Arbeitszufriedenheit
Zufriedene Mitarbeiterinnen und Mitarbeiter sind produktiver, seltener krank und verursachen geringere Sozialkosten. Arbeitszufriedenheit hat aber nicht nur Vorteile für Betriebe. Das Wohlbefinden am Arbeitsplatz ist auch ein wichtiger Indikator für die Qualität der Arbeit selbst. Doch was ist überhaupt Arbeitszufriedenheit? Wie wird sie gemessen? Welche Faktoren und Prozesse fördern, welche schränken sie ein?
Das Thema Arbeitszufriedenheit steht seit Jahrzehnten im Mittelpunkt kritischer wissenschaftlicher Auseinandersetzungen. Die Infoplattform gibt einen Überblick über aktuelle Arbeiten und ausgewählte ältere Publikationen zu theoretischen Ansätzen und empirischen Resultaten der Arbeitszufriedenheitsforschung.
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Literaturhinweis
Group-Based Incentives and Individual Performance: A Study of the Effort Response (2024)
Zitatform
Frederiksen, Anders, Daniel Baltzer Schjødt Hansen & Colleen Flaherty Manchester (2024): Group-Based Incentives and Individual Performance: A Study of the Effort Response. In: ILR review, Jg. 77, H. 2, S. 273-293. DOI:10.1177/00197939231220033
Abstract
"Group-based incentives are attractive in contexts where production is interdependent. Prior work shows such incentives increase group performance despite freeriding concerns, yet little is known about the effort response of individuals. Using individual-level data, the authors assess the introduction of group-based performance pay using difference-in-difference estimation. Overall, performance increased by 19%. Nearly all workers contributed to this effect. Further, two-thirds of this effect stems from increased efficiency (more output per unit of time) and one-third from higher attendance. Both incentive and selection effects are present. By leveraging individual-level data, the authors pose new questions and evidence to the group-based incentives literature." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Multidimensional work-nonwork balance: are balanced employees productive at work and satisfied with life? (2024)
Hildenbrand, Kristin; Topakas, Anna; Daher, Pascale; Gan, Xiaoyu;Zitatform
Hildenbrand, Kristin, Pascale Daher, Anna Topakas & Xiaoyu Gan (2024): Multidimensional work-nonwork balance: are balanced employees productive at work and satisfied with life? In: The International Journal of Human Resource Management, Jg. 35, H. 6, S. 1048-1087. DOI:10.1080/09585192.2023.2258335
Abstract
"Given ever increasing work and nonwork demands, achieving work-nonwork (WNW) balance is an important priority for many employees. Scholars have only recently settled on a definition of WNW balance as multidimensional and, as such, our understanding of its antecedents and outcomes is limited. Drawing on Conservation of Resources theory, we explore how organizations can support employees to achieve WNW balance and whether ‘balanced’ employees are more productive at work and satisfied with life. In detail, we hypothesize that the positive effect of supervisor WNW support (FSS) on employees’ life satisfaction and job performance is mediated by multidimensional WNW balance. We find, across two studies with two waves each, that only the dimension of WNW balance effectiveness and not the dimension of WNW balance satisfaction mediated the relationships between FSS, life satisfaction (Study 1 and 2) and self-rated job performance (Study 1). The relationship between FSS and supervisor-rated job performance (Study 2) was not mediated by either WNW balance dimension. As such, organizations can facilitate WNW balance through FSS, while ‘balanced’ employees seem indeed happier with their life and consider themselves to be better performing at work. We discuss the unexpected finding regarding the superior role of WNW balance effectiveness over WNW balance satisfaction for our outcomes in relation to the conceptualization of WNW balance as multidimensional and delineate important theoretical and practical implications." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Vor dem Kollaps!? Beschäftigung im sozialen Sektor: Empirische Vermessung und Handlungsansätze (2024)
Hohendanner, Christian; Rocha, Jasmin; Steinke, Joß;Zitatform
