Arbeitsbedingungen und Gesundheit von Beschäftigten
Der Zusammenhang von Arbeitsbedingungen bzw. Arbeitsbelastungen und der Gesundheit von Beschäftigten erhält durch die demografische Entwicklung, Digitalisierung und Klimawandel neues Gewicht. Wie muss Arbeit gestaltet sein, damit die Beschäftigten langfristig und gesund erwerbstätig sein können?
Dieses Themendossier dokumentiert die Ergebnisse empirischer Forschung der letzten Jahre.
Im Filter „Autorenschaft“ können Sie auf IAB-(Mit-)Autorenschaft eingrenzen.
-
Literaturhinweis
Occupational-class trends in diagnosis-specific sickness absence in Finland: a register-based observational study in 2011–2021 (2025)
Zitatform
Blomgren, Jenni & Riku Perhoniemi (2025): Occupational-class trends in diagnosis-specific sickness absence in Finland: a register-based observational study in 2011–2021. In: BMJ open, Jg. 15, H. 2. DOI:10.1136/bmjopen-2024-098001
Abstract
"Objectives: To examine the prevalence and days of long-term sickness absence (LTSA) by occupational class and by most important diagnostic groups in Finland during 2011–2021. Design: Population-based cross-sectional study. Setting and participants: National comprehensive register data were linked for all employed persons and entrepreneurs in Finland aged 25–64 for years 2011–2021 (yearly number of individuals in the study population around 2 million persons). Main outcome measures: LTSA was measured by sickness allowance that covers over 10-day long absences. Yearly age-standardised LTSA prevalences and average number of LTSA days were calculated for women and men in four occupational classes, separately for all-cause LTSA and LTSA due to mental disorders, musculoskeletal diseases and injuries. Modified Poisson regression and negative binomial regression models were run to assess relative differences between occupational classes, adjusted for age, marital status, education and region of residence. Results: All-cause LTSA slightly decreased between years 2011 and 2021, but the trends varied by occupational class and diagnostic group. LTSA due to mental disorders increased in all occupational classes after 2016 among both sexes, while LTSA due to musculoskeletal diseases and injuries continued to decrease in all occupational classes. The increase in LTSA due to mental disorders was largest among lower non-manual employees, especially among women, whereby all-cause LTSA prevalence among female lower non-manual employees reached the level of female manual workers. Men showed broadly similar trends, but manual workers still had the highest all-cause LTSA prevalence at the end of the study period. The main results were similar adjusted for covariates. Conclusions: The magnitude and order of the occupational-class differences in LTSA changed between 2011 and 2021, along with increasing LTSA due to mental disorders, especially among employees, and decreasing LTSA due to somatic diagnoses, especially among manual workers. Occupational-class differences should be taken into account when aiming to prevent LTSA and especially further increases in LTSA due to mental disorders." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
The Relative Importance of the Establishment in the Determination of Job Quality (2025)
Zitatform
Bryson, Alex, John Forth & Francis Green (2025): The Relative Importance of the Establishment in the Determination of Job Quality. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 17724), Bonn, 44 S.
