlbefindens nachzugehen. Nur ein Teil der Personen, die sich als arbeitssuchend registrieren, wird tatsächlich arbeitslos. Damit steht eine natürliche Vergleichsgruppe für diejenigen Personen zur Verfügung, die tatsächlich arbeitslos werden. Dies gilt insbesondere für Personen, die von Massenentlassungen und Betriebsschließungen betroffen waren. Denn bei diesen hängt die Wahrscheinlichkeit des Arbeitsplatzverlustes vornehmlich von externen Faktoren ab. Insgesamt nahmen anfangs knapp 1.900 Personen an einer ersten Kohorte und knapp 1.000 Personen an einer zweiten Kohorte des GJSP teil. Zwei Methodenberichte erläutern das Design der Befragung und die Selektion in die Befragung in Detail (Hetschko et al. 2022, Schmidtke et al. 2023). Das GJSP ermöglicht es unter anderem, die unmittelbaren Effekte des Eintritts in Arbeitslosigkeit bei zuvor arbeitssuchend gemeldeten Personen zu untersuchen. Wie ein erstes Teilprojekt (Lawes et al. 2023) zeigt, hat Arbeitslosigkeit unmittelbare negative Effekte auf die Zufriedenheit mit dem Haushaltseinkommen. Bei Personen, die sich aufgrund einer Entlassungswelle arbeitssuchend gemeldet hatten, sank mit Eintritt in die Arbeitslosigkeit auch unmittelbar die Lebenszufriedenheit. Wenn Personen aus anderen Gründen arbeitslos wurden, stieg beim Eintritt in die Arbeitslosigkeit hingegen die Zufriedenheit mit der Freizeit, und die Lebenszufriedenheit sank erst mit fortschreitender Zeit in Arbeitslosigkeit. Andere untersuchte Dimensionen des Wohlbefindens veränderten sich hingegen durch den Eintritt der Arbeitslosigkeit nicht signifikant. Durch die wiederholte Messung von Haarcortisol untersuchte ein weiteres Teilprojekt (Lawes et al. 2022) erstmals, wie sich die Arbeitssuche auf einen Biomarker für chronischen Stress auswirkt. Der Cortisolgehalt war kurz nach der Meldung als „arbeitsuchend“ am höchsten - also in einer Zeit mit tendenziell hoher Unsicherheit bezüglich der beruflichen Zukunft. In der Folge sank das Haarcortisol - unabhängig davon, ob die Betroffenen tatsächlich arbeitslos wurden. Zudem hatten bereits länger arbeitslose Personen eine höhere Haarcortisol-Konzentration, wenn sie ihre Wiederbeschäftigungschancen vergleichsweise schlecht einschätzten. Körperlichen Stress löst der Eintritt in Arbeitslosigkeit also nur dann aus, wenn Menschen davon ausgehen, dass ihre Wiederbeschäftigungsmöglichkeiten gering sind. Schmidtke et al. (2023) zeigten schließlich in einem weiteren Teilprojekt, dass die Covid19-Pandemie nur schwache und vorübergehende Effekte auf die allgemeine Lebenszufriedenheit hatte. Die mentale Gesundheit der Befragten war hingegen stärker beeinträchtigt. Insbesondere traf dies auf Menschen in Kurzarbeit zu. Insgesamt zeigten sich aber gewisse Anpassungseffekte an die Krise: Die zweite Welle der Pandemie wirkte sich geringer auf die Lebenszufriedenheit und die mentale Gesundheit aus als die erste Welle." (Autorenreferat, IAB-Doku)

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Wen, Le, Sholeh A. Maani & Zhi Dong (2023): Educational job mismatch, job satisfaction, on-the-job training, and employee quit behaviour: a dynamic analytical approach. In: Applied Economics, Jg. 55, H. 56, S. 6605-6626. DOI:10.1080/00036846.2022.2161990

Abstract

"This paper extends the literature on the consequences of over-education, in particular quit outcomes. It is the first study that explicitly tests the impact of job satisfaction and on-the-job training for workers in educational mismatched jobs and on quit behaviour using a longitudinal data set. Accounting for unobserved heterogeneity and endogeneity, the dynamic analytical framework examines labour market outcomes for job-mismatched workers. We find that over-education alone, or accompanied by skill under-utilization in combination with lower job satisfaction, increases the incidences of job quitting. Opportunities for training facilitate the retention of initially job-mismatched workers. These results have implications for interpreting mismatch data, retention, and resource allocation." (Author's abstract, IAB-Doku) ((en))

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Korsgren, Pontus & Max van Lent (2022): Earmarked Paternity Leave and Well-Being. (IZA discussion paper 15022), Bonn, 24 S.

