Arbeitszufriedenheit
Zufriedene Mitarbeiterinnen und Mitarbeiter sind produktiver, seltener krank und verursachen geringere Sozialkosten. Arbeitszufriedenheit hat aber nicht nur Vorteile für Betriebe. Das Wohlbefinden am Arbeitsplatz ist auch ein wichtiger Indikator für die Qualität der Arbeit selbst. Doch was ist überhaupt Arbeitszufriedenheit? Wie wird sie gemessen? Welche Faktoren und Prozesse fördern, welche schränken sie ein?
Das Thema Arbeitszufriedenheit steht seit Jahrzehnten im Mittelpunkt kritischer wissenschaftlicher Auseinandersetzungen. Die Infoplattform gibt einen Überblick über aktuelle Arbeiten und ausgewählte ältere Publikationen zu theoretischen Ansätzen und empirischen Resultaten der Arbeitszufriedenheitsforschung.
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Literaturhinweis
Group-Based Incentives and Individual Performance: A Study of the Effort Response (2024)
Zitatform
Frederiksen, Anders, Daniel Baltzer Schjødt Hansen & Colleen Flaherty Manchester (2024): Group-Based Incentives and Individual Performance: A Study of the Effort Response. In: ILR review, Jg. 77, H. 2, S. 273-293. DOI:10.1177/00197939231220033
Abstract
"Group-based incentives are attractive in contexts where production is interdependent. Prior work shows such incentives increase group performance despite freeriding concerns, yet little is known about the effort response of individuals. Using individual-level data, the authors assess the introduction of group-based performance pay using difference-in-difference estimation. Overall, performance increased by 19%. Nearly all workers contributed to this effect. Further, two-thirds of this effect stems from increased efficiency (more output per unit of time) and one-third from higher attendance. Both incentive and selection effects are present. By leveraging individual-level data, the authors pose new questions and evidence to the group-based incentives literature." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Multidimensional work-nonwork balance: are balanced employees productive at work and satisfied with life? (2024)
Hildenbrand, Kristin; Topakas, Anna; Daher, Pascale; Gan, Xiaoyu;Zitatform
Hildenbrand, Kristin, Pascale Daher, Anna Topakas & Xiaoyu Gan (2024): Multidimensional work-nonwork balance: are balanced employees productive at work and satisfied with life? In: The International Journal of Human Resource Management, Jg. 35, H. 6, S. 1048-1087. DOI:10.1080/09585192.2023.2258335
Abstract
"Given ever increasing work and nonwork demands, achieving work-nonwork (WNW) balance is an important priority for many employees. Scholars have only recently settled on a definition of WNW balance as multidimensional and, as such, our understanding of its antecedents and outcomes is limited. Drawing on Conservation of Resources theory, we explore how organizations can support employees to achieve WNW balance and whether ‘balanced’ employees are more productive at work and satisfied with life. In detail, we hypothesize that the positive effect of supervisor WNW support (FSS) on employees’ life satisfaction and job performance is mediated by multidimensional WNW balance. We find, across two studies with two waves each, that only the dimension of WNW balance effectiveness and not the dimension of WNW balance satisfaction mediated the relationships between FSS, life satisfaction (Study 1 and 2) and self-rated job performance (Study 1). The relationship between FSS and supervisor-rated job performance (Study 2) was not mediated by either WNW balance dimension. As such, organizations can facilitate WNW balance through FSS, while ‘balanced’ employees seem indeed happier with their life and consider themselves to be better performing at work. We discuss the unexpected finding regarding the superior role of WNW balance effectiveness over WNW balance satisfaction for our outcomes in relation to the conceptualization of WNW balance as multidimensional and delineate important theoretical and practical implications." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Vor dem Kollaps!? Beschäftigung im sozialen Sektor: Empirische Vermessung und Handlungsansätze (2024)
Hohendanner, Christian; Steinke, Joß; Rocha, Jasmin;Zitatform
Hohendanner, Christian, Jasmin Rocha & Joß Steinke (2024): Vor dem Kollaps!? Beschäftigung im sozialen Sektor. Empirische Vermessung und Handlungsansätze. Berlin: De Gruyter Oldenbourg, 111 S. DOI:10.1515/9783110748024
Abstract
"Diese Studie bietet eine empirisch fundierte Gesamtschau auf die Beschäftigung in einem der personalintensivsten und am stärksten vom Fachkräftemangel betroffenen Arbeitsfelder in Deutschland: dem sozialen Sektor. Wer das Buch liest, gewinnt ein tieferes Verständnis über Zusammenhänge und die Notwendigkeit, offen über Beschäftigung im sozialen Sektor zu debattieren. Anhand aktueller Daten zeigen die Autor:innen, dass der soziale Sektor im Wettbewerb um Arbeitskräfte schlecht dasteht. Zunehmend fehlen Arbeitskräfte und grundlegende, bislang als selbstverständlich betrachtete Leistungen der sozialen Daseinsvorsorge können immer häufiger nicht mehr erbracht werden. Die Autor:innen zeigen Wege auf, wie soziale Berufe wieder attraktiver und der Kollaps des sozialen Sektors (vielleicht) verhindert werden kann." (Autorenreferat, IAB-Doku, © De Gruyter Oldenbourg)
Beteiligte aus dem IAB
Hohendanner, Christian; -
Literaturhinweis
Miss or match? The impact of PhD training on job market satisfaction (2024)
Lawson, Cornelia; Lopes-Bento, Cindy;Zitatform
Lawson, Cornelia & Cindy Lopes-Bento (2024): Miss or match? The impact of PhD training on job market satisfaction. In: Research Policy, Jg. 53, H. 3. DOI:10.1016/j.respol.2023.104945
Abstract
"Job satisfaction is vital to being productive and to contribute to society. This paper adds to our current understanding of the job market for academics by investigating job satisfaction of PhD holders leaving academia for the private or non-academic public sector (government, public administration) compared to those who remain in university or public research center positions. We investigate whether a PhD matters for satisfaction by comparing PhD holders and PhD dropouts who hold similar motivations and ‘taste’ for science. Empirically we rely on a unique survey of PhD grant applicants (funded and not) and show that about half of PhD graduates leave academia. In endogenous treatment effects models accounting for selection into sector, we find that despite a preference for the academic sector, PhDs do not experience lower job satisfaction when employed outside of academia and that overall satisfaction is highest in the non-academic public sector. We further find that PhD graduates are happier in their jobs than those that do not complete a PhD, a finding that is mediated by the job content (i.e. the relatedness of the employment to a research activity). These findings are of relevance to employers and policy makers, as they inform about job match of graduates and the value of pursuing a PhD across employment sectors." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))
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Literaturhinweis
The well-being of women entrepreneurs: the role of gender inequality and gender roles (2024)
Zitatform
Love, Inessa, Boris Nikolaev & Chandra Dhakal (2024): The well-being of women entrepreneurs: the role of gender inequality and gender roles. In: Small business economics, Jg. 62, H. 1, S. 325-352. DOI:10.1007/s11187-023-00769-z
Abstract
"The current study presents new evidence on the well-being of women entrepreneurs using data from the World Values Survey for 80 countries. Results indicate that in low- and middle-income countries, female entrepreneurs have lower well-being than male entrepreneurs, while in high-income countries, they have higher well-being. Several macro and micro-level mechanisms– institutional context, gender roles, and individual characteristics–that potentially moderate this relationship are explored. The gender gap in well-being is larger in countries with higher gender inequality, lower level of financial development, and stricter adherence to sexist gender roles. Additionally, women entrepreneurs with lower education, more children, and risk-averse preferences are more likely to report lower well-being. The results suggest several policy mechanisms that can be used to enhance the well-being of women entrepreneurs." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))
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Literaturhinweis
Younger and less satisfied? Young workers life satisfaction during the Covid-19 pandemic in Germany (2023)
Zitatform
Achatz, Juliane, Bernhard Christoph & Silke Anger (2023): Younger and less satisfied? Young workers life satisfaction during the Covid-19 pandemic in Germany. In: IAB-Forum H. 29.12.2023. DOI:10.48720/IAB.FOO.20231229.01
Abstract
"Adverse effects on workers’ employment situation are highly unequal for different groups. Young workers were particularly affected by the pandemic. They were less likely to receive short-time work allowance and their income developed less favourably than the income of older workers. While financial concerns and job insecurity decrease life satisfaction, it appears that additional threats and restrictions coming along with the pandemic—as approximated by incidence rates—had a much more substantial influence on young workers’ life satisfaction than labour market-related disadvantages." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Fairness of earnings in Europe: the consequences of unfair under- and overreward for life satisfaction (2023)
Zitatform
Adriaans, Jule (2023): Fairness of earnings in Europe: the consequences of unfair under- and overreward for life satisfaction. In: European Sociological Review, Jg. 39, H. 1, S. 118-131. DOI:10.1093/esr/jcac044
Abstract
"A large percentage of workers in Europe perceive their earnings to be unfairly low. Such perceptions of unfairness can have far-reaching consequences, ranging from low satisfaction to poor health. To gain insight into the conditions that can attenuate or amplify these adverse consequences, comparative research on the role of country contexts in shaping responses to perceived unfairness is needed. Furthermore, justice theory proposes that both types of perceived unfairness - underreward and overreward - cause distress, but evidence on overreward from representative survey data is scarce and laboratory studies have produced mixed results. Data from the European Social Survey (collected in 2018/2019) offer a means of addressing both of these gaps in the research. Studying the association between perceived fairness of personal earnings and life satisfaction in a cross-section of 29 European countries, I find that both underreward and overreward are associated with lower life satisfaction. This relationship is more pronounced in countries where the equity norm is strongly legitimized and weaker in countries where the trade union density is high." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Experienced versus decision utility: large-scale comparison for income–leisure preferences (2023)
Zitatform
Akay, Alpaslan, Olivier B. Bargain & H. Xavier Jara (2023): Experienced versus decision utility: large-scale comparison for income–leisure preferences. In: The Scandinavian Journal of Economics, Jg. 125, H. 4, S. 823-859. DOI:10.1111/sjoe.12538
Abstract
"Subjective well‐being (SWB) data are increasingly used to perform welfare analysis. Interpreted as “experienced utility”, it has recently been compared to “decision utility” using small‐scale experiments most often based on stated preferences. We transpose this comparison to the framework of non‐experimental and large‐scale data commonly used for policy analysis, focusing on the income–leisure domain where redistributive policies operate. Using the British Household Panel Survey, we suggest a “deviation” measure, which is simply the difference between actual working hours and SWB‐maximizing hours. We show that about three‐quarters of individuals make decisions that are not inconsistent with maximizing their SWB. We discuss the potential channels that explain the lack of optimization when deviations are significantly large. We find proxies for a number of individual and external constraints, and show that constraints alone can explain more than half of the deviations. In our context, deviations partly reflect the inability of the revealed preference approach to account for labor market rigidities, so the actual and SWB‐maximizing hours should be used in a complementary manner. The suggested approach based on our deviation metric could help identify labor market frictions." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
Arbeitswissenschaftliche Erkenntnisse zu Arbeitszeit und gesundheitlichen Auswirkungen (2023)
Backhaus, Nils; Nold, Johanna; Entgelmeier, Ines; Brenscheidt, Frank; Tisch, Anita;Zitatform
Backhaus, Nils, Johanna Nold, Ines Entgelmeier, Frank Brenscheidt & Anita Tisch (2023): Arbeitswissenschaftliche Erkenntnisse zu Arbeitszeit und gesundheitlichen Auswirkungen. (baua: Fokus), Dortmund, 44 S. DOI:10.21934/baua:fokus20230807
Abstract
"Aus arbeitswissenschaftlicher Sicht ist das Ziel gesetzlicher Regelungen zur Arbeitszeit, dass Erwerbstätige über lange Zeit leistungsfähig, belastbar und zufrieden mit ihrer Arbeit sind. Die gesetzlichen Rahmenbedingungen stellen aus Sicht des Arbeitsschutzes einen (Mindest-)Standard für eine gesunde und sichere Gestaltung der Arbeit dar. Flexible Arbeitszeiten bieten eine Chance für Betriebe und Beschäftigte, wenn sie die Grenzen der Leistungsfähigkeit der Beschäftigten unter der Bedingung einer Arbeits- und Lebenswelt mit hoher Intensität berücksichtigen und hinreichend Erholungszeiten ermöglichen. Der baua: Fokus basiert auf einer Stellungnahme der BAuA im Rahmen einer Anhörung im Ausschuss für Arbeit und Soziales des Schleswig-Holsteinischen Landtags." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Fairness im Berufsleben: Die Bedeutsamkeit der Fairnessdimensionen für die Arbeitszufriedenheit und die Vermeidung von Burnout-Symptomen : Die Ergebnisse der Replikationsstudie vom Frühjahr 2023 (2023)
Bauer, Felix;Zitatform
Bauer, Felix (2023): Fairness im Berufsleben. Die Bedeutsamkeit der Fairnessdimensionen für die Arbeitszufriedenheit und die Vermeidung von Burnout-Symptomen : Die Ergebnisse der Replikationsstudie vom Frühjahr 2023. Frankfurt am Main, 20 S.
Abstract
"Wie bedeutsam sind Fairnessdimensionen für die Arbeitszufriedenheit und für die Vermeidung von Burnout-Symptomen? Das prüfte die FOM Hochschule für Oekonomie und Management (Nürnberg) unter Leitung von Dr. Felix Bauer. Grundlage der Studie bildete eine Untersuchung der iba – Internationale Berufsakademie und der berufundfamilie im Sommer 2022 zu der Bedeutsamkeit und Umsetzung von Fairnessaspekten aus Sicht von Erwerbstätigen. Für die Replikationsstudie wurden die Daten von 518 Personen ausgewertet, die vom 17.03 bis zum 25.04.2023 an der Online-Befragung teilnahmen. Gut 2/3 von ihnen waren weiblich und 88,2% gehörten der Altersgruppe der 18- bis 31-Jährigen an, also der Generation Y und Generation Z. Die Auswertung zeigt: Fairnessdimensionen haben einen starken Einfluss auf die Arbeitszufriedenheit. Und: Burn-out-Symptome werden deutlich schwächer, je mehr Fairness-Kriterien eingehalten werden. Je mehr Beschäftigte das Empfinden haben, dass Fairnessfaktoren bei ihrer Arbeit gegeben sind, umso zufriedener sind sie. Dabei spielen insbesondere Aspekte aus den Bereichen Information und Kommunikation sowie Führung eine Rolle: „ein respektvoller und wertschätzender Umgang der Vorgesetzten mit den Anliegen der Mitarbeitenden“, „ein konstruktiver Umgang mit Fehlern“, „eine wertschätzende und respektvolle Kommunikation auf Teamebene bzw. mit Kolleg*innen“, die Möglichkeit gegenseitig regelmäßig Feedback zu geben bzw. zu erhalten sowie dass Termine bzw. Teambesprechungen eingehalten werden." (Autorenreferat, IAB-Doku)
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Literaturhinweis
What do Happiness Data Mean? Theory and Survey Evidence (2023)
Benjamin, Daniel J.; Debnam Guzman, Jakina; Fleurbaey, Marc; Kimball, Miles; Heffetz, Ori;Zitatform
Benjamin, Daniel J., Jakina Debnam Guzman, Marc Fleurbaey, Ori Heffetz & Miles Kimball (2023): What do Happiness Data Mean? Theory and Survey Evidence. In: Journal of the European Economic Association, Jg. 21, H. 6, S. 2377-2412. DOI:10.1093/jeea/jvad026
Abstract
"What utility notion—e.g. flow/lifetime, self/family-centered—do self-reported well-being (SWB) questions measure? Existing applications make different assumptions regarding the (i) life domains, (ii) time horizons, and (iii) other-regarding preferences captured by SWB data. To obtain relevant evidence, we ask survey respondents what they had in mind regarding (i)–(iii) when answering commonly used—life satisfaction, happiness, ladder—and new SWB questions. We find that respondents’ self-reports differ from researchers’ assumptions and differ across SWB questions and sociodemographic groups. At the same time, simple SWB-question wording tweaks are effective in moving self-reports toward desired interpretations. We outline actionable suggestions for SWB researchers. (JEL: D69, D90, I31)" (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Much Ado about Salary: A Comparison of Monetary and Non-Monetary Components of Job Satisfaction (2023)
Bernini, Cristina; Tampieri, Alessandro;Zitatform
Bernini, Cristina & Alessandro Tampieri (2023): Much Ado about Salary: A Comparison of Monetary and Non-Monetary Components of Job Satisfaction. (Working paper - Economics / DISEI, Università degli studi di Firenze 2023,06), Firenze, 32 S.
Abstract
"We investigate how specific components of job satisfaction influence overall work happiness. We use the British Household Panel Survey (BHPS), which includes measures of satisfaction with total pay, job security, the nature of work, and hours worked. Our analysis employs a multi-level model to assess the variations in job satisfaction among different types of occupations. This approach allows for a clear comparison of both monetary and non-monetary aspects of job satisfaction. Our findings indicate that the importance of satisfaction with salary in explaining overall satisfaction is lower compared to other non-monetary aspects. This result holds true even when we narrow down the sample by considering factors such as gender (males or females), employment type (full-time or part-time), further job satisfaction components (available for fewer years), and examining income as a second-level factor rather than job occupation." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Determinants of Motivation to Work in Terms of Industry 4.0 - The Gen Z Perspective (2023)
Zitatform
Bińczycki, Bernard, Wiesław Łukasiński & Sławomir Dorocki (2023): Determinants of Motivation to Work in Terms of Industry 4.0 - The Gen Z Perspective. In: Sustainability, Jg. 15, H. 15. DOI:10.3390/su151512069
Abstract
"The mentality of Generation Z differs markedly from the approach to social and economic issues presented by earlier generations. These young people have had access to the internet and other innovative technologies since birth. A tape recorder or a floppy disk is a museum exhibit for them. They are unfamiliar with the everyday problems that citizens of Central and Eastern Europe faced during the socialist era, such as the lack of necessities on the shelves. The aim of this article is to present the results of the authors’ survey on the identification of work motivation factors relevant to Generation Z. The survey involved 649 respondents, young Poles who are currently entering the labor market. It was also an interesting research task for the authors to compare the results of surveys among young Poles with the results of international surveys. The research provided insight into young people’s expectations, values, and preferences regarding work. The results of the survey can provide valuable guidance for employers in shaping sustainable human resource management strategies. In addition, studying the competences of Generation Z can identify the gap between the requirements of the labor market and the skills possessed by young workers. The study conducted by the authors is among the first of its kind in Poland after the pandemic, emphasizing the growing trend in remote work. Earlier research was undertaken in a different economic climate. The current investigation took place following the COVID-19 outbreak and amidst heightened military operations in Ukraine. It also takes into account the effects of recent technological progress related to the rapid development of Industry 4.0. Notably, the questionnaire used in this study is unique as the authors categorized motivational factors into three essential groups, highly relevant in today’s markedly altered labor market." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Language proficiency of migrants: the relation with job satisfaction and skill matching (2023)
Zitatform
Bloemen, Hans G. (2023): Language proficiency of migrants: the relation with job satisfaction and skill matching. In: Empirical economics, Jg. 65, H. 6, S. 2899-2952. DOI:10.1007/s00181-023-02445-3
Abstract
"We empirically analyze the relation between language proficiency and job level of migrants in the Netherlands. A lack of language skills may induce the migrant to work in jobs of a lower level leading to lower job satisfaction. We analyse information about job satisfaction, the fit between the migrant’s education and skill level and the job, and professional level. Men with a higher proficiency level are more satisfied with their type of work and are employed at a higher professional level. For women, no impact of language proficiency can be found." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))
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Literaturhinweis
Die Jungen wollen nicht mehr arbeiten? Sinnansprüche und Arbeitsethos jüngerer Arbeitnehmer:innen (2023)
Zitatform
Boór, Beata & Bernhard Kittel (2023): Die Jungen wollen nicht mehr arbeiten? Sinnansprüche und Arbeitsethos jüngerer Arbeitnehmer:innen. In: WISO, Jg. 46, H. 2, S. 33-51.
