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Baktash, Mehrzad B. (2025): Does Performance Pay Increase the Risk of Worker Loneliness? In: Kyklos, S. 1-20. 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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Clemens, Marco (2025): Bonuses, Profit Sharing, and Job Satisfaction: The More, the Merrier? In: ILR review, Jg. 78, H. 5, S. 832-858. DOI:10.1177/00197939251339598

Abstract

"Managers frequently offer unconditional bonuses and profit-sharing payments to their employees. The isolated effects of the former payment type on job satisfaction, in particular, have received little empirical attention. This study uses German panel data and shows that workers report significantly higher levels of job satisfaction when wages contain such bonuses, mostly regardless of their relative size. This result persists even when income is held constant. Conversely, profit-sharing payments show a positive association with satisfaction only if they are sufficiently large. When endogeneity issues are taken into account, however, the latter correlation becomes weaker or vanishes. Findings have significant implications for managers when designing salary packages. They imply that monetary gifts in the form of unconditional bonus payments can be a beneficial alternative to incentives in efforts to enhance employees ’ job satisfaction." (Author's abstract, IAB-Doku) ((en))

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Grunau, Philipp, Patrick Kampkötter & Kevin Ruf (2025): Performance Management in deutschen Betrieben: Leistungsorientierung lohnt sich - aber nur mit kollektiven Zielen. (IAB-Kurzbericht 11/2025), Nürnberg, 8 S. DOI:10.48720/IAB.KB.2511

Abstract

"Unternehmen sind mit ständigem Wandel und wachsendem Wettbewerbsdruck konfrontiert, was auch das Personalmanagement betrifft. Außerdem verändert sich der Arbeitsalltag für viele Beschäftigte, sodass die Instrumente des Performance Managements, insbesondere die traditionellen Leistungsbeurteilungs- und Vergütungspraktiken, zunehmend auf dem Prüfstand stehen. Entscheidend für Betriebe und Beschäftigte ist dabei unter anderem, ob und inwieweit diese Praktiken die wahrgenommene Arbeitsqualität beeinflussen. Die Autoren untersuchen in diesem Bericht Trends und Entwicklungen für die Jahre 2012 bis 2023 auf Basis des Linked Personnel Panels (LPP)." (Autorenreferat, IAB-Doku)

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

Abstract

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

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

Abstract

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

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

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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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Hohendanner, Christian, Jasmin Rocha & Joß Steinke (2024): Vor dem Kollaps!? Beschäftigung im sozialen Sektor. Empirische Vermessung und Handlungsansätze. Berlin: De Gruyter Oldenbourg, 111 S. DOI:10.1515/9783110748024

Abstract

"Diese Studie bietet eine empirisch fundierte Gesamtschau auf die Beschäftigung in einem der personalintensivsten und am stärksten vom Fachkräftemangel betroffenen Arbeitsfelder in Deutschland: dem sozialen Sektor. Wer das Buch liest, gewinnt ein tieferes Verständnis über Zusammenhänge und die Notwendigkeit, offen über Beschäftigung im sozialen Sektor zu debattieren. Anhand aktueller Daten zeigen die Autor:innen, dass der soziale Sektor im Wettbewerb um Arbeitskräfte schlecht dasteht. Zunehmend fehlen Arbeitskräfte und grundlegende, bislang als selbstverständlich betrachtete Leistungen der sozialen Daseinsvorsorge können immer häufiger nicht mehr erbracht werden. Die Autor:innen zeigen Wege auf, wie soziale Berufe wieder attraktiver und der Kollaps des sozialen Sektors (vielleicht) verhindert werden kann." (Autorenreferat, IAB-Doku, © De Gruyter Oldenbourg)

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

Abstract

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

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

Abstract

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

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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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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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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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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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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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Gahmann, Amelia (2023): ifaa-Studie: Anreiz- und Vergütungssysteme in der Metall- und Elektroindustrie 2023. Betriebliche Ansätze zur Stärkung der Arbeitgeberattraktivität und Fachkräftesicherung. Düsseldorf, 41 S.

Abstract

"Die Sicherung von Fachkräften entwickelt sich zunehmend zum Hauptthema der Personalarbeit. Benefits, finanzielle Anreize und attraktive Arbeitsbedingungen stellen in vielen Unternehmen eine Ergänzung zum monetären Entgelt dar und sind damit Teil einer ganzheitlichen Vergütungsstrategie. Bereits in den Jahren 2017 und 2020 hat das ifaa - Institut für angewandte Arbeitswissenschaft e. V. als Forschungsinstitut der Arbeitgeberverbände der Metall- und Elektroindustrie zwei Befragungen zur Verbreitung dieser Leistungen durchgeführt. Um aktuelle Entwicklungen zu identifizieren, hat das ifaa 2023 mit Unterstützung der Arbeitgeberverbände eine weitere Befragungswelle realisiert. Die Ergebnisse sind eindeutig: Neben einem hohen branchentypischen Entgelt bieten die Unternehmen unterschiedliche Zusatzleistungen und Anreize an, um Beschäftigte zu finden und an das Unternehmen zu binden. Die vorliegende Broschüre zeigt die Verbreitung von Benefits in deutschen Unternehmen der Metall- und Elektroindustrie. Die Ergebnisse werden mit den Angaben von Unternehmen aus anderen Branchen verglichen, sowohl aus der Produktion (Gummi- und Kunststoffherstellung, Papier- und Pappeindustrie, Chemie) als auch aus anderen Sektoren wie den Sozialversicherungen, dem öffentlichen Dienst und Handel . Darüber hinaus zeigen die Abbildungen, wie sich das Angebot zur vorangegangenen Befragung 2020 verändert hat" (Autorenreferat, IAB-Doku)

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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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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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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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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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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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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)

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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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Merz, Joachim & Bettina Scherg (2021): Time, Income and Subjective Well-Being - 20 Years of Interdependent Multidimensional Polarization in Germany. (IZA discussion paper 14870), Bonn, 40 S.

Abstract

"Society drifts apart in many dimensions. Economists focus on income of the poor and rich and the distribution of income but a broader spectrum of dimensions is required to draw the picture of multiple facets of individual life. In our study of multidimensional polarization we extend the income dimension by time, a pre-requisite and fundamental resource of any individual activity. In particular, we consider genuine personal time as a pronounced source of social participation in the sense of social inclusion/exclusion and Amartya Sen's capability approach. With an interdependence approach to multidimensional polarization we allow compensation between time and income, parameters of a CES-type subjective well-being function, where a possible substitution is evaluated empirically by the German population instead of arbitrarily chosen. Beyond subjective well-being indices we propose and apply a new intensity/gap measure to multidimensional polarization, the mean minimum polarization gap 2DGAP. This polarization intensity measure provides transparency with regard to each single attribute, which is important for targeted policies, while at the same time their interdependent relations is respected. The empirical investigation of interdependent multidimensional polarization incidence and intensity uses the German Socio-Economic Panel (GSOEP) and detailed time use diary data from the three German Time Use Surveys (GTUS) 1991/92, 2001/02 and the actual 2012/13. We focus on the working individuals where the working poor requires increasing interest in the economic and social political discussion. The microeconometric two-stage selectivity corrected estimation of interdependent multidimensional risk (incidence) and intensity quantifies socio-economic factors behind. Four striking results appear: First, genuine personal leisure time additional to income is a significant subjective well-being and polarization dimension. Second, its interdependence, its compensation/substitution, ev" (Author's abstract, IAB-Doku) ((en))

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Böhlich, Susanne & Richard Axmann (2020): Generation Z: A comparative study of the expectations of Gen Z and the perception of employers. (IUBH discussion papers - Business & Management 2020,01), Erfurt, 15 S.

Abstract

"Employers currently encounter more and more members of Generation Z - who finished their school as well as university education - without knowing exactly what this generation wishes and needs. This paper verifies current assumptions about Generation Z with a quantitative study in Germany, consisting of two parts. As a first step, members of Generation Z (n = 103) were queried upon their work attitudes while in a second step, company representatives (n = 48) were asked about their assumptions on the adolescents' preferences. Thus, not only conclusions on young adults could be drawn, but also on the (lack of) knowledge about Generation Z of their employers. The prior assumption that the young generation would be difficult to employ inter alia due to their refusal of a work-life blending, lacking career orientation, and inability to take feedback could not be supported. In fact, Generation Z seems to be committed as well as motivated to work for their professional success. Employers showed a decent understanding of their young employees, though there seem to be a couple of misapprehensions." (Author's abstract, IAB-Doku) ((en))

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Farja, Yanay & Ori Zax (2020): Efficiency Wages with Endogenous Monitoring. In: Economics Bulletin, Jg. 40, H. 1, S. 248-261.

Abstract

"In the standard efficiency wage model, the monitoring level chosen by firms is exogenous and observable. In this paper, the level of monitoring is endogenized—chosen by firms and unobserved by workers. As a result, firms have an incentive to decrease the monitoring of employees for any given beliefs among workers about the chosen level of monitoring. We show that sufficiently patient firms are able to retain some control over the monitoring level. We also show that high-tech firms monitor their workers more and demand a higher level of effort than do low-tech firms." (Author's abstract, IAB-Doku) ((en))

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Ge, Qi, Eun Jung Jordan, Myongjin Kim & Leilei Shen (2020): Returns to job satisfaction in the presence of horizontal mismatch. In: Applied Economics, Jg. 52, H. 27, S. 2913-2930. DOI:10.1080/00036846.2019.1696941

Abstract

"In this paper, we study the relationship among horizontal mismatch, job satisfaction and wages using data from the 2013 Scientists and Engineers Statistical Data System (SESTAT). Estimates from 2SLS indicate that 1) field-occupation match in the highest degree has a positive effect on job satisfaction and wages; and 2) controlling for field-occupation matches, job satisfaction has a positive but diminishing effect on wages with a large heterogeneity across different age groups. In addition, we also distinguish between job satisfaction arising from benefits and job satisfaction that is productivity enhancing and find both to have a positive but nonlinear effect on wages." (Author's abstract, IAB-Doku) ((en))

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Hetschko, Clemens, Ronnie Schöb & Tobias Wolf (2020): Income Support, Employment Transitions and Well-Being. In: Labour Economics, Jg. 66, 2020-07-14. DOI:10.1016/j.labeco.2020.101887

Abstract

"Using specific panel data of German welfare benefit recipients, we investigate the non-pecuniary life satisfaction effects of in-work benefits. Our empirical strategy combines difference-in-difference designs with synthetic control groups to analyse transitions of workers between unemployment, regular employment and employment accompanied by welfare receipt. Working makes people generally better off than being unemployed but employed welfare recipients do not reach the life satisfaction level of regular employees. This implies that welfare receipt entails non-compliance with the norm to make one's own living. Our findings allow us to draw cautious conclusions on employment subsidies paid as welfare benefits." (Author's abstract, IAB-Doku, © 2020 Elsevier) ((en))

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Smith, Maria (2020): "We're Worth What We Are Paid": Unravelling the "Paradox of the Contented Female Worker". In: Sociological research online, Jg. 25, H. 3, S. 317-332. DOI:10.1177/1360780419870809