Hohendanner, Christian, Jasmin Rocha & Joß Steinke (2024): Vor dem Kollaps!? Beschäftigung im sozialen Sektor. Empirische Vermessung und Handlungsansätze. Berlin: De Gruyter Oldenbourg, 111 S. DOI:10.1515/9783110748024-010
Abstract
"Diese Studie bietet eine empirisch fundierte Gesamtschau auf die Beschäftigung in einem der personalintensivsten und am stärksten vom Fachkräftemangel betroffenen Arbeitsfelder in Deutschland: dem sozialen Sektor. Wer das Buch liest, gewinnt ein tieferes Verständnis über Zusammenhänge und die Notwendigkeit, offen über Beschäftigung im sozialen Sektor zu debattieren. Anhand aktueller Daten zeigen die Autor:innen, dass der soziale Sektor im Wettbewerb um Arbeitskräfte schlecht dasteht. Zunehmend fehlen Arbeitskräfte und grundlegende, bislang als selbstverständlich betrachtete Leistungen der sozialen Daseinsvorsorge können immer häufiger nicht mehr erbracht werden. Die Autor:innen zeigen Wege auf, wie soziale Berufe wieder attraktiver und der Kollaps des sozialen Sektors (vielleicht) verhindert werden kann." (Autorenreferat, IAB-Doku, © De Gruyter Oldenbourg)
Beteiligte aus dem IAB
Hohendanner, Christian; -
Literaturhinweis
Miss or match? The impact of PhD training on job market satisfaction (2024)
Lawson, Cornelia; Lopes-Bento, Cindy;Zitatform
Lawson, Cornelia & Cindy Lopes-Bento (2024): Miss or match? The impact of PhD training on job market satisfaction. In: Research Policy, Jg. 53, H. 3. DOI:10.1016/j.respol.2023.104945
Abstract
"Job satisfaction is vital to being productive and to contribute to society. This paper adds to our current understanding of the job market for academics by investigating job satisfaction of PhD holders leaving academia for the private or non-academic public sector (government, public administration) compared to those who remain in university or public research center positions. We investigate whether a PhD matters for satisfaction by comparing PhD holders and PhD dropouts who hold similar motivations and ‘taste’ for science. Empirically we rely on a unique survey of PhD grant applicants (funded and not) and show that about half of PhD graduates leave academia. In endogenous treatment effects models accounting for selection into sector, we find that despite a preference for the academic sector, PhDs do not experience lower job satisfaction when employed outside of academia and that overall satisfaction is highest in the non-academic public sector. We further find that PhD graduates are happier in their jobs than those that do not complete a PhD, a finding that is mediated by the job content (i.e. the relatedness of the employment to a research activity). These findings are of relevance to employers and policy makers, as they inform about job match of graduates and the value of pursuing a PhD across employment sectors." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))
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Literaturhinweis
The well-being of women entrepreneurs: the role of gender inequality and gender roles (2024)
Zitatform
Love, Inessa, Boris Nikolaev & Chandra Dhakal (2024): The well-being of women entrepreneurs: the role of gender inequality and gender roles. In: Small business economics, Jg. 62, H. 1, S. 325-352. DOI:10.1007/s11187-023-00769-z
Abstract
"The current study presents new evidence on the well-being of women entrepreneurs using data from the World Values Survey for 80 countries. Results indicate that in low- and middle-income countries, female entrepreneurs have lower well-being than male entrepreneurs, while in high-income countries, they have higher well-being. Several macro and micro-level mechanisms– institutional context, gender roles, and individual characteristics–that potentially moderate this relationship are explored. The gender gap in well-being is larger in countries with higher gender inequality, lower level of financial development, and stricter adherence to sexist gender roles. Additionally, women entrepreneurs with lower education, more children, and risk-averse preferences are more likely to report lower well-being. The results suggest several policy mechanisms that can be used to enhance the well-being of women entrepreneurs." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))