Abstract
"Die dargestellten empirischen Ergebnisse zeigen, anders als der mediale Diskurs vermuten lässt, keine relevanten Unterschiede in den Arbeitswerten zwischen den Altersgruppen oder Generationen. In den untersuchten Dimensionen Arbeitszentralität und JobattributPräferenzen zeigen sich ähnliche Ergebnisse und Dynamiken für beide Altersgruppen. Der Lebensbereich „Arbeit“ hat weiterhin einen hohen Stellenwert im Leben der Menschen. Entgegen der in der Einleitung genannten Schlagzeilen ist die Bereitschaft, selbst ohne finanzielle Notwendigkeit zu arbeiten, unter jungen Arbeitnehmer:innen weiterhin hoch und sinkt tendenziell erst mit der Annäherung an das Pensionsalter ab. Gleichzeitig lässt sich nicht nachweisen, dass der Lebensbereich „Freizeit“ für die jüngere Generation bedeutender wäre als für die Gruppe der über 35-Jährigen. Stattdessen zeigt sich altersunabhängig eine hohe Bedeutung dieses Bereichs und eine niedrige Bereitschaft, diesen kontinuierlich der Erwerbsarbeit unterzuordnen. Die resultierende Abnahme der relativen Arbeitszentralität betrifft somit alle Arbeitnehmer:innen und ist nicht auf die jüngeren Generationen beschränkt. Die Ergebnisse für die Dimension der Jobattribut-Präferenzen zeigt außerdem die anhaltend hohe Bedeutung von extrinsischen und intrinsischen Faktoren sowie von Vereinbarkeit zwischen dem Arbeits- und Privatleben. Aspekte wie Sicherheit, gute Bezahlung, Work-Life-Balance und selbstbestimmtes Arbeiten in einer wertschätzenden Umgebung sind somit nicht nur für jüngere Generationen relevant. Wenn allerdings empirisch keine Alters- oder Generationenunterschiede in den Arbeitswerten der Österreicher:innen nachgewiesen werden können, bleibt letztlich die Frage, wieso der mediale Diskurs und die öffentliche Wahrnehmung an den Narrativ eines Generationenwandels festhält. Dafür ist es notwendig, auf andere Studien zurückzugreifen, die das allgemeine Lebensgefühl junger Menschen in Europa untersuchen. Einen Teil der Erklärung liefern Jugendstudien wie die Studie „Junges Europa“ der Tui Stiftung oder die deutsche Shell-Jugendstudie, die aufzeigen, dass Jugendliche und junge Erwachsene inzwischen selbstbewusster sind, klare Vorstellungen davon haben, was sie möchten und weniger bereit sind, sich bestehenden Machtverhältnissen unterzuordnen. Es kann angenommen werden, dass diese Befunde im Wesentlichen auch für Österreich zutreffen. Gleichzeitig treffen sie mit ihrer Bereitschaft, diese Dinge auch einzufordern, auf einen sich verändernden Arbeitsmarkt. Der durch die COVID-19-Pandemie beschleunigte Wandel der Arbeitswelt, gepaart mit dem demografischen Wandel, der anstehenden Pensionierungswelle und einer Verschiebung des Arbeitsmarktes hin zu einem Angebotsmarkt bildet den Kontext, in dem diese erstarkte Emanzipation junger Arbeitnehmer:innen möglich wird. Wie in diesem Beitrag aufgezeigt, sind es nicht die Arbeitswerte der jungen Generation, die sich verändern, sondern ihre Möglichkeiten und Instrumente, ihre Wünsche zu artikulieren und sich dabei zu behaupten." (Textauszug, IAB-Doku, © ISW-Linz)
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Literaturhinweis
The Gender Gap in Meaningful Work (2023)
Burbano, Vanessa C.; Rickne, Johanna; Meier, Stephan; Folke, Olle;Zitatform
Burbano, Vanessa C., Olle Folke, Stephan Meier & Johanna Rickne (2023): The Gender Gap in Meaningful Work. (Working paper / Swedish Institute for Social Research (SOFI) 2023,06), Stockholm, 39 S.
Abstract
"An understanding of differences in non-monetary work conditions is fundamental for a complete characterization of individuals’ well-being at work. Thus, to fully characterize gender inequalities in the labor market, scholars have begun to explore gender differences in non-monetary work conditions. We examine one such condition—meaningful work—using nationally representative survey data linked with worker and employer administrative data. We document a large and expanding gender gap in meaningful work, wherein women experience their jobs as more meaningful than men do. We then explore patterns underlying this difference. We find little correlation between women’s higher experience of meaningful work and either labor market decisions related to first parenthood or women’s under-representation in leadership jobs. Instead, the gender gap appears to be highly correlated with the sorting of more women into occupations with a high level of beneficence—the sense of having a prosocial impact. While both women and men experience such jobs as more meaningful, women do so by a larger margin. Next, we consider the relationship between the gender difference in meaningful work and the gender wage gap, contributing to the discussion on compensating differentials in work amenities. We find that while the gender gap in meaningful work closes a substantial part of the wage gap in lower-paid jobs, it does little to close the gap in higherpaid jobs where the gender wage gap is largest." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Job Satisfaction and the 'Great Resignation': An Exploratory Machine Learning Analysis (2023)
Zitatform
Celbiş, Mehmet Güney, Pui-hang Wong, Karima Kourtit & Peter Nijkamp (2023): Job Satisfaction and the 'Great Resignation': An Exploratory Machine Learning Analysis. In: Social indicators research, Jg. 170, H. 3, S. 1097-1118. DOI:10.1007/s11205-023-03233-3
Abstract
"Labor market dynamics is shaped by various social, psychological and economic drivers. Studies have suggested that job quit and labor market turnover are associated with job satisfaction. This study examines the determinants of job satisfaction using a large survey dataset, namely the LISS Work and Schooling module on an extensive sample of persons from the Netherlands. To handle these big data, machine learning models based on binary recursive partitioning algorithms are employed. Particularly, sequential and randomized tree-based techniques are used for prediction and clustering purposes. In order to interpret the results, the study calculates the sizes and directions of the effects of model features using computations based on the concept of Shapley value in cooperative game theory. The findings suggest that satisfaction with the social atmosphere among colleagues, wage satisfaction, and feeling of being appreciated are major determinants of job satisfaction." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))
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Literaturhinweis
Impact of income and unemployment on happiness: panel data evidence for European countries (2023)
Cimpoeru, Smaranda;Zitatform
Cimpoeru, Smaranda (2023): Impact of income and unemployment on happiness: panel data evidence for European countries. In: Applied Economics Letters, Jg. 30, H. 8, S. 1047-1051. DOI:10.1080/13504851.2022.2035666
Abstract
"This study examines the short-run and long-run relationships between happiness and two economic variables, namely income and unemployment. Drawing from a sample of eleven European countries over a time period of 36 years spanning 1985–2020, we find that both income and unemployment have a significant impact on happiness levels. In particular, the results show that higher income leads to higher happiness in the long-run, but the short-run impact is rather weak. Moreover, unemployment decreases people’s happiness levels both in the short and in the long-run, emphasizing the need for European policies directed to job creation." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Twenty Years of Job Quality in OECD Countries: More Good News? (2023)
Zitatform
Clark, Andrew E. & Michal Kozák (2023): Twenty Years of Job Quality in OECD Countries: More Good News? (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 16597), Bonn, 37 S.
Abstract
"The distribution of job quality across workers and the change in job quality over time can be measured by job-domain indices or single-index job-satisfaction. This paper takes both approaches to establish the evolution of job quality over a period from the mid-1990s to the mid-2010s in 13 OECD countries, using data from the three latest ISSP Work Orientation modules. The rise in job satisfaction from 1997 to 2005 has continued through 2015, despite the 2008 Great Recession. This improvement is also found in most of the job-outcome domains, despite some evidence of work intensification. Job security was the most-important job aspect every year, and the percentage of workers with secure jobs rose over time. There has been a small rise in the dispersion of job satisfaction, but the good news regarding better job quality over a 20-year period does not seem to be dampened by large changes in its inequality." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Can mandatory work in activation programs be meaningful work? (2023)
Eleveld, Anja;Zitatform
Eleveld, Anja (2023): Can mandatory work in activation programs be meaningful work? In: Critical Social Policy online erschienen am 19.12.2023, S. 1-20. DOI:10.1177/02610183231218966
Abstract
"Quantitative well-being studies have shown that welfare recipients performing work activities in activation programs report relatively high levels of well-being. This article asks how these findings can be explained, given welfare recipients’ constrained autonomy. To answer this question a qualitative study was conducted in the Netherlands to explore the interaction between welfare recipients’ constrained autonomy and how they experience work in MandatoryWork Programs. This article uses concepts from critical theoretical approaches to meaningful work and autonomy to analyze the data. The findings show how the restrained autonomy of program impacted the participants’ work experiences in various, sometimes contradictory ways. It is concluded, among other things, that quantitative well-being research does not seem to fully capture people's experiences as having the status of a welfare recipient and, related to that, what it means for them when their autonomy is constrained in one or more dimensions. It is also recommended that future quantitative well-being studies clearly distinguish between types of activation programs, particularly regarding their mandatory nature, their goals and their target groups." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Flexicurity and self-perceived work–life balance in the EU27: A repeated cross-sectional multilevel analysis (2023)
Zitatform
Ferent-Pipas, Marina & Dorina Lazar (2023): Flexicurity and self-perceived work–life balance in the EU27: A repeated cross-sectional multilevel analysis. In: Economic and Industrial Democracy online erschienen am 12.12.2023, S. 1-29. 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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Literaturhinweis
Job Satisfaction and the Digital Transformation of the Public Sector: The Mediating Role of Job Autonomy (2023)
Zitatform
Fleischer, Julia & Camilla Wanckel (2023): Job Satisfaction and the Digital Transformation of the Public Sector: The Mediating Role of Job Autonomy. In: Review of Public Personnel Administration online erschienen am 12.01.2023, S. 1-22. 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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Literaturhinweis
How does institutional context shape work-related functionings for regular and self-employed workers? A contextualised application of the capability approach to Belgium, France and the Netherlands (2023)
Zitatform
Focacci, Chiara Natalie & François Pichault (2023): How does institutional context shape work-related functionings for regular and self-employed workers? A contextualised application of the capability approach to Belgium, France and the Netherlands. In: The international journal of sociology and social policy, Jg. 43, H. 13/14, S. 36-61. DOI:10.1108/IJSSP-12-2022-0312
Abstract
"Purpose: According to Sen's theoretical framework of capability (1985), individuals reach their full potential once they have the freedom, intended as the set of functionings at their disposal, to do so. However, many critiques have been developed against the lack of embeddedness of the capability approach in social and political relations and structures. In this article, the authors investigate the influence of three institutional contexts (Belgium, the Netherlands and France) on the respective work-related functionings of self-employed and regular workers, with a focus on human capital investment and institutional support offered to them. Design/methodology/approach Data from the European Working Conditions Survey (EWCS) are used to highlight similarities and differences in building work-related functionings for regular and self-employed workers. A regression analysis is provided at the country level. Findings In the three labor markets, the authors find that the building of work-related functionings is more successful for regular employees, especially as regards institutional support. Self-employed workers, on the other hand, need to rely on their individual capability as regards employment protection and human capital investment. However, the authors find interesting differences between the three institutional contexts. In both Belgium and France, self-employed workers are subject to higher instability in terms of changes in salary and hours worked, whereas atypical work is better positioned in the Dutch labour market. The Netherlands is also characterized by a less significant gap between regular and self-employed workers with respect to participation in training. Originality/value In this article, the authors contextualise Sen's (1985) theoretical framework by taking into account the institutional differences of labor markets. In particular, the authors provide a novel application of his capability approach to regular and self-employed workers in an economically relevant European area." (Author's abstract, IAB-Doku, © Emerald Group) ((en))
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Literaturhinweis
Workplace Sex Composition and Appreciation at Work (2023)
Folke, Olle; Rickne, Johanna;Zitatform
Folke, Olle & Johanna Rickne (2023): Workplace Sex Composition and Appreciation at Work. (Working paper / Swedish Institute for Social Research (SOFI) 2023,05), Stockholm, 24 S.
Abstract
"We study appreciation of one’s work using nationally representative survey data from Sweden linked with employer–employee data. The level of appreciation from colleagues rises sharply with the share of women in the workplace. This strong pattern holds for women and men workers, as well as for subordinates and managers. More appreciation from colleagues is associated with higher levels of job satisfaction and other indicators of worker well-being. These results demonstrate the benefits of workplace gender diversity and inclusion, and suggest new directions for research on gender inequality in the labor market." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The Digitalization Boost of the Covid‐19 Pandemic and Changes in Job Quality (2023)
Zitatform
Friedrich, Teresa Sophie & Basha Vicari (2023): The Digitalization Boost of the Covid‐19 Pandemic and Changes in Job Quality. In: Social Inclusion, Jg. 11, H. 4, S. 274-286., 2023-09-18. DOI:10.17645/si.v11i4.7082
Abstract
"The Covid‐19 pandemic caused a digitalization boost, mainly through the rise of telework. Even before the pandemic, advancing digital transformation restructured the way of working and thereby changed the quality of jobs—albeit at a different pace across occupations. With data from the German National Educational Panel Study (NEPS), we examine how job quality and the use of digital technologies changed during the first pandemic year in different occupations. Building on this, we analyze change score models to investigate how increased workplace digitalization connects to changes in selected aspects of employees’ subjective job quality. We find only a weak association between the digitalization boost in different occupational fields and the overall decrease in subjective job quality. However, telework—as one aspect of digitalization—is connected to a smaller decrease in work–family reconciliation and conformable working hours. Thus, it may buffer some detrimental pandemic effects on job quality. In addition, telework is connected to increased information overload, creating a new burden for specific employee groups." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Adopting telework: The causal impact of working from home on subjective well-being (2023)
Zitatform
Gueguen, Guillaume & Claudia Senik (2023): Adopting telework: The causal impact of working from home on subjective well-being. In: BJIR, Jg. 61, H. 4, S. 832-868. DOI:10.1111/bjir.12761
Abstract
"We study the impact of work from home (WFH) on subjective well-being during the Covid period, where self-selection of individuals into telework is ruled out, at least part of the time, by stay-at-home orders. We use a difference-in-differences approach with individual fixed effects and identify the specific impact of switching to telecommuting, separately from any other confounding factor. In particular, our identification strategy avoids the influence of interpersonal heterogeneity by exploiting the multiple entries into WFH, by the same individuals, at different times. On average over the period, switching to WFH, especially full-time, worsens mental health. We also find a positive but imprecisely measured impact of part-time WFH on life satisfaction. However, this hides a dynamic evolution, whereby the initial deterioration gives place to an adaptation process after a couple of months. We also uncover a particularly pronounced fall in subjective well-being of women with children, especially in the first months; this could be associated with home-schooling." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
Pay equality among heterogeneous agents (2023)
Zitatform
Hoffman, Ryan, Ashwin Kambhampati & Scott Kaplan (2023): Pay equality among heterogeneous agents. In: Economics Letters, Jg. 229. DOI:10.1016/j.econlet.2023.111188
Abstract
"A principal incentivizes a team of agents to work by choosing performance-contingent rewards. She desires to implement work by all agents as a unique Nash equilibrium. We identify necessary and sufficient conditions under which it is optimal to reward heterogeneous agents equally, and show that increasing inequality in the marginal productivities of agents can either increase or decrease pay inequality. Our results rationalize patterns of performance pay in many labor market settings, including professional sports leagues and the military." (Author's abstract, IAB-Doku, © 2023 Elsevier) ((en))
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Literaturhinweis
Unravelling the Link between Automatability and Job Satisfaction (2023)
Zitatform
Jacobs, Arthur, Elsy Verhofstadt & Luc Van Ootegem (2023): Unravelling the Link between Automatability and Job Satisfaction. In: Journal of labor research, Jg. 44, H. 3, S. 199-227. DOI:10.1007/s12122-023-09346-5
Abstract
"We take a closer look at the negative association between automatability and job satisfaction using data from the European Working Conditions Survey. We find a significant negative effect of automatability on job satisfaction. We observe that the association is not driven by individual or contextual confounders, but rather that it is generated by the specific task content of highly automatable occupations. More precisely, we identify 'originality requirements' as the key mediator, as more originality hinders the automatability of an occupation while boosting the job satisfaction of employees. We also find evidence for a stronger bias of future automation towards less satisfying occupations within lower-educated labour market segments. We discuss what these findings imply for the future quality of work and for inequality by education." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))
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Literaturhinweis
Are more automatable jobs less satisfying? (2023)
Zitatform
Jacobs, Arthur, Elsy Verhofstadt & Luc Van Ootegem (2023): Are more automatable jobs less satisfying? (Working paper / Ghent University. Faculty of Economics and Business Administration 2023,1059), Gent, 20 S.
