Arbeitszufriedenheit
Zufriedene Mitarbeiter*innen sind produktiver, seltener krank und verursachen geringere Sozialkosten. Arbeitszufriedenheit hat aber nicht nur Vorteile für Betriebe. Das Wohlbefinden am Arbeitsplatz ist auch ein wichtiger Indikator für die Qualität der Arbeit selbst. Doch was ist überhaupt Arbeitszufriedenheit? Wie wird sie gemessen? Welche Faktoren und Prozesse fördern, welche schränken sie ein?
Das Thema Arbeitszufriedenheit steht seit Jahrzehnten im Mittelpunkt kritischer wissenschaftlicher Auseinandersetzungen. Die Infoplattform gibt einen Überblick über aktuelle Arbeiten und ausgewählte ältere Publikationen zu theoretischen Ansätzen und empirischen Resultaten der Arbeitszufriedenheitsforschung.
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Literaturhinweis
The Job Demand-Resources (JD-R) model through the eyes of financial advisers: A scoping review (2026)
Arthur, Phoebe; Morrison, Ben; Earl, Joanne K.;Zitatform
Arthur, Phoebe, Ben Morrison & Joanne K. Earl (2026): The Job Demand-Resources (JD-R) model through the eyes of financial advisers: A scoping review. In: Australian journal of management, Jg. 51, H. 3, S. 959-983. DOI:10.1177/03128962251350337
Abstract
"This scoping review examines the job demands and resources impacting financial advisers through the lens of the Job Demands-Resources (JD-R) model. Given the significant challenges facing financial advisers, this review identifies key factors contributing to job stress, satisfaction and turnover in the profession. A comprehensive desktop review and thematic analysis of 53 peer-reviewed articles revealed core job demands such as compliance, emotional strain, and work overload, alongside critical job resources like professional development, support and technology. In addition, personal resources, including self-efficacy and optimism, are explored as potential moderators. The findings offer insights into the complex dynamics within the financial advisory industry, providing a foundation for future studies that may look to enhance job satisfaction and retention." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Does Performance Pay Increase the Risk of Worker Loneliness? (2026)
Zitatform
Baktash, Mehrzad B. (2026): Does Performance Pay Increase the Risk of Worker Loneliness? In: Kyklos, Jg. 79, H. 1, S. 129-148. DOI:10.1111/kykl.70018
Abstract
"Increased wages and productivity associated with performance pay can be beneficial to both employers and employees. However, performance pay can also entail unintended consequences for workers' well-being. This study is the first to systematically examine the association between performance pay and loneliness, a significant policy-relevant social well-being concern. Using representative survey data from Germany, I show that performance pay is significantly associated with increased loneliness. Correspondingly, performance pay is negatively associated with the social life satisfaction of workers. Investigating the transmission channels reveals work hours, earnings, conflict with coworkers, and conflict with the life partner as important mediators. The key findings also hold in sensible instrumental variable estimations, addressing the potential endogeneity of performance pay and in various robustness checks. Finally, implications are discussed." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Can You Identify Too Much with Your Job? Exploring Spill-Over Effects of Occupational Identity on Different Life Domain Satisfactions and Satisfaction with Life Overall (2026)
Zitatform
Binder, Martin & Ann-Kathrin Blankenberg (2026): Can You Identify Too Much with Your Job? Exploring Spill-Over Effects of Occupational Identity on Different Life Domain Satisfactions and Satisfaction with Life Overall. In: Social indicators research, Jg. 183, H. 2. DOI:10.1007/s11205-026-03857-1
Abstract
"A strong identification with one’s job has been shown to be conducive to job satisfaction. We assess the extent to which occupational identity can also spill over to satisfaction with non-work domains as well as satisfaction with life overall. Using a data set of (mostly male) German crafters, we explore whether a strong occupational identity may result in lower satisfaction with life domains outside of work (leisure, social life, relationship). We find that for our data set, apart from a direct positive impact of occupational identity on job satisfaction and satisfaction with work hours, there is no strong evidence for spill-overs on satisfaction with leisure time, social life and one’s relationship. Equivalence tests allow us to conclude that if there are spill-over effects on satisfaction with leisure time and one’s relationship, they must be smaller than half the size than the direct effect of occupational identity on job satisfaction. If anything, low occupational identity leads to lower satisfaction in non-work domains. Occupational identity is also positively related to satisfaction with life overall, an effect that is not direct but is mediated via job satisfaction." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Can different types of employee involvement in decision-making suppress the effects of work intensification and job insecurity on employee well-being? An analysis of the European Working Conditions Survey 2021 (2026)
