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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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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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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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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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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)

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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))

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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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Ashraf, Nava, Oriana Bandiera, Virginia Minni & Luigi Zingales (2025): Meaning at Work. (BFI Working Papers / University of Chicago, Becker Friedman Institute for Research in Economics 2025,67), Chicago, 65 S. DOI:10.2139/ssrn.5253315

Abstract

"We evaluate a firm's unusual, worker-centered, solution to the agency problem: enabling employees to reduce the cost of effort rather than pushing them with performance rewards. We randomize the roll-out of the firm's "Discover Your Purpose" intervention among 2,976 white-collar employees and evaluate their outcomes over two years. We find that performance increases because the low performers either leave the firm or improve in their current jobs. The trade-off between meaning and pay flattens as those with low meaning and high pay leave the firm. Treatment also reshapes stated priorities and reduces gender gaps in preferences and behaviors, including uptake of parental leave. A cost-benefit analysis reveals high returns that are shared between the firm and the employees through higher bonuses. Finally, we show that observational data obscure these gains, causing firms to underestimate the intervention's true value." (Author's abstract, IAB-Doku) ((en))

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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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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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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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Block, Joern, Miriam Gnad, Alexander S. Kritikos & Caroline Stiel (2025): Decline in job satisfaction and how it relates to investment decisions of the self‐employed. In: International review of applied psychology, Jg. 74, H. 6. DOI:10.1111/apps.70039

Abstract

"Despite substantial research on job satisfaction in self-employment, we know little about the specific consequences for the venture when job satisfaction declines after an external shock. Taking the COVID-19 pandemic as an example of an external shock and drawing on a sample of nearly 7000 self-employed individuals living in Germany, we investigate how declines in job satisfaction are related to the investment decisions of self-employed individuals. Having separated job satisfaction into its financial and non-financial aspects, we build in our analysis on two complementary behavioral perspectives to predict how reductions in financial and non-financial job satisfaction relate to investments in venture development. Our results show that decreasing financial job satisfaction is positively related to time investments. This finding provides support for the performance feedback perspective, where negative performance, in terms of reduced financial job satisfaction, induces higher search efforts to improve the business situation. Moreover, we also observe that reductions in non-financial job satisfaction are negatively associated with both time and monetary investments. This supports the broadening-and-build perspective in that negative experiences – in the form ofreduced non-financial job satisfaction – narrow the thought-action repertoire, thus hindering resource deployment. Implications of reduced job satisfaction on investment behavior are discussed." (Author's abstract, IAB-Doku) ((en))

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Brüggemann, Ole, Thomas Hinz, Julia Lang, Susanne Strauss & Nick Zubanov (2025): Wie fair empfinde ich meinen Lohn? Das Arbeitsumfeld macht den Unterschied. In: IAB-Forum H. 03.02.2025 Nürnberg. DOI:10.48720/IAB.FOO.20250203.01

Abstract

"Dass eine faire Entlohnung Auswirkungen auf die Arbeitszufriedenheit und auf den Verbleib im Unternehmen haben kann, ist den meisten Menschen bewusst. Welche Rolle das Arbeitsumfeld bei der Bewertung des eigenen Lohnes spielt, ist jedoch weniger bekannt. Anhand einer deutschlandweiten Befragung von Beschäftigten in größeren Firmen hat ein Forschungsteam der Universität Konstanz und des IAB drei relevante Aspekte des Arbeitsumfeldes untersucht: ob Beschäftigte über ihre Löhne sprechen, ob nach Tarifvertrag entlohnt wird und ob es Betriebsräte als Anlaufstelle für Fragen der fairen Entlohnung gib" (Autorenreferat, IAB-Doku)

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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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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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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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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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Ehmann, Stefanie, Philipp Grunau, Patrick Kampkötter & Julian Wenzel (2025): Zur Extrameile motiviert. Performance Management. In: Personalmagazin, Jg. 27, H. 11, S. 72-75., 2025-09-12.

Abstract

"Beschäftigte schätzen Mitarbeitergespräche mit Zielvereinbarung und strukturierte Leistungsbeurteilungen. Doch wer die erfolgsabhängige individuelle Vergütung eng daran koppelt, verliert den positiven Effekt. Mitunter sinkt sogar die wahrgenommene Arbeitsqualität. Besonders betroffen sind Aspekte wie Krankheitstage, Engagement und die emotionale Bindung an das Unternehmen. Unternehmen sollten deshalb den Trend zur Individualisierung variabler Vergütung kritisch hinterfragen. Viel spricht dafür, individuelle Leistungsbeurteilung und Zielvereinbarung als Entwicklungsinstrumente zu nutzen – ohne monetäre Folgen. HR sollte bei der Wahl der Instrumente bedenken: Das Performance Management unterliegt wie alle Management-Methoden gewissen Moden. Entscheidend ist, was wirklich auf den Unternehmenserfolg einzahlt." (Textauszug, IAB-Doku, © Haufe-Lexware)

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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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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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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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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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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)

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Grund, Christian & Alexandra Soboll (2025): The relation between employees’ self-evaluations of performance and job satisfaction. In: Review of Managerial Science, S. 1-23. 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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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))

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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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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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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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Hiemer, Julia & Maike Andresen (2025): The multidimensionality of psychological overemployment: Development and initial validation of a new scale. In: German Journal of Human Resource Management. DOI:10.1177/23970022251391028

Abstract

"Recent qualitative research has expanded the traditional definition of overemployment—typically understood in economics and sociology as a mismatch between actual and preferred working hours—by conceptualizing it as a multidimensional psychological construct. However, research still lacks a reasonably complex and statistically validated measure of psychological overemployment. To address this issue, the present research developed and validated a multidimensional Psychological Overemployment Scale (POS)—the first psychometrically tested instrument of its kind. Study 1 (N : 26 and N : 27) generated items and assessed their content validity. Study 2 (N = 303) identified three dimensions of psychological overemployment: work time duration, density, and distribution (on tasks). Study 3 (N = 500) and study 4 (N = 350) tested the reliability and validity of the POS across different samples. Study 5 (N = 254 and N = 267) confirmed the discriminant validity of the POS by demonstrating that its dimensions differ clearly from orbiting constructs. We confirmed the scale’s three-dimensional structure and provided evidence for construct validity by relating the POS to traditional overemployment measures and to work-life balance. We also demonstrated criterion validity by correlating the POS with well-being, job attitudes, and work behavior. Researchers can use the POS to develop knowledge on psychological overemployment, its antecedents and outcomes, and practitioners can apply it to evaluate work flexibilization instruments, for organizational diagnosis, or coaching." (Author's abstract, IAB-Doku) ((en))

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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))

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Kesternich, Iris & Thimo De Schouwer (2025): Work Meaning and the Flexibility Puzzle. In: Journal of labor economics. DOI:10.1086/739081

Abstract

"We study heterogeneity in the prevalence of and preferences for workplace flexibility and work meaning. We show that, internationally, women and parents value flexibility more but do not work more flexible jobs. The gender dimension of this flexibility puzzle is related to differences in meaningful work, which women value higher and sort into, at a significant price corresponding to 20 to 70% less flexibility. The parental dimension is connected to preferences for meaning and flexibility diverging after childbirth. We show through counterfactuals that making meaningful jobs more flexible reduces the gender gap in total compensation by almost a quarter." (Author's abstract, IAB-Doku) ((en))

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Knispel, Jens, Veneta Slavchova, Julia Brenner & Viktoria Arling (2025): Die Relevanz der beruflichen Resilienz für die mentale Gesundheit und Arbeitszufriedenheit von Beschäftigten. In: Arbeitsmedizin, Sozialmedizin, Umweltmedizin, Jg. 2025, H. 2, S. 98-107. DOI:10.17147/asu-1-417844

Abstract

"Zielstellung: Schätzungsweise 15% aller Fehltage von Beschäftigten aller Altersgruppen sind auf psychische Erkrankungen zurückzuführen. Ziel der vorliegenden Studie ist es, die Relevanz verschiedener Facetten der beruflichen Resilienz als mögliche Schutzfaktoren für die langfristige Aufrechterhaltung der mentalen Gesundheit von Beschäftigten und dem Erleben ihrer beruflichen Situation zu untersuchen. Zu den Facetten der beruflichen Resilienz zählen Optimismus, Akzeptanz, Lösungsorientierung, Selbstfürsorge, Netzwerkorientierung, Verantwortungsübernahme und Zukunftsplanung. Methode: Zur Untersuchung der Forschungsfrage wurden im Rahmen einer Online-Studie 235 Beschäftigte mit einem Stellenumfang von mindestens 20 Stunden pro Woche mittels Fragebögen bezüglich ihrer beruflichen Resilienz (RB-7-30) und ihrer emotionalen Irritation, Depressivität und Arbeitszufriedenheit befragt. Ergebnisse: Die Ergebnisse weisen darauf hin, dass berufliche Resilienz mit emotionaler Irritation, Depressivität und Arbeitszufriedenheit assoziiert ist. Multiple Regressionsanalysen geben Hinweis darauf, dass die jeweiligen Resilienzfacetten einen differenzierten Zusammenhang mit der mentalen Gesundheit von Beschäftigten und dem Erleben ihrer beruflichen Situation aufweisen. Schlussfolgerungen: Berufliche Resilienz stellt einen potenziellen Schutzfaktor zum Erhalt der mentalen Gesundheit dar. Es erscheint lohnenswert, weitere Untersuchungen zur Wirksamkeit beruflicher Resilienz durchzuführen, um anschließend gezielte Trainingsmaßnahmen für Beschäftigte (Führungskräfte und Mitarbeitende) abzuleiten und so einen nachhaltigen Beitrag zur langfristigen Stabilisierung des psychischen Wohlbefindens und der Arbeitszufriedenheit zu leisten" (Autorenreferat, IAB-Doku)

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Kraats, Coen van de, Titus Galama, Maarten Lindeboom & Zichen Deng (2025): Why Life Gets Better after Age 50, for Some: Mental Well-Being and the Social Norm of Work. In: Journal of labor economics, S. 1-24. DOI:10.1086/737772

Abstract

"We provide evidence that the social norm (expectation) that adults work has a substantial detrimental causal effect on the mental well-being of unemployed men in mid-life, as substantial as, e.g., the detriment of being widowed. As their peers in age retire and the social norm weakens, the mental well-being of the unemployed improves.Using data on individuals aged 50+ from 10 European countries, we identify the social norm of work effect using exogenous variation in the earliest eligibility age for old-age public pensions across countries and birth cohorts." (Author's abstract, IAB-Doku) ((en))

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Köhne-Finster, Sabine & Regina Flake (2025): Job Enrichment: Wie Unternehmen Potenziale erkennen und Beschäftigte motivieren. (KOFA kompakt / Kompetenzzentrum Fachkräftesicherung 2025,09), Köln, 6 S.