Abstract
"We investigate whether the characteristics which render a job more likely to disappear due to automation also make that job less satisfying. The literature on automation offers convincing reasons in favour of this hypothesis, but it has not been empirically tested before. We use a widely-established, occupation-level measure of automatability and find that more automatable jobs are indeed significantly less satisfying using data from the European Working Conditions Survey. The effect is sizeable and robust to controlling for a wide range of individual-level variables and job-context variables. Our finding suggests that more automatable occupations are less satisfying because of their inherent nature (i.e. the nature of the tasks required for the performance of that occupation). We conduct a mediation analysis and find that the smaller creative intelligence requirement related to automatable occupations is the most important reason for their lower job satisfaction. We discuss to what extent these economy-wide findings translate to the level of the individual worker, in the context of a labor market segmented by education level." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
A New Index of Perceived Job Quality in 116 Countries: Associations with Working Hours and Other National Characteristics (2023)
Zitatform
Joshanloo, Mohsen (2023): A New Index of Perceived Job Quality in 116 Countries: Associations with Working Hours and Other National Characteristics. In: Social Sciences, Jg. 12, H. 9. DOI:10.3390/socsci12090492
Abstract
"The main purpose of this study was to create a global index of perceived job quality that assesses individuals’ perceptions of enjoyment, meaning, and engagement at work, as well as freedom of choice in job selection. The study also explored the correlation between weekly working hours and perceived job quality. A sample of 121,207 individuals from 116 countries was used, sourced from the Gallup World Poll. Additionally, variables from other sources were incorporated to establish the nomological net of the new index. Perceived job quality was highest in South and North America, while it was lowest in East Asia, the Middle East, and North Africa. Perceived job quality was weakly associated with cultural characteristics at the national level, while it was more strongly associated with experienced positive affect, psychosocial well-being, and optimism. No evidence was found that countries with higher levels of wealth have higher average levels of perceived job quality. The number of hours worked per week was not significantly related to perceived job quality at the national level. Working hours were found to be longer in collectivist, hierarchical, and less free countries, as well as in countries where work is valued over leisure. Weekly working hours was largely unrelated to economic indicators at the national level." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Job pride and work orientation among blue-collar workers in the Finnish vehicle industry (2023)
Zitatform
Koivunen, Tuija, Pasi Pyöriä & Tiina Saari (2023): Job pride and work orientation among blue-collar workers in the Finnish vehicle industry. In: The international journal of sociology and social policy, Jg. 43, H. 13/14, S. 229-244. DOI:10.1108/IJSSP-04-2023-0098
Abstract
"Purpose: Although the number of blue-collar industrial workers has been declining, manufacturing jobs continue to have considerable importance, even in technologically advanced economies. This study gives a voice to this often-overlooked group of workers, focusing on the Finnish vehicle industry. Design/methodology/approach The study assessed how manual workers in automotive manufacturing describe their job pride and how their accounts were related to conceptualizations of work orientation. The data included semi-structured interviews and an open-ended survey question on situations in which the respondents had felt proud of their work. The data were analysed using thematic analysis. Findings According to the results, the respondents had a high level of job pride in general, but the meaning given to this attitude varied considerably, depending on the situation. The study participants' work orientation was a mixture of instrumental and intrinsic traits. However, there were also respondents who did not experience job pride or who had lost it because of the work circumstances. Originality/value Relatively little research has assessed the importance of job pride in the context of industrial manufacturing. Recognizing job pride in its variety is crucial information for employers who aim to develop working conditions and employee retention." (Author's abstract, IAB-Doku, © Emerald Group) ((en))
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Literaturhinweis
Arbeit und Gender (2023)
Krause, Florian; Arndt, Luisa; Vedder, Günther; Vedder, Günther; Honé, Alicia; Warnecke, Anja; Pieper, Jessica;Zitatform
Krause, Florian & Günther Vedder (Hrsg.) (2023): Arbeit und Gender. (Schriftenreihe zur interdisziplinären Arbeitswissenschaft 15), Baden-Baden: Nomos Verlagsgesellschaft, 189 S.
Abstract
"Das Zusammenspiel von Arbeit und Gender ist innerhalb der Arbeitswissenschaft seit vielen Jahren von besonderem Interesse. Permanent kommen an der Schnittstelle aktuelle Themen hinzu, die bisher noch wenig beforscht wurden. In diesem Sammelband geht es um Fragestellungen aus folgenden Bereichen: (1) Menstruationsbedingte Arbeitsunfähigkeit – eine Diskursanalyse; (2) Frauen im organisationalen Führungsfeld unter Covid 19; (3) Die Vereinbarkeit von Familie, Beruf und Ehrenamt; (4) Sind Frauen im vorzeitigen Ruhestand glücklicher?; (5) Gewichtsdiskriminierung im Privat- und Berufsleben. Alle Beiträge sind am Institut für interdisziplinäre Arbeitswissenschaft der Leibniz Universität Hannover entstanden." (Autorenreferat, IAB-Doku, © Nomos)
Weiterführende Informationen
Inhaltsverzeichnis vom Verlag -
Literaturhinweis
Selbstverwirklichung im Beruf: Zur Geschichte eines Mythos (2023)
Lemberg, Jason;Zitatform
Lemberg, Jason (2023): Selbstverwirklichung im Beruf. Zur Geschichte eines Mythos. In: Aus Politik und Zeitgeschichte, Jg. 73, H. 46, S. 41-46.
Abstract
"Das Ideal der beruflichen Selbstverwirklichung ist allgegenwärtig. Obschon über die damit verbundenen Verheißungen oft nur mit deutlichen Einschränkungen gesprochen wird – so müssten wichtige Kriterien hinsichtlich der beruflichen Qualifikation und der biografischen Grundvoraussetzungen erfüllt sein –, ändere dies nichts an der Macht der damit verbundenen Bilder, Vorstellungen und Fantasien. Ganz im Gegenteil: Ein Großteil der Menschen sehnt sich nach einer erfüllenden Arbeit, und sagte nicht schon Konfuzius: "Wähle einen Beruf, den du liebst, und du brauchst keinen Tag in deinem Leben mehr zu arbeiten"?" (Autorenreferat, IAB-Doku)
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Literaturhinweis
Job satisfaction and firm earnings: Evidence from matched survey and register data (2023)
Lydiksen, Nis; Ladenburg, Jacob; Gotfredsen, Andreas; Stenbro, Helle;Zitatform
Lydiksen, Nis, Andreas Gotfredsen, Jacob Ladenburg & Helle Stenbro (2023): Job satisfaction and firm earnings: Evidence from matched survey and register data. In: Labour, Jg. 37, H. 2, S. 197-221. DOI:10.1111/labr.12240
Abstract
"This study examines the relationship between employee job satisfaction and firm performance in a sample of Danish private sector firms. The study relies on a representative survey merged with administrative data and accounting information for a sample of 1,929 Danish firms representing all economic sectors. The results of this study suggest that the average job satisfaction on the firm level positively affects the firms' pre-tax earnings. The effect amounts to a 7.9% increase per point increase in job satisfaction when job satisfaction is measured on a scale from 0 to 10. Furthermore, the study finds that workers' satisfaction with achievements at the job and their satisfaction with management are specifically related to better performance." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
The Value of Working Conditions in the United States and the Implications for the Structure of Wages (2023)
Maestas, Nicole; Mullen, Kathleen J.; Von Wachter, Till; Powell, David; Wenger, Jeffrey B.;Zitatform
Maestas, Nicole, Kathleen J. Mullen, David Powell, Till Von Wachter & Jeffrey B. Wenger (2023): The Value of Working Conditions in the United States and the Implications for the Structure of Wages. In: The American economic review, Jg. 113, H. 7, S. 2007-2047. DOI:10.1257/aer.20190846
Abstract
"We document variation in working conditions in the United States, present estimates of how workers value these conditions, and assess the impact of working conditions on estimates of wage inequality. We conduct a series of stated-preference experiments to estimate workers' willingness to pay for a broad set of working conditions, which we validate with actual job choices. We find that working conditions vary substantially, play a significant role in job choice, and are central components of the compensation received by workers. We find that accounting for differences in preferences for working conditions often exacerbates wage differentials and intensifies measures of wage inequality." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Going From Entrepreneur Back to Employee: Employer Type, Task Variety, and Job Satisfaction (2023)
Melillo, Francesca;Zitatform
Melillo, Francesca (2023): Going From Entrepreneur Back to Employee: Employer Type, Task Variety, and Job Satisfaction. (Les GREDEG working papers 2023-21), Vabonne, 37 S.
Abstract
"While the literature documents a wage loss for entrepreneurs that return to paid employment, we examine how these entrepreneurs are re-integrated into the labor market. We consider which type of employers hire entrepreneurs and their satisfaction with the new corporate job. Using matched employer-employee data from Belgium combined with an ad-hoc survey, we find that entrepreneurs are hired by smaller employers that offer fewer employee benefits and pay less, contributing to explaining the wage loss. We also find that entrepreneurs are more satisfied than observationally equivalent employees when they are assigned to jobs that involve higher task variety. This effect is more pronounced for entrepreneurs who sort into better employers. Our findings highlight the importance for managers to assign entrepreneurs to the "right" job tasks." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The link between computer use and job satisfaction: The mediating role of job tasks and task discretion (2023)
Zitatform
Minardi, Saverio, Carla Hornberg, Paolo Barbieri & Heike Solga (2023): The link between computer use and job satisfaction: The mediating role of job tasks and task discretion. In: BJIR, Jg. 61, H. 4, S. 796-831. DOI:10.1111/bjir.12738
Abstract
"This study focuses on the consequences of the use of computerized work equipment (hereafter: computer use) on the content and quality of work. It investigates, first, the relationship between computer use and both job tasks and task discretion and, second, their mediating role for the relationship between computer use and job satisfaction. With our German-UK comparison, we contribute to the long-standing debate on the upskilling/de-skilling nature of the use of technology and its repercussions on the quality of work. We analyse data from the Skills and Employment Surveys for the UK and the BIBB/BAuA Employment Surveys for Germany using structural equation modelling. In line with the literature on routine-biased technological change, we show that computers are complementary to the performance of less routine and more abstract cognitive tasks and that this relationship is conducive to a higher level of task discretion and job satisfaction in both countries. Accounting for differences in job tasks performed, we find a negative direct effect of computer use on both task discretion and job satisfaction in the United Kingdom but not in Germany. Our results indicate that the ultimate effect of computer use on both task discretion and job satisfaction depends on the institutional contexts in which technology is introduced." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
What makes work better or worse? An analytical framework (2023)
Murray, Gregor; Gesualdi-Fecteau, Dalia; Levesque, Christian; Roby, Nicolas;Zitatform
Murray, Gregor, Dalia Gesualdi-Fecteau, Christian Levesque & Nicolas Roby (2023): What makes work better or worse? An analytical framework. In: Transfer, Jg. 29, H. 3, S. 305-322. DOI:10.1177/10242589231207967
Abstract
"Dieser Artikel will neue gedankliche Perspektiven zum Thema bessere und schlechtere Arbeit aufzeigen, indem er einen neuen analytischen Rahmen zur Beurteilung der Qualität von Arbeit und ihrer Implikationen entwickelt. Hierzu wird auf eine breite Auswahl an Literatur über Arbeitsplatzqualität zurückgegriffen und darauf hingewiesen, dass wir eine umfassendere Agenda und ein dynamischeres Verständnis von Möglichkeiten brauchen, schlechtere Arbeit besser zu machen. Zu diesem Zweck präsentiert das Autorenteam einen dreidimensionalen Rahmen: Risiko, Autonomie und Gestaltungsmöglichkeiten. Der Rahmen beurteilt bessere und schlechtere Arbeit und welche Möglichkeiten Arbeitnehmer:innen haben, zwischen diesen unterschiedlichen Dimensionen ihres Arbeitslebens zu navigieren. Wir untersuchen sich daraus ergebende Implikationen für Strategien der beteiligten Akteure und für die Wissenschaft, um eine Agenda für bessere Arbeit voranzubringen." (Autorenreferat, IAB-Doku)
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Literaturhinweis
How White Workers Navigate Racial Difference in the Workplace: Social-Emotional Processes and the Role of Workplace Racial Composition (2023)
Zitatform
Nelson, Jennifer L. & Tiffany D. Johnson (2023): How White Workers Navigate Racial Difference in the Workplace: Social-Emotional Processes and the Role of Workplace Racial Composition. In: Work and occupations online erschienen am 12.06.2023, S. 1-46. 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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Literaturhinweis
Work from Home: Von der Pandemienotlösung zum Konzept multilokaler Arbeit – Empirische Studie zu den Erfahrungen der Beschäftigten für eine Zukunft der Arbeitswelten an verteilten Orten (2023)
Pfnür, Andreas; Höcker, Martin Christian; Voll, Kyra; Bachtal, Yassien;Zitatform
Pfnür, Andreas, Kyra Voll, Martin Christian Höcker & Yassien Bachtal (2023): Work from Home: Von der Pandemienotlösung zum Konzept multilokaler Arbeit – Empirische Studie zu den Erfahrungen der Beschäftigten für eine Zukunft der Arbeitswelten an verteilten Orten. (Publications of Darmstadt Technical University, Institute for Business Studies (BWL) 138378), Darmstadt: Darmstadt Technical University, Department of Business Administration, Economics and Law, Institute for Business Studies (BWL), 143 S.
Abstract
"Die Arbeitswelt erfährt eine gravierende Transformation. Im Zentrum der Veränderungen steht der Wandel der physischen Organisation der Arbeit. Während in den vergangenen Jahren durch die COVID-19-Pandemie die Arbeit voranging von zu Hause erledigt werden musste, können Wissensarbeitende den Ort ihrer Arbeitserbringung zunehmend freier wählen. Durch die Rückkehr der Beschäftigten in die Büros der Unternehmen, der gleichzeitig anhaltenden Nutzung des Work from Home und des Ausprobierens dritter Arbeitsorte entsteht ein neues Konzept der physischen Arbeitsorganisation: Multilokalität. Diese Studie untersucht anhand der Befragung von 1.136 deutschen Wissensarbeitenden den Status quo des Work from Home, der Arbeit in Büros und an dritten Orten und analysiert vergleichend, wodurch Arbeitserfolg von Beschäftigten an den verschiedenen Orten entsteht. Darüber hinaus werden Change-Management-Prozesse betrachtet, um herauszuarbeiten, welche notwendigen Voraussetzungen geschaffen werden müssen, um den Übergang der eindimensionalen Arbeit im Büro oder zu Hause zu einer multilokalen Arbeitswelt erfolgreich zu vollziehen. Basierend auf einer Diskussion der empirischen Ergebnisse zu den Potenzialen und Herausforderungen der Transformation der Arbeitswelt werden Implikationen für die Notwendigkeiten staatlicher Regulierung, für die Beschäftigten, die Unternehmen und die immobilienwirtschaftlichen Akteure abgeleitet. Die Ergebnisse verdeutlichen den gigantischen Umfang der Veränderungen, den die multilokale Arbeit in der Arbeitswelt und anderen Bereichen des gesellschaftlichen Lebens, wie beispielsweise dem Verkehr, der Umwelt oder auf den gesellschaftlichen Wohlstand bezogen anstößt. Für die Beschäftigten ist die Freiheit des mobilen Arbeitens nicht mehr wegzudenken. Die Studie zeigt auf, wie sie sich individuell auf die multilokale Arbeit einstellen und Work from Home, Büros und dritte Orte bestmöglich nutzen. Eine weitere zentrale Erkenntnis ist, dass das neue Konzept multilokalen Arbeitens neben dem großen gesellschaftlichen Mehrwert auch in hohem Ausmaß volkswirtschaftliche Potenziale aufweist, welche jedoch noch nicht vollumfänglich realisiert werden. Arbeitgeber erfahren durch den richtigen Einsatz multilokaler Arbeit einen großen Gewinn. Zum einen durch einen höheren Arbeitserfolg und die verbesserte Gesundheit ihrer Beschäftigten, aber auch durch die positive Wirkung auf ihre Attraktivität als Arbeitgeber. Diese Potentiale zu heben ist die Aufgabe des betrieblichen Immobilienmanagements. Um den Herausforderungen einer aufweichenden Unternehmenskultur, der erschwerten Kommunikation zwischen und Steuerung von Mitarbeitenden sowie der ständig notwendigen Abwägung zwischen individuellem und Teamerfolg zu begegnen, benötigen Unternehmen eine individuelle Strategie zur Ausgestaltung des neuen Konzepts verteilter Arbeitsorte. Dabei helfen Investitionen in die Ausstattung bei Work from Home, verbesserte Informationskulturen und Weiterbildungsangebote mobiles Arbeiten erfolgreich zu gestaltet. Nicht zuletzt wird deutlich, dass zukünftig ein veränderter Bedarf an betrieblichen Immobilien vorherrschen wird. Eine Argumentebilanz zur Entscheidungsstützung in der Abwägung zur quantitativen Anpassung von Flächen sowie mögliche Ansätze zur qualitativen Verbesserung von Büros und der Einsatz von dritten Orten als Ergänzung der Bürostrategie geben Hinweis darauf, wie Unternehmen mit ihren Immobilien auf die dynamische Arbeitswelt reagieren können. Abschließend zeigen die Ergebnisse, dass veränderte Flächenbedarfe der Unternehmen Anpassungen der Geschäftsmodelle und Strategien immobilienwirtschaftlicher Akteure erfordern, das Büro der Zukunft zum aktuellen Zeitpunkt, besonders mit Blick auf die Arbeitswelt von morgen, jedoch noch nicht klar skizziert werden kann." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Job Satisfaction and Gender in Italy: A Structural Equation Modeling Approach (2023)
Zitatform
Piccitto, Giorgio, Hans M. A. Schadee & Gabriele Ballarino (2023): Job Satisfaction and Gender in Italy: A Structural Equation Modeling Approach. In: Social indicators research, Jg. 169, H. 3, S. 775-793. DOI:10.1007/s11205-023-03187-6
Abstract
"The aim of this study was to propose a reliable measurement model for the concept of job satisfaction in Italy and to test its measurement invariance across gender. We used the 2003 and 2009 Italian National Statistical Office (ISTAT) Family and Social Subjects (FSS) data, containing information on 8 dimensions of job satisfaction. The best-fitting model was a four-factor one, including the dimensions of intrinsic, rewards, timing and socio-contextual job satisfaction. Multi-group analysis supported the measurement invariance across gender. Additionally, we evaluated the role of several job and individual characteristics as determinants of job satisfaction for men and women. While for a number of them the patterns of association with job satisfaction were similar over genders, some differences also did emerge." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))
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Literaturhinweis
Wissenschaftskulturen in Deutschland: Eine Studie im Auftrag der VolkswagenStiftung (2023)
Ploder, Michael; Müller, Ruth; Knöchelmann, Marcel; Simon, Dagmar; Bluemel, Clemens; Walker, David; Streicher, Jürgen; Schiffbänker, Helene;Zitatform
Ploder, Michael, David Walker, Helene Schiffbänker, Jürgen Streicher, Ruth Müller, Clemens Bluemel, Marcel Knöchelmann & Dagmar Simon (2023): Wissenschaftskulturen in Deutschland. Eine Studie im Auftrag der VolkswagenStiftung. Hannover, 74 S.