Zitatform
Boxall, Peter, Gordon W. Cheung, Md Shamirul Islam, Kenneth Cafferkey & Keith Townsend (2026): Can different types of employee involvement in decision-making suppress the effects of work intensification and job insecurity on employee well-being? An analysis of the European Working Conditions Survey 2021. In: Economic and Industrial Democracy, S. 1-31. DOI:10.1177/0143831x261421726
Abstract
"Work intensification and job insecurity undermine the quality of working life. To what extent can different types of employee involvement in decision-making ameliorate their impacts on employee well-being? Deploying job demands–resources theory and interrogating the European Working Conditions Survey 2021, this study shows that work intensification and job insecurity reduce well-being via lower work engagement and higher exhaustion. While each enhances job quality, individual organizational influence has a greater effect than task discretion in suppressing the negative effects of work intensification. The largest gains for employee and societal well-being will come through greater worker involvement at this level of participation." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Is working from home changing the meaning of work? (2026)
Zitatform
Bähr, Sebastian, Bernad Batinic & Matthias Collischon (2026): Is working from home changing the meaning of work? In: PLoS ONE, Jg. 21, H. 1, 2025-12-22. DOI:10.1371/journal.pone.0340452
Abstract
"Especially since the COVID-19 pandemic, working from home (WFH) has become a common practice in the workplace. This raises the question of whether WFH changes the non-monetary benefits of work, such as job quality or social contacts. Thus, in this article, we investigate how working from home affects Jahoda’s latent functions of employment as well as job quality measures. To this end, we use panel data from the German Panel Study Labour Market and Social Security (PASS) and estimate the effects of changing work patterns on the aforementioned outcomes. Our findings reveal basically no effects of WFH on job quality measures and latent benefits. This, in contrast to anecdotal evidence, implies that WFH does not harm psychological well-being." (Author's abstract, IAB-Doku, © Sage) ((en))
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Literaturhinweis
Arbeitsbedingungen vor, während und nach der Covid-19-Pandemie: Die Beschäftigungsqualität ist weitgehend stabil geblieben (2026)
Zitatform
Collischon, Matthias, Matthias Kelsch, Alexander Patzina & Felix Rahberger (2026): Arbeitsbedingungen vor, während und nach der Covid-19-Pandemie: Die Beschäftigungsqualität ist weitgehend stabil geblieben. (IAB-Kurzbericht 04/2026), Nürnberg, 8 S. DOI:10.48720/IAB.KB.2604
Abstract
"Hat die Covid-19-Pandemie unsere Arbeitswelt nachhaltig verändert? Antworten auf diese zentrale Frage gibt eine eingehende Analyse der Entwicklung verschiedener Dimensionen der Beschäftigungsqualität während und nach der Pandemie. Die Autoren untersuchen in ihrer Studie Zufriedenheit mit dem Lohn, Arbeitsautonomie, Aufstiegschancen, Arbeitsbelastung und Work-Life-Balance. Neben einer umfassenden Betrachtung aller abhängig Beschäftigten liegt ein besonderes Augenmerk auf den sogenannten systemrelevanten Beschäftigten, deren Arbeitsbedingungen während der Pandemie häufig im Mittelpunkt öffentlicher Debatten standen." (Autorenreferat, IAB-Doku)
Weiterführende Informationen
- Veränderungen der Beschäftigungsqualität in fünf verschiedenen Dimensionen während und nach der Covid-19-Pandemie im Vergleich zu den Jahren vor der Pandemie
- Dimensionen der Beschäftigungsqualität vor Beginn der Pandemie
- Dimensionen der Beschäftigungsqualität
- Veränderungen in objektiven Maßen der Beschäftigungsqualität während und nach der Covid-19-Pandemie im Vergleich zu den Jahren vor der Pandemie
- Veränderungen in der Work-Life-Balance nach Teilgruppen während und nach der Covid-19-Pandemie im Vergleich zu den Jahren vor der Pandemie
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Literaturhinweis
Do Firms Know What Workers Want? (2026)
Cordes, Simon; Müller, Max;Zitatform
Cordes, Simon & Max Müller (2026): Do Firms Know What Workers Want? (CRC TR 224 discussion paper series / EPoS Collaborative Research Center Transregio 224 739), Bonn, 126 S.