Abstract

"Earmarked paternity leave has been introduced in an attempt to increase fathers' involvement in child rearing and to achieve gender equality in the labor market and at home. So far well-being effects of such policies are unexplored. This paper takes a first step in that direction by studying the impact of earmarked paternity leave quota on life satisfaction, job satisfaction, and work-life balance using several policy changes in Europe over the period 1993-2007. We find that earmarked paternity leave increases life satisfaction by 0.18 on a 10 point scale which is equivalent to a 10.8 percentage point increase even decades later. Both fathers and mothers benefit, though the increase in life satisfaction for mothers is nearly 30% higher than that of fathers. Perhaps surprisingly, the impact on job satisfaction and work-life balance is close to zero. Hence even when the impact of paternity leave quota on the labor market are small, the increases in life satisfaction may still justify the existence of such policies." (Author's abstract, IAB-Doku) ((en))

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Pohlig, Matthias, Sabine Israel & Irene Dingeldey (2022): Does the household context matter for job satisfaction among low-wage workers? In: Economic and Industrial Democracy, Jg. 43, H. 3, S. 1028-1058. DOI:10.1177/0143831X20975865

Abstract

"Previous research has established that low-wage earners have on average lower job satisfaction. However, several studies have found personal characteristics, such as gender, age and educational level, moderate this negative impact. This article demonstrates additional factors at the household level, which have not yet been empirically investigated, and which may exacerbate gender differences. The authors analyse the job satisfaction of low-wage earners depending on the contribution of individual earnings to the household income and on household deprivation using the 2013 special wave of the EU-SILC for 18 European countries. The study finds that single earners in low-wage employment report lower job satisfaction whereas low-wage employment does not seem to make a difference for secondary earners. Furthermore, low-wage earners? job satisfaction is linked with the ability of their household to make ends meet." (Author's abstract, IAB-Doku) ((en))

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Erdogan, Berrin & Talya N. Bauer (2021): Overqualification at Work: A Review and Synthesis of the Literature. In: Annual Review of Organizational Psychology and Organizational Behavior, Jg. 8, S. 259-283. DOI:10.1146/annurev-orgpsych-012420-055831

Abstract

"Both perceived and objective measures of employee overqualification can impact job attitudes, various workplace behaviors, and work relationships. Utilizing motivation and capability-based theoretical approaches, this review summarizes research regarding the antecedents (demographic influences, personality traits, relational influences, job characteristics) and outcomes (individual health and well-being, turnover intentions and turnover, job performance, organizational citizenship behaviors, interpersonal relationships, innovative behaviors, counterproductive work behaviors, and career success) of overqualification. In addition, we review work done to date regarding the moderators and mediators of these relationships. Finally, we offer future directions for research." (Author's abstract, IAB-Doku) ((en))

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Khalil, Samir, Almuth Lietz & Sabrina Jasmin Mayer (2021): Overqualification as Moderator for the Link Between Job Changes and Job Satisfaction Among Immigrated and Native-born People in Germany. (SocArXiv papers), 32 S. DOI:10.31219/osf.io/q7nu2

Abstract

"Job satisfaction is a major driver of an individual’s subjective well-being and thus affects public health, societal prosperity, and organizations, as dissatisfied employees are less productive and more likely to change jobs. However, changing jobs does not necessarily lead to higher job satisfaction in the long run: instead, previous studies have shown that changing jobs only increases job satisfaction for a shorter period of time before it gradually falls back to similar levels as before. This phenomenon is known as the honeymoon-hangover pattern. In our study, we identify an important new moderator of the relation between job changes and job satisfaction: the job-education match of job change. Based on relative deprivation theory, we argue that a job change out of overqualification lowers the likelihood of negative comparisons and thus increases the honeymoon period and lessens the hangover. In addition, we investigate whether this moderating effect is weaker for immigrants, since the phenomenon of overqualification occurs more frequently among them. We use data from the Socio-Economic Panel ranging from 1994-2018 and focus specifically on individual-periods of employees before and after job changes (N=134,417). Our results confirm that a change to a qualificationadequate job has a stronger and longer-lasting effect on job satisfaction which is lower for respondents born abroad." (Author's abstract, IAB-Doku) ((en))

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Martin, Albert & Luca Cardinali (2021): Soziographie der Arbeitszufriedenheit. (Schriften aus dem Institut für Mittelstandsforschung / Universität Lüneburg 61), Lüneburg, 246 S.