Abstract
"Die VolkswagenStiftung baut aktuell einen neuen Profilbereich „Wissen über Wissen“ auf, mit dem sie gezielte Impulse zur strukturellen Verbesserung von Wissenschaft in Deutschland geben wird. Im Rahmen des Projekts „Wissenschaftskulturen in Deutschland“ (2022) haben wir untersucht, wie Wissenschaftler:innen in verschiedenen Forschungsfeldern und Disziplinen das Arbeiten und Leben am Wissenschaftsstandort Deutschland wahrnehmen und welche Möglichkeiten und Herausforderungen sie für Wissenschaftskulturen in Deutschland ausmachen. Ziel war es, eine aktuelle Zustands- und Problembeschreibung zu erarbeiten, aus der sich Ideen für die Fördertätigkeit der Stiftung sowie für einen positiven Wandel in den Wissenschaftskulturen in Deutschland ableiten lassen. Im Rahmen des Projekts verstehen wir Wissenschaftskulturen als multidimensional: Sie setzen sich aus epistemischen, sozialen, organisationalen und gesellschaftlichen Dimensionen zusammen. Wir sprechen daher auch von Wissenschaftskulturen im Plural: Während es Rahmenbedingungen auf gesellschaftlicher und organisationaler Ebene gibt, die für alle Wissenschaftsfelder in Deutschland gelten, sind manche feldspezifisch, und Forschungsfelder haben ihre eigenen epistemischen und sozialen Praktiken und Normen, vor deren Hintergrund sie organisationale und gesellschaftliche Rahmenbedingungen deuten und verhandeln. In Deutschland haben Fragen des Arbeitens und Lebens in der Wissenschaft in den letzten Jahren vor allem entlang der Protestbewegungen aus dem wissenschaftlichen Nachwuchs, #IchbinHanna und #IchbinReyhan (Bahr et al., 2022), an Aufmerksamkeit gewonnen, die auf prekäre Beschäftigungsverhältnisse und einhergehende Einschränkung von Qualität, Kreativität, Produktivität und auch Diversität in der Wissenschaft hinwiesen. Diese Protestbewegungen, die Evaluierung des Wissenschaftszeitvertragsgesetzes 2022 oder Vorstöße einiger Universitäten, neue Anstellungsformen vor allem für Postdocs zu etablieren, haben zu einer intensiven Diskussion der Situation des wissenschaftlichen Nachwuchses geführt. Was allerdings weitgehend fehlt, sind Auseinandersetzungen und Analysen, die eine systemische Perspektive einnehmen und in diesem Sinn Wissenschaftskulturen in Deutschland aus der Sicht verschiedener Akteur:innen und ihrer Interaktionen in den Blick nehmen." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Cognitive Environments: Potenziale kognitiver Umgebungen in der Post-Covid-Zeit (2023)
Riedel, Oliver; Rief, Stefan; Bauer, Wilhelm; Hölzle, Katharina;Zitatform
Riedel, Oliver, Katharina Hölzle, Wilhelm Bauer & Stefan Rief (Hrsg.) (2023): Cognitive Environments: Potenziale kognitiver Umgebungen in der Post-Covid-Zeit. Stuttgart, 56 S. DOI:10.24406/publica-1684
Abstract
"Was wäre, wenn wir Arbeitsumgebungen entwickeln würden, die sich hochindividuell an einzelne Nutzer anpassen könnten? Arbeitsplätze, die erkennen bei welchen Umgebungsparametern wir bei unterschiedlichen Tätigkeiten am besten arbeiten können und dann unsere persönlichen Idealwerte einstellen. Oder Arbeitsplätze, an denen das Fenster uns einen erholsamen, virtuellen Anblick eines Bergsees einspielt, weil es Zeit für eine Pause wäre. Mit Hilfe von im Raum integrierter IoT-Technologie, Sensoren in Smartwatches und maschinellem Lernen könnten derartige Umgebungen bald real werden. Aber welche Funktionen eines »Cognitive Environments« würden positiv aufgenommen werden und an welcher Stelle wäre mit Skepsis zu rechnen? Welchen Stellenwert hat die persönliche Kontrolle bei der Aktivierung einzelner Funktionen? Wäre es vorstellbar, das eigene Präferenzprofil mit anderen zu teilen? Um das herauszufinden, wurden im Projekt Office 21 rund 50 mögliche Funktionen für Nutzende und Betreiber in einer Online-Befragung untersucht. Die Ergebnisse zeigen großes Interesse potenzieller Nutzerinnen und Nutzer, geben aber auch Hinweise zu möglichen Herausforderungen bei der Umsetzung." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Healthy New Work: Auswirkung agiler Arbeit auf die psychische Gesundheit (2023)
Zitatform
Rietze, Sarah & Hannes Zacher (2023): Healthy New Work: Auswirkung agiler Arbeit auf die psychische Gesundheit. In: Personal quarterly, Jg. 75, H. 3, S. 32-38.
Abstract
"Unternehmen führen agile Praktiken ein, um Leistung und Innovation zu steigern. Welche Auswirkungen diese Praktiken auf Arbeitsmerkmale und die psychische Gesundheit von Beschäftigten haben, wurde bislang nicht untersucht. Es wurde eine Fragebogenstudie mit zwei Messzeitpunkten und 260 Beschäftigten in agilen Teams durchgeführt. Die Ergebnisse zeigen, dass agile Praktiken positiven Auswirkungen auf die psychische Gesundheit (höheres Engagement, geringere Ermüdung), vermittelt durch reduzierte Arbeitsanforderungen und erhöhte Ressourcen, haben." (Autorenreferat, IAB-Doku, © Haufe-Lexware)
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Literaturhinweis
Distinguishing challenging and overchallenging jobs: Cognitive and affective skills mismatches and their impact on job satisfaction (2023)
Zitatform
Santiago-Vela, Ana & Anja Hall (2023): Distinguishing challenging and overchallenging jobs: Cognitive and affective skills mismatches and their impact on job satisfaction. In: Research in Comparative and International Education, Jg. 18, H. 1, S. 55-78. DOI:10.1177/17454999221116486
Abstract
"This study supplements the existing conceptualisation of skills mismatch based on cognitive evaluations (being underskilled or overskilled) with an affective aspect that captures how workers cope with skills (mis)match situations (feeling overchallenged or underchallenged) and an analysis of skills mismatch situations’ influence on job satisfaction of workers with higher education (HE) and vocational education and training (VET). Using the German BIBB/BAuA Employment Survey 2018, the results indicated that underskilling by itself was not negatively associated with job satisfaction; however, underskilling in combination with feeling overchallenged exerted a significant negative influence on job satisfaction. This corroborates the approach of differentiating challenging (i.e. non-detrimental) jobs from overchallenging jobs. Overskilling was associated with penalties regarding job satisfaction, whereas overskilling in combination with underchallenging jobs produced a remarkably larger negative impact on job satisfaction. Moreover, overskilled HE workers received larger penalties regarding job satisfaction than those received by overskilled VET workers." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Effort-reward imbalance and its association with sociocultural diversity factors at work: findings from a cross-sectional survey among physicians and nurses in Germany (2023)
Zitatform
Schneider, Anna, Christian Hering, Lisa Peppler & Liane Schenk (2023): Effort-reward imbalance and its association with sociocultural diversity factors at work: findings from a cross-sectional survey among physicians and nurses in Germany. In: International Archives of Occupational and Environmental Health, Jg. 96, H. 4, S. 537-549. DOI:10.1007/s00420-022-01947-4
Abstract
"Due to staff shortages and reports of high work stress, work conditions of hospital physicians and nurses receive wide attention. Additionally, sociocultural diversity of the workforce and patient population is increasing. Our study aim is to analyze how individual and organizational diversity-related factors are associated with the experience of staff's work stress." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))
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Literaturhinweis
Das „German Job Search Panel“: Die Effekte von Arbeitslosigkeit und Covid19 auf das Wohlbefinden (2023)
Stephan, Gesine ; Schmidtke, Julia ; Lawes, Mario ; Schöb, Ronnie ; Eid, Michael ; Hetschko, Clemens ;Zitatform
Stephan, Gesine, Clemens Hetschko, Julia Schmidtke, Mario Lawes, Michael Eid & Ronnie Schöb (2023): Das „German Job Search Panel“: Die Effekte von Arbeitslosigkeit und Covid19 auf das Wohlbefinden. (IAB-Forschungsbericht 19/2023), Nürnberg, 21 S. DOI:10.48720/IAB.FB.2319
Abstract
"Zu den Auswirkungen von Arbeitslosigkeit auf das Wohlbefinden gibt es bereits eine Vielzahl von Studien (für einen Überblick s. z.B. Suppa 2021). Allerdings basieren diese in der Regel nicht auf hochfrequenten (also in kurzen Zeitabständen erfassten) Daten und erheben meist nur ausgewählte Dimensionen des Wohlbefindens. Im Rahmen eines DFG-geförderten Projektes befragte das „German Job Search Panel“ (GJSP) in den Jahren von 2017 bis 2021 zunächst arbeitsuchend gemeldete Personen daher monatlich zu ihrem Wohlbefinden. Die Erhebung erfolgte mit einer innovativen Smartphone-App. Anhand der Cortisolkonzentration im Haar wurde zudem die Stressbelastung der Befragten gemessen. Auf dieser Basis lässt sich sehr differenziert untersuchen, wie sich kritische Lebensereignisse - wie ein Eintritt in Arbeitslosigkeit - auf das Wohlbefinden auswirken. Zielgruppe der Befragung waren Personen, die sich zunächst arbeitsuchend gemeldet hatten. Denn ein zentrales Ziel des Projektes war es, den Auswirkungen des Eintritts in Arbeitslosigkeit auf die verschiedenen Facetten des Wohlbefindens nachzugehen. Nur ein Teil der Personen, die sich als arbeitssuchend registrieren, wird tatsächlich arbeitslos. Damit steht eine natürliche Vergleichsgruppe für diejenigen Personen zur Verfügung, die tatsächlich arbeitslos werden. Dies gilt insbesondere für Personen, die von Massenentlassungen und Betriebsschließungen betroffen waren. Denn bei diesen hängt die Wahrscheinlichkeit des Arbeitsplatzverlustes vornehmlich von externen Faktoren ab. Insgesamt nahmen anfangs knapp 1.900 Personen an einer ersten Kohorte und knapp 1.000 Personen an einer zweiten Kohorte des GJSP teil. Zwei Methodenberichte erläutern das Design der Befragung und die Selektion in die Befragung in Detail (Hetschko et al. 2022, Schmidtke et al. 2023). Das GJSP ermöglicht es unter anderem, die unmittelbaren Effekte des Eintritts in Arbeitslosigkeit bei zuvor arbeitssuchend gemeldeten Personen zu untersuchen. Wie ein erstes Teilprojekt (Lawes et al. 2023) zeigt, hat Arbeitslosigkeit unmittelbare negative Effekte auf die Zufriedenheit mit dem Haushaltseinkommen. Bei Personen, die sich aufgrund einer Entlassungswelle arbeitssuchend gemeldet hatten, sank mit Eintritt in die Arbeitslosigkeit auch unmittelbar die Lebenszufriedenheit. Wenn Personen aus anderen Gründen arbeitslos wurden, stieg beim Eintritt in die Arbeitslosigkeit hingegen die Zufriedenheit mit der Freizeit, und die Lebenszufriedenheit sank erst mit fortschreitender Zeit in Arbeitslosigkeit. Andere untersuchte Dimensionen des Wohlbefindens veränderten sich hingegen durch den Eintritt der Arbeitslosigkeit nicht signifikant. Durch die wiederholte Messung von Haarcortisol untersuchte ein weiteres Teilprojekt (Lawes et al. 2022) erstmals, wie sich die Arbeitssuche auf einen Biomarker für chronischen Stress auswirkt. Der Cortisolgehalt war kurz nach der Meldung als „arbeitsuchend“ am höchsten - also in einer Zeit mit tendenziell hoher Unsicherheit bezüglich der beruflichen Zukunft. In der Folge sank das Haarcortisol - unabhängig davon, ob die Betroffenen tatsächlich arbeitslos wurden. Zudem hatten bereits länger arbeitslose Personen eine höhere Haarcortisol-Konzentration, wenn sie ihre Wiederbeschäftigungschancen vergleichsweise schlecht einschätzten. Körperlichen Stress löst der Eintritt in Arbeitslosigkeit also nur dann aus, wenn Menschen davon ausgehen, dass ihre Wiederbeschäftigungsmöglichkeiten gering sind. Schmidtke et al. (2023) zeigten schließlich in einem weiteren Teilprojekt, dass die Covid19-Pandemie nur schwache und vorübergehende Effekte auf die allgemeine Lebenszufriedenheit hatte. Die mentale Gesundheit der Befragten war hingegen stärker beeinträchtigt. Insbesondere traf dies auf Menschen in Kurzarbeit zu. Insgesamt zeigten sich aber gewisse Anpassungseffekte an die Krise: Die zweite Welle der Pandemie wirkte sich geringer auf die Lebenszufriedenheit und die mentale Gesundheit aus als die erste Welle." (Autorenreferat, IAB-Doku)
Weiterführende Informationen
Ein begleitendes Interview finden Sie im Online-Magazin IAB-Forum Open Access. -
Literaturhinweis
Work engagement and employee satisfaction in the practice of sustainable human resource management – based on the study of Polish employees (2023)
Zitatform
Sypniewska, Barbara, Małgorzata Baran & Monika Kłos (2023): Work engagement and employee satisfaction in the practice of sustainable human resource management – based on the study of Polish employees. In: International Entrepreneurship and Management Journal, Jg. 19, H. 3, S. 1069-1100. DOI:10.1007/s11365-023-00834-9
Abstract
"Sustainable human resource management (SHRM) views employees as a very important resource for the organisation, while paying close attention to their preferences, needs, and perspectives. The individual is an essential element of SHRM. The article focuses on analyzing selected SHRM issues related to the individual employee's level of job engagement and employee satisfaction. The main objective of our study was to identify individual-level correlations between factors affecting employee satisfaction, such as: workplace well-being, employee development, employee retention, job engagement, and employee satisfaction. Based on the results of a systematic literature review, we posed the following research question: is there any relation between factors affecting employee satisfaction (employee workplace well-being, employee development, employee retention, work engagement) and employee satisfaction in the SHRM context? To answer the research question, we have conducted a quantitative study on the sample of 1051 employees in companies in Poland and posed five hypotheses (H1-H5). The research findings illustrate that higher level of employee workplace well-being (H1), employee development, (H2), employee retention (H3) was related to higher level of employee engagement (H4), which in turn led to higher level of employee satisfaction. The results show the mediating role of employee engagement in the relationship between workplace well-being, employee development, employee retention, and employee satisfaction (H5). The presented results contribute to the development of research on work engagement and job satisfaction in the practice of SHRM. By examining the impact of individual-level factors on job satisfaction, we explain which workplace factors should be addressed to increase an employee satisfaction and work engagement. The set of practical implications for managers implementing SHRM in the organization is discussed at the end of the paper." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))
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Literaturhinweis
Bounded Well-Being: Designing Technologies for Workers' Well-Being in Corporate Programmes (2023)
Zitatform
Tirabeni, Lia (2023): Bounded Well-Being: Designing Technologies for Workers' Well-Being in Corporate Programmes. In: Work, Employment and Society online erschienen am 19.10.2023. 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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Literaturhinweis
Perceptions of Pay Satisfaction and Pay Justice: Two Sides of the Same Coin? (2023)
Zitatform
Valet, Peter (2023): Perceptions of Pay Satisfaction and Pay Justice: Two Sides of the Same Coin? In: Social indicators research, Jg. 166, H. 1, S. 157-173. DOI:10.1007/s11205-022-03059-5
Abstract
"Individual perceptions of pay satisfaction and pay justice are closely related social indicators. Notwithstanding their apparent resemblance, there are essential theoretical differences between those two concepts. Yet, we know little if people merely consider pay satisfaction and pay justice as two sides of the same coin. This paper theorizes two situations in which people's perceptions of pay satisfaction and pay justice should differ in meaningful ways. First, their pay level should affect people's self-interest and thus have a stronger effect on their pay satisfaction than on pay justice. Second, pay inequality in the workplace should affect people morally and thus should have a stronger effect on their pay justice perception than on pay satisfaction. These hypotheses were tested with linked employer-employee data collected in Germany (N = 2.695). Results of regression analyses with multiple dependent variables show that people's pay satisfaction and pay justice perceptions increased with the level of their individual pay and decreased with the degree of workplace inequality. The pay effect was significantly stronger on pay satisfaction than on pay justice while the workplace inequality effects did not differ significantly. These results suggest that people under specific circumstances differentiate between pay satisfaction and pay justice. Consequently, researchers should consider that their results and conclusions might differ if they analyze pay satisfaction instead of pay justice and vice versa." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))
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Literaturhinweis
Educational job mismatch, job satisfaction, on-the-job training, and employee quit behaviour: a dynamic analytical approach (2023)
Wen, Le; Maani, Sholeh A.; Dong, Zhi;Zitatform
Wen, Le, Sholeh A. Maani & Zhi Dong (2023): Educational job mismatch, job satisfaction, on-the-job training, and employee quit behaviour: a dynamic analytical approach. In: Applied Economics, Jg. 55, H. 56, S. 6605-6626. DOI:10.1080/00036846.2022.2161990
Abstract
"This paper extends the literature on the consequences of over-education, in particular quit outcomes. It is the first study that explicitly tests the impact of job satisfaction and on-the-job training for workers in educational mismatched jobs and on quit behaviour using a longitudinal data set. Accounting for unobserved heterogeneity and endogeneity, the dynamic analytical framework examines labour market outcomes for job-mismatched workers. We find that over-education alone, or accompanied by skill under-utilization in combination with lower job satisfaction, increases the incidences of job quitting. Opportunities for training facilitate the retention of initially job-mismatched workers. These results have implications for interpreting mismatch data, retention, and resource allocation." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Die Arbeitszufriedenheit von Fachkräften im Sozialwesen und ihre Determinanten (2023)
Zitatform
Wen, Sebastian & Sabrina Schmidt (2023): Die Arbeitszufriedenheit von Fachkräften im Sozialwesen und ihre Determinanten. In: Neue Praxis, Jg. 53, H. 5, S. 404-420.