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Literaturhinweis
Younger and less satisfied? Young workers life satisfaction during the Covid-19 pandemic in Germany (2023)
Zitatform
Achatz, Juliane, Bernhard Christoph & Silke Anger (2023): Younger and less satisfied? Young workers life satisfaction during the Covid-19 pandemic in Germany. In: IAB-Forum H. 29.12.2023. DOI:10.48720/IAB.FOO.20231229.01
Abstract
"Adverse effects on workers’ employment situation are highly unequal for different groups. Young workers were particularly affected by the pandemic. They were less likely to receive short-time work allowance and their income developed less favourably than the income of older workers. While financial concerns and job insecurity decrease life satisfaction, it appears that additional threats and restrictions coming along with the pandemic—as approximated by incidence rates—had a much more substantial influence on young workers’ life satisfaction than labour market-related disadvantages." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Fairness of earnings in Europe: the consequences of unfair under- and overreward for life satisfaction (2023)
Zitatform
Adriaans, Jule (2023): Fairness of earnings in Europe: the consequences of unfair under- and overreward for life satisfaction. In: European Sociological Review, Jg. 39, H. 1, S. 118-131. DOI:10.1093/esr/jcac044
Abstract
"A large percentage of workers in Europe perceive their earnings to be unfairly low. Such perceptions of unfairness can have far-reaching consequences, ranging from low satisfaction to poor health. To gain insight into the conditions that can attenuate or amplify these adverse consequences, comparative research on the role of country contexts in shaping responses to perceived unfairness is needed. Furthermore, justice theory proposes that both types of perceived unfairness - underreward and overreward - cause distress, but evidence on overreward from representative survey data is scarce and laboratory studies have produced mixed results. Data from the European Social Survey (collected in 2018/2019) offer a means of addressing both of these gaps in the research. Studying the association between perceived fairness of personal earnings and life satisfaction in a cross-section of 29 European countries, I find that both underreward and overreward are associated with lower life satisfaction. This relationship is more pronounced in countries where the equity norm is strongly legitimized and weaker in countries where the trade union density is high." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Experienced versus decision utility: large-scale comparison for income–leisure preferences (2023)
Zitatform
Akay, Alpaslan, Olivier B. Bargain & H. Xavier Jara (2023): Experienced versus decision utility: large-scale comparison for income–leisure preferences. In: The Scandinavian Journal of Economics, Jg. 125, H. 4, S. 823-859. DOI:10.1111/sjoe.12538
Abstract
"Subjective well‐being (SWB) data are increasingly used to perform welfare analysis. Interpreted as “experienced utility”, it has recently been compared to “decision utility” using small‐scale experiments most often based on stated preferences. We transpose this comparison to the framework of non‐experimental and large‐scale data commonly used for policy analysis, focusing on the income–leisure domain where redistributive policies operate. Using the British Household Panel Survey, we suggest a “deviation” measure, which is simply the difference between actual working hours and SWB‐maximizing hours. We show that about three‐quarters of individuals make decisions that are not inconsistent with maximizing their SWB. We discuss the potential channels that explain the lack of optimization when deviations are significantly large. We find proxies for a number of individual and external constraints, and show that constraints alone can explain more than half of the deviations. In our context, deviations partly reflect the inability of the revealed preference approach to account for labor market rigidities, so the actual and SWB‐maximizing hours should be used in a complementary manner. The suggested approach based on our deviation metric could help identify labor market frictions." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