Abstract

"Pay satisfaction research has suggested that women are more satisfied with their pay than men, even though, in general, women earn less. This article argues that this body of research has misconceptualised this phenomenon as an issue of women only. It also argues that previous explanations for this gender pay paradox have not adequately explained these patterns of satisfaction. A social constructionist approach to pay satisfaction is proposed which situates satisfaction within the context of structural inequality. This draws upon the scholarly work of feminist scholars and the conceptual ideas of Pierre Bourdieu. This theoretical approach is explored with data from qualitative interviews with support staff at universities in the United Kingdom. This evidence suggests that their pay satisfaction is influenced by beliefs about the “value” of different occupations." (Author's abstract, IAB-Doku) ((en))

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Warren, Tracey & Clare Lyonette (2020): Ungrateful slaves? An examination of job quality and job satisfaction for male part-time workers in the UK. In: The British journal of sociology, Jg. 71, H. 2, S. 382-402. DOI:10.1111/1468-4446.12741

Abstract

"Research on part-time work has concentrated over many decades on the experiences of women but male part-time employment is growing in the UK. This article addresses two sizable gaps in knowledge concerning male part-timers: are men's part-time jobs of lower quality than men's full-time jobs? Are male part-timers more or less job-satisfied compared to their full-time peers? A fundamental part of both interrogations is whether men's part-time employment varies by occupational class. The article is motivated by the large body of work on female part-timers. Its theoretical framework is rooted in one of the most controversial discussions in the sociology of women workers: the “grateful slave” debate that emerged in the 1990s when researchers sought to explain why so many women expressed job satisfaction with low-quality part-time jobs. Innovatively, this article draws upon those contentious ideas to provide new insights into male, rather than female, part-time employment. Based upon analysis of a large quantitative data set, the results provide clear evidence of low-quality male part-time employment in the UK, when compared with men's full-time jobs. Men working part-time also express deteriorating satisfaction with jobs overall and in several specific dimensions of their jobs. Male part-timers in lower occupational class positions retain a clear “lead” both in bad job quality and low satisfaction. The article asks whether decreasingly satisfied male part-time workers should be termed “ungrateful slaves?” It unpacks the “grateful slave” metaphor and, after doing so, rejects its value for the ongoing analysis of part-time jobs in the formal labor market." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))

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(2020): How's life? 2020. Measuring well-being. (How's life? 05), Paris, 244 S. DOI:10.1787/9870c393-en

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Corgnet, Brice, Ludivine Martin, Peguy Ndodjang & Angela Sutan (2019): On the merit of equal pay: Performance manipulation and incentive setting. In: European Economic Review, Jg. 113, H. April, S. 23-45. DOI:10.1016/j.euroecorev.2018.12.006

Abstract

"Work performance is often difficult to assess thus leaving room for manipulation of commonly-used metrics. We created a laboratory workplace in which we can precisely assess both work performance along with manipulation activities. Using two independent experiments we show that, whenever pay for performance is used, manipulation is pervasive leading to both a waste of organizational resources and a weakening of incentives. By contrast, paying organizational members equally effectively deters manipulation attempts leading to higher organizational production." (Author's abstract, © 2019 Elsevier) ((en))

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Ekinci, Emre (2019): Discretionary bonuses and turnover. In: Labour economics, Jg. 60, H. October, S. 30-49. DOI:10.1016/j.labeco.2019.05.003

Abstract

"This paper develops a signaling model to investigate the effects of discretionary bonuses and wage increases on turnover. When the worker's output is not contractible and the firm privately learns about the match quality between the firm and the worker, bonus payments and wage increases can convey the firm's private information to the worker. If the firm credibly communicates favorable information about the match quality to a worker, the worker develops higher expectations concerning her career outcomes at the firm (such as future wage increases and promotions) and, consequently, becomes less likely to separate. The analysis demonstrates that although a wage increase and a bonus reflect the same information regarding the match quality, each serves a distinctly different role in terms of the worker's turnover decision. Specifically, the firm pays bonuses to signal a good match while using wages to respond to competing offers the worker receives. The model yields testable predictions that concern how bonuses are related to wage increases and promotions and how bonuses and wage increases are related to turnover. The empirical analysis based on the data constructed from the personnel records of a large firm in the financial services industry provides support for the model's implications." (Author's abstract, © 2019 Elsevier) ((en))

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Bellmann, Lutz, Olaf Hübler & Ute Leber (2018): Works councils, training and employee satisfaction. (IZA discussion paper 11871), Bonn, 29 S.

Abstract

"This paper investigates the role of works councils in job satisfaction. Using the recently developed Linked Personnel Panel, we consider both the direct and indirect impact via further training. Basic estimates on an individual level do not reveal clearly direct effects, but on an establishment level, the existence of a works council increases the average job satisfaction in a company. In more extended approaches, we also find a positive, weakly significant link on an individual level accompanied by positive training with regard to job satisfaction if we control for personal characteristics, working conditions, firm size, collegiality variables and industry dummies. Firms with industry-wide bargaining agreements drive this result. The effects are stronger if the firm carries the training costs and if the share of trained workers within the firm measures training. The direct impact of works councils remains positive but becomes insignificant if Lewbel's instrumental variables estimator is applied." (Author's abstract, IAB-Doku) ((en))

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Gülal, Filiz & Adam Ayaita (2018): The impact of minimum wages on well-being. Evidence from a quasi- experiment in Germany. (SOEPpapers on multidisciplinary panel data research at DIW Berlin 969), Berlin, 45 S.

Abstract

"To analyze well-being effects of minimum wages, the introduction of a minimum wage in Germany in 2015 is used as a quasi-experiment. Based on the representative SOEP data, a difference-in-differences design compares the development of life, job, and pay satisfaction between those who are affected by the reform according to their pre-intervention wages and those who already have marginally higher wages so that they are not directly affected. The results show that the minimum wage has significantly positive effects on all considered dimensions of well-being, on average, with an increase in life satisfaction by 0.10 standard deviations (0.15 points on a ten-point Likert scale). Positive effects last at least until one year after the reform. Life satisfaction tends to increase particularly in the region that is overall economically less developed (East Germany). The results hold if those who are not employed anymore after the reform are included in the analysis." (Author's abstract, IAB-Doku) ((en))

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Jones, Daniel, Mirco Tonin & Michael Vlassopoulos (2018): Paying for what kind of performance? Performance pay and multitasking in mission-oriented jobs. (CESifo working paper 7156), München, 40 S.

Abstract

"How does pay-for-performance (P4P) impact productivity, multitasking, and the composition of workers in mission-oriented jobs? These are central issues in sectors like education or healthcare. We conduct a laboratory experiment, manipulating compensation and mission, to answer these questions. We find that P4P has positive effects on productivity on the incentivized dimension of effort and negative effects on the non-incentivized dimension for workers in nonmission- oriented treatments. In mission-oriented treatments, P4P generates minimal change on either dimension. Participants in the non-mission sector - but not in the mission-oriented treatments - sort on ability, with lower ability workers opting out of the P4P scheme." (Author's abstract, IAB-Doku) ((en))

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Lazear, Edward P. (2018): Compensation and incentives in the workplace. In: The Journal of Economic Perspectives, Jg. 32, H. 3, S. 195-214. DOI:10.1257/jep.32.3.195

Abstract

"Labor is supplied because most of us must work to live. Indeed, it is called 'work' in part because without compensation, the overwhelming majority of workers would not otherwise perform the tasks. The theme of this essay is that incentives affect behavior and that economics as a science has made good progress in specifying how compensation and its form influences worker effort. This is a broad topic, and the purpose here is not a comprehensive literature review on each of many topics. Instead, a sample of some of the most applicable papers are discussed with the goal of demonstrating that compensation, incentives, and productivity are inseparably linked." (Author's abstract, IAB-Doku) ((en))

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Ledic, Marko (2018): Performance pay jobs and job satisfaction. In: CESIfo Economic Studies, Jg. 64, H. 1, S. 78-102. DOI:10.1093/cesifo/ify008

Abstract

"In recent decades there have been a growing number of studies that investigated the effects of personal and job characteristics on the subjective well-being on the job. Besides, the empirical findings reveal that workers who are paid on the piece rates exert more effort and earn more than those workers paid an hourly salary. Since the possible effects of performance paying jobs on the well-being of workers stay hidden, we have tackled the following issue by providing the effects that the performance pay job schemes have on job satisfaction. We have used the Korean Labour and Income Panel Survey which allowed us to distinguish between the workers who are paid by performance and those who are paid by fixed rate. We have shown that workers in the performance pay job schemes have a higher subjective well-being on the job than workers who are using the non-performance pay job schemes. The following result holds true even after we have controlled for the level of earnings, attitudes towards risk, and other personal and job-related characteristics. Finally, we have exploited the information on the type of performance pay schemes to analyse how different performance pay schemes affect job satisfaction. The results have shown that workers who are employed on either individual or group or company performance pay job schemes are more satisfied on their job than workers who are paid by the fixed amount." (Author's abstract, IAB-Doku) ((en))

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Lerch, Nils (2018): The causal analysis of the development of the unemployment effect on life satisfaction. (SOEPpapers on multidisciplinary panel data research at DIW Berlin 991), Berlin, 51 S.

Abstract

"The long-term negative effects of unemployment, especially on subjective well-being, have been indicated by many studies. Therefore, unemployment and its effects on the individual life course must remain an important challenge for social policy. Many studies have focused on the cognitive component of subjective well-being, i.e., life satisfaction, and have analysed in particular its development during the unemployment period. The trajectory is usually characterized by the effects of anticipation, reaction and adaption. Studies have shown different findings regarding the shape of the effect development. The present study discusses the effect development in greater detail and analyses whether the development of the effect is different depending on unemployment experience using longitudinal data from the German Socio-Economic Panel (SOEP) and applying fixed effects regressions. The findings of this study support a non-linear effect development, which begins with the anticipation of unemployment. The trend can be described by a linear function and polynomials up to the fifth degree. The introduction of a model according to modern causal analysis and the interpretation of the dynamic development of the counterfactual outcomes are the secondary focuses of the study. A detailed discussion of causal assumptions and necessary control variables is needed to reveal the effect of unemployment on life satisfaction. The SOEP provides information about employment status on a monthly basis. This study shows possibilities for using this information for the construction of control groups and treatment groups and analyses with ideal episode patterns." (Author's abstract, IAB-Doku) ((en))

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Mateos-Romero, Lucía & María del Mar Salinas-Jiménez (2018): Labor mismatches: Effects on wages and on job satisfaction in 17 OECD countries. In: Social indicators research, Jg. 140, H. 1, S. 369-391. DOI:10.1007/s11205-017-1830-y

Abstract

"This study analyzes the effects of labor mismatches on wages and on job satisfaction in seventeen OECD countries by distinguishing between educational mismatch and skills mismatch. Using data from PIAAC, the results suggest that whereas educational mismatch shows greater effects on wages, the effects of labor mismatch on job satisfaction are generally better explained by skills mismatches. Both phenomena appear to be relevant for understanding the economic effects of labor mismatch and suggest that educational mismatch is not an accurate proxy for skills mismatch, mainly when the non-monetary effects of labor mismatch are addressed." (Author's abstract, © Springer-Verlag) ((en))

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Bille, Trine, Knut Løyland & Anders Holm (2017): Work for passion or money? Variations in artists' labor supply. In: Kyklos, Jg. 70, H. 3, S. 347-380. DOI:10.1111/kykl.12141