Abstract

"Die IW-Beschäftigtenbefragung 2024 zeigt: Bei rund einem Drittel der abhängig Beschäftigten besteht das Potenzial, sie über Job Enrichment noch stärker zu motivieren. Dieser Beschäftigtengruppe sind Entscheidungsräume im Arbeitsalltag, Möglichkeiten, ihr Wissen und Können einzubringen, sowie Karriereperspektiven im Unternehmen besonders wichtig. Veränderungen in diesen Bereichen wirken sich unmittelbar auf ihre Arbeitszufriedenheit aus. Das volle Potenzial, Beschäftigte über mehr Verantwortung und das Einbringen eigener Ideen zu motivieren, wird häufig jedoch noch nicht ausgeschöpft. Obwohl das Interesse an individueller Karriereberatung und praxisnaher Weiterbildung bei Beschäftigten mit Potenzial für Job Enrichment überdurchschnittlich hoch ist, haben viele von ihnen noch keine entsprechenden Angebote wahrgenommen. Dabei wäre gerade die Kombination aus herausfordernden Aufgaben, Entwicklungsberatung und gezielter Qualifizierung für Unternehmen ein wirksamer Hebel, um die Potenziale von Job Enrichment erfolgreich zu entfalten – und damit Motivation, Arbeitszufriedenheit und Mitarbeiterbindung der Potenzialgruppe langfristig zu stärken." (Autorenreferat, IAB-Doku)

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Love, Jasmine, Katrina A. Lambert, Amanda Cooklin, Stacey Hokke, Liana Leach, Rebecca Giallo, Tinh Doan, Helen Findley & Jodi Oakman (2025): Mismatch between actual and preferred number of days working from home. Parental status, work-family conflict, and stress. In: Community, work & family, S. 1-22. DOI:10.1080/13668803.2025.2584084

Abstract

"This study assessed whether the mismatch between Australian employees actual and preferred number of days working from home is associated with work-to-family conflict, family-to-work conflict and four indicators of stress (burnout, general stress, somatic stress, cognitive stress). Whether these relationships were moderated by parental status was examined. Employees working from home completed online surveys in May 2021 (n = 451), November 2021 (n = 358) and May 2022 (n = 320). The three waves of data were pooled (337 non-parents, 179 parents) and generalised mixed effects models were used. For parents, a mismatch between actual and preferred amount of working from home, particularly working from home less than preferred, was associated with increased work-to-family conflict (but not family-to-work conflict). Working from home more than preferred was associated with increases in all four aspects of stress for parents and non-parents. Working from home less than preferred was associated with increased burnout among non-parents and decreased general stress and cognitive stress among parents. Findings suggest there is no one-size-fits-all approach in how much working from home is optimal, but a mismatch in work from home preferences can have adverse associations with employee wellbeing, particularly work-to-family conflict for parents. Work from home arrangements should be tailored to individual needs." (Author's abstract, IAB-Doku) ((en))

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López-Cabarcos, M. Ángeles, Analía López-Carballeira & Carlos Ferro-Soto (2025): The effects of new ways of working (NWW) on employees’ well-being and happiness. A theoretical overview. In: ESIC market, Jg. 56, H. 1. DOI:10.7200/esicm.56.341

Abstract

"Purpose: New ways of working (NWW) is an emerging trend in contemporary organisations, driven by the need to be flexible and adapt quickly to changes. Thus, NWW provides employees with greater control over their working time, also increasing their autonomy with the support of ICTs. However, the adoption of flexible work arrangements can be a source of a wide range of concerns, which can influence employees’ well-being and happiness at work. This research aims to develop an overall framework to guide future research on new flexible work models. Methodology: This theoretical overview proposes to analyze the influence of e-demands (technostress, e-work-life balance, etc.) resulting from NWW adoption on employees’ e-well-being (e-psychological well-being, e-emotional exhaustion, etc.) and e-happiness. To mitigate the potential negative effects of NWW practices, both organizations and employees should identify personal e-resources (e-psychological capital, e-work self-efficacy, e-psychological empowerment) and job e-resources (e-engaging leadership, e-work effectiveness) that can serve as effective moderators to promote employees’ well-being. Results: The proposed model attempts to provide an overview based on available knowledge about the relationships between e-demands, employees’ e-well-being and personal and job resources in e-work contexts. Practical implications: This research aims to shed light on the need for effective strategies to adapt the NWW to work environments characterised by higher levels of flexibility and the intensive use of ICTs, with the aim of guaranteeing employees’ well-being, health and happiness, and achieving better results." (Author's abstract, IAB-Doku) ((en))

Zitatform

Manger, Helena (2025): Benefits and Employees' Work Effort: An Empirical Analysis of Non-monetary Incentives. (SOEPpapers on multidisciplinary panel data research at DIW Berlin 1228), Berlin, 63 S.

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 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 of extra work per week. However, the effectiveness of benefits does not seem to be universal but varies depending on the type of benefit 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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McGuinness, Seamus, Lorcan Kelly, Anne Devlin & Adele Whelan (2025): Vocational education, earnings and job satisfaction in Europe. In: Education Economics, S. 1-21. DOI:10.1080/09645292.2025.2584065

Abstract

"This paper examines the earnings and job satisfaction of Vocational Education and Training (VET) graduates in the European Union (EU) using two definitions of vocational education: a self-reported definition and a more specific definition that incorporates work-based learning. The incidence of third-level VET falls from 74% to 29% under the stricter definition. Across the EU, the returns to vocational and academic qualifications are comparable for upper secondary, post-secondary and tertiary qualifications. Earnings premia vary between countries, with VET generating higher returns in just under one-third of all EU-28 members. Additionally, third level VET graduates enjoy higher levels of job satisfaction." (Author's abstract, IAB-Doku) ((en))

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McGuinness, Seamus, Lorcan Kelly, Anne Devlin & Adele Whelan (2025): Vocational Education, Earnings and Job Satisfaction in Europe. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 18134), Bonn, 43 S.

Abstract

"This paper examines the earnings and job satisfaction of Vocational Education and Training (VET) graduates in the European Union (EU) using two definitions of vocational education: a self-reported definition and a more specific definition that incorporates work-based learning. The incidence of third-level VET falls from 74% to 29% under the stricter definition. Across the EU, the returns to vocational and academic qualifications are comparable for upper secondary, post-secondary and tertiary qualifications. Earnings premia vary between countries, with VET generating higher returns in just under one-third of all EU-28 members. Additionally, third level VET graduates enjoy higher levels of job satisfaction." (Author's abstract, IAB-Doku) ((en))

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Miszczyński, Miłosz & Patrizia Zanoni (2025): Coercion and Consent under Techno-Economic Despotism: Workers’ Alienation and ‘Liberation’ in the Amazon Warehouse. In: Work, Employment and Society, Jg. 39, H. 5, S. 1179-1200. DOI:10.1177/09500170251336954

Abstract

"This article explores the role of subjectivity in workers’ control in warehouses.Relying on Marx’s theory of the alienated subject under capitalism, we analyze the narratives of Polish Amazon workers to understand how alienating work produces a contradictory consenting subject. Workers are both estranged from the labor process, commodities, social relations and themselves, and simultaneously reconstituted as agents with new potentialities. Reflecting Marx’s ‘civilising’ dimension of capitalism, they are reconstituted as sellers of labor, consumers, individuals deserving respect and holders of legal rights. This transformation elicits workers’ consent to alienating work conditions because these new possibilities depend on such conditions. Our study advances discussions of control in global warehousing by highlighting how workers’ consent operates alongside coercion. It also advances our understanding of consent by showing that it is not merely a coping mechanism for meaningless work but rather emerges from workers’ integration into capitalist relations."(Author's abstract, IAB-Doku) ((en))

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Mutter, Anna, Jasmin Afrahi & Thomas Armbrüster (2025): What makes a good place to work? The effect of internal corporate social responsibility on word-of-mouth for employers. In: The International Journal of Human Resource Management, Jg. 36, H. 11, S. 1807-1833. DOI:10.1080/09585192.2025.2534339