Abstract
"Using linked employer-employee data from the British Workplace Employment Relations Survey we examine how much of the variation in job quality is accounted for by establishment-level variation, and the relative importance of the establishment compared with occupation and employee characteristics. We do so for pay, six dimensions of non-pay job quality and overall job quality. We show that the establishment is the dominant explanatory factor for non-pay job quality, and as important as occupation in accounting for pay. Where you work accounts for between 38% and 76% of the explained variance in job quality, depending on the dimension. We also find that establishments which are 'good' on one dimension of non-pay job quality are 'good' on others. When we relate the estimated establishment effects (after allowing for the effects of occupation and of employee characteristics) to observed establishment characteristics, we find that non-pay job quality is greater in smaller establishments." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
When work loses its meaning: Voice or exit? A longitudinal analysis with the 2013–2016 French Working Conditions surveys (2025)
Zitatform
Coutrot, Thomas & Coralie Perez (2025): When work loses its meaning: Voice or exit? A longitudinal analysis with the 2013–2016 French Working Conditions surveys. In: Economic and Industrial Democracy, S. 1-27. DOI:10.1177/0143831x251358583
Abstract
"Although generating increasing debate in the media and in society, meaningful work has only recently become a legitimate research object in labour economics. The authors theoretically ground the concept of meaningful work by drawing on the theory of the psychodynamics of work. This leads to three dimensions of the meaning of work: social usefulness, ethical coherence and development capacity. Then, they propose an empirical measure of this concept using the French Working Conditions surveys. Exploiting the surveys’ longitudinal nature (2013–2016), they assess how workers react to meaningless work (exit or voice). Using instrumental variable techniques to alleviate endogeneity biases that may affect estimations, they conclude that meaningless work favours job quits and, to a lesser degree, unionization." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Poor psychosocial work environment: a ticket to retirement? Variations by gender and education (2025)
Eyjólfsdóttir, Harpa S. ; Herlofson, Katharina ; Pedersen, Axel West ; Veenstra, Marijke ; Lennartsson, Carin ; Hellevik, Tale ;Zitatform
Eyjólfsdóttir, Harpa S., Tale Hellevik, Katharina Herlofson, Axel West Pedersen, Carin Lennartsson & Marijke Veenstra (2025): Poor psychosocial work environment: a ticket to retirement? Variations by gender and education. In: European Journal of Ageing, Jg. 22. DOI:10.1007/s10433-025-00855-z
Abstract
"Many countries, including Norway, are implementing policies to delay retirement and encourage older workers to remain in the labour market. Improving psychosocial working conditions may motivate older workers to continue working. While research has linked psychosocial working characteristics to retirement intentions and work exit, there is a knowledge gap regarding gender and socioeconomic differences in these influences. This study investigates the impact of psychosocial working characteristics on employment exit among older workers, examining variations by gender and educational attainment. Data were drawn from the Norwegian Life Course, Ageing, and Generation study (NorLAG) collected in 2007 and 2017 (N = 2,065) linked to income register data for four subsequent years. Time-to-event analyses revealed that poorer psychosocial working environment increased the likelihood of employment exit. For women, low autonomy was significant, while for men significant associations were found for high job stress, low job variety, lack of appreciation, limited learning opportunities, accumulation of poor job resources, and job strain. Interaction analysis showed only significant gender differences for few learning opportunities and poor job resources. Separate analyses stratified by educational attainment showed no significant association for those with compulsory education, while those with higher levels of education were more likely to retire if faced with low job variety, low autonomy, and poor job resources–yet interaction analysis showed no significant differences. These findings suggest that interventions aimed at delaying retirement should consider gender and socioeconomic differences, providing older workers with more control over their tasks and equitable access to learning opportunities and resources." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Why downsizing may increase sickness absence: longitudinal fixed effects analyses of the importance of the work environment (2025)
Zitatform
Grønstad, Anniken & Vilde Hoff Bernstrøm (2025): Why downsizing may increase sickness absence: longitudinal fixed effects analyses of the importance of the work environment. In: BMC health services research, Jg. 25. DOI:10.1186/s12913-025-12454-w