Abstract
"Der Beitrag von Sebastian Wen und Sabrina Schmidt beschäftigt sich mit der Arbeitszufriedenheit von Fachkräften im Sozialwesen. Zunächst werden die theoretischen Überlegungen und der entsprechende Forschungsstand dargelegt. Anschließend werden die für die vorliegenden Analysen genutzten Daten, alle vorgenommenen Operationalisierungen und das verwendete Analysesample erläutert. Auf dieser Basis werden die Ergebnisse präsentiert und interpretiert sowie schließlich in einem Fazit zusammengefasst und mit Blick auf mögliche Restriktionen und Anschlussfragen diskutiert." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Job demands, job resources and postdoctoral job satisfaction: An empirical study based on the data from 2020 Nature global postdoctoral survey (2023)
Zitatform
Zhang, Yue & Xinxing Duan (2023): Job demands, job resources and postdoctoral job satisfaction: An empirical study based on the data from 2020 Nature global postdoctoral survey. In: PLoS ONE, Jg. 18. DOI:10.1371/journal.pone.0293653
Abstract
"Postdocs encounter numerous hurdles in terms of their professional survival and academic development, as a result of institutional reform and the prevailing academic environment. These challenges significantly impact their job satisfaction, which in turn plays a crucial role in shaping their scientific research career trajectory. To facilitate the advancement of relevant systems and augment the job satisfaction of postdocs, this study employs the 2020 Nature Global Postdoctoral Survey data to conduct a comprehensive analysis. Utilizing descriptive statistics, correlation analysis, and regression analysis, the impact of job characteristic elements on postdoctoral job satisfaction was examined within the theoretical framework of the Job Requirements-Resources (JD-R) model, as well as the mechanisms by which job characteristic elements impact postdoctoral job satisfaction. It was found that job demands and job resources negatively and positively predicted postdoctoral job satisfaction, respectively, with job burnout and job engagement playing a partial mediating role. Job demands can drive postdocs to develop negative coping psychology and limit the motivating effect of job resources on job engagement; job resources can act as a buffer to reduce the probability of postdocs experiencing job burnout as a result of job demands. The aforementioned findings generally support the applicability of the JD-R model to postdocs, theoretically revealing the intrinsic psychological mechanisms by which job characteristics influence postdoctoral job satisfaction and providing theoretical supplements and practical references for postdoctoral training and management." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Manager's gender, supervisory style, and employee's perception of the demanding work climate (2023)
Zitatform
van Mensvoort, Carly, Donald Tomaskovic-Devey & Tanja van der Lippe (2023): Manager's gender, supervisory style, and employee's perception of the demanding work climate. In: European Sociological Review, Jg. 39, H. 6, S. 862-875. DOI:10.1093/esr/jcad019
Abstract
"Prior research on the link between managers’ gender and workplace gender equity primarily focuses on career outcomes. The present study explores overly demanding work climates, which we see as a realization of the ideal worker norm, bad for all workers, but a particular barrier to women’s careers. We examine whether female managers are ‘agents of change’ toward better work climates, while also exploring the impact of gendered supervisory styles on employees’ experience of overly demanding work. Together we provide a novel elaboration of the doing gender framework and the question of whether women managers are agents of change. Two-level models with organization-fixed effects for a European manager-employee linked sample reveal overall support for female managers as change agents, particularly when they manage with a feminine supervisory style. A masculine supervisory style increases employee perceptions of being overworked irrespective of manager’s gender. When female managers only enact a masculine supervisory style, they produce particularly less favourable employee experiences. Male managers who combine both feminine and masculine styles also produce worse work climates for their subordinates." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Gen Z entering the workforce: Restructuring HR policies and practices for fostering the task performance and organizational commitment (2022)
Zitatform
Aggarwal, Arun, Priyanka Sadhna, Sahil Gupta, Amit Mittal & Sanjay Rastogi (2022): Gen Z entering the workforce: Restructuring HR policies and practices for fostering the task performance and organizational commitment. In: Journal of Public Affairs, Jg. 22. DOI:10.1002/pa.2535
Abstract
"Generation Z, the youngest generation is steadily entering the workforce with an entirely unique perspective on careers and workplace norms. Employers need to embrace this generation cohort and use their strengths while providing meaningful work. In this regard, the paper aims to examine the influence of HR policies and practices on Generation Z, toward job satisfaction using the attraction‐selection‐attrition (ASA) theory and self‐determination theory (SDT). Incorporating structural equation modeling, on a sample of 493 Generation Z employees, this paper came up with findings that flexible work practices, reward and recognition, compensation and benefits, feedback‐seeking behavior and volunteering work positively influence Gen Z. In addition, this paper also reveals that job satisfaction mediates the relationship between HR practices, task performance, and affective organizational commitment. The paper is a novel attempt to sensitize the employers to look beyond the surface by orchestrating a new model for meeting Gen Z expectations. The implications of these findings for theory and practice, as well as its limitations and future directions, conclude the paper." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The Effects of Advanced Degrees on the Wage Rates, Hours, Earnings and Job Satisfaction of Women and Men (2022)
Zitatform
Altonji, Joseph G., John Eric Humphries & Ling Zhong (2022): The Effects of Advanced Degrees on the Wage Rates, Hours, Earnings and Job Satisfaction of Women and Men. (IZA discussion paper 15010), Bonn, 95 S.
Abstract
"This paper uses a college-by-graduate degree fixed effects estimator to evaluate the returns to 19 different graduate degrees for men and women. We find substantial variation across degrees, and evidence that OLS over-estimates the returns to degrees with the highest average earnings and underestimates the returns to degrees with the lowest average earnings. Second, we decompose the impacts on earnings into effects on wage rates and effects on hours. For most degrees, the earnings gains come from increased wage rates, though hours play an important role in some degrees, such as medicine, especially for women. Third, we estimate the net present value and internal rate of return for each degree, which account for the time and monetary costs of degrees. Finally, we provide descriptive evidence that satisfaction gains are large for some degrees with smaller economic returns, such as education and humanities degrees, especially for men." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Doing boss-like tasks and worker well-being: Job enrichment revisited (2022)
Asuyama, Yoko;Zitatform
Asuyama, Yoko (2022): Doing boss-like tasks and worker well-being: Job enrichment revisited. In: Labour, Jg. 36, H. 2, S. 196-230. DOI:10.1111/labr.12217
Abstract
"This study revisits the relationship between job enrichment and worker well-being by analysing worker-level data from around 20 countries. Job enrichment, which vertically expands jobs, is primarily measured by the novel ‘boss-like tasks’ indicator, constructed from 42 task-frequency data. The aim of job enrichment is to motivate workers. However, the study finds that even though average non-boss workers doing more boss-like tasks earn higher wages, they are not necessarily more satisfied with their jobs. The non-positive or slightly negative association with satisfaction becomes positive when workers have low-skilled blue-collar jobs or when tasks involving planning and organizing are enriched." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
Matching it up: non-standard work and job satisfaction (2022)
Zitatform
Bech, Katarzyna, Magdalena Smyk, Lucas van der Velde & Joanna Tyrowicz (2022): Matching it up: non-standard work and job satisfaction. (GRAPE working paper / Group for Research in Applied Economics 72), Warszawa, 37 S.
Abstract
"We leverage the flexibility enactment theory to study the link between working arrangements and job satisfaction. We propose that this link is moderated by individual inclination to non-standard working arrangements. Thus, we provide novel insights on the (mis)match between preferred and actual working arrangements. We apply this approach to data from the European Working Conditions Survey and empirically characterize the extent of mismatch in working arrangements across European countries. We shed new light on several phenomena. First, the extent of mismatch is substantial and reallocating workers between jobs could substantially boost overall job satisfaction in European countries. Second, the mismatch more frequently affects women and parents. Finally, we demonstrate that the extent of mismatch differs across European countries, which hints that one-size-fits-all policies, whether they deregulate or curb non-standard arrangements, are not likely to maximize the happiness of workers." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Empowerment, Task Commitment, and Performance Pay (2022)
Beckmann, Michael; Kräkel, Matthias;Zitatform
Beckmann, Michael & Matthias Kräkel (2022): Empowerment, Task Commitment, and Performance Pay. In: Journal of labor economics, Jg. 40, H. 4, S. 889-938. DOI:10.1086/718465
Abstract
"Although, from the viewpoint of social psychology, task commitment is a driving force for intrinsic motivation at the workplace, this topic has been widely ignored in labor and personnel economics so far. Our paper contributes to reduce this gap in the literature by offering a theoretical analysis on worker empowerment and task commitment. This approach also helps to explain the observed variety of compensation schemes across workers and firms. By using a large-scale linked employer-employee panel data set, we present empirical evidence that is consistent with the predicted patterns of our theoretical model." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Beschäftigungsbedingungen für junge Forscher*innen - ein empirischer Beitrag zu #IchBinHanna (2022)
Berroth, Lara; Wegner, Antje; Briedis, Kolja; Adrian, Dominik;Zitatform
Berroth, Lara, Dominik Adrian, Kolja Briedis & Antje Wegner (2022): Beschäftigungsbedingungen für junge Forscher*innen - ein empirischer Beitrag zu #IchBinHanna. (DZHW-Brief 2022,04), Hannover, 12 S. DOI:10.34878/2022.04.dzhw_brief
Abstract
"Die durchschnittliche Vertragslaufzeit der an Hochschulen und Forschungseinrichtungen beschäftigten Promovierenden beträgt 27 Monate. 26 Prozent haben einen Arbeitsvertrag mit einer Laufzeit von bis zu 12 Monaten. Auch wenn sich somit gegenüber älteren Studien eine Entwicklung zu längeren Vertragslaufzeiten abzeichnet, bleibt dennoch eine Lücke zwischen den Vertragslaufzeiten von Promovierenden und den tatsächlichen Promotionsdauern. Die subjektive Einschätzung der Finanzierungs- und Beschäftigungssituation fällt überwiegend positiv aus: Etwa drei Viertel der Promovierenden sind damit zufrieden. Im Durchschnitt wenden Promovierende mit einem Arbeitsvertrag an einer Hochschule oder Forschungseinrichtung 23 Stunden pro Woche für ihre Promotion auf. Regelungen zur Promotionszeit werden im Arbeitsvertrag oder der Promotionsvereinbarung selten getroffen. Sie garantieren aber meist einen recht hohen Zeitanteil der Arbeitszeit für die Promotion bzw. gehen mit einer höheren Zahl an aufgewendeten Wochenstunden für die Promotion einher. Im Vergleich mit Hochschulabsolvent*innen, die in anderen Bereichen erwerbstätig sind, zeigen Promovierende mit einer Stelle in der Wissenschaft in vielen Teilaspekten der Beschäftigung eine höhere (berufliche) Zufriedenheit. Deutlich unzufriedener sind sie jedoch mit der Arbeitsplatzsicherheit. Zentrale Ergebnisse zur Finanzierungs- und Beschäftigungssituation Promovierender sowie zu zahlreichen weiteren Themen finden sich unter nacaps-datenportal.de." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Does job crafting always lead to employee well-being and performance? Meta-analytical evidence on the moderating role of societal culture (2022)
Boehnlein, Philipp; Baum, Matthias;Zitatform
Boehnlein, Philipp & Matthias Baum (2022): Does job crafting always lead to employee well-being and performance? Meta-analytical evidence on the moderating role of societal culture. In: The International Journal of Human Resource Management, Jg. 33, H. 4, S. 647-685. DOI:10.1080/09585192.2020.1737177
Abstract
"We quantitatively summarize existing studies on job crafting and its effects on well-being and individual in-role and extra-role performance. We differentiate job crafting behaviors by target of impact (individual vs. work environment) and regulatory focus (prevention vs. promotion focus). Drawing on 60 independent samples with a total of 20,547 participants, we use meta-analysis to show that promotion-oriented job crafting can be associated with increased well-being and both in-role and extra-role performance. Prevention-oriented crafting yielded partially significant results for well-being while showing non-significant relationships with both performance outcomes. Drawing on previous findings of the GLOBE study, we further show that the effects of job crafting on both in-role and extra-role performance are partially moderated by the cultural practices of in-group collectivism, future orientation, performance orientation, and uncertainty avoidance. By doing so, we illuminate the cultural circumstances under which job crafting behaviors are more suitable and where job crafting is less effective as a way to improve individuals’ performance." (Author's abstract, IAB-Doku) ((en))"We quantitatively summarize existing studies on job crafting and its effects on well-being and individual in-role and extra-role performance. We differentiate job crafting behaviors by target of impact (individual vs. work environment) and regulatory focus (prevention vs. promotion focus). Drawing on 60 independent samples with a total of 20,547 participants, we use meta-analysis to show that promotion-oriented job crafting can be associated with increased well-being and both in-role and extra-role performance. Prevention-oriented crafting yielded partially significant results for well-being while showing non-significant relationships with both performance outcomes. Drawing on previous findings of the GLOBE study, we further show that the effects of job crafting on both in-role and extra-role performance are partially moderated by the cultural practices of in-group collectivism, future orientation, performance orientation, and uncertainty avoidance. By doing so, we illuminate the cultural circumstances under which job crafting behaviors are more suitable and where job crafting is less effective as a way to improve individuals’ performance." (Author's abstract, IAB-Doku) ((en))756k
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Literaturhinweis
Durchführung von digitalen Arbeitssituationsanalysen für die mobil-flexible Arbeit zur Erhebung von psychischen Belastungsfolgen: Befragung von Mitarbeiter*innen einer öffentlichen Verwaltung zu Homeoffice – Erfahrungen während der SARS-CoV-2-Pandemie (2022)
Bölsch-Peterka, Ronja; Schmidtke, Aliena; Krowicki, Martin; Böckelmann, Irina;Zitatform
Bölsch-Peterka, Ronja, Martin Krowicki, Aliena Schmidtke & Irina Böckelmann (2022): Durchführung von digitalen Arbeitssituationsanalysen für die mobil-flexible Arbeit zur Erhebung von psychischen Belastungsfolgen. Befragung von Mitarbeiter*innen einer öffentlichen Verwaltung zu Homeoffice – Erfahrungen während der SARS-CoV-2-Pandemie. In: Zentralblatt für Arbeitsmedizin, Arbeitsschutz und Ergonomie, Jg. 72, H. 3, S. 115-128. DOI:10.1007/s40664-022-00460-2
Abstract
"Im Zuge der SARS-CoV-2-Pandemie wurde die Arbeit in vielen Betrieben nach Hause verlagert und innerhalb kurzer Zeit hat sich die Arbeitssituation der Beschäftigten schnell verändert. Um mögliche Belastungen zu identifizieren und gesundheitliche Ressourcen auszubauen, sind fundierte Analysen der Arbeitssituation notwendig. Ziel dieser Arbeit war es, auch in Zeiten mit Kontaktbeschränkungen, fundierte Analysen im Bereich des Betrieblichen Gesundheitsmanagements anzubieten. Mithilfe von digitalen Arbeitssituationsanalysen (ASITA) sollte die Homeoffice-Tätigkeit in einer öffentlichen Verwaltung erfasst und Handlungsempfehlungen abgeleitet werden. Mittels digitaler ASITAs wurden 3 Gruppen (16 Beschäftigte) zu ihrer Arbeitssituation im Homeoffice befragt. Eingeschlossen wurden Beschäftigte, die innerhalb der letzten 12 Wochen vor der Befragung an mindestens 2 Tagen pro Woche im Homeoffice gearbeitet haben. Das Arbeiten im Homeoffice stellt Anforderungen an die Beschäftigten, die wiederum positive als auch negative Beanspruchungsfolgen mit sich bringen. Aufseiten der Arbeitsorganisation ergaben sich individuelle Vorteile, wie der Wegfall von Arbeitswegen oder eine bessere Zeiteinteilung. Hinsichtlich der Kommunikation im Unternehmen fehlten klare Strukturen zur Arbeit im Homeoffice. Digitale ASITAs können ein aussagekräftiges Instrument sein, um gesundheitliche Belastungen und Ressourcen auch in Unternehmen mit mobil-flexiblen Arbeitsmodellen zu untersuchen. Wie am Beispiel der Pandemie gezeigt, bedingt ein Wandel der Arbeitssituation einen kontinuierlichen Reflexionsprozess, bei dem die Gesundheit der Beschäftigten eine wesentliche Säule sein muss." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Happy at Work - Possible at Any Age? (2022)
Carleton, Cheryl; Kelly, Mary T.;Zitatform
Carleton, Cheryl & Mary T. Kelly (2022): Happy at Work - Possible at Any Age? (Villanova School of Business working paper 51), Villanova, PA, 31 S.
Abstract
"With the growing attachment of older workers to the labor force and their engagement in alternative work arrangements, it is important to investigate the characteristics of older cohorts of individuals who are in the labor market and the factors that influence job satisfaction, as job satisfaction may be a predictor of which older individuals are likely to continue to work and in what type of work arrangement. This study uses several recent years of the General Social Survey to both explore the characteristics of older workers and investigate what contributes to job satisfaction, controlling for both gender and work arrangement. It splits the sample of workers into two cohorts to test for differences in job satisfaction between those who are nearing retirement age (55-64) and those who continue to work post the traditional retirement age (65-80). For the sample as a whole, and similar to other studies, we find that job satisfaction is higher for women and for those who work in alternative work arrangements as compared to those in regular jobs. We also find that there are differences in what contributes to job satisfaction between the two groups of older workers. These outcomes may inform firms about what they might do in order to keep these workers as well as informing the government on whether it is necessary to rethink how some benefits are both provided and paid for." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Well-being, productivity and employment: Squaring the working time policy circle (2022)
Cazes, Sandrine; Krämer, Clara; Touzet, Chloé; Martin, Sebastien;Zitatform
Cazes, Sandrine, Clara Krämer, Sebastien Martin & Chloé Touzet (2022): Well-being, productivity and employment: Squaring the working time policy circle. In: A. Bassanini (Hrsg.) (2022): OECD Employment Outlook 2022: Building Back More Inclusive Labour Markets, S. 243-350.