Abstract

"Word-of-mouth for employers (WOME; i.e., employees talking positively about their employer organization) is a valuable corporate means of recruitment in times of employee shortage and war for talent. However, research on the determinants of WOME is fragmented, and the identification of success factors is incomplete. Based on research on word-of-mouth mechanisms and social exchange theory, which explains exchange relationships between sender and receiver, we elaborate on a model of WOME that comprises classic and emerging factors of workplace attractiveness (monetary compensation, work environment, and workplace fun) and internal corporate social responsibility (ICSR). We hypothesize that ICSR exhibits the greatest explanatory power for WOME. We tested our assumption with a data set of 132,995 participants from 13 industrial sectors in Germany and ran a multiple linear regression analysis with four independent variables and WOME as the dependent variable. ICSR proved to have the greatest effect on WOME, which we consider a result of employees’ interest in a fair exchange relationship with their employers, followed by workplace fun, the work environment, and monetary compensation. We discuss the results in terms of the above-mentioned theories and point out directions for future research as well as practical implications." (Author's abstract, IAB-Doku) ((en))

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Nappo, Nunzia & Giuseppe Lubrano Lavadera (2025): Welfare regimes and gender gaps in job satisfaction across Europe. Evidence from the European Working Survey. In: Applied Economics, Jg. 57, H. 32, S. 4695-4709. DOI:10.1080/00036846.2024.2364088

Abstract

"Often women report higher levels of job satisfaction than men, although their jobs are worse than men’s jobs. Evidence on this paradox, which is known as the ‘gender-job satisfaction paradox’, is still controversial. This paper focuses on gender differences in job satisfaction across groups of countries in the European Union. The following five groups of countries have been considered: 1) Nordic countries, 2) Anglo-Saxon countries, 3) Continental countries, 4) Southern European countries, and 5) Eastern European countries. For the empirical analysis, data from the Sixth European Working Conditions Survey (EWCS6), collected in 2015 and released in 2017 (EWCS 2017), were employed. To examine the gender job satisfaction gap, a continuous and normally distributed dependent variable derived from a principal component analysis (PCA) of six questions in the survey was employed. An Oaxaca‒Blinder estimation was implemented after unconditional quantile regression (UQR) to capture gender gaps for different levels of job satisfaction. The results are in line with the main literature and show that the paradox is mostly disappearing. However, the paradox persists in the Anglo-Saxon and the Southern European countries." (Author's abstract, IAB-Doku) ((en))

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Nappo, Nunzia (2025): Gender differences in job satisfaction across Europe: do men and women experience work differently? In: Journal of Economic Studies, S. 1-25. DOI:10.1108/jes-01-2025-0051

Abstract

"Purpose: The main aim of this paper is to study gender differences in job satisfaction in Europe. Design/methodology/approach: For the empirical analysis, we employed data from the Sixth European Working Conditions Survey (EWCS, 2017). To assess the associations between some work-role inputs and outputs and satisfaction with work, we employed ordered probit models. Findings: The results show that women report greater job satisfaction than men do. Women value the intrinsic characteristics of their jobs more than men do. While women report that helping others and doing a useful job is important to them, men place a greater value on wage level. However, good prospects for career advancement matter more for women than for men. Being helped and supported both by colleagues and managers, since this support implies good work relationships, influences job satisfaction for both groups but is more important for women than for men. Originality/value: We have added new evidence to the literature on job satisfaction (i.e. the correlation between work-role inputs and outputs and job satisfaction) using a very large sample of countries, whereas most previous research has focused on single nations or small groups of countries. To the best of our knowledge, this is the first time that the EWCS (2017) has been employed with this aim. In addition, we have expanded the evidence on the correlates of job satisfaction within the European labour market." (Author's abstract, IAB-Doku, © Emerald Group) ((en))

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Nink, Marco & Pa Sinyan (2025): Gallup Engagement Index Deutschland 2024. Berlin: Gallup GmbH, 42 S.

Abstract

"Zum ersten Mal in der Geschichte des Gallup Engagement Index Deutschland liegt die hohe emotionale Bindung der Beschäftigten im einstelligen Bereich. Gleichzeitig hat auch die Zahl der Mitarbeitenden ohne emotionale Bindung abgenommen. Das Resultat: Die überwältigende Mehrheit macht Dienst nach Vorschrift. Die schwach ausgeprägte emotionale Bindung treibt die Wechselbereitschaft: Nur die Hälfte der Beschäftigten möchte in einem Jahr noch uneingeschränkt bei ihrem derzeitigen Arbeitgeber sein, während Headhunter so aktiv wie nie zuvor sind. Gleichzeitig sinkt das Vertrauen: nicht nur in die finanzielle Zukunft des Arbeitgebers, sondern auch in die Führungskräfte. Wie können deutsche Unternehmen diesen Trend umkehren und das Vertrauen und die Loyalität ihrer Mitarbeitenden zurückgewinnen? Ausführliche Informationen und darüber hinaus gehende Zahlen gibt es im Report zum Gallup Engagement Index Deutschland 2024." (Verlagsangaben, IAB-Doku)

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Nivorozhkin, Anton & Markus Promberger (2025): Der Bezug von Grundsicherungsleistungen geht auch längerfristig mit einer geringeren Lebenszufriedenheit einher (Serie „Befunde aus der IAB-Grundsicherungsforschung 2021 bis 2024“). In: IAB-Forum H. 16.07.2025, 2025-07-14. DOI:10.48720/IAB.FOO.20250716.01

Abstract

"Für viele Menschen sind Grundsicherungsleistungen eine unverzichtbare finanzielle Hilfe. Doch wie verhält es sich mit dem subjektiven Wohlergehen der Betroffenen? Befunde aus der IAB-Forschung, die auf Daten vor der Bürgergeld-Reform basieren, zeigen: Obwohl Grundsicherungsleistungen die materielle Situation von Menschen absichern, geht der Bezug als solcher im Schnitt auch langfristig mit einer geringeren Lebenszufriedenheit einher. Bei Männern verstärkt sich dieser Effekt im Zeitverlauf sogar." (Autorenreferat, IAB-Doku)

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Peeters, Maria C. W., Jan Fekke Ybema, Pascale M. Le Blanc & Judith Plomp (2025): Exploring the delicate relation between technological innovations and work quality: A study among civil servants. In: Economic and Industrial Democracy, Jg. 46, H. 3, S. 851-873. DOI:10.1177/0143831x251347151

Abstract

"This study explores the delicate relation between technological innovations and work quality. It was conducted across various parts of the Dutch central government. The authors assessed how civil servants perceive changes in job demands, job resources and some relevant outcomes following the implementation of new technologies. Data were collected through an online Technology Monitor (TM) which was (at least partly) completed by 332 respondents. Results showed that employees perceived significant increases in various job demands, alongside a modest increase in the job resource autonomy after technology implementation. Additionally, civil servants who experienced more autonomy following new technology implementation reported higher levels of both work engagement and employability. In contrast, perceptions of increased workload were associated with more burnout symptoms. Interestingly, perceived increases in task variation were associated with fewer burnout symptoms, lower job insecurity and higher work engagement. These findings offer valuable insights for managers and HR professionals involved in managing technological transitions, emphasizing the importance of employee-centered strategies to safeguard and enhance the quality of work of civil servants." (Author's abstract, IAB-Doku) ((en))

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Prati, Gabriele (2025): Is Job Satisfaction Related to Subjective Well-being? Causal Inference from Longitudinal Data. In: Applied Research in Quality of Life, Jg. 20, H. 1, S. 133-160. DOI:10.1007/s11482-024-10400-2

Abstract

"Previous research has demonstrated a relationship between job satisfaction and subjective well-being, particularly life satisfaction, which aligns with the spillover theory. Moreover, according to the core self-evaluations theory, core self-evaluations are hypothesized to explain the relationship between job and subjective well-being and to have a causal role in job satisfaction and subjective well-being. The aim of the current study was (1) to test these predictions of self-evaluations theory and (2) to investigate the relationship between job satisfaction and subjective well-being. Data from two national, representative longitudinal studies (i.e., the GESIS Panel study and the Swiss Household Panel study) were used. The participants consisted of approximately 20,000 individuals from Switzerland (Swiss Household Panel study) and 5,000 individuals from Germany (GESIS Panel study). A separate series of random intercept cross-lagged panel models revealed that job satisfaction and subjective well-being (except for happiness) were not reciprocally related across all study waves. Moreover, the relationship between job satisfaction and subjective well-being appears to reflect a trait-like property. Finally, core self-evaluations did not account for any part of the relationship between job and subjective well-being, and there was limited evidence that core self-evaluations can predict later subjective well-being. These results provide mixed support for both spillover and segmentation theories, as well as for some predictions of self-evaluations theory." (Author's abstract, IAB-Doku) ((en))

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Prechsl, Sebastian (2025): Anstrengung ohne angemessene Gegenleistung verdoppelt die Wahrscheinlichkeit eines Jobwechsels. In: IAB-Forum H. 22.07.2025, 2025-07-22. DOI:10.48720/IAB.FOO.20250722.01

Abstract

"„Ich rackere mich hier ab, ohne dass es mir gedankt wird“ – so oder ähnlich empfindet es derzeit nahezu die Hälfte der Beschäftigten. Dass dies handfeste Folgen für die Betriebe haben kann, zeigt eine IAB-Studie auf Basis des Panels „Arbeitsmarkt und soziale Sicherung“. Denn die Wahrscheinlichkeit für einen Jobwechsel verdoppelt sich, wenn Arbeitgeber die Anstrengungen ihrer Beschäftigten aus deren Sicht nur unzureichend honorieren." (Autorenreferat, IAB-Doku)

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Riester, Johanna & Johannes Keller (2025): Considering the Dark Side of Work: Bullshit Job Perceptions, Deviant Work Behavior, and the Moderating Role of Work Ethic. In: Journal of Business Ethics, Jg. 198, H. 3, S. 675-693. DOI:10.1007/s10551-024-05821-w

