Arbeitszufriedenheit
Zufriedene Mitarbeiter*innen sind produktiver, seltener krank und verursachen geringere Sozialkosten. Arbeitszufriedenheit hat aber nicht nur Vorteile für Betriebe. Das Wohlbefinden am Arbeitsplatz ist auch ein wichtiger Indikator für die Qualität der Arbeit selbst. Doch was ist überhaupt Arbeitszufriedenheit? Wie wird sie gemessen? Welche Faktoren und Prozesse fördern, welche schränken sie ein?
Das Thema Arbeitszufriedenheit steht seit Jahrzehnten im Mittelpunkt kritischer wissenschaftlicher Auseinandersetzungen. Die Infoplattform gibt einen Überblick über aktuelle Arbeiten und ausgewählte ältere Publikationen zu theoretischen Ansätzen und empirischen Resultaten der Arbeitszufriedenheitsforschung.
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Literaturhinweis
Job satisfaction and workplace representation in Europe (2025)
Zitatform
Addison, John T. & Paulino Teixeira (2025): Job satisfaction and workplace representation in Europe. In: The Manchester School, Jg. 93, H. 2, S. 123-148. DOI:10.1111/manc.12499
Abstract
"The backdrop to this inquiry into the relationship between worker job satisfaction and workplace representation in European nations is twofold. The first is that the bulk of research has focused on union membership and job satisfaction in Anglophone nations with their very different industrial relations systems and bargaining arrangements. The second and more immediate context is the dramatic shift from negative to positive in the association between union membership and job satisfaction (inter al.) observed in the most recent literature. Using data on 28 European nations from the last two waves of the European Working Conditions Survey, however, we report that workers in establishments with formal workplace representation record lower job satisfaction than their counterparts in plants without such representation. These findings of conditional correlation are then upgraded by constructing a pseudo-panel with cohort fixed effects to take account of unobserved worker heterogeneity. First-difference estimates suggest that the negative relationship between worker representation and job satisfaction found in cross section continues to hold. Next, an endogenous treatment effects model is deployed to address the possible endogeneity of worker representation. The results are supportive of a causal negative relationship between job satisfaction and worker representation. One interpretation of our findings is that in the matter of the association between unions and job satisfaction the jury is still out." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
The Job Demand-Resources (JD-R) model through the eyes of financial advisers: A scoping review (2025)
Arthur, Phoebe; Morrison, Ben; Earl, Joanne K.;Zitatform
Arthur, Phoebe, Ben Morrison & Joanne K. Earl (2025): The Job Demand-Resources (JD-R) model through the eyes of financial advisers: A scoping review. In: Australian journal of management. DOI:10.1177/03128962251350337
Abstract
"This scoping review examines the job demands and resources impacting financial advisers through the lens of the Job Demands-Resources (JD-R) model. Given the significant challenges facing financial advisers, this review identifies key factors contributing to job stress, satisfaction and turnover in the profession. A comprehensive desktop review and thematic analysis of 53 peer-reviewed articles revealed core job demands such as compliance, emotional strain, and work overload, alongside critical job resources like professional development, support and technology. In addition, personal resources, including self-efficacy and optimism, are explored as potential moderators. The findings offer insights into the complex dynamics within the financial advisory industry, providing a foundation for future studies that may look to enhance job satisfaction and retention." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Erfolgreiche Jobwechsel: Wie berufliche Mobilität Einkommen und Arbeitszufriedenheit steigert (2025)
Zitatform
Bachmann, Ronald, Inga Heinze, Lukas Hörnig & Roman Klauser (2025): Erfolgreiche Jobwechsel. Wie berufliche Mobilität Einkommen und Arbeitszufriedenheit steigert. Gütersloh, 67 S. DOI:10.11586/2024198
Abstract