Arbeitswissenschaftliche Erkenntnisse zu Arbeitszeit und gesundheitlichen Auswirkungen (2023)
Backhaus, Nils; Nold, Johanna; Entgelmeier, Ines; Brenscheidt, Frank; Tisch, Anita;Zitatform
Backhaus, Nils, Johanna Nold, Ines Entgelmeier, Frank Brenscheidt & Anita Tisch (2023): Arbeitswissenschaftliche Erkenntnisse zu Arbeitszeit und gesundheitlichen Auswirkungen. (baua: Fokus), Dortmund, 44 S. DOI:10.21934/baua:fokus20230807
Abstract
"Aus arbeitswissenschaftlicher Sicht ist das Ziel gesetzlicher Regelungen zur Arbeitszeit, dass Erwerbstätige über lange Zeit leistungsfähig, belastbar und zufrieden mit ihrer Arbeit sind. Die gesetzlichen Rahmenbedingungen stellen aus Sicht des Arbeitsschutzes einen (Mindest-)Standard für eine gesunde und sichere Gestaltung der Arbeit dar. Flexible Arbeitszeiten bieten eine Chance für Betriebe und Beschäftigte, wenn sie die Grenzen der Leistungsfähigkeit der Beschäftigten unter der Bedingung einer Arbeits- und Lebenswelt mit hoher Intensität berücksichtigen und hinreichend Erholungszeiten ermöglichen. Der baua: Fokus basiert auf einer Stellungnahme der BAuA im Rahmen einer Anhörung im Ausschuss für Arbeit und Soziales des Schleswig-Holsteinischen Landtags." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Fairness im Berufsleben: Die Bedeutsamkeit der Fairnessdimensionen für die Arbeitszufriedenheit und die Vermeidung von Burnout-Symptomen : Die Ergebnisse der Replikationsstudie vom Frühjahr 2023 (2023)
Bauer, Felix;Zitatform
Bauer, Felix (2023): Fairness im Berufsleben. Die Bedeutsamkeit der Fairnessdimensionen für die Arbeitszufriedenheit und die Vermeidung von Burnout-Symptomen : Die Ergebnisse der Replikationsstudie vom Frühjahr 2023. Frankfurt am Main, 20 S.
Abstract
"Wie bedeutsam sind Fairnessdimensionen für die Arbeitszufriedenheit und für die Vermeidung von Burnout-Symptomen? Das prüfte die FOM Hochschule für Oekonomie und Management (Nürnberg) unter Leitung von Dr. Felix Bauer. Grundlage der Studie bildete eine Untersuchung der iba – Internationale Berufsakademie und der berufundfamilie im Sommer 2022 zu der Bedeutsamkeit und Umsetzung von Fairnessaspekten aus Sicht von Erwerbstätigen. Für die Replikationsstudie wurden die Daten von 518 Personen ausgewertet, die vom 17.03 bis zum 25.04.2023 an der Online-Befragung teilnahmen. Gut 2/3 von ihnen waren weiblich und 88,2% gehörten der Altersgruppe der 18- bis 31-Jährigen an, also der Generation Y und Generation Z. Die Auswertung zeigt: Fairnessdimensionen haben einen starken Einfluss auf die Arbeitszufriedenheit. Und: Burn-out-Symptome werden deutlich schwächer, je mehr Fairness-Kriterien eingehalten werden. Je mehr Beschäftigte das Empfinden haben, dass Fairnessfaktoren bei ihrer Arbeit gegeben sind, umso zufriedener sind sie. Dabei spielen insbesondere Aspekte aus den Bereichen Information und Kommunikation sowie Führung eine Rolle: „ein respektvoller und wertschätzender Umgang der Vorgesetzten mit den Anliegen der Mitarbeitenden“, „ein konstruktiver Umgang mit Fehlern“, „eine wertschätzende und respektvolle Kommunikation auf Teamebene bzw. mit Kolleg*innen“, die Möglichkeit gegenseitig regelmäßig Feedback zu geben bzw. zu erhalten sowie dass Termine bzw. Teambesprechungen eingehalten werden." (Autorenreferat, IAB-Doku)
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Literaturhinweis
What do Happiness Data Mean? Theory and Survey Evidence (2023)
Benjamin, Daniel J.; Debnam Guzman, Jakina; Fleurbaey, Marc; Kimball, Miles; Heffetz, Ori;Zitatform
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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Literaturhinweis
Much Ado about Salary: A Comparison of Monetary and Non-Monetary Components of Job Satisfaction (2023)
Bernini, Cristina; Tampieri, Alessandro;Zitatform
Bernini, Cristina & Alessandro Tampieri (2023): Much Ado about Salary: A Comparison of Monetary and Non-Monetary Components of Job Satisfaction. (Working paper - Economics / DISEI, Università degli studi di Firenze 2023,06), Firenze, 32 S.