Abstract

"This paper assesses the relative impact of work for money or work for passion on Norwegian artists by examining artists' labor supply. Our contribution is twofold. The first is to test the work-preference model and the second is to investigate the impact of arts grants on artists' labor supply. The empirical specification draws two distinctions: between arts and non-arts income and between labor and non-labor income. Non-labor income is divided into three different sources: (1) spouse's income, (2) income from financial assets and social benefits, and (3) arts grants and subsidies. Our contribution adds to the literature by estimating the significance of these various income sources on the time allocated to arts work, non-arts work, and leisure. The results provide convincing evidence for the work-preference model, and ad hoc evidence shows that art grants have a significant positive effect on the supply of arts hours. This finding supports arts policy and shows the impact of art grants on artists' motivation to work on their arts. The causality of wages on supply is demonstrated by estimating the effects of wage shocks (grants) on arts labor supply using fixed-effect and difference-in-difference methods." (Author's abstract, Published by arrangement with John Wiley & Sons) ((en))

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Bossler, Mario & Sandra Broszeit (2017): Do minimum wages increase job satisfaction? Micro data evidence from the new German minimum wage. In: Labour, Jg. 31, H. 4, S. 480-493., 2017-02-10. DOI:10.1111/labr.12117

Abstract

"In Deutschland wurde am 1. Januar 2015 der gesetzliche Mindestlohn von EURO 8.50 pro Arbeitsstunde eingeführt. Mit einer Analyse von Differenzen-in-Differenzen schätzen wir den Effekt auf Outcomes von anhaltend Beschäftigten. Die Ergebnisse zeigen einen deutlichen absoluten Anstieg in der Entlohnungszufriedenheit von betroffenen Personen. Änderungen in der generellen Jobzufriedenheit sind weitestgehend durch den Anstieg in der Entlohnungszufriedenheit getrieben, sodass nur ein kleiner Effekt auf andere Dimensionen der Jobzufriedenheit bestehen bleibt. Effekte des Mindestlohns auf den Arbeitseinsatz und die Bleibebereitschaft zeigen sich nicht." (Autorenreferat, IAB-Doku)

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Bryson, Alex & George MacKerron (2017): Are you happy while you work? In: The economic journal, Jg. 127, H. 599, S. 106-125. DOI:10.1111/ecoj.12269

Abstract

"Using a new data source permitting individuals to record their well-being via a smartphone, we explore within-person variance in individuals' well-being measured momentarily at random points in time. We find paid work is ranked lower than any of the other 39 activities individuals can report engaging in, with the exception of being sick in bed. Precisely how unhappy one is while working varies significantly with where you work; whether you are combining work with other activities; whether you are alone or with others; and the time of day or night you are working." (Author's abstract, IAB-Doku) ((en))

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Grund, Christian & Maike Rubin (2017): Social comparisons of wage increases and job satisfaction. In: Applied Economics, Jg. 49, H. 14, S. 1345-1350. DOI:10.1080/00036846.2016.1217311

Abstract

"We combine status quo and social comparison considerations and investigate whether relative wage increases in the sense of differences between individual wage increases and wage increases of comparable employees are related to managers' job satisfaction. Using a panel data set of managers in the German chemical industry, we indeed find first evidence. The relation between relative wage increases and job satisfaction is relevant for managers with lower absolute wage levels in particular." (Author's abstract, IAB-Doku) ((en))

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Hammermann, Andrea & Oliver Stettes (2017): Qualität der Arbeit in Europa. Eine empirische Analyse auf Basis des EWCS 2015. (IW-Report / Institut der Deutschen Wirtschaft Köln 2017,24), Köln, 46 S.

Abstract

"Die Arbeitszufriedenheit signalisiert, ob die Beschäftigten die Qualität des eigenen Arbeitsplatzes als gut einschätzen. Der Anteil der Arbeitnehmer in einem Land, die mit ihrer Arbeit zufrieden sind, ist damit ein Gradmesser für die Qualität der Arbeitsplätze in einer Volkswirtschaft insgesamt. Die Qualität der Arbeit ist vor diesem Hintergrund in der Europäischen Union und in den einzelnen Mitgliedstaaten hoch. Rund 86 Prozent der Arbeitnehmer in der Europäischen Union sind mit ihrem Beschäftigungsverhältnis zufrieden. In Deutschland sind es mit 88 Prozent etwas mehr. Dies entspricht dem Wert aus dem Jahr 2010. In vielen Ländern, insbesondere in Ostmitteleuropa, ist das Ausmaß der Arbeitszufriedenheit zwischen 2010 und 2015 von einem relativ niedrigen auf ein vergleichbares Niveau wie in Deutschland angestiegen. Für eine schleichende Verschlechterung der Qualität der Arbeit fehlt daher sowohl hierzulande als auch in der Europäischen Union insgesamt der empirische Beleg. Politischer Handlungsdruck existiert von dieser Seite nicht. Ökonometrische Schätzungen mit den Beschäftigtenstichproben für die Europäische Union und für Deutschland zeigen, dass die Wertschätzung und die Anerkennung, die in Geld, Aufstiegsperspektiven und Worten ausgedrückt werden, ein hohes Gewicht bei der Frage erhalten, ob ein Arbeitnehmer mit dem Job zufrieden ist. Eine ähnlich hohe Bedeutung fällt einem guten sozialen Umfeld am Arbeitsplatz zu. Die empirischen Befunde lassen zudem vermuten, dass vielerorts als eher belastend empfundene Arbeitsplatzmerkmale, die für sich genommen mit einer niedrigeren Arbeitszufriedenheit einhergehen, durch andere als unterstützend empfundene Arbeitsbedingungen kompensiert werden. Dadurch wird die Qualität der Arbeit von den Beschäftigten in diesen Fällen bei einer ganzheitlichen Betrachtung als gut wahrgenommen." (Autorenreferat, IAB-Doku)

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Henn, Sarah, Barbara Lochner & Christiane Meiner-Teubner (2017): Arbeitsbedingungen als Ausdruck gesellschaftlicher Anerkennung Sozialer Arbeit. (Jugendhilfe und Sozialarbeit), Frankfurt am Main, 58 S.

Abstract

"Wie ist es um die Arbeitsbedingungen in der Sozialen Arbeit bestellt? Zu dieser Frage gab es bislang nur vereinzelte empirische Befunde. Im Projekt 'Arbeitsbedingungen als Ausdruck gesellschaftlicher Anerkennung Sozialer Arbeit' haben die Autorinnen in Kooperation mit der GEW und der Max-Traeger-Stiftung den Forschungsstand aufbereitet und um eigene Analysen der Daten des DGB-Index Gute Arbeit und des Mikrozensus erweitert. Erstmals wird so ein systematischer Überblick über die Arbeitsbedingungen von Sozialarbeiterinnen und Sozialarbeitern in Deutschland vorgelegt.
Gegenstand der Untersuchung sind die drei Bereiche Anstellungsverhältnis (z. B. Einkommen, Sorge um die berufliche Zukunft), Belastungsmomente (z. B. Emotionale Anforderungen) sowie organisationale Rahmenbedingungen (z. B. Anteil der Verwaltungstätigkeit, Weiterbildungsmöglichkeiten). Dabei werden die Daten für die Beschäftigten in der Sozialen Arbeit mit denen der Erzieher_innen, Altenpfleger_innen sowie Lehrer_innen verglichen.
Die Ergebnisse zeigen u.a., dass die Sorge um die berufliche Zukunft im Vergleich mit den anderen Berufsgruppen deutlich erhöht ist. Unter den Beschäftigten in Sozial- und Erziehungsberufen beträgt der Durchschnitt 16 Prozent, die sich sehr häufig oder oft Sorgen um die berufliche Zukunft machen. Bei den Sozialarbeiter_innen ist es indes beinah jede/r Dritte (28 Prozent). Deutlich erhöht ist auch der Wunsch, den Arbeitgeber zu wechseln. Jede/r vierte Sozialarbeiter_in würde dies tun, wenn sie/er die Möglichkeit hätte.
Die Ergebnisse des Berichts lieferen vielfältige Informationen und Anstöße für die notwendige gesellschaftliche Debatte über die stärkere Anerkennung von sozialen Berufen." (Autorenreferat, IAB-Doku)

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Hofbauer, Reinhard & Michael Schwingsmehl (2017): Bedeutet hohe Arbeitszufriedenheit, dass die Arbeitsbedingungen gut sind? In: Momentum Quarterly, Jg. 6, H. 2, S. 85-106. DOI:10.15203/momentumquarterly.vol6.no2.p85-106

Abstract

"Die Qualität des Arbeitslebens ist eine wichtige Dimension der Lebensqualität und findet in vielen modernen Wohlfahrtsmaßen Berücksichtigung. Sowohl objektive als auch subjektive Indikatoren kommen bei der Messung der Arbeitsplatzqualität zur Anwendung. Anhand von Daten einer Bevölkerungsbefragung wird gezeigt, dass von hoher Arbeitszufriedenheit, die mittels Single-Item-Fragen gemessen wird, nicht einfach auf gute Arbeitsbedingungen geschlossen werden kann. Arbeitszufriedenheit erweist sich als komplexes Konstrukt, in dem Adaptions- und Vergleichsprozesse eine wichtige Rolle spielen." (Autorenreferat, IAB-Doku)

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Holmström, Bengt (2017): Pay for performance and beyond. In: The American economic review, Jg. 107, H. 7, S. 1753-1777. DOI:10.1257/aer.107.7.1753

Abstract

"Incentives are often associated with narrow financial rewards such as bonuses or executive stock options. But in general such rewards are just a small part of the design of incentives. Properly designed incentive systems have to take into account the full portfolio of activities that the agent can engage in, the array of instruments, many nonfinancial, that are available to influence individuals and consider the factors that motivate them in different settings. Thinking about incentives as a system of interacting instruments and influences has been a major advance in the economics of incentives in recent years. In this lecture I will describe the path from pay for performance to the broader view of incentive systems." (Author's abstract, IAB-Doku) ((en))

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Kampkötter, Patrick (2017): Performance appraisals and job satisfaction. In: The international journal of human resource management, Jg. 28, H. 5, S. 750-774. DOI:10.1080/09585192.2015.1109538

Abstract

"The research in this article is focused on formal performance appraisals (PA), one of the most important human resource management practices in firms. In detail, the study analyzes the effect of PAs on employees' overall job satisfaction. We are able to differentiate between appraisals that are linked to monetary outcomes, such as bonus payments and promotions, and appraisals that have no monetary consequences. Building on a representative, longitudinal sample of around 10,500 German employees, we apply fixed effects regressions that allow us to more closely estimate the causal effect of appraisals on job satisfaction compared to previous cross-sectional studies. We find a significantly positive effect of PAs on job satisfaction, which is primarily driven by appraisals linked to monetary outcomes. The results demonstrate that PAs linked to monetary outcomes are a powerful HR management tool that is appreciated by employees. Furthermore, we explore the moderating effects of personality traits (Big Five, locus of control) on the relationship between PAs and job satisfaction. The results show that if tangible benefits cannot be provided or are not tied to the assessment procedure, the use of appraisals with no monetary consequences can be detrimental for open-minded and self-determined employees, as appraisals could then potentially raise expectations that are not fulfilled. Theoretical and practical implications of these results are discussed." (Author's abstract, IAB-Doku) ((en))