Abstract

"Der vorliegende Beitrag befasst sich mit der Soziographie der Arbeitszufriedenheit. In Studien zur Arbeitszufriedenheit werden soziographische Merkmale oft als Kontrollgrößen eingesetzt. Ihre Berücksichtigung bei der Datenanalyse soll die Frage beantworten, ob sich der Einfluss von Determinanten der Arbeitszufriedenheit (Arbeitsinhalte, Arbeitsbedingungen, persönliche Dispositionen usw.) für unterschiedliche Personengruppen und Situationen jeweils anders darstellt. Die Berücksichtigung von Kontrollgrößen macht aber nur dann Sinn, wenn diese selbst eine empirische Beziehung entweder zu den Determinanten der Arbeitszufriedenheit und/oder zu der Arbeitszufriedenheit selbst aufweisen. Dem vorliegenden Beitrag geht es um die Frage, ob sich Zusammenhänge zwischen bedeutsamen soziographischen Merkmalen und der Arbeitszufriedenheit aufzeigen lassen. Als Datengrundlage dienen die 35 Erhebungswellen des Sozioökonomischen Panels (SOEP) von 1984 bis 2018. Im Einzelnen betrachtet werden die Variablen Erwerbsstatus, Geschlecht, Alter, Schulabschluss, Hochschulabschluss, Berufsstatus, Betriebszugehörigkeit und Unternehmensgröße. Für die meisten dieser Größen ergeben sich, wenn überhaupt, nur sehr schwache statistische Beziehungen mit der Arbeitszufriedenheit. Eine Ausnahme macht der Berufsstatus. Die Qualifikationsanforderungen, die sich damit verknüpfen und die hierarchische Position haben einen beachtlichen Einfluss auf die Arbeitszufriedenheit. Bemerkenswert ist die große Stabilität der Befunde über alle Erhebungsjahre von 1984 bis 2018 hinweg." (Autorenreferat, IAB-Doku)

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

Abstract

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

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

Abstract

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

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

Abstract

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

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

Abstract

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

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

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

Abstract

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

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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)

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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))

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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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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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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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(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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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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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 ?nd 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 signi?cantly 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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Orth, Ulrich, Richard W. Robins & Keith F. Widaman (2017): Life-span development of self-esteem and its effects on important life outcomes. In: Journal of personality and social psychology, Jg. 102, H. 6. DOI:10.1037/a0025558

Abstract

We examined the life-span development of self-esteem and tested whether self-esteem influences the development of important life outcomes, including relationship satisfaction, job satisfaction, occupational status, salary, positive and negative affect, depression, and physical health. Data came from the Longitudinal Study of Generations. Analyses were based on 5 assessments across a 12-year period of a sample of 1,824 individuals ages 16 to 97 years. First, growth curve analyses indicated that self-esteem increases from adolescence to middle adulthood, reaches a peak at about age 50 years, and then decreases in old age. Second, cross-lagged regression analyses indicated that self-esteem is best modeled as a cause rather than a consequence of life outcomes. Third, growth curve analyses, with self-esteem as a time-varying covariate, suggested that self-esteem has medium-sized effects on life-span trajectories of affect and depression, small to medium-sized effects on trajectories of relationship and job satisfaction, a very small effect on the trajectory of health, and no effect on the trajectory of occupational status. These findings replicated across 4 generations of participants -- children, parents, grandparents, and their great-grandparents. Together, the results suggest that self-esteem has a significant prospective impact on real-world life experiences and that high and low self-esteem are not mere epiphenomena of success and failure in important life domains. (PsycINFO Database Record (c) 2011 APA, all rights reserved)

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OECD (2017): How's life? 2017. Measuring well-being. (How's life? 04), Paris, 458 S. DOI:10.1787/how_life-2017-en

Abstract

"Alle zwei Jahre stellt die OECD die Frage: Wie ist das Leben? Wie steht es um Einkommen und Beschäftigung, aber auch Wohnen, Gesundheit, Bildung, den sozialen Zusammenhalt oder die Work-Life-Balance? Die aktuelle Untersuchung zeigt: In den letzten zehn Jahren hat sich die Lebensqualität in vielen Bereichen verbessert, doch es gibt auch rückläufige Entwicklungen und vor allem Unterschiede nach Geschlecht und Bildungsniveau.
Die OECD-Studie 'How's Life? 2017' analysiert mithilfe von 50 international vergleichbaren Indikatoren jenseits des Bruttoinlandsprodukts die Lebensbedingungen der Menschen in den 35 OECD- und sechs Partnerländern. Ein Kapitel befasst sich mit der Situation von Migranten. Ein weiteres Kapitel präsentiert die Ergebnisse der einzelnen Länder." (Autorenreferat, IAB-Doku)

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Ewers, Mara (2016): Vertrauen und emotionale Stabilität als Determinanten von Erfolg und Lebenszufriedenheit. In: IW-Trends, Jg. 43, H. 2, S. 1-89. DOI:10.2373/1864-810X.16-02-06