Abstract

"This contribution aims to expand the study of experiences at work by (a) analyzing a theoretical perspective concerning experiences at work which emphasizes both positive aspects as well as negative aspects, (b) exploring the relation of both negative (Bullshit job perceptions; BJP) and positive aspects (Meaningful Work perceptions; MWP) experienced at work to negative work-related behavior (Counterproductive Work Behavior [CWB] and Cyberloafing), (c) investigating the (moderating) role of work ethic, and (d) examining the robustness of these relations when considering additional contextual factors (organizational work values and tightness–looseness reflecting social norms). Three studies were conducted, including two samples of German employees (N = 247 and N = 240), and another one of employees in the USA (N = 253). Our findings reveal that negative experiences at work (BJP) are the main predictor of problematic workplace behavior (CWB and Cyberloafing). Furthermore, their relation was contingent on individuals’ endorsement of work ethic. BJP and CWB (or Cyberloafing) were more closely associated for individuals strongly endorsing work ethic. In contrast, the relation of positive experiences (MWP) to problematic behavior at work was not significantly qualified by work ethic. The observed relations were robust when additional contextual factors were controlled for. The results emphasize the importance and complexity of work experiences including and differentiating positive and negative aspects. They also highlight the significance of work ethic and related beliefs of employees in shaping problematic behavior in work settings." (Author's abstract, IAB-Doku) ((en))

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Rodgers, Yana van der Meulen, Lisa Schur, Flora M. Hammond, Renee Edwards, Jennifer Cohen & Douglas Kruse (2025): Disability, Job Satisfaction, and Workplace Accommodations: Evidence from the Healthcare Industry. In: Journal of Occupational Rehabilitation. 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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Rudolph, Cort W., Jack C. Friedrich, Ryszard J. Koziel & Hannes Zacher (2025): Character Strengths Use at Work: a Meta-Analysis of Relations with Work Performance and Employee Wellbeing. In: Applied Research in Quality of Life, Jg. 20, H. 2, S. 753-788. DOI:10.1007/s11482-025-10424-2

Abstract

"Character strengths, individual differences in positive, morally valued human characteristics, are a core concept in positive psychology and positive organizational behavior. The application of character strengths through “strengths use” at work is associated with a variety of positive outcomes, including higher levels of work performance and employee wellbeing. To address fragmentation in this literature, we conducted a meta-analysis of relations between strengths use and these outcomes. Consistent with pre-registered hypotheses, we find positive associations between strengths use and work performance (ρ = .421) and worker wellbeing (ρ = .621). However, contrary to the premise of “strengths overuse,” we did not find evidence for non-linearity in these associations. We also explore demographic and methodological moderators of these relations and present an accounting of additional relations between strengths use at work and a broader network of more specific performance- and wellbeing-related constructs, associated strengths-use constructs, job characteristics, dispositional and attitudinal constructs, and demographic characteristics." (Author's abstract, IAB-Doku) ((en))

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Smith, Conal & Arthur Grimes (2025): Income and Life Satisfaction: Income Measurement Matters. In: The Review of Income and Wealth, Jg. 71, H. 4. DOI:10.1111/roiw.70038

Abstract

"The relationship between life satisfaction and income is a key question in the economics of wellbeing. Most literature on the income coefficient in a life satisfaction regression focuses on issues of causal identification or the measurement of life satisfaction. However, the quality of income measures also has a material impact on the estimated relationship between income and life satisfaction. This paper uses administrative and survey data linked at the individual level to explore the impact of income measurement issues on the estimated relationship between income and life satisfaction. The self-report income measure—collected in income bands—correlates more strongly with life satisfaction than does the more precise employer-report measure. This relationship does not appear to reflect differences in the scope of income captured by each measure. We explore whether other factors such as respondent personality traits influence the estimated relationship between income and life satisfaction." (Author's abstract, IAB-Doku) ((en))

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Tušl, Martin, Anja I. Lehmann, Anja I. Morstatt, Holger Dressel & Georg F. Bauer (2025): Longitudinal changes in occupational well-being: a four-wave panel survey of employees in Switzerland and Germany. In: BMC public health, Jg. 25, H. 1. DOI:10.1186/s12889-025-25237-z

Abstract

"Occupational well-being is a key element of employee health and a crucial determinant of productivity. The present exploratory study investigates longitudinal changes in work engagement and exhaustion as indicators of occupational well-being during different stages of the COVID-19 crisis among employees in Switzerland and Germany. Using a four-wave panel design, we collected data from 2,137 participants during various stages of the pandemic from April 2020 to December 2021. We applied latent change score modeling to examine changes within groups and differences between employee groups over time. Results show that work engagement declined significantly between April and July 2020, partially recovered between July and December 2020, and then remained stable until December 2021. Multi-group analysis highlighted the importance of national context, social connections, and work flexibility as working in Switzerland, living with others, caregiving responsibilities for children, and remote work were consistently associated with higher work engagement. In contrast, exhaustion levels remained relatively stable across all time points. However, some significant differences emerged between groups, with employees in Switzerland reporting an overall lower level of exhaustion. Age-specific trends were also identified, with older employees reporting overall lower levels of exhaustion compared to younger employees across the whole measurement period. The study contributes to the understanding of the dynamic nature of occupational well-being during the pandemic, with implications for organizations aiming to support their employees not only in times of crises." (Author's abstract, IAB-Doku) ((en))

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Voss, Maren Wright, Cal J. Halvorsen, Kanchan Yadav, Stephanie M. Neidlinger, Gregory R. Wagner & Susan E. Peters (2025): Thriving from Work Questionnaire: Validation of a Measure of Worker Wellbeing Among Older U.S. Workers. In: International journal of environmental research and public health, Jg. 22, H. 9. DOI:10.3390/ijerph22091428

Abstract

"As life expectancy and retirement ages rise globally, understanding how older workers thrive in the workplace is an increasingly vital measurement and wellbeing priority. In this study, we validated the Thriving from Work Questionnaire (TfWQ) for workers aged ≥50. A U.S. online panel yielded 617 older workers and 372 younger counterparts for comparison. Using item response theory alongside model-fit evaluation and correlational tests with job/life satisfaction, engagement, burnout, and turnover intent—we assessed reliability and construct validity of the long- (30 reduced to 29-item) and short- (8-item) form TfWQ versions. We recommend omitting one of the original items from the long-form for use in older workers. Instrument reliability was high (α = 0.94 long-form; 0.90 short-form). Model fit was established for both long- and short-form versions with acceptable model fit indices. Convergent validity was supported by strong, theory-consistent correlations with the external constructs. Older workers, compared with those 20–49 years, had higher scores of thriving from work as well as differences identified on nine items. These age-patterned differences highlight actionable levers for occupational-health age-sensitive policy, wellbeing interventions, and workforce planning. The TfWQ offers a robust, reliable, valid, and practically oriented tool for evaluating older workers’ wellbeing with utility across research, practice, and policy." (Author's abstract, IAB-Doku) ((en))

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Warhurst, Chris, Angela Knox & Sally Wright (2025): Developing a Standard Measure of Job Quality. In: Work, Employment and Society, Jg. 39, H. 4, S. 927-948. DOI:10.1177/09500170251325774

Abstract

"The UK government is concerned about job quality. However the lack of scientific consensus about measuring job quality hampers policy efforts to improve the quality of jobs. To address this problem, a standard measure was developed and adopted to report job quality by the UK’s Office for National Statistics. This article outlines a replication study using a new dataset to assess the reliability and validity of this standard measure. The dataset comprises 75 empirical studies that examine job quality in the UK and elsewhere. Using this dataset, the standard measure is confirmed, encompassing six dimensions of job quality. Subsequently, this study establishes both the reproducibility of the measure and the replicability of the methods used to develop that measure. In doing so, the findings will facilitate improved research and policy development along with greater conceptual clarity regarding job quality, long called for by social scientists." (Author's abstract, IAB-Doku) ((en))

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Wiese, Christopher W., Christian Dormann, Hoda Vaziri, Louis Tay, Bart Wille, Job Chen, Lauren H. Moran & Yuhua Li (2025): Happy Work, Happy Life? A Replication and Comparison of the Longitudinal Effects Between Job and Life Satisfaction Using Continuous Time Meta‐Analysis. In: Journal of organizational behavior, Jg. 46, H. 4, S. 487-511. DOI:10.1002/job.2861

Abstract

"Capturing the evolving journey of workers' well-being, our research unveils how the intertwined paths of job and life satisfaction shift and shape each other over time. We contribute to the field's understanding of the dynamic interplay between job and life satisfaction by exploring the time-bound nature of satisfaction, teasing apart the between- and within-person effects, and uncovering the relative strengths of these effects. Our findings (k = 28; N = 161 412) suggest that (1) job and life satisfaction are related to one another over time, (2) life satisfaction has a stronger effect (+32%) on future job satisfaction than the converse, (3) these effects peak around 17.2 months (between-person effects), and (4) effects peak at shorter intervals of 8.2 months when accounting for unobserved heterogeneity (within-person effects). In the latter case, the differences between the two effects were still significant, but the dominance of life satisfaction shrank from 32% to 8%. This investigation not only bridges critical gaps but also sets a new precedent for future research on the temporal dynamics of well-being, promising to transform theoretical perspectives and practical approaches alike." (Author's abstract, IAB-Doku) ((en))

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Woerz, Tilman, Matthias Collischon & Tobias Wolbring (2025): The Social Dynamics of Economic Comparisons: A Longitudinal Study on the Effects of Relative Wages on Subjective Well-Being Using Linked Survey and Register Data. In: Social indicators research, Jg. 179, S. 979-1001., 2025-05-21. DOI:10.1007/s11205-025-03634-6