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Pusch, Toralf & Miriam Rehm (2017): Positive Effekte des Mindestlohns auf Arbeitsplatzqualität und Arbeitszufriedenheit. In: Wirtschaftsdienst, Jg. 97, H. 6, S. 409-414. DOI:10.1007/s10273-017-2152-z

Abstract

"Über den Zusammenhang zwischen Mindestlöhnen und Änderungen bei der Arbeitsplatzqualität ist bisher wenig bekannt. Nach der Mindestlohneinführung in Deutschland stieg die Arbeitsplatzzufriedenheit insgesamt. Neben höheren Stunden- und Bruttolöhnen und verringerten Arbeitszeiten gibt es als möglichen Grund auch eine arbeitsorganisatorische Aufwertung der Arbeitsplätze. Bei bestehenden Beschäftigungsverhältnissen konnten Hinweise auf Verbesserungen beim Betriebsklima und einer mehr auf Mitarbeitermotivation setzenden Personalführung festgestellt werden. Zusammen mit der verbesserten Vereinbarkeit der Arbeit mit dem Privatleben sind diese Aspekte für die gestiegene Zufriedenheit bedeutender als die (ebenfalls höhere) Lohnzufriedenheit.
Der Beitrag basiert auf einem umfangreicheren Artikel für das im Herbst 2017 erscheinende Schwerpunktheft 'Mindestlöhne in Deutschland -- Erfahrungen und Analysen' der WSI-Mitteilungen, Nr. 7/2017." (Autorenreferat, © Springer-Verlag)

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Pusch, Toralf & Miriam Rehm (2017): Mindestlohn, Arbeitsqualität und Arbeitszufriedenheit. In: WSI-Mitteilungen, Jg. 70, H. 7, S. 491-498. DOI:10.5771/0342-300X-2017-7-491

Abstract

"Der Zusammenhang von Mindestlöhnen und Arbeitsplatzqualität bzw. -zufriedenheit wurde bisher kaum untersucht. Von der arbeitsmarktökonomischen Theorie der ausgleichenden Lohnunterschiede und der Forschung zu high road/low road-Strategien des Produktionsregimes werden entgegengesetzte Zusammenhänge zwischen Lohn und Arbeitsplatzqualität prognostiziert. In der eher qualitativ orientierten Literatur wurde aber ein Zusammenhang von Mindestlöhnen und Produktivitätsentwicklung gezeigt. Die Autoren untersuchen diese Zusammenhänge mit Daten des IAB-Panels Arbeitsmarkt und Soziale Sicherung (PASS). Differenzen-in-Differenzen-Schätzungen für die vom Mindestlohn erfassten Beschäftigten zeigen, dass sich auch die subjektive Einschätzung der Arbeitsplatzqualität relativ zur Kontrollgruppe verbesserte: Trotz gestiegener Arbeitsbelastung waren die vom Mindestlohn erfassten Beschäftigten zufriedener mit der Personalführung, dem Betriebsklima, mit ihrem Lohn sowie mit der Arbeit insgesamt. Diese Ergebnisse stehen eher im Einklang mit dem high road/low road-Ansatz als mit der Theorie der ausgleichenden Lohnunterschiede." (Autorenreferat, IAB-Doku)

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(2017): How's life? 2017. Measuring well-being. (How's life? 04), Paris, 458 S. DOI:10.1787/how_life-2017-en

Abstract

"Alle zwei Jahre stellt die OECD die Frage: Wie ist das Leben? Wie steht es um Einkommen und Beschäftigung, aber auch Wohnen, Gesundheit, Bildung, den sozialen Zusammenhalt oder die Work-Life-Balance? Die aktuelle Untersuchung zeigt: In den letzten zehn Jahren hat sich die Lebensqualität in vielen Bereichen verbessert, doch es gibt auch rückläufige Entwicklungen und vor allem Unterschiede nach Geschlecht und Bildungsniveau.
Die OECD-Studie 'How's Life? 2017' analysiert mithilfe von 50 international vergleichbaren Indikatoren jenseits des Bruttoinlandsprodukts die Lebensbedingungen der Menschen in den 35 OECD- und sechs Partnerländern. Ein Kapitel befasst sich mit der Situation von Migranten. Ein weiteres Kapitel präsentiert die Ergebnisse der einzelnen Länder." (Autorenreferat, IAB-Doku)

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(2017): Arbeitsqualität in Zeitarbeitsverhältnissen. Abschlussbericht. (Bundesministerium für Arbeit und Soziales. Forschungsbericht 486), Berlin, 313 S.

Abstract

"Der vorliegende Projektbericht bietet eine umfassende Analyse zur Arbeitszufriedenheit und Arbeitsqualität in der Zeitarbeit, sowie potenzieller Einflussfaktoren und damit Anforderungen an das Personalmanagement auf dem betrachteten Teilarbeitsmarkt. Von besonderem Interesse sind hierbei die betrieblichen Strukturmerkmale und Vorgehensweisen bei der Gestaltung des Verleihprozesses und des Personalmanagements in der Zeitarbeit sowie mögliche betriebliche Ansatzpunkte zur Verbesserung der Arbeitsbedingungen sowie der Arbeitszufriedenheit und Arbeitsqualität.
Die empirische Grundlage der Untersuchung bildete die kombinierte Auswertung qualitativer Fallstudien, eigener repräsentativer Befragungen unter Zeitarbeitsbetrieben und Zeitarbeitnehmern/-innen sowie zentraler Ergebnisse zweier weiterer Erhebungen, die ebenfalls im Auftrag des BMAS zu verschiedenen Aspekten der Arbeitsqualität durchgeführt wurden." (Autorenreferat, IAB-Doku)

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Bossler, Mario & Sandra Broszeit (2016): Do minimum wages increase job satisfaction? Micro data evidence from the new German minimum wage. (IAB-Discussion Paper 15/2016), Nürnberg, 20 S.

Abstract

"In Deutschland wurde am 1. Januar 2015 der gesetzliche Mindestlohn von EURO 8.50 pro Arbeitsstunde eingeführt. Mit einer Analyse von Differenzen-in-Differenzen schätzen wir den Effekt auf Outcomes von anhaltend Beschäftigten. Die Ergebnisse zeigen einen deutlichen absoluten Anstieg in der Entlohnungszufriedenheit von betroffenen Personen. Änderungen in der generellen Jobzufriedenheit sind weitestgehend durch den Anstieg in der Entlohnungszufriedenheit getrieben, sodass nur ein kleiner Effekt auf andere Dimensionen der Jobzufriedenheit bestehen bleibt. Effekte des Mindestlohns auf den Arbeitseinsatz und die Bleibebereitschaft zeigen sich nicht." (Autorenreferat, IAB-Doku)

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Carr, Stuart C., Jane Parker, James Arrowsmith & Paul A. Watters (2016): The living wage. Theoretical integration and an applied research agenda. In: International Labour Review, Jg. 155, H. 1, S. 1-24. DOI:10.1111/j.1564-913X.2015.00029.x

Abstract

"The concept of a living wage is defined by quality of life and work life, not merely economic subsistence. It extends to adequate participation in organizational and social life. In development economics, these crucial components of 'decent work' connect with 'capabilities', whose development is important to individuals, organizations and society. However, the links between income and capabilities remain unknown, and living wages are often set by fiat. By integrating theories from development studies, management, psychology and employment relations into a single concentric, contingency model, the authors derive a series of propositions with which to test this context-sensitive model in empirical research." (Author's abstract, Published by arrangement with John Wiley & Sons) ((en))

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Diriwächter, Patric & Elena Shvartsman (2016): The anticipation and adaptation effects of intra- and interpersonal wage changes on job satisfaction. (CESifo working paper 866), München, 31, III S.

Abstract

"This paper analyses how individual job satisfaction is affected by wage changes. In order to account for potential dynamic effects of wage changes on job satisfaction, we include lead and lag effects of income changes in our analysis. Furthermore, we examine the role of social comparisons, i.e., how an individual's job satisfaction is driven not only by changes in his wages, but also by the size of these changes relative to wage changes within his reference group. Results from an individual fixed effects regression indicate that wage increases have a statistically significant positive effect on job satisfaction. This effect exhibits a dynamic pattern. We observe an anticipation effect of a positive wage change, i.e., individuals are more satisfied with their job one year ahead of the wage increase. Also, we find statistically significant positive, but declining effects on job satisfaction four years after the wage increase, i.e., partial adaptation. We find that an additional increase in job satisfaction is obtained when the individual's wage increase exceeds the average wage increase for his reference group. However, this effect does not appear to persist, as it is only statistically significant in the first period after the wage change." (Author's abstract, IAB-Doku) ((en))

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Grund, Christian & Maike Rubin (2016): Social comparisons of wage increases and job satisfaction. (IZA discussion paper 10038), Bonn, 15 S.

Abstract

"We combine status quo and social comparison considerations and investigate whether relative wage increases in the sense of differences between individual wage increases and wage increases of comparable employees are related to managers' job satisfaction. Using a panel data set of managers in the German chemical industry, we indeed find first evidence. The relation between relative wage increases and job satisfaction is relevant for managers with lower absolute wage levels in particular." (Author's abstract, IAB-Doku) ((en))

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Narisada, Atsushi & Scott Schieman (2016): Underpaid but satisfied. The protective functions of security. In: Work and occupations, Jg. 43, H. 2, S. 215-255. DOI:10.1177/0730888415625332

Abstract

"Roughly half of American workers report feeling underpaid. Equity and distributive justice theory and research suggests that perceived underpayment is associated with more job dissatisfaction. However, no population-based research has examined the situational factors that may protect individuals from the harmful effects of perceived underpayment. Using data from a national sample of American workers, this study examines the extent to which forms of security modify the association between perceived underpayment and job dissatisfaction. Results indicate that while perceived underpayment is associated with more job dissatisfaction, each of the following attenuates that association: job security, financial security, and employment in the public sector. This provides a novel theoretical elaboration and extension." (Author's abstract, IAB-Doku) ((en))

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Parker, Kelsey N. & Bradley J. Brummel (2016): Examining the curvilinear relationship between income and job and pay satisfaction. In: Journal of personnel psychology, Jg. 15, H. 4, S. 164-173. DOI:10.1027/1866-5888/a000162

Abstract

"Previous research has shown that income is related to both job satisfaction and pay satisfaction. However, this research has assumed that these relationships are linear. The current study investigated whether the relationship between income and job and pay satisfaction might be better understood using curvilinear models. Self-report data was obtained from 25,465 working adults in the US using a company rating web site, www.careerbliss.com. Results indicated that the relationship between income and job satisfaction was linear. However, income and pay satisfaction were found to have a significant curvilinear relationship such that people began reporting decreased pay satisfaction above income levels of $260,000. Additionally, supplementary analyses demonstrated that other facets of job satisfaction also had significant curvilinear relationships with income." (Author's abstract, © 2016 Hogrefe Verlag) ((en))

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Wolter, Stefanie, Sandra Broszeit, Corinna Frodermann, Philipp Grunau & Lutz Bellmann (2016): Befragung von Betrieben und Beschäftigten: Mehr Zufriedenheit und Engagement in Betrieben mit guter Personalpolitik. (IAB-Kurzbericht 16/2016), Nürnberg, 6 S.