Abstract

"Wie erklären sich Unterschiede im guten und erfolgreichen Leben, wenn man dieses an der Lebens- und Arbeitszufriedenheit, dem Bruttostundenlohn, der Gesundheit und den Ausbildungsjahren festmacht? Erkenntnisse fachübergreifender Forschung von Ökonomen und Psychologen werfen die Frage auf, ob allein ökonomische Präferenzen sowie gesellschaftliche und ökonomische Rahmenbedingungen hierfür verantwortlich sind. Die vorliegende Untersuchung zeigt, dass Ungleichheit auch eine Folge der Entwicklung der Persönlichkeit ist. Ökonomische Präferenzen und Persönlichkeitsmerkmale sind nicht perfekt austauschbar. Vielmehr ergänzen sie sich. Erfolgreiche Bundesbürger in allen untersuchten Lebensbereichen weisen vor allem hohe Werte bei der emotionalen Stabilität und beim Vertrauen auf. Von den Bundesbürgern, die der Aussage 'Im Allgemeinen kann man den Menschen vertrauen' voll zustimmten, geben 72 Prozent eine hohe Lebenszufriedenheit an. Unter allen Deutschen trifft dies nur auf jeden zweiten zu." (Autorenreferat, IAB-Doku)

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Jones, Melanie K., P. L. Latreille & Peter J. Sloane (2016): Job anxiety, work-related psychological illness and workplace performance. In: BJIR, Jg. 54, H. 4, S. 742-767. DOI:10.1111/bjir.12159

Abstract

"This article uses matched employee - employer data from the British Workplace Employment Relations Survey to examine the relationship between employee psychological health and workplace performance in 2004 and 2011. Using two measures of work-related psychological health - namely employee-reported job anxiety and manager-reported workforce stress, depression and anxiety - we find a positive relationship between psychological ill-health and absence, but not quits. The association between psychological ill-health and labour productivity is less clear, with estimates sensitive to sector, time period and the measure of psychological health. The 2004 - 2011 panel is further used to explore the extent to which change in psychological health is related to change in performance." (Author's abstract, Published by arrangement with John Wiley & Sons) ((en))

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Otto, Kathleen, Gisela Mohr, Maria U. Kottwitz & Sabine Korek (2016): The joint impact of microeconomic parameters and job insecurity perceptions on commitment towards one's job, occupation and career. A multilevel approach. In: Economic and Industrial Democracy, Jg. 37, H. 1, S. 43-71. DOI:10.1177/0143831X14535822

Abstract

"This study investigates the relationship of microeconomic parameters and subjective job insecurity perceptions with vocational commitment, i.e. commitment towards one's job, occupation and career in a sample of 236 individuals, nested in 47 German administrative districts. Applying a multilevel approach, job insecurity (quantitative and qualitative) and vocational commitment indicators (operationalized via job involvement, occupational commitment and career satisfaction) were measured at the individual level, whereas microeconomic parameters were collected at the level of administrative district. In addition to regional unemployment rates, we included two further economic parameters, namely change in gainful employment (i.e., change in a district's number of gainful workers) and change in economic growth (i.e., change in a district's GDP). It is worth noting that our findings only revealed spillover effects from economic parameters on qualitative (not quantitative) job insecurity on a bivariate level (not after considering controls in multilevel regressions). Cross-level interactions further indicated that environmental economic conditions are important for the relationship between subjective job insecurity perceptions and outcomes." (Author's abstract, IAB-Doku) ((en))

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Perales, Francisco & Wojtek Tomaszewski (2016): Happier with the same. Job satisfaction of disadvantaged workers. In: BJIR, Jg. 54, H. 4, S. 685-708. DOI:10.1111/bjir.12152

Abstract

"Job satisfaction evaluations depend not only on the objective circumstances that workers experience in their jobs, but also on their subjective dispositions, such as their aspirations, expectations, feelings of entitlement or personal evaluation criteria. We use matched employer - employee data from the United Kingdom to examine whether and how subjective dispositions influencing job satisfaction vary across workers with different socio-demographic traits. We approximate jobs using detailed occupations within workplaces and find that most of the variability in job satisfaction is at the worker rather than the proximate-job level, and that workers with disadvantaged statuses report higher satisfaction with the same jobs than those with advantaged statuses." (Author's abstract, Published by arrangement with John Wiley & Sons) ((en))

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Pfaff, Simon & Marc Kuhn (2016): Die Bewertung der Arbeitszufriedenheit. Eine standardisierte Methode zur Befragung behinderter und nicht-behinderter Beschäftigter. In: Arbeit. Zeitschrift für Arbeitsforschung, Arbeitsgestaltung und Arbeitspolitik, Jg. 25, H. 1/2, S. 57-79. DOI:10.1515/arbeit-2016-0025

Abstract

"Eine hohe Arbeitszufriedenheit hat - unabhängig vom Grad der Behinderung - nicht nur einen positiven Einfluss auf die Lebensqualität der Beschäftigten, sondern auch eine hohe Bedeutung für den Arbeitgeber. Trotzdem finden sich in der standardisierten Umfrageforschung kaum Arbeiten, die sich systematisch der Zufriedenheit behinderter und nicht-behinderter Arbeitnehmerinnen und Arbeitnehmer widmen. In diesem Beitrag zur Methodenentwicklung und Methodendiskussion entwickeln wir basierend auf verfügbaren Messinstrumenten einen Vorschlag zur Messung der allgemeinen Arbeitszufriedenheit. Auf der Grundlage einer Befragung in Integrationsfirmen in Baden-Württemberg prüfen wir Aspekte der Reliabilität und Validität des Erhebungsinstruments. Dabei stellen wir fest, dass die resultierende Datenqualität als zufriedenstellend angesehen werden kann." (Autorenreferat, © De Gruyter)