Abstract
"Background: Downsizing can often have a detrimental effect on employee health and increase sickness absence. Earlier research has theoretically argued that such negative consequences are due to taxing alterations in the work environment, but research efforts to empirically test this argument remain limited. Methods: In this study, we investigate whether the environment for control, role clarity, and commitment in different work units can explain the relationship between unit-level downsizing and sickness absence. We combined register- and self-reported data from 19,173 employees in a large Norwegian health trust in the period 2011–2015 and conducted a longitudinal fixed effects analysis. Results: Unit-level downsizing was found to be significantly related to increased short-term sickness absence, reduced organizational commitment, and reduced control. Reduced commitment explained a small part of the increase in short-term sickness absence after unit-level downsizing. There was no mediating effect of either control or role clarity. Conclusion: The study contributes to a better understanding of the underlying mechanisms that help explain why downsizing leads to adverse health consequences and sickness absence by highlighting the complexity of this relationship and introducing organizational commitment as a relevant mediator." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Dependence and Precarity in the Gig Economy: A Longitudinal Analysis of Platform Work and Mental Distress (2025)
Zitatform
Guo, Ya, Sizhan Cui, Zhuofei Lu & Senhu Wang (2025): Dependence and Precarity in the Gig Economy: A Longitudinal Analysis of Platform Work and Mental Distress. In: The British journal of sociology. DOI:10.1111/1468-4446.70028
Abstract
"While there is a growing body of literature examining platform dependence and its implications for mental health, much of the research has focused on gig workers with small sample sizes. The lack of large-scale quantitative research, particularly using longitudinal representative data, limits a comprehensive understanding of the dynamic relationship between platform dependence and mental distress. This study uses nationally representative data from the UK and fixed effects models to explore the heterogeneity of gig work, specifically examining differences in mental distress between high-dependence workers (those solely engaged in gig work) and low-dependence workers (those also employed in other jobs). The findings reveal that high-dependence gig workers have greater mental distress compared to low-dependence and full-time workers, with their mental well-being similar to those with no paid work. Low-dependence gig workers have lower mental distress than those without paid work. Financial precarity and loneliness partly explain these differences, with the impact stronger for highly educated high-dependence workers and less educated low-dependence workers. These findings highlight the significance of recognizing the heterogeneity of gig work in addressing future well-being challenges in a post-pandemic economy, as well as broadening the scope of the latent deprivation model to encompass the unique dynamics of gig work." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
-
Literaturhinweis
Werther at Work: Intra-firm Spillovers of Suicides (2025)
Zitatform
Halla, Martin & Bernhard Schmidpeter (2025): Werther at Work: Intra-firm Spillovers of Suicides. (Department of Economics working paper / Vienna University of Economics and Business 374), Wien, 41 S.
Abstract
"Suicide is a leading cause of death worldwide and a critical public health concern. We examine the hypothesis of suicide contagion within in the workplace, investigating whether exposure to a coworker's suicide increases an individual's suicide risk. Using high-quality administrative data from Austria and an event study approach, we compare approximately 150,000 workers exposed to a coworker's suicide with a matched group exposed to a "placebo suicide". We find a significant increase in suicide risk for exposed individuals, with a cumulative treatment effect of 0.04 percentage points (33.3 percent) over a 20-year post-event period. Exposed individuals who also die by suicide are more likely to use the same method as their deceased coworker, strongly suggesting a causal link. Two placebo tests bolster this interpretation: workers who left the firm before the suicide and those exposed to a coworker's fatal car accident do not show an elevated suicide risk." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
The Association between the Volatility of Income and Life Expectancy in the U.S. (2025)
Zitatform
Hotz, V. Joseph, Anna Ziff & Emily Wiemers (2025): The Association between the Volatility of Income and Life Expectancy in the U.S. In: Journal of labor economics, Jg. 43, H. S1, S. S153-S178. DOI:10.1086/732668
Abstract