Abstract
"We investigate how specific components of job satisfaction influence overall work happiness. We use the British Household Panel Survey (BHPS), which includes measures of satisfaction with total pay, job security, the nature of work, and hours worked. Our analysis employs a multi-level model to assess the variations in job satisfaction among different types of occupations. This approach allows for a clear comparison of both monetary and non-monetary aspects of job satisfaction. Our findings indicate that the importance of satisfaction with salary in explaining overall satisfaction is lower compared to other non-monetary aspects. This result holds true even when we narrow down the sample by considering factors such as gender (males or females), employment type (full-time or part-time), further job satisfaction components (available for fewer years), and examining income as a second-level factor rather than job occupation." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Determinants of Motivation to Work in Terms of Industry 4.0 - The Gen Z Perspective (2023)
Zitatform
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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Literaturhinweis
Language proficiency of migrants: the relation with job satisfaction and skill matching (2023)
Zitatform
Bloemen, Hans G. (2023): Language proficiency of migrants: the relation with job satisfaction and skill matching. In: Empirical economics, Jg. 65, H. 6, S. 2899-2952. DOI:10.1007/s00181-023-02445-3
Abstract
"We empirically analyze the relation between language proficiency and job level of migrants in the Netherlands. A lack of language skills may induce the migrant to work in jobs of a lower level leading to lower job satisfaction. We analyse information about job satisfaction, the fit between the migrant’s education and skill level and the job, and professional level. Men with a higher proficiency level are more satisfied with their type of work and are employed at a higher professional level. For women, no impact of language proficiency can be found." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))
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Literaturhinweis
Die Jungen wollen nicht mehr arbeiten? Sinnansprüche und Arbeitsethos jüngerer Arbeitnehmer:innen (2023)
Zitatform
Boór, Beata & Bernhard Kittel (2023): Die Jungen wollen nicht mehr arbeiten? Sinnansprüche und Arbeitsethos jüngerer Arbeitnehmer:innen. In: WISO, Jg. 46, H. 2, S. 33-51.
Abstract
"Die dargestellten empirischen Ergebnisse zeigen, anders als der mediale Diskurs vermuten lässt, keine relevanten Unterschiede in den Arbeitswerten zwischen den Altersgruppen oder Generationen. In den untersuchten Dimensionen Arbeitszentralität und JobattributPräferenzen zeigen sich ähnliche Ergebnisse und Dynamiken für beide Altersgruppen. Der Lebensbereich „Arbeit“ hat weiterhin einen hohen Stellenwert im Leben der Menschen. Entgegen der in der Einleitung genannten Schlagzeilen ist die Bereitschaft, selbst ohne finanzielle Notwendigkeit zu arbeiten, unter jungen Arbeitnehmer:innen weiterhin hoch und sinkt tendenziell erst mit der Annäherung an das Pensionsalter ab. Gleichzeitig lässt sich nicht nachweisen, dass der Lebensbereich „Freizeit“ für die jüngere Generation bedeutender wäre als für die Gruppe der über 35-Jährigen. Stattdessen zeigt sich altersunabhängig eine hohe Bedeutung dieses Bereichs und eine niedrige Bereitschaft, diesen kontinuierlich der Erwerbsarbeit unterzuordnen. Die resultierende Abnahme der relativen Arbeitszentralität betrifft somit alle Arbeitnehmer:innen und ist nicht auf die jüngeren Generationen beschränkt. Die Ergebnisse für die Dimension der Jobattribut-Präferenzen zeigt außerdem die anhaltend hohe Bedeutung von extrinsischen und intrinsischen Faktoren sowie von Vereinbarkeit zwischen dem Arbeits- und Privatleben. Aspekte wie Sicherheit, gute Bezahlung, Work-Life-Balance und selbstbestimmtes Arbeiten in einer wertschätzenden Umgebung sind somit nicht nur für jüngere Generationen relevant. Wenn allerdings empirisch keine Alters- oder Generationenunterschiede in den Arbeitswerten der Österreicher:innen nachgewiesen werden können, bleibt letztlich die Frage, wieso der mediale Diskurs und die öffentliche