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Rollero, Chiara, Angela Fedi & Norma De Piccoli (2016): Gender or occupational status. What counts more for well-being at work? In: Social indicators research, Jg. 128, H. 2, S. 467-480. DOI:10.1007/s11205-015-1039-x

Abstract

"Literature has conceptualized well-being in the work domain through specific constructs, such as job satisfaction, work alienation, work-family conflict, and the perception of decision-making. Research from a gender perspective has examined gender differences in relation to these variables, showing that -compared to men -women in most cases experience lower job satisfaction, less decision-making, and higher work-family conflict. Another body of studies has driven the attention to the impact of the occupational status, demonstrating a general positive effect of high-status occupations. However, considering disparities between men and women in career success, the documented gender differences may also be influenced by the fact that women generally hold lower positions, as well as the effects of status may be related to the prevalence of men in high-status job. The purpose of the present study was to extend past research by examining the effects of both gender and status on job satisfaction, work alienation, work-family conflict, and decision-making. To this aim 238 workers (52.5 % males) holding high-status (N = 98) and low-status (N = 140) positions were involved in the research. Results indicated that when the relative salience of both gender and status is considered to understand well-being at work, status counts more than gender. Nevertheless, gender remains a significant dimension that may not be neglected, as it plays a relevant role, along with status, on job satisfaction and perception of decision-making. Implications are discussed." (Author's abstract, © Springer-Verlag) ((en))

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Verhaest, Dieter & Elsy Verhofstadt (2016): Overeducation and job satisfaction. The role of job demands and control. In: International journal of manpower, Jg. 37, H. 3, S. 456-473. DOI:10.1108/IJM-04-2014-0106

Abstract

"Purpose: The purpose of this paper is to investigate how job demands and control contribute to the relationship between overeducation and job satisfaction.
Design/methodology/approach: The analysis is based on data for Belgian young workers up to the age of 26. The authors execute regression analyses, with autonomy, quantitative demands and job satisfaction as dependent variables. The authors account for unobserved individual heterogeneity by means of panel-data techniques.
Findings: The results reveal a significant role of demands and control for the relationship between overeducation and job satisfaction. At career start, overeducated workers have less control than adequately educated individuals with similar skills levels, but more control than adequately educated employees doing similar work. Moreover, their control increases faster over the career than that of adequately educated workers with a similar educational background. Finally, demands have less adverse effects on satisfaction for high-skilled workers, irrespective of their match, while control moderates the negative satisfaction effect of overeducation.
Research limitations/implications: Future research should look beyond the early career and focus on other potential compensation mechanisms for overeducation. Also the role of underlying mechanisms, such as job crafting, deserves more attention.
Practical implications: The results suggest that providing more autonomy is an effective strategy to avoid job dissatisfaction among overeducated workers.
Originality/value: The study connects two areas of research, namely, that on overeducation and its consequences and that on the role of job demands and control for workers' well-being. The results contribute to a better understanding why overeducation persists. Moreover, they are consistent with the hypothesis that employers hire overeducated workers because they require less monitoring and are more able to cope with demands, although more direct evidence on this is needed." (Author's abstract, © Emerald Group) ((en))

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Volmer, Judith, Iris K. Koch & Anja S. Göritz (2016): The bright and dark sides of leaders' dark triad traits. Effects on subordinates' career success and well-being. In: Personality and individual differences, Jg. 101, H. October, S. 413-418. DOI:10.1016/j.paid.2016.06.046

Abstract

"Leaders play a pivotal role in organizations. In the present study, we investigated the role of leaders' Dark Triad traits (i.e., narcissism, psychopathy, and Machiavellianism) on employees' objective career success (i.e., salary and number of promotions) and subjective career success (i.e., career satisfaction). Further, we investigated how leaders' Dark Triad traits affect employees' well-being (i.e., emotional exhaustion and job satisfaction). In a longitudinal study with two measurement points and a time lag of 3 months, 811 employees from the private and public sector in Germany participated. Results from multiple regressions showed that leaders' Dark Triad traits had, depending on the specific Dark Triad trait, bright and dark sides for employees. Narcissism turned out to be the brightest Dark Triad trait with benefits for subordinates' objective and subjective career success, and with no adverse effects on subordinates' well-being. Extending previous research by investigating the link between leaders' Dark Triad traits on subordinates' outcomes, we found evidence for the assumption that Machiavellianism and psychopathy have detrimental effects, also when considering subordinates' career success and well-being. Implications for leadership and career research are derived." (Author's abstract, © 2016 Elsevier) ((en))

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Wolter, Stefanie, Sandra Broszeit, Corinna Frodermann, Philipp Grunau & Lutz Bellmann (2016): Befragung von Betrieben und Beschäftigten: Mehr Zufriedenheit und Engagement in Betrieben mit guter Personalpolitik. (IAB-Kurzbericht 16/2016), Nürnberg, 6 S.