"We examine the relationship between income volatility and life expectancy in mid-sized U.S. commuting zones between 2006 and 2014. We use a commercial dataset, Info USA, to measure income volatility which we link to estimates of life expectancy by gender, county,race, and income. We find that higher income volatility in a county is associated with lower life expectancy, but only at the bottom of the income distribution and primarily for non-HispanicWhites. Though we cannot extrapolate our findings to individual-level relationships, we dolink them to existing literatures on place-based differences in mortality and the relationship between volatility and health." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Repeated short‐term sickness absence: A problem to be handled or a symptom to be prevented? A qualitative case study (2025)
Zitatform
Kirkegaard, Tanja, Vita Ligaya P. Dalgaard & R. Grytnes (2025): Repeated short‐term sickness absence: A problem to be handled or a symptom to be prevented? A qualitative case study. In: Industrial relations journal, Jg. 56, H. 1, S. 3-21. DOI:10.1111/irj.12447
Abstract
"Repeated short‐term sickness absence has been linked to poor psychosocial work environment. However, the handling of short‐term sickness absence is often driven by a formal monitoring of employees' absence records rather than by a focus on enhancing well‐being at work. In this paper, based on interview data, we found that repeated short‐term sickness absence was primarily addressed as an individual employee issue, with limited focus on prevention through improvements in the work environment such as fostering trust between employees' and managers and promoting overall well‐being at work." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
The effect of precarious employment on suicidal ideation: A serial mediation model with contractual temporality and job insecurity (2025)
Llosa, José Antonio ; Agulló-Tomás, Esteban ; Iglesias-Martínez, Enrique ; Oliveros, Beatriz ; Menéndez-Espina, Sara;Zitatform
Llosa, José Antonio, Enrique Iglesias-Martínez, Esteban Agulló-Tomás, Sara Menéndez-Espina & Beatriz Oliveros (2025): The effect of precarious employment on suicidal ideation: A serial mediation model with contractual temporality and job insecurity. In: Economic and Industrial Democracy, Jg. 46, H. 1, S. 239-255. DOI:10.1177/0143831X241240616
Abstract
"Suicidal ideation is a variable prior to suicidal behavior and one of the main producers of risk of death by suicide. The sample consisted of a total of 1,288 people living in Spain who at the time of answering the questionnaire were in active employment. Contractual status is a significant variable for the prediction of suicidal ideation. Contractual temporality is a risk factor for suicidal ideation, whereas permanent employment is a protective factor. In suicidal ideation, job insecurity is a mediating risk factor and a key dimension of job precariousness because of the adverse effects on mental health it causes. Job insecurity interacts with objective causes of precariousness and is presented as a necessary variable for understanding the relationship between these material causes and suicidal thoughts." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Reducing Counterproductive Work Behavior: Examining the Interplay Between Mental Load and Emotional Load (2025)
Zitatform
Machek, Ondřej & Martin Machek (2025): Reducing Counterproductive Work Behavior. Examining the Interplay Between Mental Load and Emotional Load. In: Zeitschrift für Arbeits- und Organisationspsychologie, Jg. 69, H. 1, S. 15-27. DOI:10.1026/0932-4089/a000436
Abstract
"This study explores the effects of mental load and emotional load on counterproductive work behavior (CWB). Building on the conservation of resources theory and the challenge–hindrance stressor framework, we hypothesize that mental load enhances the effort and engagement of employees to accomplish goals and subsequently reduces organizational deviance (e. g., working time fraud), while emotional load, through resource depletion, weakens this relationship. We also suggest that by depleting emotional resources, emotional load could increase interpersonal deviance, with mental load exacerbating this effect due to synergistic effects. The results of a two-wave survey among 303 UK employees show that mental load reduces organizational deviance only when emotional load is low to moderate; when emotional load is high, mental load may even increase organizational deviance. The results also show that emotional load increases interpersonal deviance, irrespective of the level of mental load. The findings underscore the distinct nature of interpersonal and organizational deviance, challenges previous interpretations of the relationship between workplace stressors and CWB, and highlights the importance of considering the complex interplay between different types of stressors in predicting workplace outcomes." (Author's abstract, IAB-Doku, © 2024 Hogrefe Verlag) ((en))
-
Literaturhinweis
Exploring the delicate relation between technological innovations and work quality: A study among civil servants (2025)