Abstract

"Betriebe in Deutschland sind angesichts der Konkurrenz um Fachkräfte zunehmend herausgefordert, ihren Beschäftigten ein hohes Maß an guten Arbeitsbedingungen zu bieten. Die wahrgenommene Arbeitsqualität ist ein Zeichen von Arbeitgeberattraktivität und hängt stark mit guter Personalführung zusammen. In dem Kurzbericht wird unter anderem die Verbreitung von Arbeitsbelastungen wie starker Termindruck, Informationsflut, unangenehme Umgebungsbedingungen und körperliche Anstrengungen am Arbeitsplatz untersucht. Die Ergebnisse zeigen, dass Betriebe, die Personalpolitik klug einsetzen, engagiertere und zufriedenere Beschäftigte haben." (Autorenreferat, IAB-Doku)

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Block, Jörn H., José María Millán, Concepción Román & Haibo Zhou (2015): Job satisfaction and wages of family employees. In: Entrepreneurship Theory and Practice, Jg. 39, H. 2, S. 183-207. DOI:10.1111/etap.12035

Abstract

"Although they represent a sizable occupational group, little is known about family employees. Using utility theory and the theory of compensating wage differentials, we hypothesize that family employees have higher levels of job satisfaction and lower wages relative to regular employees. We present several regressions based on a large cross-country panel data set that support our hypotheses, and we discuss our study's implications for research on family businesses and the labor market." (Author's abstract, IAB-Doku) ((en))

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Brenke, Karl (2015): Die große Mehrzahl der Beschäftigten in Deutschland ist mit ihrer Arbeit zufrieden. In: DIW-Wochenbericht, Jg. 82, H. 32/33, S. 715-722.

Abstract

"Die allermeisten Erwerbstätigen bewerten ihre berufliche Tätigkeit positiv; nur jeder Achte ist mit ihr unzufrieden. An diesem Bild hat sich in den vergangenen 20 Jahren nichts verändert. Es zeigen sich kaum Unterschiede im Ausmaß der Zufriedenheit zwischen den Geschlechtern, zwischen den Beschäftigten in Westdeutschland und Ostdeutschland sowie zwischen den verschiedenen Altersgruppen. Auch die Höhe der Entlohnung sowie die Art der ausgeübten Tätigkeit haben keinen starken Einfluss auf die Zufriedenheit mit dem Job. Bei der Bewertung einer beruflichen Tätigkeit spielen nicht nur deren Eigenschaften eine Rolle, sondern auch die Einschätzungen der Beschäftigten darüber, was der Job ihnen bieten sollte. Dem entsprechend wird die Arbeitszufriedenheit erheblich von Gefühlen und persönlichen Eigenheiten beeinflusst. Unzufrieden mit ihrer Arbeit sind relativ häufig Personen, die oft ängstlich oder ärgerlich sind, die sich vergleichsweise selten glücklich fühlen und die weniger optimistisch in die Zukunft schauen. Personen, die mit ihrer Arbeit unzufrieden sind, neigen häufiger zum Jobwechsel, und dadurch steigt in vielen Fällen die Zufriedenheit. Es gibt aber auch nicht wenige Personen, die an ihrer Stelle festhalten, und dennoch im Laufe der Zeit zufriedener werden. Vermutlich arrangieren sie sich mit den Gegebenheiten." (Autorenreferat, IAB-Doku)

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Brown, Sarah, Daniel Gray & Jennifer Roberts (2015): The relative income hypothesis. A comparison of methods. In: Economics letters, Jg. 130, H. May, S. 47-50. DOI:10.1016/j.econlet.2015.02.031

Abstract

"Studies of the relative income hypothesis find positive and negative effects of relative income. To facilitate comparisons we use a large household panel and highlight the sensitivity of the relative income effect to the definition of the reference group and to the estimation strategy employed." (Author's abstract, IAB-Doku) ((en))

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Gaspar, Claudia & Detlef Hollmann (2015): Bedeutung der Arbeit. Ergebnisse der Befragung. Gütersloh, 16 S.

Abstract

"Unsere Arbeitswelt befindet sich im Wandel. Megatrends wie der Demografische Wandel, Digitalisierung, der zunehmende globale Wettbewerb, Individualisierung sowie neue Kommunikations- und Produktionsprozesse sind nicht nur eine Herausforderung für die Gesellschaft insgesamt, sondern wirken sich auch unmittelbar auf unsere Arbeitswelt aus. Doch wie sehen die deutschen Erwerbstätigen die Berufswelt und welchen Stellenwert nimmt Arbeit in ihrem Leben ein?" (Autorenreferat, IAB-Doku)

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Gerdes, Johann & Alexandra Wagner (2015): Arbeitsqualität aus der Sicht von jungen Beschäftigten. 6. Sonderauswertung zum DGB-Index Gute Arbeit. Berlin, 35 S.

Abstract

"Einen sicheren Arbeitsplatz haben, sich mit eigenen Ideen einbringen und einer sinnvollen Aufgabe nachgehen: So wünschen sich junge Menschen ihren Job. Die Realität sieht oft anders aus: Viele arbeiten befristet, machen regelmäßig Überstunden und stehen stark unter Druck. Das zeigt eine repräsentative Studie zur Arbeitsqualität bei jungen Menschen." (Autorenreferat, IAB-Doku)

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Goerke, Laszlo & Markus Pannenberg (2015): Direct evidence for income comparisons and subjective well-being across reference groups. In: Economics Letters, Jg. 137, H. December, S. 95-101. DOI:10.1016/j.econlet.2015.10.012

Abstract

"This note provides evidence for the relationship between income comparisons and subjective well-being (SWB), using novel German data on self-reported comparison intensity and perceived relative income for seven reference groups. We find negative correlations between comparison intensity and SWB for colleagues, people in the same occupation and friends, but not for other reference groups, such as neighbours. Work-related income comparisons are mostly upwards and there is a strong negative correlation between perceiving to earn less than the reference group and SWB." (Author's abstract, © 2016 Elsevier) ((en))

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Haile, Getinet Astatike (2015): Workplace job satisfaction in Britain. Evidence from linked employer-employee data. In: Labour, Jg. 29, H. 3, S. 225-242. DOI:10.1111/labr.12054

Abstract

"The paper examines the nature of workplace job satisfaction in Britain using an 'overall' and domain-specific job satisfaction outcomes from linked employer - employee data. A measure of aggregate job satisfaction alone might mask domain-specific differences in satisfaction, something the combined approach in this paper addresses. As well as controlling for a rich set of correlates on employees and their workplaces, the paper deploys alternative empirical models that account for employee- and workplace-level unobserved heterogeneity. The paper reports interesting results on the link between job satisfaction and observed as well as unobserved characteristics of employees and their workplaces." (Author's abstract, IAB-Doku) ((en))

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Levitt, Steven D. & Susanne Neckermann (2015): What field experiments have and have not taught us about managing workers. In: Oxford review of economic policy, Jg. 30, H. 4, S. 639-657. DOI:10.1093/oxrep/grv003

Abstract

"This paper reviews the field experimental evidence on firm - employee relationships. There is strong evidence that output rises in response to financial incentives, but more mixed support for worker reciprocity in response to employer generosity. Non-financial approaches, such as worker recognition or adding 'meaning' to mundane tasks, can also increase output. Social relations are central to how firms function and have been shown to have an important impact on the design of incentive schemes. What we do not know, however, far exceeds that which we have learned. A broad swathe of important topics, including recruiting, worker promotion, and training, are virtually untouched thus far by field experiments." (Author's abstract, IAB-Doku) ((en))

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Spencer, Marilyn, Deniz Gevrek, Valrie Chambers & Randall Bowden (2015): Labor supply and productivity responses to non-salary benefits. Do they work? If so, at what level do they work best? (IZA discussion paper 9153), Bonn, 41 S.

Abstract

"This study explores the impact of a particular low marginal-cost employee benefit on employees' intended retention and performance. By utilizing a unique data set constructed by surveying full-time faculty and staff members at a public university in the United States, we study the impact of this employee benefit on faculty and staff performance and retention. We focus on the impact of reduction in dependent college tuition at various levels on employees' intentions to work harder and stay at their current job by using both OLS and Ordered Probit models. We also simulate the direct opportunity cost (reduction in revenue) in dollars and as a percent of total budgeted revenue to facilitate administrative decision making. The results provide evidence that for institutions where employee retention and productivity are a priority, maximizing or offering dependent college tuition waiver may be a relatively low-cost benefit to increase intended retention and productivity. In addition, the amount of the tuition waiver, number of dependents and annual salary are statistically significant predictors of intended increased productivity and intent to stay employed at the current institution. Employee retention and productivity is a challenge for all organizations. Although pay, benefits, and organizational culture tend to be key indicators of job satisfaction, little attention is given to specific types of benefits. This study is the first comprehensive attempt to explore the relationship between the impact of this low-cost employee benefit and employee performance and retention in a higher education institution in the United States." (Author's abstract, IAB-Doku) ((en))

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Clark, Andrew E., Sarah Flèche & Claudia Senik (2014): Economic growth evens-out happiness. Evidence from six surveys. (CEP discussion paper 1306), London, 36 S.

Abstract

"In spite of the great U-turn that saw income inequality rise in Western countries in the 1980s, happiness inequality has dropped in countries that have experienced income growth (but not in those that did not). Modern growth has reduced the share of both the 'very unhappy' and the 'perfectly happy'. The extension of public amenities has certainly contributed to this greater happiness homogeneity. This new stylized fact comes as an addition to the Easterlin paradox, offering a somewhat brighter perspective for developing countries." (Author's abstract, IAB-Doku) ((en))

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Edmans, Alex, Lucius Li & Chendi Zhang (2014): Employee satisfaction, labor market flexibility, and stock returns around the world. (NBER working paper 20300), Cambridge, Mass., 41 S. DOI:10.3386/w20300

Abstract

"We study the relationship between employee satisfaction and abnormal stock returns around the world, using lists of the 'Best Companies to Work For' in 14 countries. We show that employee satisfaction is associated with positive abnormal returns in countries with high labor market flexibility, such as the U.S. and U.K., but not in countries with low labor market flexibility, such as Germany. These results are consistent with high employee satisfaction being a valuable tool for recruitment, retention, and motivation in flexible labor markets, where firms face fewer constraints on hiring and firing. In contrast, in regulated labor markets, legislation already provides minimum standards for worker welfare and so additional expenditure may exhibit diminishing returns. The results have implications for the differential profitability of socially responsible investing ('SRI') strategies around the world. In particular, they emphasize the importance of taking institutional features into account when forming such strategies." (Author's abstract, IAB-Doku) ((en))

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Eichmann, Hubert & Bernhard Saupe (2014): Überblick über Arbeitsbedingungen in Österreich. Follow-up-Studie. (Sozialpolitische Studienreihe 15), Wien, 399 S.