Abstract
"Working time is both a key element of workers’ lives and a production factor. Understanding how working time policy relates to well-being and economic outcomes is thus crucial to design measures balancing welfare and efficiency concerns. Evidence so far has largely focused on the use of maximum hours’ regulation to prevent detrimental effects on workers’ health, and the effect of normal hours reductions on employment levels. This chapter brings two new perspectives: first, it accounts for the fact that workers’ well-being is an increasingly central societal objective of working time policies, and therefore considers well-being effects alongside productivity and employment effects. Second, it accounts for the use of flexible hours and the development of teleworking in the aftermath of the COVID-19 crisis and considers their impact on well-being, productivity and employment. Building on these analyses, the chapter discusses the potential of various working time policies to enhance non-material aspects of workers’ well-being such as health, work-life balance and life satisfaction while preserving employment or productivity" (Author's abstract, IAB-Doku) ((en))
Weiterführende Informationen
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Literaturhinweis
The Full Returns to the Choice of Occupation and Education (2022)
Zitatform
Clark, Andrew E., Maria Cotofan & Richard Layard (2022): The Full Returns to the Choice of Occupation and Education. (IZA discussion paper 15279), Bonn, 57 S.
Abstract
"Information on both earnings and non-pecuniary rewards is needed to understand the occupational dispersion of wellbeing. We analyse subjective wellbeing in a large UK sample to construct a measure of "full earnings", the sum of earnings and the value of non-pecuniary rewards, in 90 different occupations. Labour-market inequality is underestimated: the dispersion of full earnings is one-third larger than the dispersion of earnings. Equally, the gender and ethnic gaps in the labour market are larger than those in earnings alone, and the full returns to education on the labour market are underestimated. These results are similar in data on US workers. In neither cross-section nor panel data do we find evidence of compensating differentials." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
How do employees cope with mandatory working from home during COVID-19? (2022)
Zitatform
Dicu, Andreea, Irma Rybnikova & Thomas Steger (2022): How do employees cope with mandatory working from home during COVID-19? In: German Journal of Human Resource Management, Jg. 36, H. 3, S. 300-324. DOI:10.1177/23970022221079049
Abstract
"How do employees who are coerced to work from home during COVID-19 cope with this unprecedented situation? Drawing upon the job-demands-resources (JD-R) model and upon the literature on coping, we analyse empirical qualitative material which stems from two-stage interviews with and online diaries prepared by 15 white-collar employees in Romania. We identify four initial coping types in relation to mandatory working from home: ‘explorers’, ‘statics’, ‘chaotics’ and ‘irremediables’. In the follow-up stage of the field work, the ‘chaotic’ type of coping disappears. These findings in relation to the unique pandemic situation represent a significant contribution to the literature on working from home as well as on coping with stress." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
New insights into self-initiated work design: the role of job crafting, self-undermining and five types of job satisfaction for employee's health and work ability (2022)
Döbler, Antonia-Sophie ; Wegge, Jürgen; Nowak, Joshua; Richter-Killenberg, Stefanie; Emmermacher, Andre;Zitatform
Döbler, Antonia-Sophie, Andre Emmermacher, Stefanie Richter-Killenberg, Joshua Nowak & Jürgen Wegge (2022): New insights into self-initiated work design: the role of job crafting, self-undermining and five types of job satisfaction for employee's health and work ability. In: German Journal of Human Resource Management, Jg. 36, H. 2, S. 113-147. DOI:10.1177/23970022211029023
Abstract
"The present study provides evidence for the important role of job crafting and self-undermining behaviors at work, two new concepts that were recently integrated into the well-known job demands-resources (JD-R) theory (Bakker and Demerouti, 2017). We investigate how these behaviors are associated with work engagement, emotional exhaustion, and work ability as a long-term indicator of employee’s well-being. Furthermore, we examine the moderating role of personal resources in the stress-strain process by comparing groups of employees representing the five types of job satisfaction defined by Bruggemann (1974). Data was collected in a cross-sectional study within a German DAX company’s manufacturing plant from 1145 blue- and white-collar workers. Results of structural equation modeling provided, as expected, support for an indirect effect of job demands and job resources on emotional exhaustion and work engagement through job crafting and self-undermining. Work ability, on the other hand, was mainly affected by emotional exhaustion, but not by work engagement. Most important, we found significant differences between path coefficients across the five types of job satisfaction indicating that these types represent important constellations of personal resources and job demands that should be considered both for analyzing stress at work and for offering tailored stress interventions in organizations." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Working-time mismatch and job satisfaction of junior academics (2022)
Zitatform
Frei, Irina & Christian Grund (2022): Working-time mismatch and job satisfaction of junior academics. In: Journal of business economics, Jg. 92, H. 7, S. 1125-1166. DOI:10.1007/s11573-022-01091-y
Abstract
"We examine the role of working-time mismatches (defined as the difference between actual and desired weekly working hours) in academics' job satisfaction. In doing so, we investigate how academics' career stage (predoc vs. postdoc) and contract status (part-time vs. full-time employment) moderate the relation between a mismatch in working hours and job-related well-being. Our results are based on longitudinal survey data among junior academics in the STEM fields indicate that mismatches in working hours are prevalent in academia and are associated with a loss of job satisfaction. In this context, overemployment (working more than desired) tends to unfold more severe consequences with respect to job satisfaction compared to underemployment. We find evidence for a similar reaction of doctoral students and postdocs with respect to job satisfaction when experiencing a working-time mismatch. Part-time employment positively moderates the link between working-time mismatch and job satisfaction for the case of underemployment." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))
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Literaturhinweis
Bleibebarometer Öffentlicher Dienst: Eine Befragung zu Bindungsfaktoren in der Verwaltung (2022)
Fulde, Michael; Laier, Jana;Zitatform
(2022): Bleibebarometer Öffentlicher Dienst. Eine Befragung zu Bindungsfaktoren in der Verwaltung. Berlin, 45 S.
Abstract
"Der Fachkräftemangel macht auch vor deutschen Verwaltungen nicht Halt. Neben der Rekrutierung von Nachwuchs, müssen Behörden ihre Mitarbeiterinnen und Mitarbeiter in Zukunft aktiv zum Bleiben bewegen, um übermäßige Fluktuation zu verhindern. Eine Herausforderung für deutsche Verwaltungen, denn viele Instrumente, wie zum Beispiel Onboarding Prozesse, stehen in Behörden vielerorts noch nicht zur Verfügung. Alle Ergebnisse im Bleibebarometer Öffentlicher Dienst. Wichtigste Ressource im System der öffentlichen Leistungserbringung sind Mitarbeitende in Behörden. Diese werden aber immer weniger, zum einen durch altersbedingte Austritte, zum anderen durch Fluktuation, zum Beispiel in die Privatwirtschaft. Für Verwaltungen ist es deshalb essenziell, neben der Rekrutierung von neuen Mitarbeiterinnen und Mitarbeitern, das bestehende Personal an sich zu binden. Welche Erwartungen die Beschäftigten an ihren Arbeitgeber haben und wie die Personalbindung gelingen kann, hat jetzt das Bleibebarometer Öffentlicher Dienst 2022 der Next:Public untersucht. Die schlechte Nachricht: 80 Prozent der Beschäftigten im Öffentlichen Dienst können sich vorstellen, den Arbeitgeber zu wechseln – knapp ein Drittel gar zu einem Arbeitgeber in der Privatwirtschaft Das hat die aktuelle Umfrage zum Bleibebarometer mit 7.500 Teilnehmenden aus dem Öffentlichen Dienst in Bund, Ländern und Kommunen ergeben." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Job satisfaction: towards internalizing the feeling of inequality between men and women (2022)
Gaye, Maimouna;Zitatform
Gaye, Maimouna (2022): Job satisfaction: towards internalizing the feeling of inequality between men and women. In: Applied Economics, Jg. 54, H. 33, S. 3823-3839. DOI:10.1080/00036846.2021.2016589
Abstract
"The more pronounced job satisfaction among women is generally observed despite their less favorable work situation compared to men. However, regression analysis alone in a sample of non-comparable men and women may be subject to model misspecification. Our work uses an innovative matching procedure, Coarsened Exact Matching (CEM), to address this issue and analyze the reasons for the differential in job satisfaction between men and women with the same characteristics. Data from the Sixth European Working Conditions Survey are considered including five measures of satisfaction with career development prospects taken as a new measure. The results show that women are more satisfied with job security, while they seem less satisfied with their career development prospects. A similar level of satisfaction is observed between men and women with regard to social relations, overall satisfaction and salary. Exceptionally, the youngest women, or those with higher education, or employed at a higher hierarchical level, or working in male-dominated sectors, expressed levels of satisfaction that were the opposite of the other women. This is likely due to the fact that these women align their job expectations with those of their male counterparts." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
An empirical analysis of the relationship between innovation activities and job satisfaction among French firms (2022)
Grolleau, Gilles; Mzoughi, Naoufel; Pekovic, Sanja;Zitatform
Grolleau, Gilles, Naoufel Mzoughi & Sanja Pekovic (2022): An empirical analysis of the relationship between innovation activities and job satisfaction among French firms. In: Journal of vocational behavior, Jg. 133. DOI:10.1016/j.jvb.2021.103689
Abstract
"Drawing on the literature on innovation climate and employee attitudes, we discuss how innovations could impact job satisfaction. Using lagged predictors and relevant control variables, we investigate empirically this relationship on a large sample of French firms. Our estimation results show that employees in companies that engage in innovation activities are more likely to report increased job satisfaction. Moreover, building on previous organizational research arguing that layoffs are likely to create detrimental workplace atmosphere and conditions, we test whether the relationship between innovation and job satisfaction is moderated by downsizing decisions among the examined firms. We draw several theoretical and managerial implications." (Author's abstract, IAB-Doku, © 2022 Elsevier) ((en))
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Literaturhinweis
Arbeiten vor und während der Pandemie (2022)
Zitatform
Grunau, Philipp, Hannes Walz & Stefanie Wolter (2022): Arbeiten vor und während der Pandemie. (Bundesministerium für Arbeit und Soziales. Forschungsbericht 604), Berlin, 66 S.
Abstract
"Die Art wie wir arbeiten unterlag schon immer einem gewissen Wandel, von der Industrialisierung über die Entstehung und Konsolidierung des Sozialstaats bis hin zu Digitalisierung und Flexibilisierung der heutigen Zeit („Arbeiten 4.0“). Dennoch scheint sich dieser Wandel in den letzten Jahren beschleunigt zu haben, insbesondere im Zuge der von der Corona-Pandemie geprägten vergangenen zwei Jahre. Dieser Bericht stellt daher die Veränderungen „erlebter Arbeit“ zwischen 2013 und 2021 dar, betrachtet somit also sowohl die Zeit vor als auch während der Pandemie. Dabei stehen die Beschäftigtenperspektive und somit subjektive Dimensionen im Fokus. Die Ergebnisse zeigen eine hohe Arbeitsdichte, mit hohem Termindruck bis 2017 und einer verstärkten Erreichbarkeit in der Freizeit. Gleichzeitig sinkt aber auch der Anteil der Beschäftigten, die Vereinbarkeits-Konflikte in Form von Störungen des Privatlebens durch Berufliches erleben. Die Arbeitszufriedenheit ist hoch, die Bindung an den Betrieb nimmt jedoch über die Zeit etwas ab, ein Trend, der während der Pandemie 2021 gebrochen wurde – ob nun temporär oder langfristig, müssen die kommenden Jahre und Befragungswellen zeigen. Während der Pandemie zeigen die Regressionsergebnisse, dass viele Unterschiede in der Wahrnehmung zwischen verschiedenen Beschäftigtengruppen kleiner werden. Für befristete Beschäftigte hingegen finden wir Anzeichen, dass die Arbeitsqualität 2021 wahrscheinlich aufgrund der wirtschaftlichen Lage schlechter geworden ist. Unvermindert stabil sind hingegen die Kollegialität und Hilfsbereitschaft unter KollegInnen. Bei der Analyse von Veränderungen der Arbeit basierend auf Berichten von Beschäftigten besteht natürlich potenziell der Nachteil, dass öffentliche Diskussionen über Themen der Arbeitsqualität möglicherweise Beschäftigte vor der Befragung dazu gebracht haben, ihre Arbeit neu zu bewerten, ohne dass sich für den Einzelnen/die Einzelne zwangsläufig objektive Änderung ergeben hätten. Nichtsdestotrotz bietet eine Betrachtung der Arbeitsqualität seitens von Beschäftigten unschätzbare Vorteile, nicht zuletzt da diese – subjektiven – Einschätzungen letztendlich deren Verhalten bestimmen, was insbesondere in Zeiten von Fachkräfteengpässen von Bedeutung ist." (Autorenreferat, IAB-Doku)
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Literaturhinweis
The Benefits of an Employee-Friendly Company on Job Attitudes and Health of Employees: Findings from Matched Employer–Employee Data (2022)
Zitatform
Herr, Raphael M., Luisa L. Brokmeier, Joachim E. Fischer & Daniel Mauss (2022): The Benefits of an Employee-Friendly Company on Job Attitudes and Health of Employees: Findings from Matched Employer–Employee Data. In: International journal of environmental research and public health, Jg. 19, H. 15. DOI:10.3390/ijerph19159046
Abstract
"This study explored the association of an employee-friendly work environment with employees’ job attitudes (engagement, commitment, turnover intentions, and job satisfaction), and health (mental and general health), applying matched employer–employee data. The German Linked Personnel Panel (LPP; n = 14,182) survey simultaneously captures the data of employees and the human resources (HR) management of companies. A two-step cluster analysis of 16 items of the HR valuation identified relatively more- and less-employee-friendly companies (EFCs). Logistic regressions tested differences between these companies in the assessment of job attitudes and health of their employees. Compared to less-EFCS, more-EFCS had a reduced risk of poorer job attitudes and substandard health of their employees. For example, the risk for higher turnover intentions was reduced by 33% in more-EFCS (OR = 0.683, 95% C.I. = 0.626–0.723), and more-EFCS had an 18% reduced chance of poor mental health reporting of their employees (OR = 0.822, 95% C.I. = 0.758–0.892). More-EFCS have more motivated and healthier employees. The most distinct factors for more-EFCS were: the existence of development plans for employees, opportunities for advancement and development, and personnel development measures." (Author's abstract, IAB-Doku, © MDPI) ((en))
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Literaturhinweis
Exploring the Influences of Job Satisfaction for Europeans Aged 50 + from Ex-communist vs. Non-communist Countries (2022)
Zitatform
Homocianu, Daniel, Octavian Dospinescu & Napoleon-Alexandru Sireteanu (2022): Exploring the Influences of Job Satisfaction for Europeans Aged 50 + from Ex-communist vs. Non-communist Countries. In: Social indicators research, Jg. 159, H. 1, S. 235-279. DOI:10.1007/s11205-021-02754-z
Abstract
"The paper deals with the analysis of the influences of job satisfaction among Europeans aged 50 + (SHARE-ERIC's data set-Wave7) filtered on main residences and education before 1989. Besides confirming the leading role of the workplace atmosphere and own efforts recognition (dual-core), it further validates the assumption that education and residence in former communist countries count when analyzing job satisfaction and brings two particular types of models. We used many methods based on data mining and variable selection, ordinal and binary logistic and probit regressions, cross-validations via LASSO and mixed-effects modeling with random effects on countries, average marginal effects, and logistic-based prediction nomograms. We discovered seven common influences that count the most when analyzing job satisfaction in these circumstances. It is about the dual-core above and the ones corresponding to older respondents, the better-educated ones (ISCED2011), those with computer skills, the ones endowed with thoroughness, and the ones having higher values of the CASP index of life quality. Depending on each of the two specific models, we discovered peculiarities related to the role of some economic (GDP and SMC to GDP) and institutional (WGI) indicators. For the ex-communist models, we found significant negative influences for both categories while, for non-communist ones, only the second category matters and has a positive role." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))
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Literaturhinweis
Wie Arbeit, Transformation und soziale Lebenslagen mit anti-demokratischen Einstellungen zusammenhängen: Befunde einer repräsentativen Bevölkerungsumfrage (2022)
Zitatform
Hövermann, Andreas, Bettina Kohlrausch & Dorothea Voss-Dahm (2022): Wie Arbeit, Transformation und soziale Lebenslagen mit anti-demokratischen Einstellungen zusammenhängen. Befunde einer repräsentativen Bevölkerungsumfrage. (Hans-Böckler-Stiftung. Working paper Forschungsförderung 241), Düsseldorf, 78 S.
Abstract
"Die vorliegende Analyse präsentiert detaillierte Ergebnisse einer repräsentativen Bevölkerungsumfrage zum Zusammenhang zwischen Arbeit, sozialer Lebenslage, Digitalisierungserfahrungen, Einstellungen zum sozial-ökologischen Wandel und anti-demokratischen Einstellungen. Die Ergebnisse zeigen, dass die Integration in den Arbeitsmarkt sowie gute, sichere Arbeitsbedingungen vor anti-demokratischen Einstellungen schützen. Ebenso wird gezeigt, dass die konkrete politische Gestaltung von Digitalisierung in der Arbeitswelt und der sozial-ökologischen Transformation eine hohe Bedeutung hat für die demokratische Integration der Bürger:innen und damit für die Stabilität der Demokratie." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Employee satisfaction and asymmetric cost behavior: Evidence from Glassdoor (2022)
Zitatform
Kim, Jonghwan & Kyeongheum Ra (2022): Employee satisfaction and asymmetric cost behavior. Evidence from Glassdoor. In: Economics Letters, Jg. 219. DOI:10.1016/j.econlet.2022.110829
Abstract
"This study examines the effect of employee satisfaction on firms’ cost behavior. Exploring over a million employees’ ratings collected from Glassdoor.com between 2008 and 2020, we find that higher employee satisfaction is associated with a higher degree of asymmetry in cost behavior. Furthermore, our analysis shows that the association is more pronounced in industries that lay great store by human capital. Our results suggest that satisfied employees are a valuable asset that affects firms’ choices over cost behavior." (Author's abstract, IAB-Doku, © 2022 Elsevier) ((en))
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Literaturhinweis
Earmarked Paternity Leave and Well-Being (2022)
Korsgren, Pontus; van Lent, Max;Zitatform
Korsgren, Pontus & Max van Lent (2022): Earmarked Paternity Leave and Well-Being. (IZA discussion paper 15022), Bonn, 24 S.