Wahrnehmung an den Narrativ eines Generationenwandels festhält. Dafür ist es notwendig, auf andere Studien zurückzugreifen, die das allgemeine Lebensgefühl junger Menschen in Europa untersuchen. Einen Teil der Erklärung liefern Jugendstudien wie die Studie „Junges Europa“ der Tui Stiftung oder die deutsche Shell-Jugendstudie, die aufzeigen, dass Jugendliche und junge Erwachsene inzwischen selbstbewusster sind, klare Vorstellungen davon haben, was sie möchten und weniger bereit sind, sich bestehenden Machtverhältnissen unterzuordnen. Es kann angenommen werden, dass diese Befunde im Wesentlichen auch für Österreich zutreffen. Gleichzeitig treffen sie mit ihrer Bereitschaft, diese Dinge auch einzufordern, auf einen sich verändernden Arbeitsmarkt. Der durch die COVID-19-Pandemie beschleunigte Wandel der Arbeitswelt, gepaart mit dem demografischen Wandel, der anstehenden Pensionierungswelle und einer Verschiebung des Arbeitsmarktes hin zu einem Angebotsmarkt bildet den Kontext, in dem diese erstarkte Emanzipation junger Arbeitnehmer:innen möglich wird. Wie in diesem Beitrag aufgezeigt, sind es nicht die Arbeitswerte der jungen Generation, die sich verändern, sondern ihre Möglichkeiten und Instrumente, ihre Wünsche zu artikulieren und sich dabei zu behaupten." (Textauszug, IAB-Doku, © ISW-Linz)
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Literaturhinweis
The Gender Gap in Meaningful Work (2023)
Burbano, Vanessa C.; Meier, Stephan; Folke, Olle; Rickne, Johanna;Zitatform
Burbano, Vanessa C., Olle Folke, Stephan Meier & Johanna Rickne (2023): The Gender Gap in Meaningful Work. (Working paper / Swedish Institute for Social Research (SOFI) 2023,06), Stockholm, 39 S.
Abstract
"An understanding of differences in non-monetary work conditions is fundamental for a complete characterization of individuals’ well-being at work. Thus, to fully characterize gender inequalities in the labor market, scholars have begun to explore gender differences in non-monetary work conditions. We examine one such condition—meaningful work—using nationally representative survey data linked with worker and employer administrative data. We document a large and expanding gender gap in meaningful work, wherein women experience their jobs as more meaningful than men do. We then explore patterns underlying this difference. We find little correlation between women’s higher experience of meaningful work and either labor market decisions related to first parenthood or women’s under-representation in leadership jobs. Instead, the gender gap appears to be highly correlated with the sorting of more women into occupations with a high level of beneficence—the sense of having a prosocial impact. While both women and men experience such jobs as more meaningful, women do so by a larger margin. Next, we consider the relationship between the gender difference in meaningful work and the gender wage gap, contributing to the discussion on compensating differentials in work amenities. We find that while the gender gap in meaningful work closes a substantial part of the wage gap in lower-paid jobs, it does little to close the gap in higherpaid jobs where the gender wage gap is largest." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Job Satisfaction and the 'Great Resignation': An Exploratory Machine Learning Analysis (2023)
Zitatform
Celbiş, Mehmet Güney, Pui-hang Wong, Karima Kourtit & Peter Nijkamp (2023): Job Satisfaction and the 'Great Resignation': An Exploratory Machine Learning Analysis. In: Social indicators research, Jg. 170, H. 3, S. 1097-1118. DOI:10.1007/s11205-023-03233-3
Abstract
"Labor market dynamics is shaped by various social, psychological and economic drivers. Studies have suggested that job quit and labor market turnover are associated with job satisfaction. This study examines the determinants of job satisfaction using a large survey dataset, namely the LISS Work and Schooling module on an extensive sample of persons from the Netherlands. To handle these big data, machine learning models based on binary recursive partitioning algorithms are employed. Particularly, sequential and randomized tree-based techniques are used for prediction and clustering purposes. In order to interpret the results, the study calculates the sizes and directions of the effects of model features using computations based on the concept of Shapley value in cooperative game theory. The findings suggest that satisfaction with the social atmosphere among colleagues, wage satisfaction, and feeling of being appreciated are major determinants of job satisfaction." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))