Zitatform
Peeters, Maria C. W., Jan Fekke Ybema, Pascale M. Le Blanc & Judith Plomp (2025): Exploring the delicate relation between technological innovations and work quality: A study among civil servants. In: Economic and Industrial Democracy, Jg. 46, H. 3, S. 851-873. DOI:10.1177/0143831x251347151
Abstract
"This study explores the delicate relation between technological innovations and work quality. It was conducted across various parts of the Dutch central government. The authors assessed how civil servants perceive changes in job demands, job resources and some relevant outcomes following the implementation of new technologies. Data were collected through an online Technology Monitor (TM) which was (at least partly) completed by 332 respondents. Results showed that employees perceived significant increases in various job demands, alongside a modest increase in the job resource autonomy after technology implementation. Additionally, civil servants who experienced more autonomy following new technology implementation reported higher levels of both work engagement and employability. In contrast, perceptions of increased workload were associated with more burnout symptoms. Interestingly, perceived increases in task variation were associated with fewer burnout symptoms, lower job insecurity and higher work engagement. These findings offer valuable insights for managers and HR professionals involved in managing technological transitions, emphasizing the importance of employee-centered strategies to safeguard and enhance the quality of work of civil servants." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Is Delayed Mental Health Treatment Detrimental to Employment? (2025)
Zitatform
Prudon, Roger (2025): Is Delayed Mental Health Treatment Detrimental to Employment? In: The Review of Economics and Statistics, S. 1-46. DOI:10.1162/rest.a.257
Abstract
"Waiting times for mental health treatment have been increasing in many countries. Using administrative data on all inhabitants of the Netherlands and exploiting exogenous variation at the municipality level, I find that these waiting times have substantial repercussions on labor market outcomes for at least eight years after the start of treatment. A one-month (0.5 SD) increase in waiting time decreases the probability of employment by two percentage points. Vulnerable groups with lower educational attainment or a migration background are especially affected given that the impact of waiting time is larger for them and their average waiting time is longer." (Author's abstract, IAB-Doku, © MIT Press Journals) ((en))
-
Literaturhinweis
Internal branding and technostress among employees - the mediation role of employee wellbeing and moderating effects of digital internal communication (2025)
Zitatform
Raj, Asha Binu & Ashok Kumar Goute (2025): Internal branding and technostress among employees - the mediation role of employee wellbeing and moderating effects of digital internal communication. In: Acta Psychologica, Jg. 255. DOI:10.1016/j.actpsy.2025.104943
Abstract
"Integrating technology with communication makes work comfortable, but it simultaneously interrupts employees' personal life. Internal branding strategies attempts to improve employee's psychological and physiological wellbeing, yet the extensive integration of technology with work and workplace activities posit serious challenges in the form of technostress. In the context of communication, digital tools and mode of work increases efficiency, yet their impact of wellbeing and technostress experienced by employees needs to be examined.The present study aims to analyze the impact of internal branding on employee wellbeing and technostress under the influence of digital internal communication. The paper also examines if digital internal communication can moderate the impact of internal branding on employee wellbeing and also the impact of employee wellbeing on technostress experienced at workplace. The mediation effect of employee wellbeing between internal branding and technostress is also analyzed.The conceptual model was built on the premises of job demands-resources theory, technology acceptance model, and transactional theory of stress and coping. Data collected from 401 employees from information technology sector was analyzed using Smart PLS4. Results of structural and measurement model using PLS SEM indicate that internal branding improves wellbeing and reduces technostress under the influence of digital internal communication. Employee wellbeing is found to mediate the impact of internal branding as well as digital internal communication on technostress. Findings support the moderating effects of digital internal communication in reducing technostress and improving employee wellbeing. The hypothesised research model integrates three theories making a novel contribution by analysing wellbeing and technostress and exploring internal branding and internal communication in the digital context." (Author's abstract, IAB-Doku, © 2025 The Authors. Published byElsevier B.V.) ((en))