Abstract
"Labor supply depends on wages and amenities, and standard models implicitly assume that firms hold accurate beliefs about workers' amenity valuations. In a survey with firms and workers in Germany, we measure workers' valuations of amenities and firms' beliefs about workers' valuations. We find that firms systematically underestimate workers' valuations of all amenities. These misperceptions are driven by interpersonal projection: managers project their own preferences—they value amenities less—onto workers. Through the lens of a simple model of imperfect competition, we show that firm misperceptions result in (i) labor shortages and (ii) excess labor costs for biased firms, and increase the market power of unbiased firms. Empirical tests confirm these predictions: a simple calibration suggests that non-providing firms could reduce their labor costs by 5% by providing amenities." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
When work loses its meaning: Voice or exit? A longitudinal analysis with the 2013–2016 French Working Conditions surveys: Special Issue: Utopias at work: theories, methods and practices for more democratic work Relations (2026)
Zitatform
Coutrot, Thomas & Coralie Perez (2026): When work loses its meaning: Voice or exit? A longitudinal analysis with the 2013–2016 French Working Conditions surveys. Special Issue: Utopias at work: theories, methods and practices for more democratic work Relations. In: Economic and Industrial Democracy, Jg. 47, H. 3, S. 1043-1069. DOI:10.1177/0143831x251358583
Abstract
"Although generating increasing debate in the media and in society, meaningful work has only recently become a legitimate research object in labour economics. The authors theoretically ground the concept of meaningful work by drawing on the theory of the psychodynamics of work. This leads to three dimensions of the meaning of work: social usefulness, ethical coherence and development capacity. Then, they propose an empirical measure of this concept using the French Working Conditions surveys. Exploiting the surveys’ longitudinal nature (2013–2016), they assess how workers react to meaningless work (exit or voice). Using instrumental variable techniques to alleviate endogeneity biases that may affect estimations, they conclude that meaningless work favours job quits and, to a lesser degree, unionization." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The long shadow of labor market entry conditions: Intergenerational determinants of mental health (2026)
Zitatform
De Vera, Micole, Javier Garcia-Brazales & Jiayi Lin (2026): The long shadow of labor market entry conditions: Intergenerational determinants of mental health. In: Labour Economics, Jg. 98. DOI:10.1016/j.labeco.2025.102843
Abstract
"What determines long-term mental health and its intergenerational correlation? Exploiting variation in unemployment rates upon labor market entry across Australian states and cohorts, we provide novel evidence that the mental health of daughters is affected by the labor market entry conditions of their parents. In particular, a one standard deviation shock to the unemployment rate upon parental labor market entry worsens daughters’ mental health during adolescence by 11% of a standard deviation. This effect is accompanied by lower levels of satisfaction with their health, financial situation, safety, and overall life. A mediation analysis suggests that a sizable proportion (24%) of the impacts on the descendants’ mental health is explained by the worse mental health of their parents at mid-life. We do not detect any systematic impact of parental labor market entry conditions among sons." (Author's abstract, IAB-Doku, © 2025 Elsevier B.V. All rights are reserved, including those for text and data mining, AI training, and similar technologies.) ((en))
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Literaturhinweis
The relation between employees’ self-evaluations of performance and job satisfaction (2026)
Zitatform
Grund, Christian & Alexandra Soboll (2026): The relation between employees’ self-evaluations of performance and job satisfaction. In: Review of Managerial Science, Jg. 20, H. 8, S. 2801-2823. DOI:10.1007/s11846-025-00956-0
Abstract