"Die Studie untersucht die Auswirkungen beruflicher Mobilität auf das Einkommen und die Arbeitszufriedenheit von Beschäftigten in Deutschland. Sie zeigt, dass ein Stellenwechsel häufig mit einem Zuwachs an Einkommen und Zufriedenheit verbunden ist – vor allem bei Unzufriedenen. Die größten Gewinne ergeben sich bei Wechseln in Berufe mit neuen Tätigkeiten und Anforderungen, aber auch Wechsel in den gleichen Beruf sind mit Einkommens- und Zufriedenheitszuwächsen verbunden. Die Analysen basieren auf der Stichprobe der Integrierten Arbeitsmarktbiografien (SIAB) und dem Sozio-oekonomischen Panel (SOEP). Die Studie ist entstanden in Zusammenarbeit mit dem RWI – Leibniz-Institut für Wirtschaftsforschung unter der Leitung von Prof. Dr. Ronald Bachmann und seinem Autorenteam bestehend aus Inga Heinze, Dr. Lukas Hörnig und Roman Klauser." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Does Performance Pay Increase the Risk of Worker Loneliness? (2025)
Zitatform
Baktash, Mehrzad B. (2025): Does Performance Pay Increase the Risk of Worker Loneliness? In: Kyklos, S. 1-20. DOI:10.1111/kykl.70018
Abstract
"Increased wages and productivity associated with performance pay can be beneficial to both employers and employees. However, performance pay can also entail unintended consequences for workers' well-being. This study is the first to systematically examine the association between performance pay and loneliness, a significant policy-relevant social well-being concern. Using representative survey data from Germany, I show that performance pay is significantly associated with increased loneliness. Correspondingly, performance pay is negatively associated with the social life satisfaction of workers. Investigating the transmission channels reveals work hours, earnings, conflict with coworkers, and conflict with the life partner as important mediators. The key findings also hold in sensible instrumental variable estimations, addressing the potential endogeneity of performance pay and in various robustness checks. Finally, implications are discussed." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
A systematic review of how volunteering relates to job satisfaction and job performance (2025)
Bansi, Dylan; Sánchez-Gutiérrez, Teresa; Petkari, Eleni; Pinto da Costa, Mariana;Zitatform
Bansi, Dylan, Eleni Petkari, Teresa Sánchez-Gutiérrez & Mariana Pinto da Costa (2025): A systematic review of how volunteering relates to job satisfaction and job performance. In: Discover Psychology, Jg. 5. DOI:10.1007/s44202-025-00403-x
Abstract
"Volunteering is increasingly recognised for its benefits to individuals and organisations, yet its impact on workplace outcomes remains underexplored. This systematic review analysed six databases to identify studies assessing the relationship between corporate volunteering and workplace outcomes among working adults. Ten studies met the inclusion criteria, 86% reported a significant positive association between volunteering and job satisfaction, while 57% identified a positive effect on job performance. Key moderating factors - such as Corporate Social Responsibility attitudes, skill alignment, and intensity of participation - emerged as important influences on these outcomes. Notably, an S-shaped relationship was observed, suggesting that moderate levels of volunteering may maximise performance benefits, while lower or higher levels may diminish them. These findings highlight the need for strategically designed volunteering programs to enhance employee engagement and productivity. Future research should further explore these moderating variables and establish causality through longitudinal study designs. How volunteering boosts job satisfaction and job performance. Volunteering is widely recognised for its positive effects on mental health and well-being. However, its impact on work outcomes such as job satisfaction (how happy people are in their jobs) and job performance (how well they carry out their tasks) is not fully understood. This study aimed to examine how corporate volunteering may affect these important job-related outcomes. We conducted a systematic review, meaning we carefully examined multiple publications on volunteering to identify patterns and trends. We included studies that focused on working adults who volunteered and measured their job satisfaction or job performance. This approach allowed us to gain a clearer picture of how volunteering might impact workplace experiences. Most studies showed that