Abstract

"Betriebe in Deutschland sind angesichts der Konkurrenz um Fachkräfte zunehmend herausgefordert, ihren Beschäftigten ein hohes Maß an guten Arbeitsbedingungen zu bieten. Die wahrgenommene Arbeitsqualität ist ein Zeichen von Arbeitgeberattraktivität und hängt stark mit guter Personalführung zusammen. In dem Kurzbericht wird unter anderem die Verbreitung von Arbeitsbelastungen wie starker Termindruck, Informationsflut, unangenehme Umgebungsbedingungen und körperliche Anstrengungen am Arbeitsplatz untersucht. Die Ergebnisse zeigen, dass Betriebe, die Personalpolitik klug einsetzen, engagiertere und zufriedenere Beschäftigte haben." (Autorenreferat, IAB-Doku)

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Brenke, Karl (2015): Die große Mehrzahl der Beschäftigten in Deutschland ist mit ihrer Arbeit zufrieden. In: DIW-Wochenbericht, Jg. 82, H. 32/33, S. 715-722.

Abstract

"Die allermeisten Erwerbstätigen bewerten ihre berufliche Tätigkeit positiv; nur jeder Achte ist mit ihr unzufrieden. An diesem Bild hat sich in den vergangenen 20 Jahren nichts verändert. Es zeigen sich kaum Unterschiede im Ausmaß der Zufriedenheit zwischen den Geschlechtern, zwischen den Beschäftigten in Westdeutschland und Ostdeutschland sowie zwischen den verschiedenen Altersgruppen. Auch die Höhe der Entlohnung sowie die Art der ausgeübten Tätigkeit haben keinen starken Einfluss auf die Zufriedenheit mit dem Job. Bei der Bewertung einer beruflichen Tätigkeit spielen nicht nur deren Eigenschaften eine Rolle, sondern auch die Einschätzungen der Beschäftigten darüber, was der Job ihnen bieten sollte. Dem entsprechend wird die Arbeitszufriedenheit erheblich von Gefühlen und persönlichen Eigenheiten beeinflusst. Unzufrieden mit ihrer Arbeit sind relativ häufig Personen, die oft ängstlich oder ärgerlich sind, die sich vergleichsweise selten glücklich fühlen und die weniger optimistisch in die Zukunft schauen. Personen, die mit ihrer Arbeit unzufrieden sind, neigen häufiger zum Jobwechsel, und dadurch steigt in vielen Fällen die Zufriedenheit. Es gibt aber auch nicht wenige Personen, die an ihrer Stelle festhalten, und dennoch im Laufe der Zeit zufriedener werden. Vermutlich arrangieren sie sich mit den Gegebenheiten." (Autorenreferat, IAB-Doku)

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Chaudhuri, Kausik, Kevin T. Reilly & David A. Spencer (2015): Job satisfaction, age and tenure. A generalized dynamic random effects model. In: Economics letters, Jg. 130, H. May, S. 13-16. DOI:10.1016/j.econlet.2015.02.017

Abstract

"This paper examines the effects of age and tenure on job satisfaction. We estimate a generalized dynamic random effects ordered probit model using the British Household Panel Survey. Contrary to previous literature, we find that age has no significant impact on job satisfaction for females, and a limited impact for males who report higher levels of job satisfaction. We also find that tenure shares a non-monotonic relationship with job satisfaction for females. For males, the same result is found only at higher levels of job satisfaction. Our results suggest that age and tenure effects on job satisfaction vary with gender." (Author's abstract, IAB-Doku) ((en))

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Marinova, Sophia V., Chunyan Peng, Natalia Lorinkovac, Linn Van Dyne & Dan Chiaburu (2015): Change-oriented behavior : a meta-analysis of individual and job design predictors. In: Journal of vocational behavior, Jg. 88, H. June, S. 104-120. DOI:10.1016/j.jvb.2015.02.006

Abstract

"We propose and meta-analytically test a theoretical model of individual and job-based predictors of change-oriented behaviors. Meta-analytic tests (106 effect sizes, N= 28,402) demonstrate that employee's proactive personality is a stronger predictor of change-oriented behavior than the five-factor model (FFM) personality traits of openness and extraversion. Also, enriched job characteristics (autonomy, complexity, and task significance) are more important in predicting change-oriented behavior, than un-enriched job characteristics (routinization and formalization). Finally, we establish work engagement as a mediator that provides an explanation for how and why proactive personality and enriched job characteristics predict change-oriented behavior. We provide both theoretical and empirical integration of the literature with practical implications for managing change-oriented behaviors, which are increasingly recognized as important to both organizational effectiveness and employee career management." (Author's abstract, IAB-Doku) ((en))