"Using panel data from middle-managers in the German chemical industry, we investigate the relationship between employees’ self-evaluations of performance with job satisfaction. Self-evaluations are made in comparison to colleagues’ performance. Results based on individual fixed effects panel estimations reveal a positive relation between self-evaluations and job satisfaction with the exception that employees with particularly high self-evaluations do not show particular high levels of job satisfaction. We cannot find evidence to support our presumption that employees’ disappointment or inequity perceptions regarding their compensation may play a meaningful role for this relationship. We discuss our findings and suggest implications for practice as well as avenues for future research." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
A firm divide? Intrinsic and extrinsic determinants of job outcomes by firm size (2026)
Zitatform
Hadziabdic, Sinisa & Sebastian Kohl (2026): A firm divide? Intrinsic and extrinsic determinants of job outcomes by firm size. In: Small business economics, S. 1-28. DOI:10.1007/s11187-026-01231-6
Abstract
"This paper examines the relationship between firm size and workplace dynamics, as well as their subjective evaluation by both employees and employers. Using micro-level data for the United States and Germany, two most dissimilar cases in terms of labor market and political institutions, we show that small firms are characterized by the highest employee job satisfaction, consistent with harmonious workplace dynamics linked to intrinsic benefits. In large firms, job satisfaction is associated with substantial extrinsic material and social benefits, as well as human resource management that sustains intrinsic motivation. Workers in medium-sized firms appear to be betwixt and between, being worst off in many dimensions. For employers, the higher control, social prestige, and financial benefits of self-employment increase with firm size and effectively offset the negative effects of higher job demands. Within firms of similar size, we also document a significant polarization between employers’ and their employees’ job experiences." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))
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Literaturhinweis
Love of the Job: What It Is, How to Measure It, and Why It Matters for Work Outcomes (2026)
Inness, Michelle ; Somerville, Kaylee ; Kelloway, E. Kevin ; Barling, Julian ; Turner, Nick ; Bygrave, Constance E. ; Francis, Lori ; Lyubykh, Zhanna ; Pitfield, Laure E. ;Zitatform
Inness, Michelle, Kaylee Somerville, Zhanna Lyubykh, Nick Turner, E. Kevin Kelloway, Julian Barling, Lori Francis, Laure E. Pitfield & Constance E. Bygrave (2026): Love of the Job: What It Is, How to Measure It, and Why It Matters for Work Outcomes. In: Human Resource Management, Jg. 65, H. 3, S. 925-948. DOI:10.1002/hrm.70055
Abstract
"Employee retention, motivation, performance, and well-being remain enduring priorities in human resource management, yet existing constructs such as engagement, commitment, and satisfaction do not fully capture the depth of emotional attachment that some employees feel towards their jobs. We introduce Love of the Job (LOJ) as a higher-order form of affective attachment to one's job that integrates passion for one's work, non-romantic intimacy with coworkers, and commitment to organizational membership, grounded in Sternberg's triangular theory of love. Across a four-stage, eight-sample program of research (total N = 1,801), we develop and validate a concise and reliable LOJ scale using diverse working-adult samples and longitudinal designs. The measure demonstrates strong psychometric properties and discriminant validity from related constructs, establishing LOJ as a distinct form of work attachment, and shows incremental predictive validity for key outcomes, including discretionary performance, innovation, and job crafting, as well as retention and well-being indicators such as turnover intentions, partial absenteeism, and work neglect. Together, these findings position LOJ as a novel, theoretically grounded construct with strategic relevance for HRM and provide scholars and practitioners with a robust tool to assess and better understand employees' deep emotional attachment to their work." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Benefits and employees' work effort: an empirical analysis of non-monetary incentives (2026)