volunteering is linked to higher job satisfaction. The results for job performance were more complex. An S-shaped pattern emerged, where moderate levels of volunteering appeared to enhance performance, while lower or higher levels were less beneficial. Factors such as Corporate Social Responsibility attitudes and the alignment of volunteer skills with job roles also played a role. These findings suggest that organisations can create more effective volunteer programs to improve employee engagement and productivity. By carefully structuring volunteer opportunities, organisations can help employees feel more satisfied and perform better at work. Future research should investigate the specific factors that influence these effects to improve understanding and application in the workplace." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Beyond the EVLN model: Quiet Quitting and the evolving dynamics of job dissatisfaction in human resource management (2025)
Zitatform
Bazargan, Amirhossein, Constance Bygrave, Dilpreet Singh Saini & Sylvia Eze (2025): Beyond the EVLN model: Quiet Quitting and the evolving dynamics of job dissatisfaction in human resource management. In: The International Journal of Human Resource Management, Jg. 36, H. 15, S. 2785-2814. DOI:10.1080/09585192.2025.2568602
Abstract
"This study examines ‘Quiet Quitting’ (QQ) as a novel and distinct response to job dissatisfaction, exploring its implications for Human Resource Management (HRM) and the evolving dynamics of employment relationships. Building upon Farrell’s Citation1983 Exit-Voice-Loyalty-Neglect (EVLN) model and integrating contemporary HRM theories, the research employs multi-dimensional scaling to better reflect current workplace behaviors. Using survey data from 238 workers across Canada, the USA, and the UK, the findings reveal that QQ mitigates individual dissatisfaction while subtly undermining organizational performance and employee engagement. Unlike traditional Exit and Neglect behaviors, QQ is less overtly disruptive and signifies a shift away from Loyalty and Voice. This evolution presents nuanced challenges for HR professionals, particularly in managing expectations, fostering engagement, and aligning HR practices with generational shifts in work-life balance and autonomy. Predominantly exhibited by Generation Z, QQ reflects changing workforce dynamics in the Western labour markets we study, emphasizing the need for innovative and contextually sensitive HR practices. By situating QQ within the broader HRM literature and offering practical recommendations, this study contributes to both HRM theory and practice, aiding organizations and policymakers in addressing generational trends in job dissatisfaction and workplace engagement." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Bonuses, Profit Sharing, and Job Satisfaction: The More, the Merrier? (2025)
Zitatform
Clemens, Marco (2025): Bonuses, Profit Sharing, and Job Satisfaction: The More, the Merrier? In: ILR review, Jg. 78, H. 5, S. 832-858. DOI:10.1177/00197939251339598
Abstract
"Managers frequently offer unconditional bonuses and profit-sharing payments to their employees. The isolated effects of the former payment type on job satisfaction, in particular, have received little empirical attention. This study uses German panel data and shows that workers report significantly higher levels of job satisfaction when wages contain such bonuses, mostly regardless of their relative size. This result persists even when income is held constant. Conversely, profit-sharing payments show a positive association with satisfaction only if they are sufficiently large. When endogeneity issues are taken into account, however, the latter correlation becomes weaker or vanishes. Findings have significant implications for managers when designing salary packages. They imply that monetary gifts in the form of unconditional bonus payments can be a beneficial alternative to incentives in efforts to enhance employees ’ job satisfaction." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Wishing to Work More? Preferences, Constraints, and Hours Worked (2025)
Cohen, Naomi; Gilbert, Mattis; Ghio, Nicolas;Zitatform
Cohen, Naomi, Nicolas Ghio & Mattis Gilbert (2025): Wishing to Work More? Preferences, Constraints, and Hours Worked. (Sciences Po Economics Discussion Paper 2025-14), Paris, 33 S.