-
Literaturhinweis
Hybrid work and mental distress: a cross-sectional study of 24,763 office workers in the Norwegian public sector (2025)
Zitatform
Trevino Garcia, Lorena Edith & Jan Olav Christensen (2025): Hybrid work and mental distress: a cross-sectional study of 24,763 office workers in the Norwegian public sector. In: International Archives of Occupational and Environmental Health, Jg. 98, H. 4/5, S. 399-407. DOI:10.1007/s00420-025-02136-9
Abstract
"Objective: Few studies have investigated the relationship between post-pandemic hybrid work-from-home (WFH), mental health, and work-life balance. We examined the association between hybrid WFH, mental distress, availability demands, work-life conflict, and life-work conflict. Methods: Data from 24,763 office workers in the public sector in Norway were analyzed by linear and logistic regressions. Results: Employees practicing flexible hybrid WFH (i.e., when needed/desired) were less likely to report mental distress (measured by the Hopkins Symptom-Checklist; HSCL-5) than those not practicing WFH. WFH being self-chosen was associated with less distress. Flexible WFH was also associated with availability demands, work-life conflict, and life-work conflict, which were, in turn, linked to distress. The risk of distress increased with the number of weekly days of flexible WFH. Workers with fixed agreements to regularly WFH did not report significantly less distress than those with no WFH. However, fixed WFH was associated with lower availability demands, not with work-life conflict, and was more often self-chosen than flexible WFH. Conclusion: Flexible WFH may alleviate distress but may also indicate attempts to cope with taxing availability demands, and may even introduce stressors that could reverse beneficial effects. Our results should motivate nuanced, multifactorial assessments of WFH in organizational practice and research." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Navigating the Labor Market among People Who Use Drugs: Qualitative Evidence from a Justice-Involved Sample (2025)
Zitatform
Vuolo, Mike, Anneliese Ward & Lesley E. Schneider (2025): Navigating the Labor Market among People Who Use Drugs: Qualitative Evidence from a Justice-Involved Sample. In: Socius, Jg. 11. DOI:10.1177/23780231251362896
Abstract
"Given substantially higher substance use rates among justice-involved people and that employers are largely protected from disqualifying people who use drugs, the U.S. Department of Labor called for incorporation of substance use recovery into the “second chance” hiring framework for individuals with criminal records. Despite this call and a sizable literature on applicants navigating the market with a criminal record, the labor market experiences among the subset who use substances has not been directly studied. The authors address this research gap using 43 in-depth interviews with people with criminal records in central Ohio who use substances. With substance use taking primacy over possessing a record, two thematic approaches emerged. First, participants remained in the formal labor market by restricting applications to employers not conducting drug screens, along with avoiding triggering jobs and using evasion techniques. Second, participants described disconnecting from the labor market while using, either generating illegal income or describing addiction as too all encompassing to work. These results demonstrate that the restrictive labor market for people with criminal records is further limited among those who use substances and how substance use can prohibit labor market attachment. The authors describe implications for employment policy and the punitive nature of substance use control." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Does the Sector of Employment Matter? A Study of Employee Absenteeism in Public, Nonprofit, and For-Profit Organizations (2025)
Zitatform
Wang, Rui & Yifei Hou (2025): Does the Sector of Employment Matter? A Study of Employee Absenteeism in Public, Nonprofit, and For-Profit Organizations. In: The American Review of Public Administration, Jg. 55, H. 3, S. 264-279. DOI:10.1177/02750740251325305
Abstract
"While public sector employees differ from private sector employees in important aspects, limited knowledge exists regarding what accounts for these differences. This study focuses on employee absenteeism, examining variations across public, nonprofit, and for-profit sectors. We argue that the differences are shaped by both sectoral conditions and employees’ selection into sectors. Using data from the U.S. Current Population Survey between 1994 and 2019, we find that absenteeism is the highest among public sector employees, followed by nonprofit and for-profit sector employees. By tracking individuals’ absenteeism after sector switching, we reveal that entering the for-profit sector is associated with decreased absenteeism, and employees with low absenteeism propensities are equally likely to enter and leave public and nonprofit sectors. These findings indicate that public and nonprofit sector managers could effectively reduce absenteeism by retaining low-absenteeism employees." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Estimating the impact of state paid sick leave laws on worker outcomes in the U.S. service sector, 2017–2023 (2025)
