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Arthur, Phoebe, Ben Morrison & Joanne K. Earl (2026): The Job Demand-Resources (JD-R) model through the eyes of financial advisers: A scoping review. In: Australian journal of management, Jg. 51, H. 3, S. 959-983. 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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Baktash, Mehrzad B. (2026): Does Performance Pay Increase the Risk of Worker Loneliness? In: Kyklos, Jg. 79, H. 1, S. 129-148. 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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Binder, Martin & Ann-Kathrin Blankenberg (2026): Can You Identify Too Much with Your Job? Exploring Spill-Over Effects of Occupational Identity on Different Life Domain Satisfactions and Satisfaction with Life Overall. In: Social indicators research, Jg. 183, H. 2. DOI:10.1007/s11205-026-03857-1

Abstract

"A strong identification with one’s job has been shown to be conducive to job satisfaction. We assess the extent to which occupational identity can also spill over to satisfaction with non-work domains as well as satisfaction with life overall. Using a data set of (mostly male) German crafters, we explore whether a strong occupational identity may result in lower satisfaction with life domains outside of work (leisure, social life, relationship). We find that for our data set, apart from a direct positive impact of occupational identity on job satisfaction and satisfaction with work hours, there is no strong evidence for spill-overs on satisfaction with leisure time, social life and one’s relationship. Equivalence tests allow us to conclude that if there are spill-over effects on satisfaction with leisure time and one’s relationship, they must be smaller than half the size than the direct effect of occupational identity on job satisfaction. If anything, low occupational identity leads to lower satisfaction in non-work domains. Occupational identity is also positively related to satisfaction with life overall, an effect that is not direct but is mediated via job satisfaction." (Author's abstract, IAB-Doku) ((en))

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Boxall, Peter, Gordon W. Cheung, Md Shamirul Islam, Kenneth Cafferkey & Keith Townsend (2026): Can different types of employee involvement in decision-making suppress the effects of work intensification and job insecurity on employee well-being? An analysis of the European Working Conditions Survey 2021. In: Economic and Industrial Democracy, S. 1-31. DOI:10.1177/0143831x261421726

Abstract

"Work intensification and job insecurity undermine the quality of working life. To what extent can different types of employee involvement in decision-making ameliorate their impacts on employee well-being? Deploying job demands–resources theory and interrogating the European Working Conditions Survey 2021, this study shows that work intensification and job insecurity reduce well-being via lower work engagement and higher exhaustion. While each enhances job quality, individual organizational influence has a greater effect than task discretion in suppressing the negative effects of work intensification. The largest gains for employee and societal well-being will come through greater worker involvement at this level of participation." (Author's abstract, IAB-Doku) ((en))

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Bähr, Sebastian, Bernad Batinic & Matthias Collischon (2026): Is working from home changing the meaning of work? In: PLoS ONE, Jg. 21, H. 1, 2025-12-22. DOI:10.1371/journal.pone.0340452

Abstract

"Especially since the COVID-19 pandemic, working from home (WFH) has become a common practice in the workplace. This raises the question of whether WFH changes the non-monetary benefits of work, such as job quality or social contacts. Thus, in this article, we investigate how working from home affects Jahoda’s latent functions of employment as well as job quality measures. To this end, we use panel data from the German Panel Study Labour Market and Social Security (PASS) and estimate the effects of changing work patterns on the aforementioned outcomes. Our findings reveal basically no effects of WFH on job quality measures and latent benefits. This, in contrast to anecdotal evidence, implies that WFH does not harm psychological well-being." (Author's abstract, IAB-Doku, © Sage) ((en))

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Collischon, Matthias, Matthias Kelsch, Alexander Patzina & Felix Rahberger (2026): Arbeitsbedingungen vor, während und nach der Covid-19-Pandemie: Die Beschäftigungsqualität ist weitgehend stabil geblieben. (IAB-Kurzbericht 04/2026), Nürnberg, 8 S. DOI:10.48720/IAB.KB.2604

Abstract

"Hat die Covid-19-Pandemie unsere Arbeitswelt nachhaltig verändert? Antworten auf diese zentrale Frage gibt eine eingehende Analyse der Entwicklung verschiedener Dimensionen der Beschäftigungsqualität während und nach der Pandemie. Die Autoren untersuchen in ihrer Studie Zufriedenheit mit dem Lohn, Arbeitsautonomie, Aufstiegschancen, Arbeitsbelastung und Work-Life-Balance. Neben einer umfassenden Betrachtung aller abhängig Beschäftigten liegt ein besonderes Augenmerk auf den sogenannten systemrelevanten Beschäftigten, deren Arbeitsbedingungen während der Pandemie häufig im Mittelpunkt öffentlicher Debatten standen." (Autorenreferat, IAB-Doku)

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Cordes, Simon & Max Müller (2026): Do Firms Know What Workers Want? (CRC TR 224 discussion paper series / EPoS Collaborative Research Center Transregio 224 739), Bonn, 126 S.