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Smithers, Samuel (2015): Goals, motivation and gender. In: Economics letters, Jg. 131, H. June, S. 75-77. DOI:10.1016/j.econlet.2015.03.030

Abstract

"I present an experiment on non-binding goals and motivational effects. Consistent with results from psychology, I find that goals increase output. This is due to improved speed and accuracy. Men are more responsive to goals than women." (Author's abstract, IAB-Doku) ((en))

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Virga, Delia, Alexandra Horga & Dragos Iliescu (2015): Work-life imbalance as a moderator in the relationship between resources and work engagement. In: Journal of personnel psychology, Jg. 14, H. 2, S. 80-90. DOI:10.1027/1866-5888/a000135

Abstract

"This study examines the interplay between (a) job resources, (b) personal resources (organizational-based self-esteem, self-efficacy), and personality traits (conscientiousness, extraversion, and emotional stability), (c) a specific job demand (work-life imbalance), and (d) work engagement, in line with the alternative JD-R model proposed by Bakker (2011). Data was collected from 223 Romanian employees. Results Show that work-life imbalance (WLI) undermines the positive relationship between self-efficacy and work engagement. In a three-way Job resources x Personal resources x Job demands interaction, self-efficacy and job resources had a positive relationship with work engagement when work-life imbalance was low. Also, in a three-way Job resources x Personality x Job demands interaction, the association between emotional stability and job resources was positive when work-life imbalance was low." (Author's abstract, IAB-Doku) ((en))

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Barnay, Thomas (2014): Health, work and working conditions. A review of the European economic literature. (OECD Economics Department working papers 1148), Paris, 32 S. DOI:10.1787/5jz0zb71xhmr-en

Abstract

"Economists have traditionally been very cautious when studying the interaction between employment and health because of the two-way causal relationship between these two variables: health status influences the probability of being employed and, at the same time, working affects the health status. Because these two variables are determined simultaneously, researchers control endogeneity bias (e.g., reverse causality, omitted variables) when conducting empirical analysis. With these caveats in mind, the literature finds that a favourable work environment and high job security lead to better health conditions. Being employed with appropriate working conditions plays a protective role on physical health and psychiatric disorders. By contrast, non-employment and retirement are generally worse for mental health than employment, and overemployment has a negative effect on health. These findings stress the importance of employment and of adequate working conditions for the health of workers. In this context, it is a concern that a significant proportion of European workers (29%) would like to work fewer hours because unwanted long hours are likely to signal a poor level of job satisfaction and inadequate working conditions, with detrimental effects on health. Thus, in Europe, labour-market policy has increasingly paid attention to job sustainability and job satisfaction. The literature clearly invites employers to take better account of the worker preferences when setting the number of hours worked. Overall, a specific 'flexicurity' (combination of high employment protection, job satisfaction and active labour-market policies) is likely to have a positive effect on health. This Working Paper relates to the 2014 OECD Economic Survey of the United States." (Author's abstract, IAB-Doku) ((en))

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Bassanini, Andrea & Eve Caroli (2014): Is work bad for health? The role of constraint vs. choice. (IZA discussion paper 7891), Bonn, 28 S.

Abstract

"This paper reviews the literature on the impact of work on health. We consider work along two dimensions: (i) the intensive margin, i.e. how many hours an individual works and (ii) the extensive margin, i.e. whether an individual is in employment or not, independent of the number of hours worked. We show that most of the evidence on the negative health impact of work found in the literature is based on situations in which workers have essentially no control (no choice) over the amount of work they provide. In essence, what is detrimental to health is not so much work per se as much as the gap which may exist between the actual and the desired amount of work, both at the intensive and extensive margins." (Author's abstract, IAB-Doku) ((en))

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Brown, Melissa, Marcie Pitt-Catsouphes, Tay K. McNamara & Elyssa Besen (2014): Returning to the workforce after retiring. A job demands, job control, social support perspective on job satisfaction. In: The International Journal of Human Resource Management, Jg. 25, H. 22, S. 3113-3133. DOI:10.1080/09585192.2014.919951

Abstract

"Despite growing interest in the aging of the workforce, few investigations have explored a key aspect of diversity among older workers: whether or not they consider themselves retired. Using a sample of workers ages 50 and older from the National Study of the Changing Workforce (2008), we apply career development theory and the job demand - control( - support) framework to investigate potential differences between working retirees (i.e. employed older adults 50+ who consider themselves retired) and working non-retirees (i.e. employed older adults 50+ who do not consider themselves retired) in terms of their job characteristics (i.e. demands, control, support) and how these job characteristics are related to job satisfaction. We find that working retirees report lower job demands and higher social support, and that there is limited evidence for the buffering hypothesis. Implications for researchers and employers are discussed." (Author's abstract, IAB-Doku) ((en))