Zitatform
Woods, Tyler, Daniel Schneider & Kristen Harknett (2025): Estimating the impact of state paid sick leave laws on worker outcomes in the U.S. service sector, 2017–2023. In: SSM - population health, Jg. 31. DOI:10.1016/j.ssmph.2025.101830
Abstract
"In the absence of a federal paid sick leave (PSL) standard, numerous U.S. states have passed laws to provide workers access to such benefits. These laws may be especially beneficial for low-wage workers whose employers often do not voluntarily provide PSL. We draw on novel data from The Shift Project (N = 68,930), which surveyed U.S. service sector workers between 2017 and 2023, to examine the effects of state PSL laws on proximate worker outcomes (i.e., PSL coverage and presenteeism), downstream worker outcomes (e.g., health, well-being, and labor market outcomes), and firms' channels of adjustment (e.g., hourly wages, work schedules, other fringe benefits). We use stacked difference-in-differences models to estimate the effects of 11 state PSL laws on service sector workers, leveraging the time horizon and scope of our data to make comparisons between treatment and control states before and after the implementation of such laws. We find that state PSL laws increased hourly service sector workers’ access to PSL by 14 percentage points (p < 0.001)and reduced the share of workers who worked while sick by 3 percentage points (p < 0.01). In addition, we find little evidence that firms offset the costs of providing PSL by reducing other benefits for workers. This increase in PSL coverage among service sector workers and their reduced likelihood of working while sick could have significant positive implications for public health. But, we also show that PSL laws have little demonstrable effect on other downstream health, well-being, and labor market outcomes for covered workers." (Author's abstract, IAB-Doku, © 2025 The Authors. Published by Elsevier Ltd.) ((en))
-
Literaturhinweis
Empowering older workers through self-regulation: how job crafting and leisure crafting enhance mindfulness and well-being at work (2025)
Zitatform
Xin, Xun, Lili Gao & Yuting He (2025): Empowering older workers through self-regulation: how job crafting and leisure crafting enhance mindfulness and well-being at work. In: Work, Aging and Retirement, Jg. 11, H. 3, S. 266-281. DOI:10.1093/workar/waae017
Abstract
"The capacity for self-regulation is crucial for older workers to maintain adaptability and well-being under aging-related challenges. Building on recent research suggesting that practices of self-regulation can enhance self-regulatory capacity, our study employs self-regulation theory to investigate how two distinct self-regulatory practices—job crafting (JC) and leisure crafting (LC)—support older workers in enhancing their work well-being through the lens of self-regulatory capacity, specifically mindfulness. Within this theoretical framework, we further explore the combined effects of JC and LC on adaptation to the aging process. A three-wave time-lagged survey was conducted among 227 older Chinese workers from science and technology enterprises. The results from latent structural equation modeling indicate that mindfulness at work mediates the relationship between crafting practices (both JC and LC) and work well-being. Moreover, JC and LC exhibit a compensatory relationship in facilitating mindfulness at work, which in turn promotes the work well-being of older workers. These findings offer a novel perspective grounded in self-regulation theory, highlighting how JC and LC contribute to successful aging by strengthening mindfulness capacity." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Performance-related pay, mental and physiological health (2024)
Zitatform
Andelic, Nicole, Julia Allan, Keith A. Bender, Daniel Powell & Ioannis Theodossiou (2024): Performance-related pay, mental and physiological health. In: Industrial Relations, Jg. 63, H. 1, S. 3-25. DOI:10.1111/irel.12334
Abstract
"Much of the literature on performance-related pay (PRP) and poor health relies on self-reported data, and the relationship is difficult to examine due to confounding variables. We examine the relationship between PRP and three groups of health measures using data from the UKHLS: blood pressure, inflammation markers in blood, and self-reported health. Regressions correcting for self-selection bias and socio-demographic covariates find that PRP contracts are associated with poorer mental health, higher systolic blood pressure, and higher levels of fibrinogen. These findings suggest that firms that use PRP may need to implement policies to mitigate against PRP-related stress." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))