Abstract

"Auf Basis einer breit angelegten Literaturanalyse u. a. mit Sekundäranalysen aus Repräsentativdatensätzen wird ein aktueller Überblick über Arbeits- und Beschäftigungsbedingungen in Österreich erarbeitet. Das abzudeckende Themenspektrum reicht von Beschäftigungsformen, Arbeitszeiten, Einkommen, Arbeitsorganisation, Gesundheit, Weiterbildung bis hin zu subjektiven Einschätzungen der Arbeitsqualität. Darüber hinaus erfolgt eine Einordnung Österreichs im europäischen Vergleich. Die Studie ist als Follow-up des 2010 publizierten Bandes 4 der Sozialpolitischen Studienreihe des BMASK angelegt. Im besonderen Fokus stehen die Entwicklung seit Ausbruch der Finanz- und Wirtschaftskrise und damit einhergehende Veränderungen bei Arbeitsbedingungen." (Autorenreferat, IAB-Doku)

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Eichmann, Hubert & Bernhard Saupe (2014): "Momentan ist es noch ganz okay..." Arbeitswelten und Berufsverläufe von jungen Erwerbstätigen mit mittleren Bildungsabschlüssen. (FORBA-Forschungsbericht 2014,01), Wien, 104 S.

Abstract

"In dieser Studie untersuchen wir Erwerbsarbeitsformen und Berufsbiografien von jungen Erwachsenen unter 35 Jahren in Österreich, mit einem besonderen Fokus auf Personen mit mittleren Bildungsabschlüssen. Anlass für dieses Projektvorhaben war eine eigene Untersuchung zu Praktika bzw. zur 'Generation Praktikum' in Österreich (Eichmann/Saupe 2011). Während schlecht entlohnte Arbeitsverhältnisse bei Studierenden bzw. Graduierten medialer Dauerbrenner sind, ist der Wissensstand über Strukturen von (atypischen) Arbeitsverhältnissen bei der wesentlich größeren Gruppe junger Erwachsener unterhalb des Hochschulniveaus vergleichsweise bescheiden. Diese 'mittleren' Gruppen sind im Vergleich zu einerseits (angehenden) HochschulabsolventInnen und andererseits Jugendlichen ohne abgeschlossene Berufsausbildung oder sonstigen Problemgruppen wenig erforscht." (Textauszug, IAB-Doku)

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Hammermann, Andrea & Alwine Mohnen (2014): Who benefits from benefits? Empirical research on tangible incentives. In: Review of Managerial Science, Jg. 8, H. 3, S. 327-350. DOI:10.1007/s11846-013-0107-3

Abstract

"Although a broad field of literature on incentive theory exists, economic research on employer-provided tangible goods (hereafter called benefits) is still in its infancy. The empirical study by Oyer (Res Labor Econ 28:429–467, 2008) is one of few exceptions focusing empirically on the dispersion of tangible incentives. In our study, we test some of his findings by drawing on a German data set. We use two waves of the German Socio-Economic Panel data (2006, 2008) to analyze the occurrence of benefits and their effects on employees’ satisfaction. Our results provide evidence for economic as well as psychological explanations. Looking at differences in firms’ and employees’ characteristics we find that cost efficiency concerns, the purpose to signal good working conditions and the aim to ease employees’ effort costs are evident reasons to provide benefits. Furthermore, analyzing the impact of tangible and monetary incentives on satisfaction and employees’ feeling of being acknowledged by employers, we find different motivational effects. Our results support the psychological explanation that benefits are evaluated separately from other monetary wage components and are more likely to express employers ’ concern for their employees and recognition of their performance." (Author's abstract, IAB-Doku) ((en))

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Holler, Markus (2014): DGB-Index Gute Arbeit: Der Report 2013. Wie die Beschäftigten die Arbeitsbedingungen in Deutschland beurteilen. Mit dem Themenschwerpunkt: Unbezahlte Arbeit. (DGB-Index Gute Arbeit 08), Berlin, 23 S.

Abstract

"Der Arbeitsmarkt scheint sich zu entspannen - nicht jedoch die Arbeitsbedingungen. Bei den Belastungen am Arbeitsplatz zeigen sich seit Jahren Spitzenwerte. Mehr als 60 Prozent der Beschäftigten müssen immer mehr Arbeit in der gleichen Zeit schaffen. 56 Prozent arbeiten gehetzt und nur knapp die Hälfte glaubt daran, bis zum Rentenalter durchhalten zu können. Das sind die zentralen Ergebnisse des DGB-Index Gute Arbeit 2013." (Autorenreferat, IAB-Doku)

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Kosfeld, Michael, Susanne Neckermann & Xiaolan Yang (2014): Knowing that you matter, matters! The interplay of meaning, monetary incentives, and worker recognition. (IZA discussion paper 8055), Bonn, 27 S.

Abstract

"We manipulate workers' perceived meaning of a job in a field experiment. Half of the workers are informed that their job is important, the other half are told that their job is of no relevance. Results show that workers exert more effort when meaning is high, corroborating previous findings on the relationship between meaning and work effort. We then compare the effect of meaning to the effect of monetary incentives and of worker recognition via symbolic awards. We also look at interaction effects. While meaning outperforms monetary incentives, the latter have a robust positive effect on performance that is independent of meaning. In contrast, meaning and recognition have largely similar effects but interact negatively. Our results are in line with image-reward theory (Bénabou and Tirole 2006) and suggest that meaning and worker recognition operate via the same channel, namely image seeking." (Author's abstract, IAB-Doku) ((en))

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Bjørnskov, Christian, Axel Dreher, Justina A.V. Fischer, Jan Schnellenbach & Kai Gehring (2013): Inequality and happiness. When perceived social mobility and economic reality do not match. In: Journal of Economic Behavior and Organization, Jg. 91, H. July, S. 75-92. DOI:10.1016/j.jebo.2013.03.017

Abstract

"We argue that perceived fairness of the income generation process affects the association between income inequality and subjective well-being, and that there are systematic differences in this regard between countries that are characterized by a high or, respectively, low level of actual fairness. Using a simple model of individual labor market participation under uncertainty, we predict that high levels of perceived fairness cause higher levels of individual welfare, and lower support for income redistribution. Income inequality is predicted to have a more favorable impact on subjective well-being for individuals with high fairness perceptions. This relationship is predicted to be stronger in societies that are characterized by low actual fairness. Using data on subjective well-being and a broad set of fairness measures from a pseudo micro-panel from the WVS over the 1990 - 2008 period, we find strong support for the negative (positive) association between fairness perceptions and the demand for more equal incomes (subjective well-being). We also find strong empirical support for the predicted differences in individual tolerance for income inequality, and the predicted influence of actual fairness." (Author's abstract, IAB-Doku) ((en))

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Bryson, Alex & Michael White (2013): Not so dissatisfied after all? The impact of union coverage on job satisfaction. (NIESR discussion paper 412), London, 27 S.

Abstract

"The links between unionisation and job satisfaction remain controversial. In keeping with the existing literature we find strong statistically significant negative correlations between unionisation and overall job satisfaction. However, in contrast to the previous literature we find that once one accounts for fixed unobservable differences between covered and uncovered employees, union coverage is positively and significantly associated with satisfaction with pay and hours of work. Failure to account for fixed unobservable differences between covered and uncovered employees leads to a systematic underestimate of the positive effects of coverage on job satisfaction for both union members and non-members. It seems union coverage has a positive impact on job satisfaction that is plausibly causal." (Author's abstract, IAB-Doku) ((en))

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Grund, Christian & Andreas Schmitt (2013): Works councils, wages and job satisfaction. In: Applied Economics, Jg. 45, H. 3, S. 299-310. DOI:10.1080/00036846.2011.597735

Abstract

"We investigate the effects of works councils on employees' wages and job satisfaction in general and for subgroups with respect to sex and occupational status. Making use of a German representative sample of employees, we find that employees, who move to a firm with a works council, report increases in job satisfaction, but do not receive particular wage increases. Especially the job satisfaction of female employees is affected by a change in works council status. However, we do not find support for the hypothesis that the introduction of a works council itself increases wages or job satisfaction for the employees staying at the firm." (Author's abstract, IAB-Doku) ((en))

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Krieg, John M., Charles S. Wassell, David W. Hedrick & Steven E. Henson (2013): Collective bargaining and faculty job satisfaction. In: Industrial relations, Jg. 52, H. 3, S. 619-644. DOI:10.1111/irel.12027

Abstract

"Estimates of the impact of union membership on job satisfaction suffer from nonrandom self-selection of employees into unions. In this paper, we circumvent this problem by examining the impact on satisfaction of collective bargaining representation, rather than of union membership. We use a two-stage technique that controls for nonrandom selection of faculty into institutions, and apply that to a panel of faculty at repeatedly observed four-year universities. We find that bargaining agreements increase satisfaction with compensation but reduce satisfaction with faculty workload. Bargaining has no statistically measurable impact on overall job satisfaction or on faculty's satisfaction with their authority to make decisions regarding their instructional duties." (Author's abstract, IAB-Doku) ((en))

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Linz, Susan & Anastasia Semykina (2013): Job satisfaction, expectations, and gender. Beyond the European Union. In: International journal of manpower, Jg. 34, H. 6, S. 584-615. DOI:10.1108/IJM-06-2013-0149

Abstract

"Do gender differences in expected rewards contribute to gender differences in job satisfaction?
Design/methodology/approach - This paper utilizes data collected from over 9,400 employees in five economically and culturally diverse former socialist economies, first, to determine whether there are gender differences in desired and expected rewards, and second, to assess whether the link between job satisfaction and expected reward varies by gender or reward desirability.
Findings - This paper finds that for women, job satisfaction is positively linked to both extrinsic and intrinsic rewards, but for men, job satisfaction tends to be positively linked to extrinsic rewards. When reward desirability is included, more often for women than for men, non-monetary rewards are positively linked to job satisfaction regardless of whether they are viewed as desirable. Among men, the link between job satisfaction and a particular reward tends to be stronger if the reward is desired, although for job security this result holds for women as well. While own earnings tend to be positively linked to job satisfaction, comparison earnings are not statistically significant among most groups of respondents. Finally, we find that the magnitude of the estimated partial effect of increasing the expectation of receiving a particular reward tends to be greater for men than for women.
Research limitations/implications - By focussing on gender difference results that are common across these five diverse countries, we are able to add information that will prove useful in developing a more global perspective of factors influencing job satisfaction and worker performance.
Originality/value - This paper identifies gender differences in desired and expected rewards, both intrinsic and extrinsic, enabling us to more systematically explore gender differences in the link between job satisfaction, expectations, and reward desirability. Because our data come from employees in over 600 workplaces, we are able to control for an extensive number of worker, job, and workplace characteristics, which allows us to investigate in more detail, not only our primary objective - gender differences in the link between job satisfaction and expected rewards - but also several related topics: the proposition that women generally have lower workplace expectations, the link between job satisfaction and comparison earnings, for example." (Author's abstract, IAB-Doku) ((en))

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Meer, Peter H. van der & Rudi Wielers (2013): What makes workers happy? In: Applied Economics, Jg. 45, H. 3, S. 357-368. DOI:10.1080/00036846.2011.602011

Abstract

"This article answers the question what makes workers happy? It does so by combining insights from micro-economics, sociology and psychology. Basis is the standard utility function of a worker that includes income and hours of work and is elaborated with job characteristics. In this way it is possible to answer whether part-time workers are happier than full-time workers. The utility function is estimated on basis of the European Social Survey 2004 which contains all necessary information. The results show that workers optimize income and hours of work as predicted by micro-economics, but also that part-time workers are happier than full-time workers. Challenging work with a high level of autonomy makes the workers happy, work pressure makes workers unhappy. Higher educated workers are unhappier than lower educated workers, we find a negative effect of education, but this is compensated by the type of jobs these higher educated hold." (Author's abstract, IAB-Doku) ((en))

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Poggi, Ambra (2013): Within-establishment wage inequality and satisfaction. (Economics. Discussion papers 2013-28), Kiel, 17 S.