Abstract

"The implications of wage distributions within firms have garnered increasing attention in recent research, particularly concerning their impact on employees’ subjective well-being. The existing literature, however, presents mixed findings, which may be attributed to the interplay of two opposing forces: social status comparison and the tunnel effect. In this paper, we aim to address this issue by examining the mechanisms underlying these forces. To accomplish this, we leverage a combination of panel study data and comprehensive register data on wage distributions within firms. Our primary hypotheses posit that higher average establishment wages contribute to improved subjective well-being (tunnel effect), whereas decreases in individual ranks lead to reduced well-being (social status comparison). Using fixed effects regressions, we explore these effects and their implications on both job satisfaction and life satisfaction. Our results highlight the complex dynamics surrounding wage distributions, indicating that they serve as indicators of future success and markers of social status within the specific organizational context. These findings shed light on the intricate relationship between wage distributions and subjective well-being, providing valuable insights for understanding the implications of wage disparities within firms." (Author's abstract, IAB-Doku) ((en))

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Xin, Xun, Lili Gao & Yuting He (2025): Empowering older workers through self-regulation: how job crafting and leisure crafting enhance mindfulness and well-being at work. In: Work, Aging and Retirement, Jg. 11, H. 3, S. 266-281. DOI:10.1093/workar/waae017

Abstract

"The capacity for self-regulation is crucial for older workers to maintain adaptability and well-being under aging-related challenges. Building on recent research suggesting that practices of self-regulation can enhance self-regulatory capacity, our study employs self-regulation theory to investigate how two distinct self-regulatory practices—job crafting (JC) and leisure crafting (LC)—support older workers in enhancing their work well-being through the lens of self-regulatory capacity, specifically mindfulness. Within this theoretical framework, we further explore the combined effects of JC and LC on adaptation to the aging process. A three-wave time-lagged survey was conducted among 227 older Chinese workers from science and technology enterprises. The results from latent structural equation modeling indicate that mindfulness at work mediates the relationship between crafting practices (both JC and LC) and work well-being. Moreover, JC and LC exhibit a compensatory relationship in facilitating mindfulness at work, which in turn promotes the work well-being of older workers. These findings offer a novel perspective grounded in self-regulation theory, highlighting how JC and LC contribute to successful aging by strengthening mindfulness capacity." (Author's abstract, IAB-Doku) ((en))

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Zhou, Ying, Min Zou & Mark Williams (2025): Is there a mid-career crisis? An investigation of the relationship between age and job satisfaction across occupations based on four large UK datasets. In: Socio-economic review, Jg. 23, H. 3, S. 1287-1314. DOI:10.1093/ser/mwae072

Abstract

"Previous research has yielded mixed evidence on the relationship between age and job satisfaction. While there is broad consensus that job satisfaction tends to increase from midlife into older age, considerable debate persists regarding whether it rises or falls during the early stages of a career. This study examines this relationship in depth by analysing four nationally representative datasets, which include both cross-sectional and longitudinal data from 108 401 workers in the UK covering all industries, occupations and geographical areas. Our findings reveal a distinct U-shaped trajectory of job satisfaction among workers in managerial, professional and associate professional occupations. However, this pattern is not evident among workers in intermediate or lower occupational classes. These results remain consistent even after adjusting for period effects, cohort effects and fixed individual characteristics. The results of this study suggest that commonly cited reasons for the mid-career crisis, such as increased work–family conflicts, are unlikely to fully explain the pattern. Instead, the answer is likely to lie in work-related factors that disproportionately affect highly skilled workers. By highlighting the role of occupational context in shaping how individuals experience their work as they age, this study contributes to resolving a long-standing debate in the job satisfaction literature and lays the groundwork for theoretical advancements in this field." (Author's abstract, IAB-Doku) ((en))

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(2025): Gute Zeiten, schlechte Zeiten? Wie die Beschäftigten ihre Arbeitszeiten bewerten. Ergebnisse des DGB-Index Gute Arbeit 2025. (DGB-Index Gute Arbeit : Report ...), Berlin, 23 S.

Abstract

"Die bundesweit repräsentative Befragung des DGB-Index Gute Arbeit lief von Januar bis Mai 2025. Mehr als 4.000 zufällig ausgewählte Arbeitnehmerinnen und Arbeitnehmer gaben Auskunft über ihre Arbeitsbedingungen. Schwerpunktthema war die Arbeitszeit. Aufschlussreich ist der Abgleich der Arbeitszeitrealität mit den Wünschen der Beschäftigten: Lediglich 40 Prozent sind mit ihrer aktuellen Arbeitszeit zufrieden. Dagegen wünscht sich mehr als die Hälfte (53 Prozent) kürzere Arbeitszeiten, sieben Prozent würden gerne länger arbeiten. Gründe für die Diskrepanzen zwischen Wunsch und Wirklichkeit sind überwiegend starre betriebliche Vorgaben. Während sich die große Mehrheit maximale tägliche Arbeitszeiten von acht Stunden wünscht, geben 43 Prozent aller Befragten an, (sehr) häufig länger als acht Stunden zu arbeiten. Je öfter dies der Fall ist, desto ausgeprägter sind Probleme bei der Vereinbarkeit von Arbeit und Privatleben. Auch die eigene Erholung und die gesundheitliche Situation werden negativer bewertet. Ein Hebel für die Gestaltung gesundheitsgerechter Arbeitszeiten ist deren vollständige Erfassung. In der Befragung geben 23 Prozent an, dass ihre Arbeitszeit durch den Betrieb nicht erfasst wird. Weitere sieben Prozent haben zwar eine Erfassung, diese ist jedoch nicht vollständig. Ohne Arbeitszeiterfassung wird häufiger von einer Entgrenzung und Fragmentierung der Arbeitszeit berichtet." (Autorenreferat, IAB-Doku)

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Ambiel, Benjamin Samuel, Ingmar Rapp & Jonathan Simon Gruhler (2024): Evening Work and Its Relationship with Couple Time. In: Journal of Family and Economic Issues, Jg. 45, H. 3, S. 621-635. DOI:10.1007/s10834-023-09934-8

Abstract

"This article examines the relationship between couple time and nonstandard working time, in particular evening work, using household-based time use data from Germany. We analyzed three measures of couple time: total time couples spend together, engaged leisure time and other couple time. Engaged leisure includes joint leisure activities and a mutual acknowledgement of the partner's presence, while other couple time includes the performance of different activities or joint unpaid work. The results of multiple OLS-regressions on data from 1957 couples across 5871 diary days strongly suggest that evening work reduces not only total couple time but also specifically engaged leisure time. In contrast, other couple time is less affected by time spent in paid evening work. As engaged leisure time is strongly related to relationship stability and satisfaction, it can be assumed that evening work has negative effects on intimate relationships." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))

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Arntz, Melanie, Sebastian Findeisen, Stephan Maurer & Oliver Schlenker (2024): Are we yet sick of new technologies? The unequal health effects of digitalization. (CEP discussion paper / Centre for Economic Performance 1984), London, 52 S.

Abstract

"This study quantifies the relationship between workplace digitalization, i.e., the increasing use of frontier technologies, and workers' health outcomes using novel and representative German linked employer-employee data. Based on changes in individual-level use of technologies between 2011 and 2019, we find that digitalization induces similar shifts into more complex and service-oriented tasks across all workers but exacerbates health inequality between cognitive and manual workers. Unlike more mature, computer-based technologies, frontier technologies of the recent technology wave substantially lower manual workers' subjective health and increase sick leave, while leaving cognitive workers unaffected. We provide evidence that the effects are mitigated in firms that provide training and assistance in the adjustment process for workers." (Author's abstract, IAB-Doku) ((en))

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Bachtal, Yassien Nico (2024): The efficiency scope of work from home: A multidimensional approach and the significance of real estate. (Publications of Darmstadt Technical University, Institute for Business Studies (BWL) 144916), Darmstadt: Darmstadt Technical University, Department of Business Administration, Economics and Law, Institute for Business Studies (BWL), 176 S.