Zitatform
Manger, Helena (2026): Benefits and employees' work effort: an empirical analysis of non-monetary incentives. In: Review of Managerial Science, S. 1-34. DOI:10.1007/s11846-026-00985-3
Abstract
"Despite extensive literature on incentives to increase employees’ work performance, economic research on employer-provided non-monetary benefits remains rare. This study investigates the relationship between benefits and employees’ work effort utilizing data from the German Socio-Economic Panel. The analysis is based on data from eleven survey waves from 2006 to 2022 and considers five benefit types: meal stipends, firm cars, phones and computers for personal use, as well as expense payments exceeding minimum costs. The results reveal a modest positive association between benefit receipt and employees’ work effort, measured as the difference between actual and contractual working hours per week. On average, benefit receipt is associated with 13 minutes (0.22 hours) additional work per week. Furthermore, receiving a greater variety of benefit types is linked to even higher work effort, with two to five or more benefit types associated with an average increase of 27 to 97 minutes (0.45 to 1.62 hours) of extra work per week. However, the effectiveness of benefits does not seem to be universal but varies depending on the type of benefits as well as individual and organizational characteristics. Notably, the positive association of benefits with work effort appears significantly higher for males than for females, and sectoral differences are evident. These findings underscore the importance of further research to better understand the specific conditions under which benefits can effectively enhance employee work effort." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Arbeitszeiten aus Sicht von Männern mit Care-Verantwortung: Arbeitszeitzufriedenheit von Vätern und pflegenden Männern aus Produktion und produktionsnahen Bereichen (2026)
Pfahl, Svenja; Unrau, Eugen; Reuyss, Stefan; Hobler, Dietmar;Zitatform
Pfahl, Svenja, Eugen Unrau, Dietmar Hobler & Stefan Reuyss (2026): Arbeitszeiten aus Sicht von Männern mit Care-Verantwortung: Arbeitszeitzufriedenheit von Vätern und pflegenden Männern aus Produktion und produktionsnahen Bereichen. (Working paper Forschungsförderung / Hans Böckler Stiftung 403), Düsseldorf, 88 S.
Abstract
"Im Fokus steht die Arbeitszeitzufriedenheit von Männern mit Kindern und/oder Pflegeaufgaben, die in der Produktion oder produktionsnahen Bereichen arbeiten. Die Studie zeigt, wie sich Care-Verantwortung bei männlichen Produktionsmitarbeitern in Hinblick auf ihre Arbeitszufriedenheit auswirkt. Es wird deutlich, dass Schichtarbeit und die Pflege von Angehörigen die Arbeitszufriedenheit der Männer negativ beeinflussen, genauso wie eine Vielzahl von ungünstigen Arbeitszeitbedingungen. Die Arbeitszeitzufriedenheit dieser Beschäftigtengruppe wird längst nicht mehr allein durch Dauer, Lage und Verteilung der Arbeitszeit bestimmt: Die Faktoren Planbarkeit und Zeitdruck in der Arbeit gewinnen zunehmend an Bedeutung." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Allheilmittel Arbeitsflexibilisierung? Der Einsatz flexibler Einsatzteams im öffentlichen Sektor (2026)
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Renneke, Luise, Nicolas Drathschmidt, Christian Zierau & Daniel Diekmann (2026): Allheilmittel Arbeitsflexibilisierung? Der Einsatz flexibler Einsatzteams im öffentlichen Sektor. In: Verwaltung & Management, Jg. 32, H. 2, S. 68-73. DOI:10.5771/0947-9856-2026-2-68
Abstract
"Flexible Einsatzteams zur Abfederung von Belastungsspitzen und krankheitsbedingten Vakanzen sind in der öffentlichen Verwaltung bislang weitgehend Neuland. Dieser Beitrag wirft einen ersten Blick in die Praxis und untersucht mithilfe qualitativer Interviews (N=24) den Aufbau und die Organisation flexibler Einsatzteams im öffentlichen Sektor. Auf Basis der Fallstudie werden zentrale Erfolgsfaktoren sowie mögliche Spannungsfelder beim Aufbau und der Führung eines solchen Teams diskutiert. Zudem werden verschiedene Ausrichtungen und Perspektiven flexibler Einsatzteams entlang ihrer Handlungsfähigkeit innerhalb der Organisation sowie ihrer kapazitätssichernden bzw. kapazitätserweiternden Funktion differenziert." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Disability, Job Satisfaction, and Workplace Accommodations: Evidence from the Healthcare Industry (2026)