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Cheng, Ting, Saija Mauno & Cynthia Lee (2014): The buffering effect of coping strategies in the relationship between job insecurity and employee well-being. In: Economic and Industrial Democracy, Jg. 35, H. 1, S. S .71-94. DOI:10.1177/0143831X12463170

Abstract

"The modern labour market features job insecurity (JI) as an unavoidable stressor. This study considers the influence of personal coping strategies by combining the conservation of resources with spillover theory. Do coping strategies buffer the negative effects of JI on well-being (work engagement, marital satisfaction and emotional energy at work and home)? A cybernetic coping scale distinguishes five coping strategies and a survey of 2764 Finnish employees reveals that changing the situation and symptom reduction buffer the negative effect of JI on emotional energy at work and home, respectively. Devaluation and accommodation have buffering tendencies in relation to work engagement and marital satisfaction. Thus, more engaged coping strategies reduce the negative effects of JI on employee well-being. Employees who use disengaged coping (i.e. avoidance) instead are less likely to remain engaged at work, such that frequent use of avoidance coping strengthens the negative relationship between JI and employee well-being." (Text excerpt, IAB-Doku) ((en))

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Coada, Alex & Martin Binder (2014): Causal linkages between work and life satisfaction and their determinants in a structural VAR approach. In: Economics letters, Jg. 124, H. 2, S. 263-268. DOI:10.1016/j.econlet.2014.05.021

Abstract

"Work and life satisfaction depend on a number of pecuniary and non-pecuniary factors at the workplace and determine these in turn. We analyze these causal linkages using a structural vector autoregression approach for a German sample of the working populace from 1984 to 2008, finding that workplace autonomy plays an important causal role in determining well-being." (Author's abstract, IAB-Doku) ((en))

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Dahlmanns, Andreas (2014): Generation Y und Personalmanagement. (Praxisorientierte Personal- und Organisationsforschung 18), München: Hampp, 112 S.

Abstract

"Wer ist die Generation Y und welche Bedeutung hat sie für das Personalmanagement in einem Unternehmen? Dieses Buch verschafft den Lesern einen Überblick über die Generation Y und einzelne Einflussfaktoren, welche diese geprägt haben. Es werden konkrete Anforderungen der Generation Y an einen Arbeitgeber sowie deren Auswirkung auf das Personalmanagement aufgezeigt. Darüber hinaus werden ausgewählte Aufgabenfelder des Personalmanagements hinsichtlich einer generationsspezifischen Gestaltung beschrieben." (Autorenreferat, IAB-Doku)

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Enste, Dominik & Mara Ewers (2014): Lebenszufriedenheit in Deutschland. Entwicklung und Einflussfaktoren. In: IW-Trends, Jg. 41, H. 2, S. 43-58. DOI:10.2373/1864-810X.14-02-04

Abstract

"Die Arbeitslosigkeit in Deutschland ist auf dem niedrigsten Stand seit der Wiedervereinigung. Dies hat auch zur Folge, dass die Lebenszufriedenheit in Deutschland auf einen Höchststand angestiegen ist. Denn erwerbstätige Menschen geben eine signifikant höhere allgemeine Lebenszufriedenheit an als Arbeitslose. Auf Basis der neuesten Befragung des Sozio-oekonomischen Panels zeigt sich, dass rund die Hälfte der Deutschen mit ihrem Leben in hohem Maß zufrieden sind. Nur eine kleine Gruppe von weniger als zwei Prozent der Befragten gibt eine niedrige Zufriedenheit an. Das Ausmaß der Zufriedenheit bleibt im Lauf des Lebens nicht konstant, sondern verläuft sinusförmig. Junge Menschen und Ruheständler kurz vor und nach Renteneintritt sind besonders zufrieden. Personen im Alter von 50 bis zu 60 Jahren sowie Menschen über 80 Jahre sind im Durchschnitt am unzufriedensten. Ein Zusammenhang zwischen Höhe des Einkommens und Ausmaß der Lebenszufriedenheit besteht nur mittelbar. Wer gesund ist, einen Hochschulabschluss erworben hat oder anderen vertraut, ist auch zufriedener. So weisen zum Beispiel 64 Prozent der Personen, die Vertrauen in andere Menschen haben, eine hohe Lebenszufriedenheit auf. Unter den misstrauischeren Befragten sind es nur 30 Prozent. Auch ehrenamtliches Engagement scheint glücklich zu machen. Zwar engagieren sich nur 10 Prozent der Deutschen regelmäßig, ohne hierfür ein Entgelt zu beziehen, dafür sind sie signifikant zufriedener als andere." (Autorenreferat, IAB-Doku)