Abstract
"Using data from the French Labor Force Survey, we show that 21.2% of workers experience an hours gap, meaning they work fewer hours than they would prefer at their current wage. This stands in sharp contrast to recent evidence from Germany, where most workers report being overworked. In France, hours gaps are concentrated among low-income part-time workers and remain stable over time. We argue that cross-country differences in labor market institutions — including minimum wage policies, working-time regulations, and unemployment insurance — are central to shaping both realized hours and the distribution of hours gaps. While hours gaps appear inefficient in standard labor supply models, they may reflect constrained-efficient outcomes in the presence of frictions. Understanding the mechanisms that generate hours gaps is crucial for evaluating the welfare effects of hoursbased policy interventions." (Author's abstract, IAB-Doku) ((en))
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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))
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Literaturhinweis
Employability as antecedent of eudaimonic wellbeing at work: The mediating role of work meaningfulness (2025)
Zitatform
Davcheva, Marija, Vicente González-Romá, Pascale Le Blanc, Ana Hernández & Inés Tomás (2025): Employability as antecedent of eudaimonic wellbeing at work: The mediating role of work meaningfulness. In: Journal of vocational behavior, Jg. 162. DOI:10.1016/j.jvb.2025.104170
Abstract
"Employee eudaimonic wellbeing is crucial for sustainable performance, health, and quality of work life. However, research is needed to understand what shapes eudaimonic wellbeing at work (EWW), and how and why. Drawing on the self-discovery framework of eudaimonic identity, this study investigated whether employability dimensions (career identity, personal adaptability, and social and human capital) are related to two dimensions of EWW (personal growth at work and purpose in career). Moreover, based on the worker-centric approach to work meaningfulness, we tested whether these relationships are mediated by work meaningfulness. Our study sample consisted of 263 employees. We implemented a longitudinal design with three data collection points. Path analysis results showed that career identity was positively and directly related to both dimensions of wellbeing, whereas social capital and human capital were positively and indirectly related to them via work meaningfulness. Personal adaptability was neither directly nor indirectly related to eudaimonic wellbeing. Our findings advance the theory on antecedents of EEW and its integration with vocational psychology by clarifying how and why employability influences eudaimonic wellbeing at work. The study highlights the importance of employees' employability, specifically career identity, social capital, and human capital, in fostering EWW." (Author's abstract, IAB-Doku, © 2025 The Authors.Published by Elsevier Inc.) ((en))
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Literaturhinweis
Trajectories of job resources and the timing of retirement (2025)
Zitatform
El Khawli, Elissa, Mark Visser & Mustafa Firat (2025): Trajectories of job resources and the timing of retirement. In: Work, Aging and Retirement, Jg. 11, H. 2, S. 149-161. DOI:10.1093/workar/waae004
Abstract
"Job resources benefit and motivate workers and, therefore, facilitate longer working lives. Yet, little is known about how job resources develop over time and how, in turn, trajectories of job resources are associated with retirement timing. Accordingly, this study examines job resource trajectories of older workers and to what extent these trajectories are related to when people retire. Using data from the Survey of Health, Ageing and Retirement in Europe (SHARE), growth mixture models are conducted to examine the trajectory of three job resources, namely autonomy, skill development opportunities and recognition, from age 50 until workers retired or dropped out of the survey. Four trajectories of job resources are found: stable high resources, stable low skill development opportunities, stable low recognition and stable low resources. The results of the subsequent event history analysis of retirement timing show that older workers with trajectories of job resources characterized by stable low recognition and stable low resources are at higher risk of earlier retirement compared to those with other trajectories. The findings shed light on the importance of job resource trajectories for promoting longer working lives." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Beyond Borders: Building Employee Loyalty in Remote Work (2025)
Faber, Philipp; Gräf, Miriam;Zitatform
Faber, Philipp & Miriam Gräf (2025): Beyond Borders: Building Employee Loyalty in Remote Work. (Publications of Darmstadt Technical University, Institute for Business Studies (BWL) 156711), Darmstadt: Darmstadt Technical University, Department of Business Administration, Economics and Law, Institute for Business Studies (BWL), 17 S.