Abstract

"The aim of this paper is to provide fresh empirical evidence of the mechanisms through which wage inequality affects worker satisfaction. Theoretically, wages of others may affect workers' utility for two main reasons: Workers may derive well-being from their social status (comparison hypothesis) and/or they may use others wages to help predict their own future wage (information hypothesis). Both hypotheses are tested. To achieve her aims, the author models individual utility from pay as a function of a worker's own wage and the earnings of all other workers within the same establishment, and she estimates the model using British employer-employee data. Incomplete information about others wages is assumed. The author finds that the comparison effects matter. Of most interest, she provides some first evidence about a positive relation between well-being and inequality. Her results are robust within the different specifications and different definitions of the reference group." (Author's abstract, IAB-Doku) ((en))

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Balz, Anne & Kristina Krell (2012): Unsicherheit des Arbeitsplatzes mindert Arbeitszufriedenheit besonders in Deutschland. Vergleichende Analysen zur Wahrnehmung und Bewertung der Arbeitsbedingungen in Europa. In: Informationsdienst Soziale Indikatoren H. 48, S. 11-15.

Abstract

"Die Arbeitsbedingungen und Qualität von Arbeitsplätzen sind immer wieder Gegenstand öffentlicher Diskussionen. Auf der einen Seite sind durch äußere Zwänge wie technischer Fortschritt und die Globalisierung induzierte Veränderungen der Arbeitswelt unvermeidbar, auf der anderen Seite stellt sich die Frage, was den Erwerbstätigen zugemutet werden kann. Besonders von Gewerkschaftsseite wird der Fokus immer wieder auf die Belastungen gerichtet, denen Erwerbstätige heute ausgesetzt sind. Zunehmende Befristungsquoten und daraus entstehende Jobunsicherheit, flexiblere Arbeitszeiten und eine mit dem technischen Wandel einhergehende permanente Erreichbarkeit sowie die verlängerte Lebensarbeitszeit durch Erhöhung des Rentenalters sind nur einige Beispiele für veränderte Belastungen, denen Erwerbstätige heute ausgesetzt sind. Da die Erwerbstätigkeit einen zentralen Aspekt des Lebens darstellt, nicht zuletzt weil die Menschen einen Großteil des Tages damit verbringen und Arbeit neben ökonomischen Ressourcen auch Status und Sinn vermittelt, sind die Arbeitsbedingungen für die Lebensqualität und das Wohlbefinden der Erwerbstätigen insgesamt von erheblicher Bedeutung. In welchem Umfang die Erwerbstätigen in Deutschland und den übrigen Ländern der EU tatsächlich von belastenden Arbeitsbedingungen betroffen sind und wie sie ihre Arbeitsplatzsituation subjektiv wahrnehmen und bewerten, wird im vorliegenden Beitrag näher untersucht." (Autorenreferat, IAB-Doku)

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Bryson, Alex, Erling Barth & Harald Dale-Olsen (2012): Do higher wages come at a price? In: Journal of economic psychology, Jg. 33, H. 1, S. 251-263. DOI:10.1016/j.joep.2011.10.005

Abstract

"Using linked employer-employee data for Britain we find that higher wages are associated with higher job satisfaction and higher job anxiety. The association between wages and non-pecuniary job satisfaction disappears with the inclusion of effort measures whereas the positive association between wages and job anxiety remains strong and significant providing no support for a compensating differential explanation, but rather for a 'gift exchange' type of reciprocal behaviour. No support is found for the proposition that within-workplace wage differentials are a source of job anxiety." (Author's abstract, IAB-Doku) ((en))

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Card, David, Alexander Mas, Enrico Moretti & Emmanuel Saez (2012): Inequality at work. The effect of peer salaries on job satisfaction. In: The American economic review, Jg. 102, H. 6, S. 2981-3003. DOI:10.1257/aer.102.6.2981

Abstract

"We study the effect of disclosing information on peers' salaries on workers' job satisfaction and job search intentions. A randomly chosen subset of employees of the University of California was informed about a new website listing the pay of University employees. We find an asymmetric response to the information about peer salaries: workers with salaries below the median for their pay unit and occupation report lower pay and job satisfaction, while those earning above the median report no higher satisfaction. Likewise, below-median earners report a significant increase in the likelihood of looking for a new job, while above-median earners are unaffected. Thus, job satisfaction depends on relative pay comparisons, and this relationship is nonlinear." (Text excerpt, IAB-Doku) ((en))

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Hammermann, Andrea & Alwine Mohnen (2012): Who benefits from benefits? Empirical research on tangible incentives. (IZA discussion paper 6284), Bonn, 33 S.

Abstract

"Although a broad field of literature on incentive theory exists, employer-provided tangible goods (hereafter called benefits) have so far been neglected by economic research. A remarkable exception is an empirical study by Oyer (2008). In our study, we test some of his findings by drawing on a German data set. We use two waves of the GSOEP data (2006, 2008) to analyze the occurrence of benefits and their effects on employees' satisfaction. Our results provide evidence for economic as well as psychological explanations. Looking at differences in firms' and employees' characteristics we find that cost efficiency concerns, the purpose to signal good working conditions and the aim to ease employees' effort costs are evident reasons to provide benefits. Furthermore, analyzing the impact of tangible and monetary incentives on satisfaction and employees' feeling of being acknowledged by employers, we find different motivational effects. Our results support the psychological explanation that benefits are evaluated separately from other monetary wage components and are more likely to express employers' concern for their employees and recognition of their performance." (Author's abstract, IAB-Doku) ((en))

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Mumford, Karen & Peter N. Smith (2012): Peer salaries and employee satisfaction in the workplace. (IZA discussion paper 6673), Bonn, 14 S.

Abstract

"We explore the relationship between reported job satisfaction and own wage, relative wage and average comparison group wage; allowing for asymmetry in these responses across genders. We find that the choice of relevant comparison group is affected by gender in Britain; men display behaviour characteristic of competitiveness whilst women do not." (Author's abstract, IAB-Doku) ((en))

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Obschonka, Martin, Rainer K. Silbereisen & Jacek Wasilewski (2012): Constellations of new demands concerning careers and jobs. Results from a two-country study on social and economic change. In: Journal of vocational behavior, Jg. 80, H. 1, S. 211-223. DOI:10.1016/j.jvb.2011.08.002

Abstract

"Focusing on new demands posed by social and economic change, and applying a pattern-based approach, this study examined constellations of increasing labor market uncertainties (understood as threat) and increasing job-related learning tasks (understood as positive challenge). We investigated whether and how the groups of working individuals behind these constellations would systematically differ in socio-demographic characteristics and psychological resources and adjustment. Results derived from two corresponding data sets from Germany and Poland (German data set: N=1448; Polish data set: N=1584). Discriminant analyses revealed very similar results in both countries. As expected, respondents with a 'Negative change' pattern (high uncertainty/low learning) differed from the 'Positive change' group (low uncertainty/high learning) in that they showed higher levels of psychological resources (e.g., change-related self-efficacy), adjustment (e.g., work satisfaction), and socioeconomic status. Respondents with a 'Complex change' pattern (high/high) mainly differed from those with a 'No change' pattern (low/low) in that they showed more change related exploration. Additional analyses revealed that the 'Positive change' pattern is particularly prevalent in high positions (i.e., managers and professionals). Taken together, the results illustrate that constellations of change-related demands are systematically distributed within the working population as a function of socio-demographic background and psychological make-up." (Author's abstract, IAB-Doku) ((en))

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Pfeifer, Christian & Stefan Schneck (2012): Relative wage positions and quit behavior. New evidence from linked employer-employee data. In: ILR review, Jg. 65, H. 1, S. 126-147. DOI:10.1177/001979391206500107

Abstract

"We use a large linked employer-employee data set to analyze the importance of relative wage positions in the context of individual quit decisions as an inverse measure of job satisfaction. Our main findings are: (1) Workers with higher relative wage positions within their firms are on average more likely to quit their jobs than workers with lower relative wage positions; and (2) workers, who experience a loss in their relative wage positions, are also more likely to have a wage cut associated with their job-to-job transition. The overall results therefore suggest that the status effect is dominated by an opposing signal effect." (Author's abstract, IAB-Doku) ((en))

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Sirgy, M. Joseph (2012): The psychology of quality of life. Hedonic well-being, life satisfaction, and eudaimonia. (Social indicators research series 50), Dordrecht: Springer London, 622 S.

Abstract

"The updated edition of this popular book covers up-to-date research on hedonic well-being (emotional well-being, positive/negative affect, affective dimension of happiness, etc.), life satisfaction (subjective well-being, perceived quality of life, subjective well-being, and cognitive dimension of happiness), and eudaimonia (psychological well-being, self-actualization, self-realization, growth, mental health, character strengths, etc.).
The book is divided in six major sections. Part 1 begins with a chapter that covers much of the history and philosophical foundations of the psychology of quality of life in terms of three major pillars: hedonic well-being, life satisfaction, and eudaimonia. This part also covers much of the research that has successfully made distinctions among these three major constructs and its varied dimensions. To establish to the importance of the topic (the psychology of quality of life), this part also covers much of the literature on the positive benefits of hedonic well-being, life satisfaction, and eudaimonia on the individual, the community, organizations, and society at large. Part 2 focuses on capturing much of research dealing with the effects of objective reality (objective factors grounded in real, environmental conditions) on hedonic well-being, life satisfaction, and eudaimonia. Specifically, this part captures the quality-of-life literature related to biological and health-related effects, income effects, other demographic effects, effects of personal activities, and socio-cultural effects. Part 3 shifts gears to focus on the effects of subjective reality on hedonic well-being, life satisfaction, and eudaimonia. In this context, the book reviews research on personality effects, effects of affect and cognition, effects of beliefs and values, effects of goals, self-concept effects, and social comparison effects. Part 4 focuses on quality-of-life research that is domain specific. That is, the book covers the research on the psychology of life domains in general and delves in some depth to describe research on work well-being, residential well-being, material well-being, social well-being, health well-being, leisure well-being, and the well-being of other life domains of lesser salience. Part 5 focuses on covering much of the psychology of quality-of-life literature dealing with specific populations such as the elderly, women, children and youth, and specific countries. Part 6 is essentially an epilogue. This part discusses a variety of theories proposed by quality-of-life scholars designed to integrate much of the literature on the psychology of quality of life. The last chapter covers the author's own integrative theory." (Author's abstract, IAB-Doku) ((en))

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Buscher, Herbert, Susann Noack & Melanie Pelz (2011): Qualität der Arbeit: Eine Untersuchung für Ost- und Westdeutschland für die Jahre 1994 und 2009. In: Wirtschaft im Wandel, Jg. 17, H. 12, S. 422-428.