Abstract

"Labor supply depends on wages and amenities, and standard models implicitly assume that firms hold accurate beliefs about workers' amenity valuations. In a survey with firms and workers in Germany, we measure workers' valuations of amenities and firms' beliefs about workers' valuations. We find that firms systematically underestimate workers' valuations of all amenities. These misperceptions are driven by interpersonal projection: managers project their own preferences—they value amenities less—onto workers. Through the lens of a simple model of imperfect competition, we show that firm misperceptions result in (i) labor shortages and (ii) excess labor costs for biased firms, and increase the market power of unbiased firms. Empirical tests confirm these predictions: a simple calibration suggests that non-providing firms could reduce their labor costs by 5% by providing amenities." (Author's abstract, IAB-Doku) ((en))

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Coutrot, Thomas & Coralie Perez (2026): When work loses its meaning: Voice or exit? A longitudinal analysis with the 2013–2016 French Working Conditions surveys. Special Issue: Utopias at work: theories, methods and practices for more democratic work Relations. In: Economic and Industrial Democracy, Jg. 47, H. 3, S. 1043-1069. 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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De Vera, Micole, Javier Garcia-Brazales & Jiayi Lin (2026): The long shadow of labor market entry conditions: Intergenerational determinants of mental health. In: Labour Economics, Jg. 98. DOI:10.1016/j.labeco.2025.102843

Abstract

"What determines long-term mental health and its intergenerational correlation? Exploiting variation in unemployment rates upon labor market entry across Australian states and cohorts, we provide novel evidence that the mental health of daughters is affected by the labor market entry conditions of their parents. In particular, a one standard deviation shock to the unemployment rate upon parental labor market entry worsens daughters’ mental health during adolescence by 11% of a standard deviation. This effect is accompanied by lower levels of satisfaction with their health, financial situation, safety, and overall life. A mediation analysis suggests that a sizable proportion (24%) of the impacts on the descendants’ mental health is explained by the worse mental health of their parents at mid-life. We do not detect any systematic impact of parental labor market entry conditions among sons." (Author's abstract, IAB-Doku, © 2025 Elsevier B.V. All rights are reserved, including those for text and data mining, AI training, and similar technologies.) ((en))

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Grund, Christian & Alexandra Soboll (2026): The relation between employees’ self-evaluations of performance and job satisfaction. In: Review of Managerial Science, Jg. 20, H. 8, S. 2801-2823. DOI:10.1007/s11846-025-00956-0

Abstract

"Using panel data from middle-managers in the German chemical industry, we investigate the relationship between employees’ self-evaluations of performance with job satisfaction. Self-evaluations are made in comparison to colleagues’ performance. Results based on individual fixed effects panel estimations reveal a positive relation between self-evaluations and job satisfaction with the exception that employees with particularly high self-evaluations do not show particular high levels of job satisfaction. We cannot find evidence to support our presumption that employees’ disappointment or inequity perceptions regarding their compensation may play a meaningful role for this relationship. We discuss our findings and suggest implications for practice as well as avenues for future research." (Author's abstract, IAB-Doku) ((en))

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Inness, Michelle, Kaylee Somerville, Zhanna Lyubykh, Nick Turner, E. Kevin Kelloway, Julian Barling, Lori Francis, Laure E. Pitfield & Constance E. Bygrave (2026): Love of the Job: What It Is, How to Measure It, and Why It Matters for Work Outcomes. In: Human Resource Management, Jg. 65, H. 3, S. 925-948. DOI:10.1002/hrm.70055

Abstract

"Employee retention, motivation, performance, and well-being remain enduring priorities in human resource management, yet existing constructs such as engagement, commitment, and satisfaction do not fully capture the depth of emotional attachment that some employees feel towards their jobs. We introduce Love of the Job (LOJ) as a higher-order form of affective attachment to one's job that integrates passion for one's work, non-romantic intimacy with coworkers, and commitment to organizational membership, grounded in Sternberg's triangular theory of love. Across a four-stage, eight-sample program of research (total N = 1,801), we develop and validate a concise and reliable LOJ scale using diverse working-adult samples and longitudinal designs. The measure demonstrates strong psychometric properties and discriminant validity from related constructs, establishing LOJ as a distinct form of work attachment, and shows incremental predictive validity for key outcomes, including discretionary performance, innovation, and job crafting, as well as retention and well-being indicators such as turnover intentions, partial absenteeism, and work neglect. Together, these findings position LOJ as a novel, theoretically grounded construct with strategic relevance for HRM and provide scholars and practitioners with a robust tool to assess and better understand employees' deep emotional attachment to their work." (Author's abstract, IAB-Doku) ((en))