Abstract

"Die Arbeitswelten und insbesondere die physische Organisation der Arbeit befinden sich in einem tiefgreifenden Transformationsprozess. Ursächlich für diesen Transformationsprozess sind technologische Innovationen, organisatorische Veränderungen und die zunehmende Pluralisierung der Anforderungen von Arbeitnehmenden. Auch wenn dieser Transformationsprozess der physischen Organisation der Arbeit schon vor einigen Jahren eingesetzt hat, hat die COVID-19 Pandemie die Transformationsgeschwindigkeit signifikant erhöht. Work from Home, als eine Maßnahme zur Eindämmung der COVID-19 Pandemie, ermöglichte es Büroarbeitenden weltweit Erfahrungen mit der Arbeit zu Hause zu sammeln. Work from Home beschreibt dabei das regelmäßige Arbeiten von zu Hause, das durch die Nutzung von Informations- und Kommunikationstechnologien ermöglicht wird. Arbeitnehmende haben dadurch den direkten Vergleich zwischen dem Arbeiten im Büro und dem Work from Home und wägen ihren Arbeitsort in Abhängigkeit der Arbeitstätigkeiten zielgerichteter ab. Die flächendeckende Einführung von Work from Home beeinflusst das Leben und Arbeiten auf mehreren Ebenen. Auf individueller Ebene stellt sich die Frage, welche Arbeitnehmenden grundsätzlich für das Work from Home geeignet sind. Auf der Ebene der Arbeitsumwelt fehlt es an Erkenntnissen, inwiefern Work from Home einen Einfluss auf die digitale Ausstattung von Wohnimmobilien hat. Weiterhin bleibt offen, wie sich das Zusammenspiel aus den Arbeitnehmenden (person) und der Arbeitsumwelt (environment) im Work from Home auf den individuellen Arbeitserfolg (fit) auswirkt. Diesen Forschungsfragen geht die vorliegende Dissertation mithilfe von insgesamt fünf Forschungsartikeln nach. Der erste Artikel ordnet Work from Home in eine hybride Arbeitswelt ein und nutzt dazu einen internationalen Vergleich zwischen den Vereinigten Staaten und Deutschland. Hybrides Arbeiten definiert sich über die Verteilung der Arbeitszeit auf das Büro, das Work from Home und dritte Arbeitsorte und beschreibt eine Kombination dieser Arbeitsorte. Der Artikel zeigt, dass WFH in einer hybriden Arbeitswelt für viele Arbeitnehmende einen hohen Stellenwert einnimmt. Während die Arbeitszeit im Büro mit rund einem Drittel in beiden Ländern nahezu identisch ist, zeigt sich, dass vor allem dritte Arbeitsorte (z. B. Coworking Spaces) für Arbeitnehmende in den Vereinigten Staaten einen höheren Stellenwert als in Deutschland einnehmen. Der Artikel zeigt, dass diese Divergenz vor allem kulturell begründet ist. In der Summe zeigt dieser Artikel, dass Arbeitnehmende dem WFH in einer hybriden Arbeitswelt international einen hohen Stellenwert einräumen. Der zweite Artikel greift den hohen Stellenwert des Work from Home in einer hybriden Arbeitswelt auf und untersucht in einer Vorstudie, welche Aspekte erfolgreiches Arbeiten zu Hause ermöglichen. Die Ergebnisse des Artikels zeigen, dass korrelative Zusammenhänge zwischen räumlichen, personenbezogenen und arbeitsbezogenen Merkmalen auf der einen Seite und der Zufriedenheit und Produktivität auf der anderen Seite existieren. Konsequenterweise ist erfolgreiches Arbeiten zu Hause nur durch positive Voraussetzungen aller drei Dimensionen möglich. Dieser Artikel gibt einen ersten Hinweis darauf, dass tatsächlich nur rund 25 % der Arbeitnehmenden, die die Möglichkeit haben von zu Hause zu arbeiten, dort auch erfolgreich sind. Im dritten Forschungsartikel werden die Ergebnisse aus der zweiten Studie aufgegriffen. So ist das Ziel, diese 25 % der erfolgreich von zu Hause arbeitenden Arbeitnehmenden, näher zu betrachten. Die Ergebnisse verdeutlichen, dass insbesondere berufserfahrenere Arbeitnehmende, die in gut ausgestatteten Wohnimmobilien leben und eine hohe Arbeitsautonomie haben im Work from Home erfolgreich arbeiten können. Weniger erfolgreich im Work from Home sind vor allem Berufseinsteiger, die häufig in Immobilien wohnen, die nicht für das Work from Home geeignet sind. Der vierte Artikel widmet sich konkret der Frage, welchen Einfluss die immobilienwirtschaftlichen Merkmale auf die Zufriedenheit und die Produktivität im Work from Home haben. Des Weiteren wird die relative Bedeutung der immobilienwirtschaftlichen Merkmale im Verhältnis zu arbeitsbezogenen und sozial-psychologischen Merkmalen gesetzt. Es zeigt sich, dass die immobilienwirtschaftlichen Merkmale im Work from Home einen hohen Einfluss auf die Zufriedenheit und die Produktivität haben. Im Vergleich zu arbeitsbezogenen und sozial-psychologischen Merkmalen haben die immobilienwirtschaftlichen Merkmale sogar die größte Bedeutung. Der fünfte Forschungsartikel untersucht, welche Aspekte die Kaufabsicht von Smart Homes beeinflussen und welche Rolle die gestiegene Technikaffinität, ausgelöst durch die COVID-19 Pandemie und insbesondere durch Work from Home, einnimmt. Die Kaufabsicht von Smart Homes wird vor allem durch das soziale Umfeld begünstigt. Die Ergebnisse machen aber auch deutlich, dass die gestiegene Technikaffinität die Einstellung gegenüber solchen Wohnimmobilien verbessert, was wiederum zu einer höheren Kaufabsicht führt. Mit diesen Erkenntnissen erweitert die vorliegende Dissertation die Forschung rund um das Thema Work from Home. Work from Home bietet sowohl für die Unternehmen als auch für die Gesellschaft Potentiale. Gleichzeitig zeigt die Dissertation auch Risiken, die mit dem Arbeiten von zu Hause verbunden sind. Nur durch die individuelle Betrachtung der Workforce einer Organisation und durch die Kombination des Büros, Work from Home und dritte Arbeitsorte lassen sich diese Potentiale realisieren. Die Dissertation bietet eine theoretisch-konzeptionelle Einordnung in den aktuellen Stand der Forschung und liefert mit den Ergebnissen Implikationen für die Praxis, um den Herausforderungen im Transformationsprozess der physischen Organisation der Arbeit gerecht zu werden." (Autorenreferat, IAB-Doku)

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Bauknecht, Jürgen & Andreas Baldschun (2024): Eine der zufriedensten Berufsgruppen: Entwicklung, Ausmaß und Determinanten der Arbeitszufriedenheit von Sozialarbeiterinnen und Sozialarbeitern. In: Soziale Passagen, Jg. 16, H. 1, S. 123-143. DOI:10.1007/s12592-024-00493-9

Abstract

"Die Studienlage zur Arbeitszufriedenheit von Sozialarbeiterinnen und Sozialarbeitern in Deutschland ist, v. a. bezüglich längsschnittlicher und untergruppenspezifischer (z. B. Altersgruppen) Betrachtungen, nicht zufriedenstellend. Diese Arbeitszufriedenheit wird im Beitrag längsschnittlich, im Vergleich mit anderen Berufsgruppen und innerhalb der Berufsgruppe im Alters- und Geschlechtsvergleich untersucht. Es zeigt sich, dass auch durch einen deutlichen Anstieg in den letzten Jahren die Sozialarbeiterinnen und Sozialarbeiter zu den Berufsgruppen mit der höchsten Arbeitszufriedenheit gehören (Platz 8 in den 66 größten Berufen), wobei diese hohe Zufriedenheit weniger bei der jüngsten Gruppe (bis 34 Jahre) zu finden ist. Aufgezeigt werden – auch längsschnittlich und gruppenvergleichend – zunächst deskriptiv mögliche Determinanten der Arbeitszufriedenheit. Die Zufriedenheit mit dem Einkommen ist nur leicht unterhalb jener anderer Berufsgruppen. Die Zufriedenheit mit den Aufstiegsmöglichkeiten hingegen ist leicht oberhalb der anderen Berufe. Sehr stark im Vergleich mit anderen Berufsgruppen ist das Gefühl ausgeprägt, dass die eigene Tätigkeit wichtig sei. Auch in der Zufriedenheit mit dem Betriebsklima sind die Werte vergleichsweise hoch. Als weitere mögliche Determinanten der Arbeitszufriedenheit werden Belastungsfaktoren und Erschöpfungssymptome dargestellt. Die multivariate Analyse zeigt für drei Faktoren statistisch signifikante Einflüsse auf die Wahrscheinlichkeit, mit der Arbeit „sehr zufrieden“ zu sein. Die „harten Faktoren“ Zufriedenheit mit Einkommen und Aufstiegsmöglichkeiten sind vergleichsweise schwach mit einer hohen Arbeitszufriedenheit verbunden. Wesentlich bedeutsamer scheint hierfür die Zufriedenheit mit dem Betriebsklima zu sein. Belastung und Erschöpfung wirkt erwartungsgemäß negativ. Das Ergebnis legt nahe, dass organisationale Maßnahmen auch bei gegebenen äußeren Umständen einen deutlichen Einfluss auf die Arbeitszufriedenheit von Sozialarbeitern und Sozialarbeitern haben können." (Autorenreferat, IAB-Doku, ©Springer-Verlag)

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

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Campolo, Maria Gabriella & Antonino Di Pino Incognito (2024): How perceived well-being determinants differ for immigrants and natives in Italy. In: Quality & quantity, Jg. 58, H. 3, S. 2499-2522. DOI:10.1007/s11135-023-01765-x

Abstract

"Analysts have identified pecuniary and non-pecuniary factors, as well as the role of individual skills, as relevant predictors of perceived well-being of immigrants, but with different and conflicting conclusions. In this study, related to the Italian case, we evaluate the gap in the well-being of immigrants compared to natives in terms of psychological distress and economic conditions. Using the Italian data from the European Survey on Income and Living Conditions, we estimated well-being functions in different domains by assuming that the emotional condition of the subjects influences their perceived well-being in both cognitive and community domains. We found that considering different well-being domains helps to better assess the nature of the gap between immigrants and natives." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))

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Ehmann, Stefanie, Patrick Kampkötter, Julian Wenzel & Stefanie Wolter (2024): In the Hand of the Family: Management Practices and Perceived Job Quality. (SSRN papers), Rochester, NY, 39 S. DOI:10.2139/ssrn.5060329

Abstract

"This paper explores the use and implications of management practices in family firms compared to firms with dispersed ownership. Our longitudinal and representative employer-employee data set contains detailed information on the implementation of management practices at the firm level, as well as on the type of management in family firms. The analyses show that family firms are not inherently less likely to implement management practices as compared to firms with dispersed ownership, as the differences are driven by the type of management rather than ownership. We find that family-managed family firms are less likely to have implemented structured management practices, whereas externally-managed family firms are not as different from firms with dispersed ownership. Yet, we show that perceived job quality in family firms such as job satisfaction, procedural fairness and leadership quality, does not suffer from the lack of formal practices, suggesting that informal practices play an important role in family firms. For externally-managed family firms, we even find tentative evidence for comparatively higher levels of perceived job quality." (Author's abstract, IAB-Doku) ((en))