Abstract
"Earmarked paternity leave has been introduced in an attempt to increase fathers' involvement in child rearing and to achieve gender equality in the labor market and at home. So far well-being effects of such policies are unexplored. This paper takes a first step in that direction by studying the impact of earmarked paternity leave quota on life satisfaction, job satisfaction, and work-life balance using several policy changes in Europe over the period 1993-2007. We find that earmarked paternity leave increases life satisfaction by 0.18 on a 10 point scale which is equivalent to a 10.8 percentage point increase even decades later. Both fathers and mothers benefit, though the increase in life satisfaction for mothers is nearly 30% higher than that of fathers. Perhaps surprisingly, the impact on job satisfaction and work-life balance is close to zero. Hence even when the impact of paternity leave quota on the labor market are small, the increases in life satisfaction may still justify the existence of such policies." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Digitalisation and Employees' Subjective Job Quality in the Second Half of Working Life in Germany (2022)
Zitatform
Kortmann, Lisa Katharina, Julia Simonson, Claudia Vogel & Oliver Huxhold (2022): Digitalisation and Employees' Subjective Job Quality in the Second Half of Working Life in Germany. In: Social indicators research, Jg. 162, H. 2, S. 577-597. DOI:10.1007/s11205-021-02854-w
Abstract
"Since digitalisation alters occupational task profiles via automation processes, job quality is also likely to be affected. While existing literature mainly focusses on objective job quality, this study asks if and how digitalisation is associated with employees’ subjective job quality in the second half of working life in Germany. Analyses are based on the German Ageing Survey 2014. Our sample includes n = 1541 employees aged 40–65 years who are subject to social insurance contributions. Subjective job quality is operationalised with regards to job satisfaction and perceived occupational stress in general, and ten aspects of job quality in detail. Digitalisation is approximated by substitution potentials of occupations. We control the association for compositional effects in the workforce, as well as for the moderating effect of perceived job insecurity. The results indicate that digitalisation is predominantly beneficial but also unfavourable in a few other respects for employees’ subjective job quality. The higher the degree of digitalisation, the higher is the employee’s general job satisfaction on average; for general perceived occupational stress, we find no significant association. Regarding single aspects of subjective job quality, employees working in more digitalised occupations are found to report on average higher satisfaction with working hours and earnings, and lower levels of stress due to tight schedules. However, they also report higher levels of stress due to negative environmental factors." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Viel Schatten, aber auch etwas Licht: Die Situation der Baubeschäftigten – Ergebnisse einer Online-Beschäftigtenbefragung (2022)
Kümmerling, Angelika; Weinkopf, Claudia; Bosch, Gerhard; Hüttenhoff, Frederic;Zitatform
Kümmerling, Angelika, Gerhard Bosch, Frederic Hüttenhoff & Claudia Weinkopf (2022): Viel Schatten, aber auch etwas Licht. Die Situation der Baubeschäftigten – Ergebnisse einer Online-Beschäftigtenbefragung. (IAQ-Report 2022-06), Duisburg ; Essen, 24 S. DOI:10.17185/duepublico/76127
Abstract
"Eine Online-Befragung unter 3052 Baubeschäftigten zeigt, dass rund jeder vierte Beschäftigte in “näherer Zukunft“ beabsichtigt, seinen Arbeitgeber oder sogar die Branche zu wechseln. Baubeschäftigte beschreiben ihren Beruf als abwechslungsreich, vielfältig und lernförderlich und schätzen die Entscheidungsspielräume. Negativ werden die hohe körperliche Belastung und die Verdichtung der Arbeit durch neue Technologien gesehen. Ein hoher Anteil berichtet auch, dass der Fachkräftemangel in ihrem Betrieb bereits spürbar sei. Die Unzufriedenheit mit den Arbeitsbedingungen insgesamt, den Arbeitszeiten und der Bezahlung ist hoch und stellt einen Hauptgrund für Wechselabsichten dar. Nur gut jeder fünfte Arbeiter ist der Meinung, seinen Beruf bis zum gesetzlichen Renten-Einstiegsalter durchhalten zu können. Arbeiter wünschen sich einen Renteneintritt mit 60,7 Jahren, Angestellte mit 61,7 Jahren. Die Wechselneigung ist nicht betriebsunabhängig: Beschäftigte, die ihren Betrieb für zukunftsfähig halten und die das Betriebsklima als gut einschätzen, zeigen eine geringere Wechselneigung." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Performance-related pay and productivity: Do performance-related pay and financial participation schemes have an effect on firms' performance? (2022)
Zitatform
Lucifora, Claudio & Federica Origo (2022): Performance-related pay and productivity. Do performance-related pay and financial participation schemes have an effect on firms' performance? (IZA world of labor 152), Bonn, 11 S. DOI:10.15185/izawol.152.v2
Abstract
"Richtig gestaltet können leistungsbezogene Vergütungssysteme die Unternehmensproduktivität und Wettbewerbsfähigkeit wirksam steigern. Auf den individuellen Erfolg bezogene Modelle sind mit einem stärkeren Produktivitätsanstieg verbunden, während Gruppenanreize und Gewinnbeteiligung geringere Effekte haben. Allerdings sollten negative Auswirkungen auf die Arbeitsintensität und die physische wie psychische Belastung der Arbeitnehmer nicht außer Acht gelassen werden, zumal neue Formen mobilen Arbeitens den Stellenwert leistungsbezogener Entlohnung eher noch vergrößern werden." (Autorenreferat, IAB-Doku)
Weiterführende Informationen
Deutsche Kurzfassung -
Literaturhinweis
Informal care-giving and the intention to give up employment: the role of perceived supervisor behaviour in a cohort of German employees (2022)
Zitatform
Montano, Diego & Richard Peter (2022): Informal care-giving and the intention to give up employment: the role of perceived supervisor behaviour in a cohort of German employees. In: European Journal of Ageing, Jg. 19, H. 3, S. 575-585. DOI:10.1007/s10433-021-00660-4
Abstract
"Current social policies in the European Union addressing employment, retirement and long-term care are expected to result in increasing employment rates among informal carers. The present investigation contributes to previous research by focusing on how specific work-related factors, in this case supervisor behaviour, may facilitate the fulfilment of the demands arising from paid work and care and ultimately influence the desire to give up employment. To this end, population data from the German Cohort Study on Work, Age, Health and Work Participation conducted in 2011 and 2014 are analysed (n = 3916). Three research hypotheses investigating the associations between care-giving, supervisor behaviour, the intention to give up employment and work-private-life conflict are tested by means of cumulative link models. The results suggest that the intention to give up employment is stronger among employed carers. In addition, the perception that one's supervisor is considerate towards subordinates and is effective in planning, coordinating work and solving conflicts is found to be negatively related to the desire to give up employment, especially among carers. The statistical analyses reveal that supervisor behaviour mediates the association between the level of work-private-life conflict and the intention to give up employment. It is concluded that the working conditions may exert a substantial influence on the levels of psychosocial load carers experience by facilitating or hindering the extent to which carers are allowed to accommodate their work schedules and job assignments to the conflicting demands of their dual role as workers and carers." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Robots, Meaning, and Self-Determination (2022)
Zitatform
Nikolova, Milena & Femke Cnossen (2022): Robots, Meaning, and Self-Determination. (GLO discussion paper / Global Labor Organization 1191), Essen, 54 S.
Abstract
"We are the first to examine the impact of robotization on work meaningfulness and autonomy, competence, and relatedness, which are key for motivation and human flourishing at work. Using worker-level data from 13 industries in 20 European countries and OLS and instrumental variables estimations, we find that industry-level robotization harms all work quality aspects except competence. We also examine the moderating role of routine and cognitive tasks, skills and education, and age and gender. While we do not find evidence of moderation concerning work meaningfulness in any of our models, noteworthy differences emerge for autonomy. For instance, workers with repetitive and monotonous tasks drive the negative effects of robotization on autonomy, while social tasks and working with computers - a tool that provides worker independence - help workers derive autonomy and competence in industries and jobs that adopt robots. In addition, robotization increases the competence perceptions of men. Our results highlight that by deteriorating the opportunities to derive meaning and self-determination out of work, robotization will impact the present and the future of work above and beyond its consequences for employment and wages." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Working Conditions in Global Value Chains: Evidence for European Employees (2022)
Zitatform
Nikulin, Dagmara, Joanna Wolszczak-Derlacz & Aleksandra Parteka (2022): Working Conditions in Global Value Chains: Evidence for European Employees. In: Work, Employment and Society, Jg. 36, H. 4, S. 701-721. DOI:10.1177/0950017020986107
Abstract
"This article investigates a sample of almost nine million workers from 24 European countries in 2014 to conclude how involvement in global value chains (GVCs) affects working conditions. We use employer–employee data from the Structure of Earnings Survey merged with industry-level statistics on GVCs based on the World Input-Output Database. Given the multidimensional nature of the dependent variable, we compare estimates of the Mincerian wage model with zero-inflated beta regressions focused on other aspects of working conditions (overtime work and bonus payments). Wages prove to be negatively related to involvement in GVCs: workers in the more deeply involved sectors have lower and less stable earnings, implying worse working conditions. However, they are also less likely to have to work overtime. We prove that the analysis of social implications of increasing involvement of countries in global production must compare wage effects of GVCs with other aspects of complex changes in workers’ well-being." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The increasing educational divide in the life course development of subjective wellbeing across cohorts (2022)
Zitatform
Patzina, Alexander (2022): The increasing educational divide in the life course development of subjective wellbeing across cohorts. In: Acta sociologica, Jg. 65, H. 3, S. 293-312., 2021-09-27. DOI:10.1177/00016993211055678
Abstract
"Labour market, health, and wellbeing research provide evidence of increasing educational inequality as individuals age, representing a pattern consistent with the mechanism of cumulative (dis)advantage. However, individual life courses are embedded in cohort contexts that might alter life course differentiation processes. Thus, this study analyses cohort variations in education-specific life course patterns of subjective wellbeing (i.e. life, health and income satisfaction). Drawing upon prior work and theoretical considerations from life course theories, this study expects to find increasing educational life course inequality in younger cohorts. The empirical analysis relies on German Socio-Economic Panel data (1984–2016, v33). The results obtained from cohort-averaged random effects growth curve models confirm the cumulative (dis)advantage mechanism for educational life course inequality in subjective wellbeing. Furthermore, the results reveal substantial cohort variation in life course inequality patterns: regarding life and income satisfaction, the results indicate that the cumulative (dis)advantage mechanism does not apply to the youngest cohorts (individuals born between 1970 and 1985) under study. In contrast, the health satisfaction results suggest that educational life course inequality follows the predictions of the cumulative (dis)advantage mechanism only for individuals born after 1959. While the life course trajectories of highly educated individuals change only slightly across cohorts, the subjective wellbeing trajectories of low-educated individuals start to decline at earlier life course stages in younger cohorts, leading to increasing life course inequality over time. Thus, the overall findings of this study contribute to our understanding of whether predictions derived from sociological middle range theories are universal across societal contexts." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Worker well-being and quit intentions: is measuring job satisfaction enough? (2022)
Pelly, Diane;Zitatform
Pelly, Diane (2022): Worker well-being and quit intentions: is measuring job satisfaction enough? (UCD Geary Institute for Public Policy discussion paper series 2022,04), Dublin, 50 S.
Abstract
"While the links between worker well-being and quit intentions have been well researched, most studies to date rely on a very narrow conceptualisation of well-being, namely job satisfaction, thus ignoring the documented multidimensionality of subjective well-being. This paper explores whether this approach is justified. Using novel survey data, I compare the extent to which hedonic (job satisfaction and affect) and eudemonic (disengagement and basic psychological needs) well-being indicators individually and jointly explain variation in the quit intentions of 994 full-time UK workers. Well-being indicators perform well, explaining four to nine times more variation in quit intentions than wages and hours combined, with the disengagement measure performing best. I find systematic differences in the hedonic and eudemonic well-being profiles of workers who report positive quit intentions and those who do not. A composite model containing all seven well-being indicators offers the best fit, explaining 29.4% of variation in quit intentions versus 24.0% for job satisfaction on its own. My findings suggest that the standard single-item job satisfaction indicator is probably good enough for organisations who are looking for a quick and easy way to identify workers who may be most at risk of forming positive quit intentions. For organisations seeking to develop effective preventative quit strategies however, supplementing single-item job satisfaction with multifaceted well-being indicators is likely to yield valuable additional insights." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Endbericht zur Studie „Arbeitsplatzsituation in der Akut- und Langzeitpflege und Ermittlung sowie modellhafte Implementierung von Indikatoren für gute Arbeitsbedingungen in der Langzeitpflege“ - Los 1: Analyse, Befragungen und Maßnahmenempfehlungen zum Pflegearbeitsplatz der Zukunft (2022)
Peters, Verena; Stohr, Daniel; Bastian, Nina; Schröder, Jan; Zimmermann, Sandra; Herten, Benjamin; Meyer-Frieß, Kathrin; Schulte-Coerne, Nora; Laukhuf, Andrea; Wellmer, Amber; Müller, Laura; Müller, Nils; Runschke, Benedikt; Kirstein, Katharina; Reinhards, Thomas; Spies, Sabrina; Stehle, Esther; Werding, Martin ; Seidel, Jonas; Klärner, Kai-David; Beule, Patrick; Ott, Notburga;Zitatform
Peters, Verena, Benjamin Herten, Katharina Kirstein, Nora Schulte-Coerne, Jonas Seidel, Amber Wellmer, Esther Stehle, Nils Müller, Patrick Beule, Andrea Laukhuf, Laura Müller, Benedikt Runschke, Sabrina Spies, Daniel Stohr, Sandra Zimmermann, Jan Schröder, Nina Bastian, Kathrin Meyer-Frieß, Thomas Reinhards, Notburga Ott, Kai-David Klärner & Martin Werding (2022): Endbericht zur Studie „Arbeitsplatzsituation in der Akut- und Langzeitpflege und Ermittlung sowie modellhafte Implementierung von Indikatoren für gute Arbeitsbedingungen in der Langzeitpflege“ - Los 1: Analyse, Befragungen und Maßnahmenempfehlungen zum Pflegearbeitsplatz der Zukunft. Bochum, 739 S.
Abstract
"Im Rahmen der Konzertierten Aktion Pflege (KAP) wurde gemeinsam mit den in der Pflege beteiligten Akteuren im Juni 2019 Maßnahmen vereinbart, um mehr beruflich Pflegende zu gewinnen, sie zu stärken und zu entlasten und die Ausbildung und Arbeitsbedingungen attraktiver zu gestalten. Im Zuge dessen hat das Bundesministerium für Gesundheit die Studie Arbeitsplatzsituation in der Akut- und Langzeitpflege und Ermittlung sowie modellhafte Implementierung von Indikatoren für gute Arbeitsbedingungen in der Langzeitpflege beauftragt. Ziel der Studie war es, die Datengrundlagen zur Situation von beruflich Pflegenden zu verbessern und Maßnahmen zu identifizieren, die die Maßnahmen der KAP entweder bestätigen oder über diese hinausgehen bzw. mit denen die formulierten Ziele der Aktion vorangetrieben werden können. Los 1 der Studie umfasste dabei eine Analyse, Befragungen und Maßnahmenempfehlungen zum Pflegearbeitsplatz der Zukunft. Die Untersuchung beinhaltete eine umfassende systematische Analyse der bereits vorhandenen Literatur, eine Auswertung statistischer Daten sowie die Erhebung von Primärdaten in Form von qualitativen Interviews und einer quantitativen Erhebung unter beruflich Pflegenden in Deutschland. Die bereinigte, nicht repräsentative Stichprobe umfasst dabei Angaben von 5.514 Befragten, und sie ist damit eine der umfangreichsten Befragungen der letzten 10 Jahre bezogen auf Inhalte und Stichprobengröße. Sie bietet in besonderer thematischer Breite und Tiefe Einblicke in die Erfahrungen und Einschätzungen beruflich Pflegender in Deutschland. Die Ergebnisse dieser knapp dreijährigen Forschung sind in diesem Bericht zusammengefasst." (Textauszug, IAB-Doku)
Weiterführende Informationen
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Literaturhinweis
Does the household context matter for job satisfaction among low-wage workers? (2022)
Zitatform
Pohlig, Matthias, Sabine Israel & Irene Dingeldey (2022): Does the household context matter for job satisfaction among low-wage workers? In: Economic and Industrial Democracy, Jg. 43, H. 3, S. 1028-1058. DOI:10.1177/0143831X20975865
Abstract
"Previous research has established that low-wage earners have on average lower job satisfaction. However, several studies have found personal characteristics, such as gender, age and educational level, moderate this negative impact. This article demonstrates additional factors at the household level, which have not yet been empirically investigated, and which may exacerbate gender differences. The authors analyse the job satisfaction of low-wage earners depending on the contribution of individual earnings to the household income and on household deprivation using the 2013 special wave of the EU-SILC for 18 European countries. The study finds that single earners in low-wage employment report lower job satisfaction whereas low-wage employment does not seem to make a difference for secondary earners. Furthermore, low-wage earners? job satisfaction is linked with the ability of their household to make ends meet." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The unique and common effects of emotional intelligence dimensions on job satisfaction and facets of job performance: an exploratory study in three countries (2022)
Schlägel, Christopher; Lang, Guido; Engle, Robert L.;Zitatform
Schlägel, Christopher, Robert L. Engle & Guido Lang (2022): The unique and common effects of emotional intelligence dimensions on job satisfaction and facets of job performance: an exploratory study in three countries. In: The International Journal of Human Resource Management, Jg. 33, H. 8, S. 1562-1605. DOI:10.1080/09585192.2020.1811368
Abstract
"Previous empirical studies have either used a unidimensional or a multidimensional analytical approach to examine the consequences of emotional intelligence (EI). In this exploratory study we integrate and extend these two approaches, using a novel perspective to better understand the structure of the EI-job satisfaction and the EI-job performance relationship. Using commonality analysis and data from Germany, India, as well as the U.S. we partition the explained variance for job satisfaction, in- role performance, and extra-role performance into the variance that is uniquely explained by the individual EI dimensions and the variance that is common to sets of EI dimensions. We provide evidence that the EI dimensions are differently related to job satisfaction and job performance facets. Furthermore, the findings offer insights on how unique and common effects vary across countries. Partitioning the unique and commonly shared variance allows us to assess the true predictive power of individual EI dimensions and of sets of EI dimensions. Based on these findings, we discuss implications for theory development and provide future research directions." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The determinants of the link between life satisfaction and job satisfaction across Europe (2022)
Zitatform
Soboleva, Natalia (2022): The determinants of the link between life satisfaction and job satisfaction across Europe. In: The international journal of sociology and social policy, Jg. 42, H. 11/12, S. 1180-1198. DOI:10.1108/IJSSP-06-2021-0152
Abstract
"Purpose: The purpose of this paper is to explore the effect of work values and socio-demographic characteristics upon the link between life satisfaction and job satisfaction. Design/methodology/approach: The European Values Study (EVS) 2008–2009 is used as the dataset. The sample is limited to those who have paid jobs (28,653 cases). Findings: Socio-demographic characteristics matter more than work values in explaining the effect of job satisfaction on life satisfaction. The association between life satisfaction and job satisfaction is stronger for higher educated individuals and those who are self-employed and weaker for women, married individuals, religious individuals and those who are younger. Extrinsic and intrinsic work values significantly influence life satisfaction independent of the level of job satisfaction. Practical implications It is important to pay attention to the working conditions and well-being of the core of the labour force, in other words, of those who are ready to invest more in their jobs. Also, special attention should be given to self-employment. Originality/value: The paper compares the roles of work values and of socio-demographic characteristics as predictors of the association between job satisfaction and life satisfaction. It shows that the role of job in person's life depends largely on demographic factors, religiosity and socio-economic factors." (Author's abstract, IAB-Doku, © Emerald Group) ((en))
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Literaturhinweis
Job Satisfaction, Structure of Working Environment and Firm Size (2022)
Tansel, Aysit;Zitatform
Tansel, Aysit (2022): Job Satisfaction, Structure of Working Environment and Firm Size. (IZA discussion paper 15397), Bonn, 27 S.