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Manger, Helena (2026): Benefits and employees' work effort: an empirical analysis of non-monetary incentives. In: Review of Managerial Science, S. 1-34. DOI:10.1007/s11846-026-00985-3

Abstract

"Despite extensive literature on incentives to increase employees’ work performance, economic research on employer-provided non-monetary benefits remains rare. This study investigates the relationship between benefits and employees’ work effort utilizing data from the German Socio-Economic Panel. The analysis is based on data from eleven survey waves from 2006 to 2022 and considers five benefit types: meal stipends, firm cars, phones and computers for personal use, as well as expense payments exceeding minimum costs. The results reveal a modest positive association between benefit receipt and employees’ work effort, measured as the difference between actual and contractual working hours per week. On average, benefit receipt is associated with 13 minutes (0.22 hours) additional work per week. Furthermore, receiving a greater variety of benefit types is linked to even higher work effort, with two to five or more benefit types associated with an average increase of 27 to 97 minutes (0.45 to 1.62 hours) of extra work per week. However, the effectiveness of benefits does not seem to be universal but varies depending on the type of benefits as well as individual and organizational characteristics. Notably, the positive association of benefits with work effort appears significantly higher for males than for females, and sectoral differences are evident. These findings underscore the importance of further research to better understand the specific conditions under which benefits can effectively enhance employee work effort." (Author's abstract, IAB-Doku) ((en))

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Pfahl, Svenja, Eugen Unrau, Dietmar Hobler & Stefan Reuyss (2026): Arbeitszeiten aus Sicht von Männern mit Care-Verantwortung: Arbeitszeitzufriedenheit von Vätern und pflegenden Männern aus Produktion und produktionsnahen Bereichen. (Working paper Forschungsförderung / Hans Böckler Stiftung 403), Düsseldorf, 88 S.

Abstract

"Im Fokus steht die Arbeitszeitzufriedenheit von Männern mit Kindern und/oder Pflegeaufgaben, die in der Produktion oder produktionsnahen Bereichen arbeiten. Die Studie zeigt, wie sich Care-Verantwortung bei männlichen Produktionsmitarbeitern in Hinblick auf ihre Arbeitszufriedenheit auswirkt. Es wird deutlich, dass Schichtarbeit und die Pflege von Angehörigen die Arbeitszufriedenheit der Männer negativ beeinflussen, genauso wie eine Vielzahl von ungünstigen Arbeitszeitbedingungen. Die Arbeitszeitzufriedenheit dieser Beschäftigtengruppe wird längst nicht mehr allein durch Dauer, Lage und Verteilung der Arbeitszeit bestimmt: Die Faktoren Planbarkeit und Zeitdruck in der Arbeit gewinnen zunehmend an Bedeutung." (Autorenreferat, IAB-Doku)

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Renneke, Luise, Nicolas Drathschmidt, Christian Zierau & Daniel Diekmann (2026): Allheilmittel Arbeitsflexibilisierung? Der Einsatz flexibler Einsatzteams im öffentlichen Sektor. In: Verwaltung & Management, Jg. 32, H. 2, S. 68-73. DOI:10.5771/0947-9856-2026-2-68

Abstract

"Flexible Einsatzteams zur Abfederung von Belastungsspitzen und krankheitsbedingten Vakanzen sind in der öffentlichen Verwaltung bislang weitgehend Neuland. Dieser Beitrag wirft einen ersten Blick in die Praxis und untersucht mithilfe qualitativer Interviews (N=24) den Aufbau und die Organisation flexibler Einsatzteams im öffentlichen Sektor. Auf Basis der Fallstudie werden zentrale Erfolgsfaktoren sowie mögliche Spannungsfelder beim Aufbau und der Führung eines solchen Teams diskutiert. Zudem werden verschiedene Ausrichtungen und Perspektiven flexibler Einsatzteams entlang ihrer Handlungsfähigkeit innerhalb der Organisation sowie ihrer kapazitätssichernden bzw. kapazitätserweiternden Funktion differenziert." (Autorenreferat, IAB-Doku)