Rodgers, Yana van der Meulen; Schur, Lisa ; Hammond, Flora M.; Cohen, Jennifer; Kruse, Douglas ; Edwards, Renee;Zitatform
Rodgers, Yana van der Meulen, Lisa Schur, Flora M. Hammond, Renee Edwards, Jennifer Cohen & Douglas Kruse (2026): Disability, Job Satisfaction, and Workplace Accommodations: Evidence from the Healthcare Industry. In: Journal of Occupational Rehabilitation, Jg. 36, H. 3, S. 824-837. DOI:10.1007/s10926-025-10316-0
Abstract
"Purpose: This paper examines the extent to which job satisfaction, requests for accommodations, and the likelihood of a request being granted vary by disability status. We further analyze whether being granted workplace accommodations moderates the relationship between work satisfaction and disability. Methods: We use a novel survey of healthcare workers centered on disability status, perceptions of work experiences, and the provision of accommodations. The data are used in a descriptive analysis and multiple regressions to examine the moderating effect of accommodations on the relationship between disability and indicators related to job satisfaction. Results: Results show that people with disabilities have more negative perceptions of their work experiences than people without disabilities. Although people with disabilities are more likely to request accommodations than people without disabilities, they are equally likely to have their requests wholly or partly granted. Regression results indicate that the negative relationships between disability status and most measures of work experience are largely eliminated when accounting for the disposition of accommodation requests. The main exception is turnover intentions, in which the adverse relationship with having a disability does not change even when an accommodation is granted. Partly granting accommodations is helpful only for some metrics of job experience. Conclusion: Our paper shows that fully granting accommodations can go a long way to closing the disability gap in job satisfaction between people with and without disabilities." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Enhancing job satisfaction through the socioeconomic environment (2026)
Zitatform
Stundziene, Alina, Rozita Susniene & Asta Baliute (2026): Enhancing job satisfaction through the socioeconomic environment. In: Journal of Policy Modeling. DOI:10.1016/j.jpolmod.2026.107054
Abstract
"This paper aims to explore the possibilities of increasing job satisfaction through the socioeconomic environment, taking the necessary policy interventions. Socioeconomic indicators include education and training, work arrangement, wages and inequality, labour market status, and productivity. This research employs OLS and panel regression models, the Naive Bayes model, independent samples t test, Granger causality test, and instrumental variables. Although there is no clear evidence about the existence of causality between socioeconomic indicators and job satisfaction, the results show apparent associations between job satisfaction and participation rate in education and training, inequality of income distribution, work arrangement, and unemployment in a country." (Author's abstract, IAB-Doku, © 2026 The Society for Policy Modeling. Published by Elsevier Inc. All rights are reserved, including those for text and data mining, AI training, and similar technologies.) ((en))
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Literaturhinweis
Shifting perspectives: How daily work interruptions relate to interrupters' work engagement (2026)
Toebben, Leon; Sonnentag, Sabine;Zitatform
Toebben, Leon & Sabine Sonnentag (2026): Shifting perspectives: How daily work interruptions relate to interrupters' work engagement. In: Journal of vocational behavior, Jg. 168. DOI:10.1016/j.jvb.2026.104268
Abstract