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Eleveld, Anja (2024): Can mandatory work in activation programs be meaningful work? In: Critical Social Policy, Jg. 44, H. 3, S. 489-508. 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))

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Ferent-Pipas, Marina & Dorina Lazar (2024): Flexicurity and self-perceived work–life balance in the EU27: A repeated cross-sectional multilevel analysis. In: Economic and Industrial Democracy, Jg. 45, H. 4, S. 1184-1212. DOI:10.1177/0143831X231213024

Abstract

"This study examines the relationship between flexicurity policies and work–life balance, addressing the research question ‘How do higher flexicurity efforts in a country relate to employee perceptions of work–life balance?’ The European Commission adopted flexicurity in 2007 and proposed employment quality as an expected outcome. Work–life balance, a dimension monitored as part of employment quality, has so far been assumed as an implicit outcome of flexicurity, but no empirical research is dedicated to the topic per se. In this article the authors construct a composite indicator to proxy for national flexicurity efforts following the European Commission’s guidelines. For work–life balance and other individual characteristics, the authors employ data on about 74,000 EU27 employees from the three latest waves of the European Working Conditions Survey. First, findings show that the between-country differences in work–life balance were narrower in 2015 compared to 2005. Second, the multilevel analysis suggests that the higher a country scores as regards its flexicurity policies, the likelier its citizens are to report having a work–life balance." (Author's abstract, IAB-Doku) ((en))

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Fleischer, Julia & Camilla Wanckel (2024): Job Satisfaction and the Digital Transformation of the Public Sector: The Mediating Role of Job Autonomy. In: Review of Public Personnel Administration, Jg. 44, H. 3, S. 431-452. DOI:10.1177/0734371X221148403

Abstract

"Worldwide, governments have introduced novel information and communication technologies (ICTs) for policy formulation and service delivery, radically changing the working environment of government employees. Following the debate on work stress and particularly on technostress, we argue that the use of ICTs triggers “digital overload” that decreases government employees’ job satisfaction via inhibiting their job autonomy. Contrary to prior research, we consider job autonomy as a consequence rather than a determinant of digital overload, because ICT-use accelerates work routines and interruptions and eventually diminishes employees’ freedom to decide how to work. Based on novel survey data from government employees in Germany, Italy, and Norway, our structural equation modeling (SEM) confirms a significant negative effect of digital overload on job autonomy. More importantly, job autonomy partially mediates the negative relationship between digital overload and job satisfaction, pointing to the importance of studying the micro-foundations of ICT-use in the public sector." (Author's abstract, IAB-Doku) ((en))

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

Abstract

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

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Green, Francis & Sangwoo Lee (2024): ‘Bad Jobs’ in Europe: Derivation and Analysis of a Wellbeing-Related Job Quality Threshold. In: Applied Research in Quality of Life, Jg. 19, H. 6, S. 3305-3334. DOI:10.1007/s11482-024-10384-z

Abstract

"A method is proposed for defining the threshold of a ‘bad job’, based on a discontinuity in the relationship between a composite index of job quality and subjective wellbeing. Applied to European data, there is a monotonic relationship between the job quality index and psychological wellbeing. However, there is a distinctly large increase in psychological wellbeing, and in several measures of work-related wellbeing, between workers in the lowest decile and those in the second lowest decile of job quality. We therefore propose that ‘bad jobs’ should be designated as those in lowest decile. Using this threshold gives a ‘bad jobs’/ ‘other jobs’ dichotomy that discriminates on wellbeing far better than definitions based only on low earnings and job insecurity. Using multi-level probit analysis, we find that bad jobs are more common in poorer countries and in countries with weaker labour regulation. Three findings differentiate the distributional pattern of bad jobs from that of low-earnings jobs: first, the prevalence of bad jobs is greater in large establishments; second, there is no gender gap in the prevalence of bad jobs; third, working in the private sector raises the chance of being in a bad job but not of being in a low earnings job." (Author's abstract, IAB-Doku) ((en))

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Grund, Christian, Dirk Sliwka & Krystina Titz (2024): Works councils as gatekeepers: Codetermination, management practices, and job satisfaction. In: Labour Economics, Jg. 90. DOI:10.1016/j.labeco.2024.102563

Abstract

"This paper analyzes the role of works councils as gatekeepers safeguarding employee's interests in the adoption of management practices to monitor employee performance and provide feedback. We first introduce a formal model predicting that (i) the introduction of such management practices leads to a stronger increase (or weaker decrease) in job satisfaction when a works council is in place, (ii) that this effect should be larger the lower the prior level of employee participation and (iii) that works councils increase the likelihood of the implementation of these practices at the level of individual employees. We provide evidence in line with these hypotheses, using linked-employer-employee panel data from Germany. We indeed find that the adoption of formal performance appraisals and feedback interviews is associated with a significantly larger increase in job satisfaction when there is a works council. This pattern is driven by establishments without collective bargaining agreements. The evidence also suggests that works councils indeed facilitate the implementation of such management practices, as codetermined firms have a higher likelihood that a practice implemented on the firm level is actually applied by middle management." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))

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Henning, Georg, Graciela Muniz-Terrera, Andreas Stenling & Martin Hyde (2024): Job satisfaction declines before retirement in Germany. In: European Journal of Ageing, Jg. 21, H. 1. DOI:10.1007/s10433-024-00830-0

Abstract

"Job satisfaction has been found to increase with age. However, we still have a very limited understanding of how job satisfaction changes as people approach retirement. This is important as the years before retirement present specific challenges for older workers. We employed a time-to-retirement approach to investigate (i) mean levels of change in job satisfaction in the decade before retirement, and (ii) social inequalities and interindividual differences in change in pre-retirement job satisfaction. Data were drawn from the German Socioeconomic Panel Study (n = 2595). Latent growth curve modeling revealed that job satisfaction declined slightly as people approached retirement, with steeper declines in the very last years before retirement. However, the mean-level decline was very small. Education, age, health, region, marital status, and historical time, but not gender or caregiving mattered for level and change in job satisfaction before retirement. The findings demonstrate the importance of taking a time-to-retirement approach when examining experiences of older workers." (Author's abstract, IAB-Doku) ((en))

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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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Hoendervanger, Jan Gerard & V. Croce (2024): The role of individual differences in flexible ways of working. Creating person-environment fit as an individual team, and organisation. (EUR / European Commission), Luxemburg: Office for Official Publications of the European Communities, 44 S. DOI:10.2760/835919

Abstract

"Due to a combination of results-oriented management styles, HR policies, innovations in information and communication technologies (ICT), corporate real estate (CRE), and facilities management (FM), advanced ICT skills, and raised awareness of personal needs and preferences, knowledge workers are increasingly eager to, able to, and allowed to work flexibly with regard to time, place and tools. Time-spatial job crafting is central to creating Person-Environment fit in this context, implying that personal needs and abilities – which typically differ across workers – should be aligned to the flexible work environment by developing divergent personal work styles. Relevant individual differences concern job characteristics, personal skills and capabilities, psychological characteristics, demographics, and home situation. Understanding differing individual needs and abilities – on an individual, team and organisational level, is fundamental to creating Person-Environment fit in practice. Furthermore, team agreements and integrated workplace management are central to creating a supportive flexible work environment." (Author's abstract, IAB-Doku) ((en))

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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

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)

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Junça-Silva, Ana & António Caetano (2024): How good is teleworking? Development and validation of the tele attitude scale. In: Quality & quantity, Jg. 58, H. 5, S. 4941-4958. DOI:10.1007/s11135-024-01887-w

Abstract

"The objective of this study was to develop and validate a measure called the Tele Attitude Scale (TAS). This measure aims to evaluate relevant aspects of the teleworking experience related to its perceived effects regarding, for instance: job characteristics, perceived productivity, quality of work-related interactions, work-non-work balance, and well-being. Four studies were conducted between 2021 and 2022. First, a qualitative study was conducted to develop the scale (N = 80). Afterward, a second study to explore the scale’s factorial structure (N = 602) was developed. A third study served to analyze its internal validity and reliability (N = 232). A fourth study analyzed the criterion validity of the scale by exploring its correlations with measures of health, affect, and performance (N = 837 teleworkers). The findings revealed that the 10-item scale accounted for a unique factor and that it was a reliable measure. Moreover, the results also showed that the scale was significantly related to measures of health, affect, and performance, thus supporting its convergent and criterion validity. This research advances the knowledge about telework by proposing a user-friendly scale to measure teleworking, specifically how workers perceive their experience of it and how it may impact them at several levels. Thus, the TAS can not only fill a gap in the research but also help organizations evaluate and support teleworkers’ needs and subsequent satisfaction while teleworking." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))

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Ketzmerick, Thomas & Christian Hosang (2024): Qualität der Arbeitsbedingungen von Beschäftigten in Sachsen 2023. Ergebnisse der Befragung zum DGB-Index Gute Arbeit in Sachsen. (Forschungsberichte aus dem zsh), Dresden, 43 S.