Abstract
"The digital transformation of workplaces has accelerated remote work adoption, reshaping traditional employment dynamics. While remote work offers benefits such as flexibility and productivity, it also raises concerns about employee engagement, workplace culture, and long-term organizational commitment. Post-pandemic, organizations have adopted divergent strategies, with some embracing remote work and others enforcing partial office returns, reflecting ongoing debates about its sustainability. Using qualitative semi-structured interviews with 15 experts and thematic coding, we identify ten key loyalty factors. The findings reveal that while remote work is now an expected norm in many industries, particularly IT, it is not a direct driver of employee retention. Instead, factors such as the degree of flexibility, managerial support, communication, and digital infrastructure play a crucial role. The study contributes to a deeper understanding of organizational commitment in remote settings, offering theoretical insights and practical recommendations for fostering long-term employee engagement in digitally driven workplaces." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
What an (Un) Favorable Match: Public Sector Employment and the Reversal of the Overeducation-Job Satisfaction Penalty (2025)
Zitatform
Geißler, Theresa (2025): What an (Un) Favorable Match: Public Sector Employment and the Reversal of the Overeducation-Job Satisfaction Penalty. In: Journal of happiness studies, Jg. 26, H. 6. DOI:10.1007/s10902-025-00926-z
Abstract
"It is a well-documented phenomenon that individuals with higher education than required for their job report lower job satisfaction. However, whether this also applies to public sector employees remains unclear. The German case reveals a negative relationship between overeducation and job satisfaction in the private sector, which is reversed to positive for public sector employees. This holds robust across various empirical alterations. Furthermore, it is revealed that individuals with altruistic motives and a stronger-than-average family orientation drive this positive relationship." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Managing Skills in Organizations - Evidence from a Field Experiment (2025)
Zitatform
Grabe, Leonhard & Dirk Sliwka (2025): Managing Skills in Organizations - Evidence from a Field Experiment. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 17727), Bonn, 59 S.
Abstract
"We study the value of skill management in organizations. In a natural field experiment with 2,582 service technicians, we vary managers' ability to monitor and manage employee skills. We find that removing managers' access to hard information on employee skills reduced training intensity, work performance, and job satisfaction. Combining detailed personnel records and survey data, we show that the intervention lowered employee efforts to identify training needs and managerial attention to employee development. In particular, high-skill employees received less training to broaden their skill set and, in turn, performance losses are driven by higher completion times for complex work assignments." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Performance Management in deutschen Betrieben: Leistungsorientierung lohnt sich - aber nur mit kollektiven Zielen (2025)
Zitatform
Grunau, Philipp, Patrick Kampkötter & Kevin Ruf (2025): Performance Management in deutschen Betrieben: Leistungsorientierung lohnt sich - aber nur mit kollektiven Zielen. (IAB-Kurzbericht 11/2025), Nürnberg, 8 S. DOI:10.48720/IAB.KB.2511
Abstract
"Unternehmen sind mit ständigem Wandel und wachsendem Wettbewerbsdruck konfrontiert, was auch das Personalmanagement betrifft. Außerdem verändert sich der Arbeitsalltag für viele Beschäftigte, sodass die Instrumente des Performance Managements, insbesondere die traditionellen Leistungsbeurteilungs- und Vergütungspraktiken, zunehmend auf dem Prüfstand stehen. Entscheidend für Betriebe und Beschäftigte ist dabei unter anderem, ob und inwieweit diese Praktiken die wahrgenommene Arbeitsqualität beeinflussen. Die Autoren untersuchen in diesem Bericht Trends und Entwicklungen für die Jahre 2012 bis 2023 auf Basis des Linked Personnel Panels (LPP)." (Autorenreferat, IAB-Doku)
Weiterführende Informationen
- Zusammenhang zwischen Instrumenten des betrieblichen Performance Managements und der wahrgenommenen Arbeitsqualität
- Vergütungsmix für Führungskräfte und Beschäftigte ohne Führungsverantwortung mit erfolgsabhängiger Vergütung
- Instrumente des betrieblichen Performance Managements
- Instrumente des betrieblichen Performance Managements im Zeitverlauf
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Literaturhinweis
The Moderating Role of Job Autonomy in the Relationship between the Use of Performance Appraisals and Job Satisfaction (2025)
Zitatform
Grund, Christian & Anna Nießen (2025): The Moderating Role of Job Autonomy in the Relationship between the Use of Performance Appraisals and Job Satisfaction. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 18191), Bonn, 31 S.