Abstract
"Employees' wellbeing is important to the firms. Analysis of job satisfaction may give insight into various aspect of labor market behavior, such as worker productivity, absenteeism and job turn over. Little empirical work has been done on the relationship between structure of working environment and job satisfaction. This paper investigates the relationship between working environment, firm size and worker job satisfaction. We use a unique data of 28,240 British employees, Workplace Employee Relations Survey. In this data set the employee questionnaire is matched with the employer questionnaire. Four measures of job satisfaction considered are satisfaction with influence over job, satisfaction with amount of pay, satisfaction with sense of achievement and satisfaction with respect from supervisors. They are all negatively related to the firm size implying lower levels of job satisfaction in larger firms. The firm size in return is negatively related to the degree of flexibility in the working environment. The small firms have more flexible work environments. This is the first study that explore the effect of work amenities. We further find that, contrary to the previous results lower levels of job satisfaction in larger firms can not necessarily be attributed to the inflexibility in their structure of working environment." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Tough times at the top: Occupational status predicts changes in job satisfaction in times of crisis (2022)
Zitatform
Weiss, David, Mona Weiss, Cort W. Rudolph & Hannes Zacher (2022): Tough times at the top: Occupational status predicts changes in job satisfaction in times of crisis. In: Journal of vocational behavior, Jg. 139. DOI:10.1016/j.jvb.2022.103804
Abstract
"How do individuals with a higher versus lower occupational status experience major, unexpected changes to their work life? The COVID-19 pandemic has disrupted most areas of work life and, thus, provides a unique opportunity to examine changes in work attitudes in response to a worldwide crisis. We predict that individuals with higher, but not with lower occupational status showed a decline in job satisfaction during the early stages of the COVID-19 pandemic in Germany (1st lockdown; March to May 2020), with subsequent recovery to initial job satisfaction levels. Based on role theory and social-psychological theories of hierarchical differentiation, we argue that, due to the profound work-related changes, individuals with higher (vs. lower) occupational status are more negatively affected in realizing their work goals and, thus, experience decreasing levels of job satisfaction. To test these predictions, we investigated trajectories of job satisfaction between December 2019 and August 2020 (7 measurement waves; N = 1583). Results of piece-wise growth curve models showed that individuals with higher occupational status showed a steeper decline in job satisfaction (followed by recovery) over time, whereas individuals with medium and lower occupational status did not experience a significant change in job satisfaction. In addition, we show that the decline in job satisfaction is moderated by perceived constraints at work associated with the pandemic among individuals with higher occupational status. Overall, these findings contribute to our understanding of the link between occupational status and job satisfaction in times of crisis." (Author's abstract, IAB-Doku, © 2022 Elsevier) ((en))
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Literaturhinweis
Wissenschaftlicher Abschlussbericht: Gewinnung von Nachwuchs – Bindung der Profis: Evaluation des Bundesprogramms "Fachkräfteoffensive" (GeBiFa) (2022)
Weltzien, Dörte; Hohagen, Jesper; Pasquale, Denise; Wirth, Charlotta; Kassel, Laura;Zitatform
Weltzien, Dörte, Jesper Hohagen, Laura Kassel, Denise Pasquale & Charlotta Wirth (2022): Wissenschaftlicher Abschlussbericht: Gewinnung von Nachwuchs – Bindung der Profis. Evaluation des Bundesprogramms "Fachkräfteoffensive" (GeBiFa). (Fachkräfteoffensive Erzieherinnen und Erzieher), Freiburg, 387 S.
Abstract
"Der Abschlussbericht stellt die Evaluationsergebnisse der verschiedenen Programmbereiche der „Fachkräfteoffensive“ vor. Aus diesen leitete das Evaluationsteam Handlungsempfehlungen ab. Mit dem Programmbereich 1 „praxisintegrierte vergütete Ausbildung“ soll pädagogischen Fachkräften der Berufseinstieg erleichtert werden. Die Evaluationsergebnisse zeigen: Durch das Ausbildungsformat werden neue Bewerberinnen und Bewerber für das Arbeitsfeld gewonnen. Der Programmbereich 2 wurde entwickelt, um die Qualität der Ausbildungspraxis durch professionelle „Praxisanleitung“ zu sichern. Die Evaluation zeigt: die Praxisanleitungen übernehmen ein hohes Maß an Verantwortung am Lernort Praxis, als Vorbild für die Auszubildenden und bei der Kooperation mit der Fachschule. Sie nehmen eine zentrale Rolle für das Gelingen der praxisintegrierten Ausbildung ein. Mit dem Programmbereich 3 „Perspektive mit Aufstiegsbonus“ soll durch den Erwerb von Zusatzqualifikationen die Bindung von Fachkräften erhöht werden. Die Ergebnisse der Evaluation zeigen, dass der Aufstiegsbonus grundsätzlich eine neue Möglichkeit zur Fachkräftebindung darstellt. Die Arbeitszufriedenheit der Bonusfachkräfte stieg an." (Autorenreferat, IAB-Doku)
Weiterführende Informationen
Kurzfassung -
Literaturhinweis
Political and Social Consequences of Qualification Mismatches: A Bounding Approach to Status Inconsistency (2022)
Zitatform
Wiedner, Jonas (2022): Political and Social Consequences of Qualification Mismatches: A Bounding Approach to Status Inconsistency. In: Social forces, Jg. 101, H. 1, S. 150-175. DOI:10.1093/sf/soab120
Abstract
"Many employees work in jobs that do not match their level of formal education. Status inconsistency theory (SIT) argues that such mismatches result in stress, dissatisfaction, political alienation, and social withdrawal. Status inconsistency may, therefore, pose a threat to social cohesion. However, extant SIT scholarship does not fully appreciate the consequences of an identification problem due to the perfect collinearity among the effects of occupation, education, and their mismatch. I review the literature and show that prior findings depend on implicit theoretical assumptions that are often implausible once spelled out. To overcome this problem, I propose a new approach to the study of mismatches that builds on recent advances in the modeling of age, period, and cohort effects. I demonstrate how a set of relatively weak assumptions that are transparently grounded in sociological theory allows for (partial) identification of mismatch effects. The empirical analysis draws on comparable large-scale survey data from the United Kingdom (UKLHS) and Germany (GSOEP), two countries with a very different institutional organization of education to job matching. Compared with previous research, I use theoretically justified identifying assumptions and provide more rigorous evidence by addressing non-random selection into mismatch. Constrained regression models show mismatch effects on work-related identities, satisfaction, and organizational integration. Contra SIT, my results suggest that the effects of mismatches do not arise from cognitive dissonance but from an expectation formation mechanism. I find only weak evidence that mismatch effects spill over into the political domain. Despite large institutional differences, the results are similar across countries." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Organisational Capability for Delayed Retirement (2022)
Wikström, Ewa; Allard, Karin; Arman, Rebecka; Seldén, Daniel; Liff, Roy; Kadefors, Roland;Zitatform
Wikström, Ewa, Karin Allard, Rebecka Arman, Roy Liff, Daniel Seldén & Roland Kadefors (2022): Organisational Capability for Delayed Retirement. In: H. F. Erhag, U. L. Nilsson, T. R. Sterner & I. Skoog (Hrsg.) (2022): ¬A¬ Multidisciplinary Approach to Capability in Age and Ageing, S. 221-232. DOI:10.1007/978-3-030-78063-0_16
Abstract
"Throughout the industrialised world, societies are ageing. These demographic changes have created a political and societal focus on an extended working life. Unfortunately, there is a lack of systematic knowledge about how such changes can be successfully implemented within organisations. In this chapter, we discuss this lacuna and specifically focus on organisational capability. We highlight workplace conditions and practices that may inhibit or promote the retention of workers beyond the previous norm for retirement. The novelty of an organisational capability approach is that it highlights workplace conditions that enable older people to use their abilities to perform acts of value and to achieve a better quality of life and greater participation in society. Workplace resources, capabilities and functions form a dynamic pattern. Factors that influence the work abilities of older workers are related in complex interactions and not merely in the format of simple cause and effect. When looking at retirement from the perspective of older workers, we have focused on aspects such as the individual’s ability to control the retirement process. Central to Sen’s idea is that individuals have different conversion factors, which means that, even though two individuals may have access to the same resources, they do not necessarily have the capability to enjoy the same functions. For example, the probability that an older person will remain employed will partially depend on his or her health, human capital and type of job. But two seemingly similar individuals can nevertheless have very different chances of remaining employed because their employer has implemented very different age management policies, or simply because they have different attitudes towards older workers. Since organisational capability makes it possible to focus on the interaction between the individual’s resources and preferences and the opportunity structure existing at the workplace (meso level) and embodied in the retirement system (macro level), much of the discussion and many of the policies and practices concerning older people can be related to the concept of capabilities." (Author's abstract, © Springer) ((en))
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Literaturhinweis
Workplace well-being: Shifting from an individual to an organizational framework (2022)
Zitatform
Wilcox, Annika & Amanda Koontz (2022): Workplace well-being: Shifting from an individual to an organizational framework. In: Sociology Compass, Jg. 16, H. 10. DOI:10.1111/soc4.13035
Abstract
"Well-being (or lack thereof) is one phenomena that is shaped by and has important implications for organizational (in)equalities, yet remains widely conceptualized at an individual level. Through a review of previous research on organizational inequality and diversity, we argue for a shift towards studying “workplace well-being”—well-being as created by and through work organizations. We identify and discuss three pillars of workplace well-being and consider how these pillars are constituted across three levels of analysis. We note that “workplace well-being” offers a more theoretically- and empirically-grounded framework for understanding how well-being operates in the workplace. This concept can be utilized to “check” where organizational change is needed and develop change initiatives that better support diversity, inclusivity, and equity." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
Reduced well-being during the COVID-19 pandemic - The role of working conditions (2022)
Zitatform
Zoch, Gundula, Ann-Christin Bächmann & Basha Vicari (2022): Reduced well-being during the COVID-19 pandemic - The role of working conditions. In: Gender, work & organization, Jg. 29, H. 6, S. 1969-1990., 2021-11-03. DOI:10.1111/gwao.12777
Abstract
"The COVID-19 pandemic has had diverse impacts on the employment conditions and family responsibilities of men and women. Thus, women and men were exposed to very different roles and associated challenges, which may have affected their well-being very differently. Using data from the National Educational Panel Study and its supplementary COVID-19 web survey for Germany (May–June 2020), we investigate gender differences in the relationship between working conditions and within-changes in subjective well-being. We systematically consider the household context by distinguishing between adults with and without younger children in the household. The results from multivariate change-score regressions reveal a decline in all respondents' life satisfaction, particularly among women with and without younger children. However, the greater reduction in women's well-being cannot be linked to systematic differences in working conditions throughout the pandemic. Kitagawa–Oaxaca–Blinder counterfactual decompositions confirm this conclusion. Further analyses suggest that women's caregiving role, societal concerns, and greater loneliness partly explain the remaining gender differences in altered satisfaction. From a general perspective, our results suggest important gender differences in social life and psychological distress at the beginning of the pandemic, which are likely to become more pronounced as the crisis has unfolded." (Author's abstract, © John Wiley & Sons, Inc.) ((en))
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Literaturhinweis
Determinants of job interestingness: Comparison of Japan and other high-income countries (2021)
Asuyama, Yoko;Zitatform
Asuyama, Yoko (2021): Determinants of job interestingness: Comparison of Japan and other high-income countries. In: Labour Economics, Jg. 73. DOI:10.1016/j.labeco.2021.102082
Abstract
"Interest in a job enhances job satisfaction, learning, and task performance, and deters the job-holder from quitting. This paper quantifies the importance of the key determinants of job interestingness for the first time. It also explores the reasons why there are much fewer interesting jobs in Japan than in other high-income countries (H). Decomposition analyses are performed using the International Social Survey Programme and Japanese panel survey data. In both H and Japan, interest match and prosocial meaning of the job are two of the three most important predictors of job interestingness. The third top predictor is job autonomy in H, whereas in Japan it is relatedness (relationship with management and colleagues), implying that the most effective ways to make a job interesting vary across cultures and work organizations. The largest factor explaining the job interestingness gap between Japan and H is Japan's lower level of job autonomy, although promoting autonomy is a less effective way to enhance job interestingness in Japan." (Author's abstract, IAB-Doku, © 2022 Elsevier) ((en))
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Literaturhinweis
Coworking-Atmosphären: Zum Zusammenspiel von kuratierten Räumen und der Sicht der Coworkenden als raumhandelnde Subjekte (2021)
Bernhardt, Alexandra;Zitatform
Bernhardt, Alexandra (2021): Coworking-Atmosphären. Zum Zusammenspiel von kuratierten Räumen und der Sicht der Coworkenden als raumhandelnde Subjekte. (Research), Wiesbaden: Springer, 512 S. DOI:10.1007/978-3-658-35888-4
Abstract
"Die Studie von Alexandra Bernhardt beschäftigt sich mit Coworking Spaces und ihren Atmosphären. Neben einer umfassenden Betrachtung der Rolle von Atmosphären wird die besondere Bedeutung von Gemeinschaft im Kontext dieser Arbeitsräume näher beleuchtet. Den Kern der Untersuchung bilden zwei Fallstudien in urbanen Coworking Spaces, wobei ein an der Ethnografie orientiertes, methodenplurales qualitatives Forschungsdesign verfolgt wird. Im Rahmen der Analyse wird zum einen betrachtet, was Coworking im Alltag und damit die neue Gemeinschaftlichkeit bei der Arbeit ausmacht: Dabei werden relevante Praktiken und Rituale, räumliche Arrangements und Atmosphären in ihrer Komposition herausgearbeitet. Zum anderen rücken die Coworkenden, ihr Raumhandeln und damit verbundene Haltungen näher in den Blick: Es wird aufgezeigt, wie sich die Nutzer*innen Coworking Spaces als Arbeits- und Gemeinschaftsräume erschließen und welche Rolle Atmosphären spielen. Zudem werden soziale Gebilde herausgestellt, die von den Coworkenden in Bezug auf ihren Coworking Space aufgegriffen werden und die den Coworking-Space-Alltag mitprägen. Auch werden Spannungen aufgedeckt, die aus einem Nebeneinander von Gemeinschafts- und Dienstleistungslogik entstehen, und der Umgang damit näher betrachtet." (Verlagsangaben, IAB-Doku)
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Literaturhinweis
Self-employment and Subjective Well-Being (2021)
Binder, Martin; Blankenberg, Ann-Kathrin;Zitatform
Binder, Martin & Ann-Kathrin Blankenberg (2021): Self-employment and Subjective Well-Being. (GLO discussion paper / Global Labor Organization 744), Essen, 34 S.
Abstract
"Self-employment contributes to employment growth and innovativeness and many individuals want to become self-employed due to the autonomy and exibility it brings. Using "subjective well-being" as a broad summary measure that evaluates an individual's experience of being self-employed, the chapter discusses evidence and explanations why self-employment is positively associated with job satisfaction, even though the self-employed often earn less than their employed peers, work longer hours and experience more stress and higher job demands. Despite being more satisfied with their jobs, the self-employed do not necessarily enjoy higher overall life satisfaction, which is due to heterogeneity of types of self-employment, as well as motivational factors, work characteristics and institutional setups across countries." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Identity and Well-Being in the Skilled Crafts and Trades (2021)
Binder, Martin; Blankenberg, Ann-Kathrin;Zitatform
Binder, Martin & Ann-Kathrin Blankenberg (2021): Identity and Well-Being in the Skilled Crafts and Trades. (Working paper / The Levy Economics Institute 997), Annandale-on-Hudson, NY, 61 S.
Abstract
"We analyze the extent to which occupational identity is conducive to worker well-being. Using a unique survey dataset of individuals working in the German skilled crafts and trades, we use a novel occupational identity measure that captures identity more broadly than just referring to organizational identification and social group membership, but rather comprises personal and relational elements inherent in one's work. The latter are linked to significant social interactions a worker has in their job and the former to specific work characteristics of the work conducted itself. We find that higher job satisfaction is related to a stronger sense of occupational identity in our sample. This relationship is quite sizable and robust across model specifications, whereas income is not associated with job satisfaction in most models. Occupational identity is positively associated with a number of work characteristics, viz. task significance, task and skill variety, as well as social support, and our analysis shows that identity mediates the influence of these characteristics with regard to job satisfaction." (Author's abstract, IAB-Doku) ((en))