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Rodgers, Yana van der Meulen, Lisa Schur, Flora M. Hammond, Renee Edwards, Jennifer Cohen & Douglas Kruse (2026): Disability, Job Satisfaction, and Workplace Accommodations: Evidence from the Healthcare Industry. In: Journal of Occupational Rehabilitation, Jg. 36, H. 3, S. 824-837. DOI:10.1007/s10926-025-10316-0

Abstract

"Purpose: This paper examines the extent to which job satisfaction, requests for accommodations, and the likelihood of a request being granted vary by disability status. We further analyze whether being granted workplace accommodations moderates the relationship between work satisfaction and disability. Methods: We use a novel survey of healthcare workers centered on disability status, perceptions of work experiences, and the provision of accommodations. The data are used in a descriptive analysis and multiple regressions to examine the moderating effect of accommodations on the relationship between disability and indicators related to job satisfaction. Results: Results show that people with disabilities have more negative perceptions of their work experiences than people without disabilities. Although people with disabilities are more likely to request accommodations than people without disabilities, they are equally likely to have their requests wholly or partly granted. Regression results indicate that the negative relationships between disability status and most measures of work experience are largely eliminated when accounting for the disposition of accommodation requests. The main exception is turnover intentions, in which the adverse relationship with having a disability does not change even when an accommodation is granted. Partly granting accommodations is helpful only for some metrics of job experience. Conclusion: Our paper shows that fully granting accommodations can go a long way to closing the disability gap in job satisfaction between people with and without disabilities." (Author's abstract, IAB-Doku) ((en))

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Stundziene, Alina, Rozita Susniene & Asta Baliute (2026): Enhancing job satisfaction through the socioeconomic environment. In: Journal of Policy Modeling. DOI:10.1016/j.jpolmod.2026.107054

Abstract

"This paper aims to explore the possibilities of increasing job satisfaction through the socioeconomic environment, taking the necessary policy interventions. Socioeconomic indicators include education and training, work arrangement, wages and inequality, labour market status, and productivity. This research employs OLS and panel regression models, the Naive Bayes model, independent samples t test, Granger causality test, and instrumental variables. Although there is no clear evidence about the existence of causality between socioeconomic indicators and job satisfaction, the results show apparent associations between job satisfaction and participation rate in education and training, inequality of income distribution, work arrangement, and unemployment in a country." (Author's abstract, IAB-Doku, © 2026 The Society for Policy Modeling. Published by Elsevier Inc. All rights are reserved, including those for text and data mining, AI training, and similar technologies.) ((en))

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Udayar, Shagini, Ieva Urbanaviciute, Christian Maggiori & Jérôme Rossier (2026): Does promotion foster career sustainability? A comparative three-wave study on the role of promotion in work stress, job satisfaction, and career-related performance. In: International Journal for Educational and Vocational Guidance, Jg. 26, H. 1, S. 451-477. DOI:10.1007/s10775-024-09694-3

Abstract

"The present study investigates the role of promotion in employees’ happiness (job satisfaction), health (work stress), and career-related performance (perceived employability and career prospects). Positive and negative changes in the above-mentioned career sustainability indicators were investigated over a 2-year period. The promotion subsample (n = 128) was compared with a matched sample of non-promoted employees (n = 150). We also tested the role of gender in responding to a promotion. The findings suggest that the promotion may have equivocal effects on employees’ happiness, health, and career-related performance over time, and therefore does not foster their career sustainability." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))

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Wolter, Stefanie (2026): Wertschätzung und Dialog steigern das Wohlbefinden am Arbeitsplatz. In: IAB-Forum H. 06.03.2026. DOI:10.48720/IAB.FOO.20260306.01

Abstract

"Tiefgreifende wirtschaftliche Veränderungen führen dazu, dass sicher geglaubte Arbeitsplätze sich wandeln und vielleicht sogar zur Disposition stehen. Die von den Beschäftigten wahrgenommene Arbeitsqualität verändert sich allerdings nur langsam und unterscheidet sich nach dem Alter. Betriebe können durch ihre Unternehmenskultur Einfluss darauf nehmen, ob sich Beschäftigte am Arbeitsplatz wohlfühlen." (Autorenreferat, IAB-Doku)

Abstract

"High job quality standards are at the heart of the European social market economy. Many workers in the EU work in jobs that pay well, offer good work-life balance, have good learning and career opportunities, and provide relatively high levels of worker protection. Yet important challenges remain. Thirty million workers (about 15%) in the EU earn low wages and about 16 million (8%) are at risk of poverty. Poor working conditions in certain occupations contribute to labour shortages. 3 Improving job quality thus contributes to both making employment more attractive and to reducing labour shortages. At the same time, it underpins labour productivity and helps the EU to become more competitive in the world market." (Author's abstract, IAB-Doku) ((en))

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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))