Abstract
"We explore the moderating role of job autonomy for the link between the use of performance appraisals and employees' job satisfaction. Results based on German linked employer-employee panel data show that performance appraisals are linked to higher job satisfaction at moderate levels of job autonomy, whereas this positive relationship weakens at both low and high levels of autonomy. Moreover, the interplay between performance appraisals and job autonomy appears sensitive to broader institutional and contextual factors, such as the existence of employee representation, perceived job security, and design of the performance appraisals. Our findings highlight the complex role of job autonomy in shaping employee responses to performance management, underscoring the need for context-aware human resource practices." (Author's abstract, IAB-Doku) ((en))
Weiterführende Informationen
Data product DOI: 10.5164/IAB.LPP1224.de.en.v1 -
Literaturhinweis
Alle unmotiviert?: Arbeitsmotivation und Arbeitgeberbindung in Deutschland (2025)
Hammermann, Andrea;Zitatform
Hammermann, Andrea (2025): Alle unmotiviert? Arbeitsmotivation und Arbeitgeberbindung in Deutschland. (IW-Report / Institut der Deutschen Wirtschaft Köln 2025,19), Köln, 19 S.
Abstract
"In den nächsten Jahren ist die demografiebedingte Verknappung des Arbeitskräfteangebots eine der größten arbeitsmarktpolitischen Herausforderungen. Umso wichtiger ist es, das Arbeitskräftepotenzial hierzulande bestmöglich zu nutzen. Dafür braucht es Menschen, die gerne arbeiten und sich in ihrem Beruf engagieren. Doch einige vor kurzem veröffentlichte Befragungsergebnisse (Gallup, 2025a; EY, 2025) erwecken den Eindruck, in Deutschland gäbe es ein Motivationsproblem. Die vorliegende Studie geht anhand von vier Indikatoren der Frage nach, wie es um die Motivation und Arbeitgeberbindung der Beschäftigten in Deutschland steht. Die Indikatoren weisen keine besorgniserregenden Auffälligkeiten oder Trends auf, die auf einen Motivationsmangel von Arbeitnehmern hindeuten würden – eher im Gegenteil. Die meisten Menschen arbeiten – alles in allem – gerne, fühlen sich engagiert und haben nach wie vor ein hohes Commitment zu ihrem Arbeitgeber." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Die Rückkehr der Leistungskultur: Analyse zur Gestaltung und Wirkung betrieblicher Vergütungssysteme in Deutschland (2025)
Hammermann, Andrea;Zitatform
Hammermann, Andrea (2025): Die Rückkehr der Leistungskultur. Analyse zur Gestaltung und Wirkung betrieblicher Vergütungssysteme in Deutschland. (IW-Report / Institut der Deutschen Wirtschaft Köln 2025,43), Köln, 32 S.
Abstract
"Die Arbeitsproduktivität in Deutschland ist in den letzten beiden Jahren gesunken und hat längst ihre Dynamik früherer Zeiten eingebüßt. Dabei müsste die Produktivität in Zukunft deutlich steigen, um die demografiebedingten Rückgänge an Arbeitskräften der nächsten Jahre ausgleichen zu können (Bardt/Grömling, 2025). Deutschland befindet sich zudem in einer wirtschaftlichen Schwächephase und vor diesem Hintergrund wird die Debatte um die Arbeitsmotivation und -leistung in Deutschland vehementer geführt als in den Jahren des Beschäftigungswachstums zuvor. Während es in der Politik um nicht weniger als die Stabilisierung der sozialen Sicherungssysteme bei rückläufigem Erwerbspersonenpotenzial geht, stellen betriebliche Entscheider ihr Leistungsmanagement auf den Prüfstand, um unter aktuell schwierigen Markt- und Absatzbedingungen wettbewerbsfähig zu bleiben und sich mit Blick auf die Verknappung des Arbeitskräfteangebots und die Herausforderungen der digitalen und ökologischen Transformation zukunftssicher aufzustellen. Daneben spielen strukturelle Veränderungen in der Arbeitswelt in die Gestaltung des betrieblichen Leistungsmanagements hinein. Arbeitsergebnisse spielen zwangsläufig dort eine gewichtigere Rolle, wo die eigentliche Leistungserbringung weniger sichtbar ist und Beschäftigte ihre Arbeit eigenverantwortlicher gestalten. Dabei scheinen immer mehr betriebliche