Abstract

"Im Jahr 2023 wurde im Auftrag des Freistaates Sachsen zum achten Mal eine Aufstockung der jährlichen Befragung für den DGB-Index Gute Arbeit realisiert, um einen detaillierteren Einblick in die Beschäftigungs- und Arbeitssituation im Land zu gewinnen. Die Befragung ermöglicht Aussagen zu den wahrgenommenen Arbeitsbedingungen aus Sicht der sächsischen Beschäftigten sowie den Vergleich mit den Ergebnissen für Deutschland. Auf dieser Grundlage können Fortschritte und Handlungsbedarfe im Sinne von guter Arbeit identifiziert werden. Der Gesamtindex Gute Arbeit setzt sich aus drei Teilindizes zusammen: Ressourcen (z.B. Einfluss- und Weiterbildungsmöglichkeiten), Belastungen (z.B. durch körperliche und psychische Anforderungen) sowie Einkommen und Sicherheit (einschließlich der Bewertung des erwarteten Rentenniveaus). Die Teilindizes basieren auf insgesamt 42 Einzelmerkmalen der subjektiv eingeschätzten Arbeitsqualität. Die Arbeitsqualität in Sachsen hat sich in den letzten Jahren deutlich verbessert. Mit einer Unterbrechung in der Pandemie hat der Gesamtindex seit 2018 stetig zugelegt. Eine ähnliche Entwicklung ist in Ostdeutschland zu sehen. Nach einem leichten Rückgang des gesamtdeutschen Wertes liegt die Arbeitszufriedenheit in Sachsen und Ostdeutschland 2023 erstmals nahezu auf dem bundesweiten Niveau." (Textauszug, IAB-Doku)

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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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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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Müller, Martin (2024): Arbeitsmotivation erhöhen – aber wie? - Wirtschaftsdienst. In: Wirtschaftsdienst, Jg. 104, H. 5, S. 329-335.

Abstract

"Im Oktober 2022 hat die Bundesregierung ihre Fachkräftestrategie verabschiedet, die einen Wandel der Arbeitskultur einleiten soll. Die demografische Entwicklung wird ohne ausreichendes Gegensteuern zu einer deutlichen Zunahme des Fachkräftemangels und zu einem spürbaren Rückgang des Wachstums des BIP pro Kopf führen. Eine höhere Erwerbsbeteiligung der Bevölkerung bietet ein großes Potenzial, dem entgegenzuwirken. Um dies zu erreichen, müssen Arbeitszufriedenheit und Arbeitsmotivation der Arbeitnehmenden gefördert werden." (Textauszug, IAB-Doku)

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Nappo, Nunzia & Giuseppe Lubrano Lavadera (2024): Job satisfaction in Europe: a gender analysis. In: International Journal of Manpower, Jg. 45, H. 5, S. 865-884. DOI:10.1108/IJM-11-2022-0524

Abstract

"Purpose: The main aim of this study was to examine gender differences in job satisfaction in Europe. Design/methodology/Approach: For the empirical analysis, data from the Sixth European Working Conditions Survey were used. Oaxaca–Blinder decomposition with a principal component analysis (PCA) aggregated variable, after unconditional quantile regressions in a multiple imputation background, was implemented. Findings: Women report higher job satisfaction than men do. Women were significantly more satisfied than men for the middle levels of the job satisfaction distribution. Originality/value: This study expands the evidence on the determinants of job satisfaction in the European labor market by applying a recent form of decomposition that invests in unconditional quantile regression (UQR). To the best of this study knowledge, this is the first time that the Oaxaca–Blinder decomposition with a PCA aggregated variable after unconditional quantile regression has been employed to study gender-based differences in job satisfaction." (Author's abstract, IAB-Doku, © Emerald Group) ((en))

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

Abstract

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

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Osterman, Paul (2024): Reconsidering Occupational Internal Labor Markets: Incidence and Consequences. In: ILR review, Jg. 77, H. 3, S. 366-395. DOI:10.1177/00197939241242089

Abstract

"What are useful ways to characterize varying employment systems? This article returns to an older idea, Internal Labor Markets (ILMs). The traditional assumption characterized ILMs as the core of the labor market but current thinking argues that ILMs have frayed. Little direct measurement has been carried out, however, and both viewpoints have relied on proxies or case studies. The author utilizes a new survey of employed US workers to provide an estimate of the incidence of ILMs and finds that between 25 and 40% percent of adult workers are in ILMs. The article then elaborates theory regarding the practices of ILMs, a theory grounded in the idea of complementary bundles of human resource practices, and asks what are the correlates of being in an ILM. Findings show that although wages in ILMs are no higher than non-ILM wages, ILMs are positively associated with other aspects of job quality and attitudes across the board." (Author's abstract, IAB-Doku) ((en))

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Reynolds, Jeremy, Julieta Aguilar & Reilly Kincaid (2024): More than a side-hustle: Satisfaction with conventional and microtask work and the association with life satisfaction. In: Social science research, Jg. 122. DOI:10.1016/j.ssresearch.2024.103055

Abstract

"Gig platforms promise attractive, flexible ways to earn supplemental income. Academics, however, often describe gig work as low-quality work, suggesting that it is less satisfying than conventional work. In this paper, we present a novel comparison of satisfaction with gig microtask work and conventional work among MTurk workers doing both. We also examine how satisfaction with gig and conventional work relate to life satisfaction. On average, respondents report less satisfaction with microtasks than with conventional work. Nevertheless, roughly one-third of respondents are more satisfied with microtask work. Furthermore, microtask work lowers overall life satisfaction, but only among “platformdependent” respondents (those who rely on platform income). Specifically, structural equation modeling reveals a case of moderated mediation: “platform dependence” reduces life satisfaction by lowering satisfaction with microtask work while also strengthening the latter's connection to life satisfaction. Taken together, our findings support and extend the theory of platform dependence." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))

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Russo, Giovanni (2024): Human capital utilisation, quiet quitting and employee retention - Publications Office of the EU. (CEDEFOP working paper series / European Centre for the Development of Vocational Training 2024,23), Luxembourg, 54 S. DOI:10.2801/229379

Abstract

"When employees leave an organization, they take their human capital with them. They also take with them any investment that the training organization may have done to enhance their human capital, both in terms of firm-specific and general skills. Employee turnover has been identified as a major cause for the under-provision of training in companies (Royalty, 1996, Brunello & De Paola, 2009)." (Author's abstract, IAB-Doku) ((en))

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Silvestre, Maria João, Sónia P. Gonçalves & Maria João Velez (2024): Slow Work: The Mainstream Concept. In: Social Sciences, Jg. 13, H. 3. DOI:10.3390/socsci13030178

Abstract

"The global acceleration of the pace of life has led to an increase in working hours, time pressure, and intensification of work tasks in organizations, with consequences for the physical and psychological health of workers. This acceleration and its consequences make it especially relevant to consider the principles of the slow movement and how they can be applied to the work context, focusing on the importance of slowing down the current pace of work and its implications for the sustainability of people and organizations. The key purpose of this study is to define the concept of slow work and understand its relationship with individual and organisational factors in order to extract the structuring dimensions, enabling its empirical study and practical application. Using grounded theory methodology, we conducted 12 semi-structured interviews with leaders of organizations from different sectors. Data analysis was performed using the MAXQDA programme. It was concluded that slow work is a way of working that respects the balance between individual rhythms and the objectives of the organization, in favor of the sustainability of both parties, and that advocates qualitative goals, thinking time, individual recovery, purpose, and the humanisation of work. The main contribution is the conceptualisation of a construct that may be used in future studies, as well as in the development of organisational policies promoting the slow work culture." (Author's abstract, IAB-Doku) ((en))

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Tirabeni, Lia (2024): Bounded Well-Being: Designing Technologies for Workers' Well-Being in Corporate Programmes. In: Work, Employment and Society, Jg. 38, H. 6, S. 1506-1527. DOI:10.1177/09500170231203113

Abstract

"This article examines the relationship between workers’ well-being and digitalisation at work. It is based on the findings of a qualitative study carried out in a manufacturing company, and it focuses on the development of a wearable device for well-being. Using the analytical concepts of ‘translation’ and ‘inscription’ taken from Actor-Network Theory, it explores how digital technologies for well-being are designed in corporate programmes and shows how the final technology results from processes of inscription and translation performed by the actors involved in the design phase. The end device embodies a concept of well-being that has been called ‘bounded’ to emphasise how well-being at work is limited by organisational constraints. The article invites a rethinking of hedonic well-being at work as a precondition for eudaimonic well-being so that the human being is understood as a psychophysical unit that is part of a rich social context." (Author's abstract, IAB-Doku) ((en))

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Śliwicki, Dominik (2024): Intergenerational Differences in Job Satisfaction in Germany. (Scientific Papers of Silesian University of Technology. Organization and Management Series 199), 13 S. DOI:10.29119/1641-3466.2024.199.44

Abstract

"The aim of the research is to determine the differences in the level of job satisfaction among employees representing different generations in the labor market in Germany. It is assumed that the younger the generation, the lower the chance for higher satisfaction. The first part of the methodology is based on the use of post hoc statistical tests and answers to the questions about the significance of differences in the level of job satisfaction among employees representing different generations. The second part of the analysis involves estimating multinomial logit models in which the dependent variable is job satisfaction. This part indicates important factors influencing the increase in the chances of achieving higher job satisfaction. The results of the study showed that there are statistically significant differences in the level of job satisfaction between the BB and X generations as well as the BB and Y generations. The general conclusion is that the younger the generation, the lower the average job satisfaction. Significant differences occur only when compared to the oldest generation. The sample of the data is representative for German establishments in the private sector with at least employees. Further research may focus on identifying the factors that create job satisfaction in generational groups and those that cause significant differences. An important element of the research would be to find substitution relationships between factors, which could certainly be used in human resources management processes. Practical implications: The research results can be used in practice in managing intergenerational teams. Knowledge of differences in approach to work and factors influencing job satisfaction allows for more accurate influence on, among others: employee commitment and performance and mitigating conflict situations. The social implications of the presented study are related to shaping the attitudes of both employees and managers towards representatives of different generations functioning in the workplace and their mutual relationships. The article is addressed to a wide range of management practitioners in intergenerational teams. The value is providing new knowledge about differences in job satisfaction and factors that build satisfaction." (Author's abstract, IAB-Doku) ((en))

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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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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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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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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)