"Past research studied how daily work intrusions – unexpected interruptions by other employees that suspend ongoing work – reduce interrupted employees' work engagement. We shift perspectives to employees who interrupt and examine how intrusions may be positively related to job resources conducive to interrupting employees' work engagement. In doing so, we differentiate between four intrusion types derived from key reasons for intrusions. We expect these intrusion types to serve distinct functions for interrupting employees, allowing them to attain different job resources. Building on the motivational process of the job demands-resources model, we hypothesize that performing intrusions is positively associated with interrupting employees' work engagement by contributing to three social job resources: received task support, belongingness, and prosocial impact. We report findings from a two-week diary study with two daily measurement occasions (N = 390 employees; n = 3383 days). Multilevel path analysis showed that three of the four intrusion types were indirectly positively related to interrupting employees' work engagement via the three social job resources. Altogether, we contribute to a more nuanced understanding of intrusions by studying two important yet overlooked aspects of intrusions: the interrupting employees and their reasons for intrusions. Our new approach to examining intrusions suggests that intrusions can facilitate work engagement." (Author's abstract, IAB-Doku, © 2026 The Authors. Published by Elsevier Inc.) ((en))
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Literaturhinweis
Challenging the “Ideal Worker” Norm? Senior Managers Navigating Reduced Hours Working (2026)
Zitatform
Tomlinson, Jennifer, Susan Durbin, Stella Warren & Jack Daly (2026): Challenging the “Ideal Worker” Norm? Senior Managers Navigating Reduced Hours Working. In: Gender, work & organization, S. 1-13. DOI:10.1111/gwao.70231
Abstract
"Reduced hours working at senior management levels remains rare and little is known about how it can be utilized effectively in organizations. This article focuses upon two forms of reduced hours working among a sample of 42 senior executives and managers: reduced hours and job share partnerships. In contrast to earlier research, this study found greater optimism among senior managers who worked reduced hours regarding their career prospects but also high levels of work intensification and a tendency to work on non-working days. In contrast, job share partnerships enabled managers to feel they were more able to contain work, facilitating a greater sense of work-life balance and wellbeing. Drawing upon Acker's “ideal worker” concept, we argue that job share partnerships challenge the dominant “ideal” career narrative and offer a route to sustainable careers and enhanced wellbeing, to the benefit of individuals and organizations." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
Does promotion foster career sustainability? A comparative three-wave study on the role of promotion in work stress, job satisfaction, and career-related performance (2026)
Zitatform
Udayar, Shagini, Ieva Urbanaviciute, Christian Maggiori & Jérôme Rossier (2026): Does promotion foster career sustainability? A comparative three-wave study on the role of promotion in work stress, job satisfaction, and career-related performance. In: International Journal for Educational and Vocational Guidance, Jg. 26, H. 1, S. 451-477. DOI:10.1007/s10775-024-09694-3
Abstract
"The present study investigates the role of promotion in employees’ happiness (job satisfaction), health (work stress), and career-related performance (perceived employability and career prospects). Positive and negative changes in the above-mentioned career sustainability indicators were investigated over a 2-year period. The promotion subsample (n = 128) was compared with a matched sample of non-promoted employees (n = 150). We also tested the role of gender in responding to a promotion. The findings suggest that the promotion may have equivocal effects on employees’ happiness, health, and career-related performance over time, and therefore does not foster their career sustainability." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))