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Literaturhinweis
Impact of income and unemployment on happiness: panel data evidence for European countries (2023)
Cimpoeru, Smaranda;Zitatform
Cimpoeru, Smaranda (2023): Impact of income and unemployment on happiness: panel data evidence for European countries. In: Applied Economics Letters, Jg. 30, H. 8, S. 1047-1051. DOI:10.1080/13504851.2022.2035666
Abstract
"This study examines the short-run and long-run relationships between happiness and two economic variables, namely income and unemployment. Drawing from a sample of eleven European countries over a time period of 36 years spanning 1985–2020, we find that both income and unemployment have a significant impact on happiness levels. In particular, the results show that higher income leads to higher happiness in the long-run, but the short-run impact is rather weak. Moreover, unemployment decreases people’s happiness levels both in the short and in the long-run, emphasizing the need for European policies directed to job creation." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Twenty Years of Job Quality in OECD Countries: More Good News? (2023)
Zitatform
Clark, Andrew E. & Michal Kozák (2023): Twenty Years of Job Quality in OECD Countries: More Good News? (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 16597), Bonn, 37 S.
Abstract
"The distribution of job quality across workers and the change in job quality over time can be measured by job-domain indices or single-index job-satisfaction. This paper takes both approaches to establish the evolution of job quality over a period from the mid-1990s to the mid-2010s in 13 OECD countries, using data from the three latest ISSP Work Orientation modules. The rise in job satisfaction from 1997 to 2005 has continued through 2015, despite the 2008 Great Recession. This improvement is also found in most of the job-outcome domains, despite some evidence of work intensification. Job security was the most-important job aspect every year, and the percentage of workers with secure jobs rose over time. There has been a small rise in the dispersion of job satisfaction, but the good news regarding better job quality over a 20-year period does not seem to be dampened by large changes in its inequality." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Can mandatory work in activation programs be meaningful work? (2023)
Eleveld, Anja;Zitatform
Eleveld, Anja (2023): Can mandatory work in activation programs be meaningful work? In: Critical Social Policy online erschienen am 19.12.2023, S. 1-20. DOI:10.1177/02610183231218966
Abstract
"Quantitative well-being studies have shown that welfare recipients performing work activities in activation programs report relatively high levels of well-being. This article asks how these findings can be explained, given welfare recipients’ constrained autonomy. To answer this question a qualitative study was conducted in the Netherlands to explore the interaction between welfare recipients’ constrained autonomy and how they experience work in MandatoryWork Programs. This article uses concepts from critical theoretical approaches to meaningful work and autonomy to analyze the data. The findings show how the restrained autonomy of program impacted the participants’ work experiences in various, sometimes contradictory ways. It is concluded, among other things, that quantitative well-being research does not seem to fully capture people's experiences as having the status of a welfare recipient and, related to that, what it means for them when their autonomy is constrained in one or more dimensions. It is also recommended that future quantitative well-being studies clearly distinguish between types of activation programs, particularly regarding their mandatory nature, their goals and their target groups." (Author's abstract, IAB-Doku) ((en))