Abstract

"Qualität der Arbeit - ein überwiegend subjektives Empfinden von Erwerbstätigen hat als qualitatives Merkmal in den letzten Jahren bei der Bewertung der Arbeitswelt an Bedeutung gewonnen. Im Gegensatz zu quantitativen Aspekten des Erwerbs- und Arbeitslebens ist die Qualität der Arbeit allerdings schwer messbar und setzt sich aus zahlreichen Indikatoren zusammen. Die hierbei erfassten Bereiche erstrecken sich von gesundheitlichen Aspekten des Arbeitslebens bis hin zu Möglichkeiten, die Arbeitszeit flexibel zu gestalten. Die Studie leistet einen Beitrag zur Erweiterung dieses Indikatorensystems, indem weitere Aspekte der Qualität von Arbeit wie berufsbedingtes Pendeln, die Übereinstimmung von erworbener Qualifikation und ausgeübter Tätigkeit, betriebliche Karrierechancen sowie die allgemeine Einkommenszufriedenheit untersucht werden. Hierbei wird zwischen Ost- und Westdeutschland sowie nach Altersklassen und Qualifikation der Befragten unterschieden. Ausgewertet werden die Ergebnisse auf der Basis des Sozio-oekonomischen Panels (SOEP) für die Jahre 1994 und 2009. Hierdurch sollen Erkenntnisse darüber gewonnen werden, ob insbesondere ostdeutsche Arbeitnehmer zu einem Zeitpunkt relativ kurz nach der politischen Wende die Qualität der Arbeit anders bewerteten als westdeutsche Arbeitnehmer und ob über die Zeit eine Angleichung in der Beurteilung stattgefunden hat." (Autorenreferat, IAB-Doku)

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Böckerman, Petri, Pekka Ilmakunnas & Edvard Johansson (2011): Job security and employee well-being. Evidence from matched survey and register data. In: Labour economics, Jg. 18, H. 4, S. 547-554. DOI:10.1016/j.labeco.2010.12.011

Abstract

"We examine the effects of establishment- and industry-level labor market turnover on employees' well-being. The linked employer-employee panel data contain both survey information on employees' subjective well-being and comprehensive register-based information on job and worker flows. We test for the existence of compensating wage differentials by explaining wages and job satisfaction with average uncertainties, measured by an indicator for a high excessive turnover (churning) rate. The results are consistent with the theory of compensating wage differentials, since high uncertainty increases real wages, but high uncertainty has no effect on job satisfaction while not controlling for wages." (Author's abstract, IAB-Doku) ((en))

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Cornelissen, Thomas, John S. Heywood & Uwe Jirjahn (2011): Performance pay, risk attitudes and job satisfaction. In: Labour economics, Jg. 18, H. 2, S. 229-239. DOI:10.1016/j.labeco.2010.09.005

Abstract

"We present a model in which workers with greater ability and greater risk tolerance move into performance pay jobs to capture rents and contrast it with the classic agency model. Estimates from the German Socio-Economic Panel confirm testable implications drawn from our model. First, before controlling for earnings, workers in performance pay jobs have higher job satisfaction, a proxy for on-the-job utility. Second, after controlling for earnings, workers in jobs with performance pay have the same job satisfaction as those not in such jobs. Third, those workers in performance pay jobs who have greater risk tolerance routinely report greater job satisfaction. While these findings support models in which workers capture rent, they would not be suggested by the classic agency model." (Author's abstract, IAB-Doku) ((en))

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Gerlach, Knut, Olaf Hübler & Gesine Stephan (2011): Beschäftigung zwischen Mobilität und Stabilität. Empirische Befunde und wirtschaftspolitische Folgerungen. In: Zeitschrift für ArbeitsmarktForschung, Jg. 44, H. 1/2, S. 91-102., 2011-01-10. DOI:10.1007/s12651-011-0057-7

Abstract

"Ziel dieses Beitrags ist, einen Überblick über unsere neueren Forschungsergebnisse zum Spannungsfeld der Beschäftigung zwischen Mobilität und Stabilität - aus individueller und betrieblicher Sicht sowie unter Berücksichtigung institutioneller Einflüsse - zu geben. Die vorgestellten Arbeiten gehen stärker als die bisherige Literatur auf die Interaktionen zwischen Individuum und Betrieb ein. Die Ergebnisse lassen sich vier Projektschwerpunkten zuordnen. Erstens identifizierte eine Anzahl von Studien individuelle, betriebliche und gesamtwirtschaftliche Determinanten der Beschäftigungsstabilität. Zweitens wurde die Bedeutung von Löhnen und Zufriedenheit auf Arbeitsplatzwechsel untersucht. Die Befunde zeigen unter anderem, dass höhere Arbeitsplatzsicherheit und höhere Löhne in Deutschland Hand in Hand gehen; allerdings lassen sich auch Hinweise auf kompensierende Lohndifferentiale finden. Ein dritter Schwerpunkt analysiert die Bedeutung von Institutionen für die Beschäftigungsstabilität. Die Ergebnisse weisen darauf hin, dass die Beschäftigung in Betrieben, die Tarifverträge anwenden, stabiler ausfällt, während betriebliche Bündnisse zumindest mittelfristig keine positiven Beschäftigungswirkungen hatten. Schließlich ging ein vierter Projektteil der Wirkung von Eingliederungszuschüssen auf Löhne und Beschäftigungsdauer nach. Dabei zeigte sich, dass geförderte Beschäftigungsverhältnisse bei ungefähr gleich hohen Einstiegslöhnen länger andauern." (Autorenreferat, IAB-Doku)

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Grund, Christian & Andreas Schmitt (2011): Works councils, wages, and job satisfaction. (IZA discussion paper 5464), Bonn, 26 S.

Abstract

"We investigate the effects of works councils on employees' wages and job satisfaction in general and for subgroups with respect to sex and occupational status. Making use of a German representative sample of employees, we find that employees, who move to a firm with a works council, report increases in job satisfaction, but do not receive particular wage increases. Especially the job satisfaction of female employees is affected by a change in works council status. However, we do not find support for the hypothesis that the introduction of a works council itself increases wages or job satisfaction for the employees staying at the firm." (Author's abstract, IAB-Doku) ((en))

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Hanglberger, Dominik (2011): Arbeitszufriedenheit im internationalen Vergleich. (FFB-Diskussionspapier 86), 43 S.

Abstract

"Ziel dieses Beitrags ist es, Niveaus und Bestimmungsfaktoren der Arbeitszufriedenheit von abhängig Beschäftigten in Europa zu vergleichen. Dafür werden Daten aus dem European Working Conditions Survey (EWCS) 2005 für 31 europäische Staaten ausgewertet. Neben detaillierten Informationen über Art und Ausgestaltung der Arbeit liegen dafür Personen- und Haushaltsinformationen sowie objektive und subjektive Einkommensinformationen vor. Ordered-Probit Regressionsmodelle für alle 31 Länder sowie getrennte Schätzungen für fünf Ländergruppen mit unterschiedlichen Wohlfahrtsniveaus und unterschiedlicher Ausgestaltung der Wohlfahrtsstaaten zeigen, dass die Erklärungsmuster der Arbeitszufriedenheit nicht einheitlich sind. Über alle Länder zeigt sich ein starkes Gewicht der subjektiven Bewertung des Einkommens, die nur in Skandinavien und Kontinentaleuropa nicht die stärkste Einflussgröße darstellt. Bezüglich der Arbeitszeiten zeigt sich in Ländern mit niedrigerem Wohlstandsniveau ein geringerer negativer Einfluss, wenn Arbeitszeiten mit privaten Verpflichtungen kollidieren. In Großbritannien und Irland spielt die Sicherheit des Arbeitsplatzes eine größere Rolle als in den übrigen betrachteten Ländern. Die Autonomie bei der Organisation der Arbeitsaufgaben findet sich nur in Staaten mit hohem Wohlstandsniveau (Großbritannien, Irland, Kontinentaleuropa und Skandinavien) unter den zehn stärksten Einflüssen." (Autorenreferat, IAB-Doku)

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Herzer, Dierk & Peter Nunnenkamp (2011): Income inequality and health. New evidence from panel data. (Kieler Arbeitspapier 1736), Kiel, 34 S.

Abstract

"This paper argues that previous cross-country (panel) studies on the relationship between income inequality and health suffer from significant biases due to (i) omitted country-specific factors, (ii) endogeneity, and (iii) cross-country heterogeneity in the impact of inequality on health. Using panel cointegration techniques that are robust to omitted variables, endogenous regressors, and slope heterogeneity, we find that income inequality has, on average, a small, but robust and statistically significant positive impact on population health. Also, there is some evidence that inequality is endogenous in the sense that poor health leads to increased income inequality. Finally, we find that there are large cross-country differences in the effect of income inequality on health (in about 35 percent of the cases, the effect is negative)." (Author's abstract, IAB-Doku) ((en))

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Kuhnke-Wagner, I.-A. & J. Heidenreich (2011): Gratifikationskrisen und die Vereinbarkeit von Beruf und Privatleben bei Führungskräften. In: Arbeitsmedizin, Sozialmedizin, Umweltmedizin, Jg. 46, H. 9, S. 524-528.

Abstract

"Ziel der Studie bei Führungskräften war die Untersuchung von psychosozialen Arbeitsbelastungen in Form von Gratifikationskrisen im Zusammenhang mit der Vereinbarkeit von Beruf und Privatleben. Zusätzlich war der Gedanke an eine Berufsaufgabe von Interesse. Kollektiv und Methode: Im Rahmen einer Querschnittsstudie wurden 154 Führungskräfte mithilfe des Fragebogens zum Modell beruflicher Gratifikationskrisen, der Skala Work-(family) privacy conflict und der Frage zum Gedanken an eine Berufsaufgabe befragt. Mit dem Modell beruflicher Gratifikationskrisen wird ein Ungleichgewicht von Verausgabung und Belohnung in der Arbeitswelt erfasst. Zusätzlich zum Gesamtquotienten von Verausgabung und Belohnung erfolgte eine getrennte Betrachtung der drei Belohnungsdimensionen (Wertschätzung/ Anerkennung, Bezahlung/beruflicher Aufstieg, Arbeitsplatzsicherheit). Die Ergebnisse zeigen, dass die Vereinbarkeit von Beruf und Privatleben negativ mit der Wochenarbeitszeit, dem Quotienten von Verausgabung und Belohnung, einer übersteigerten beruflichen Verausgabungsneigung sowie dem Gedanken an eine Berufsaufgabe während der letzten 12 Monate korreliert. Bei einer getrennten Betrachtung der drei Belohnungsdimensionen weist die Vereinbarkeit von Beruf und Privatleben und der Quotient von Verausgabung und Wertschätzung/Anerkennung den stärksten Zusammenhang auf. Schlussfolgerungen: Die Ergebnisse deuten darauf hin, dass die drei Belohnungsdimensionen für die befragten Führungskräfte unterschiedlich relevant sind. Es kann angenommen werden, dass eine Kultur der Wertschätzung und Anerkennung in Organisationen einen maßgeblichen Anteil zur Vermeidung von Gratifikationskrisen beitragen kann." (Autorenreferat, IAB-Doku)

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Longhi, Simonetta (2011): Impact of cultural diversity on wages and job satisfaction in England. (Norface migration discussion paper 2011-10), London, 20 S.

Abstract

"This paper combines individual data from the British Household Panel Survey and yearly population estimates for England to analyse the impact of cultural diversity on individual wages and on different aspects of job satisfaction. Do people living in more diverse areas have higher wages and job satisfaction after controlling for other observable characteristics? The results show that cultural diversity is positively associated with wages, but only when cross-section data are used. Panel data estimations show that there is no impact of diversity. Using instrumental variables to account for endogeneity also show that diversity has no impact." (Author's abstract, IAB-Doku) ((en))