Entscheider das Thema der Leistungskultur neu für sich entdeckt zu haben. Öffentlichkeitswirksam hat sich der Vorstandsvorsitzende von SAP zu einem Kurswechsel bei den Leistungsbewertungen bekannt, indem Mitarbeiter stärker anhand ihrer Leistung differenziert werden sollen. Dabei ist die Einteilung von Mitarbeitern in Leistungsgruppen nicht unumstritten, stellt sich doch immer auch die Frage, wie Leistung gemessen werden kann und welche Konsequenzen sich aus zu geringer Leistung ergeben. Als Vorbilder dienen oftmals US-Konzerne, wie beispielsweise Meta oder Amazon. Allerdings sind Unternehmen hierzulande hinsichtlich arbeitsrechtlicher Konsequenzen für vermeintlich leistungsschwache Mitarbeiter aufgrund des Kündigungsschutzes engere Grenzen gesetzt. Das Leistungsmanagement richtig aufzustellen ist eine herausfordernde Aufgabe und es gibt bereits umfangreiche wissenschaftliche Befunde zu den Wirkungsweisen von Leistungsbeurteilungen und der Vergütungsstruktur. Im vorliegenden Beitrag soll es um die Frage gehen, wie Vergütungssysteme in Deutschland derzeit gestaltet sind und welche Entwicklungen und strukturellen Unterschiede sich erkennen lassen. Zu diesem Zweck werden sowohl Daten der Statistischen Ämter in Form der Verdiensterhebung der Jahre 2022 bis 2024 betrachtet als auch die Perspektive der Unternehmen und Beschäftigten über Befragungen im Jahr 2025 erhoben. Der Fokus liegt dabei insbesondere auf leistungs- und erfolgsabhängiger Vergütung sowie ihrer intendierten und tatsächlichen Wirkung im Arbeitskontext. Die Begriffe Vergütung, Lohn und Gehalt sowie Entgelt werden in der Studie synonym verwendet." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Krisenzeiten als Stresstest für die Zusammenarbeit (2025)
Hammermann, Andrea; Stettes, Oliver;Zitatform
Hammermann, Andrea & Oliver Stettes (2025): Krisenzeiten als Stresstest für die Zusammenarbeit. (IW-Kurzberichte / Institut der Deutschen Wirtschaft Köln 2025,84), Köln, 3 S.
Abstract
"Das Arbeitsklima wird in Deutschland mehrheitlich gut oder sehr gut bewertet. Dennoch macht sich die wirtschaftliche Krise in den Unternehmen hierzulande bemerkbar. Die Zusammenarbeit im Kollegenkreis und mit der Führungskraft wird in stürmischen Zeiten auf eine harte Probe gestellt." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Work organization in social enterprises: A source of job satisfaction? (2025)
Zitatform
Joutard, Xavier, Francesca Petrella & Nadine Richez‐Battesti (2025): Work organization in social enterprises: A source of job satisfaction? In: Kyklos, Jg. 78, H. 1, S. 111-148. DOI:10.1111/kykl.12411
Abstract
"Many studies suggest that employees of social enterprises experience greater job satisfaction than employees of for-profit organizations, although their pay and employment contracts are usually less favorable. Based on linked employer–employee data from a French survey on employment characteristics and industrial relations and using a decomposition method developed by Gelbach (2016), this paper aims to explain this somewhat paradoxical result. Focusing on work organization variables, we show that the specific work organization of social enterprises explains a large part of the observed job satisfaction differential both in general and more specifically, in terms of satisfaction with access to training and working conditions. By detailing the components of work organization, the higher job satisfaction reported by employees in social enterprises stems from their greater autonomy and better access to information. In contrast to earlier studies, however, our results show that these work organization variables do not have more value for social enterprise employees than for for-profit organization employees in the case of overall job satisfaction. This result casts doubt on the widespread hypothesis that social enterprise employees attach more weight to the nonmonetary advantages of their work than their counterparts in for-profit organizations." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))