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Rudolph, Cort W., Jack C. Friedrich, Ryszard J. Koziel & Hannes Zacher (2025): Character Strengths Use at Work: a Meta-Analysis of Relations with Work Performance and Employee Wellbeing. In: Applied Research in Quality of Life, S. 1-36. DOI:10.1007/s11482-025-10424-2

Abstract

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

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

Abstract

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

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

Abstract

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

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Zhou, Ying, Min Zou & Mark Williams (2024): Is there a mid-career crisis? An investigation of the relationship between age and job satisfaction across occupations based on four large UK datasets. In: Socio-economic review. DOI:10.1093/ser/mwae072

Abstract

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

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

Abstract

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

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Benjamin, Daniel J., Jakina Debnam Guzman, Marc Fleurbaey, Ori Heffetz & Miles Kimball (2023): What do Happiness Data Mean? Theory and Survey Evidence. In: Journal of the European Economic Association, Jg. 21, H. 6, S. 2377-2412. DOI:10.1093/jeea/jvad026

Abstract

"What utility notion—e.g. flow/lifetime, self/family-centered—do self-reported well-being (SWB) questions measure? Existing applications make different assumptions regarding the (i) life domains, (ii) time horizons, and (iii) other-regarding preferences captured by SWB data. To obtain relevant evidence, we ask survey respondents what they had in mind regarding (i)–(iii) when answering commonly used—life satisfaction, happiness, ladder—and new SWB questions. We find that respondents’ self-reports differ from researchers’ assumptions and differ across SWB questions and sociodemographic groups. At the same time, simple SWB-question wording tweaks are effective in moving self-reports toward desired interpretations. We outline actionable suggestions for SWB researchers. (JEL: D69, D90, I31)" (Author's abstract, IAB-Doku) ((en))

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Bińczycki, Bernard, Wiesław Łukasiński & Sławomir Dorocki (2023): Determinants of Motivation to Work in Terms of Industry 4.0 - The Gen Z Perspective. In: Sustainability, Jg. 15, H. 15. DOI:10.3390/su151512069

Abstract

"The mentality of Generation Z differs markedly from the approach to social and economic issues presented by earlier generations. These young people have had access to the internet and other innovative technologies since birth. A tape recorder or a floppy disk is a museum exhibit for them. They are unfamiliar with the everyday problems that citizens of Central and Eastern Europe faced during the socialist era, such as the lack of necessities on the shelves. The aim of this article is to present the results of the authors’ survey on the identification of work motivation factors relevant to Generation Z. The survey involved 649 respondents, young Poles who are currently entering the labor market. It was also an interesting research task for the authors to compare the results of surveys among young Poles with the results of international surveys. The research provided insight into young people’s expectations, values, and preferences regarding work. The results of the survey can provide valuable guidance for employers in shaping sustainable human resource management strategies. In addition, studying the competences of Generation Z can identify the gap between the requirements of the labor market and the skills possessed by young workers. The study conducted by the authors is among the first of its kind in Poland after the pandemic, emphasizing the growing trend in remote work. Earlier research was undertaken in a different economic climate. The current investigation took place following the COVID-19 outbreak and amidst heightened military operations in Ukraine. It also takes into account the effects of recent technological progress related to the rapid development of Industry 4.0. Notably, the questionnaire used in this study is unique as the authors categorized motivational factors into three essential groups, highly relevant in today’s markedly altered labor market." (Author's abstract, IAB-Doku) ((en))

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Folke, Olle & Johanna Rickne (2023): Workplace Sex Composition and Appreciation at Work. (Working paper / Swedish Institute for Social Research (SOFI) 2023,05), Stockholm, 24 S.

Abstract

"We study appreciation of one’s work using nationally representative survey data from Sweden linked with employer–employee data. The level of appreciation from colleagues rises sharply with the share of women in the workplace. This strong pattern holds for women and men workers, as well as for subordinates and managers. More appreciation from colleagues is associated with higher levels of job satisfaction and other indicators of worker well-being. These results demonstrate the benefits of workplace gender diversity and inclusion, and suggest new directions for research on gender inequality in the labor market." (Author's abstract, IAB-Doku) ((en))

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Stephan, Gesine, Clemens Hetschko, Julia Schmidtke, Mario Lawes, Michael Eid & Ronnie Schöb (2023): Das „German Job Search Panel“: Die Effekte von Arbeitslosigkeit und Covid19 auf das Wohlbefinden. (IAB-Forschungsbericht 19/2023), Nürnberg, 21 S. DOI:10.48720/IAB.FB.2319

Abstract

"Zu den Auswirkungen von Arbeitslosigkeit auf das Wohlbefinden gibt es bereits eine Vielzahl von Studien (für einen Überblick s. z.B. Suppa 2021). Allerdings basieren diese in der Regel nicht auf hochfrequenten (also in kurzen Zeitabständen erfassten) Daten und erheben meist nur ausgewählte Dimensionen des Wohlbefindens. Im Rahmen eines DFG-geförderten Projektes befragte das „German Job Search Panel“ (GJSP) in den Jahren von 2017 bis 2021 zunächst arbeitsuchend gemeldete Personen daher monatlich zu ihrem Wohlbefinden. Die Erhebung erfolgte mit einer innovativen Smartphone-App. Anhand der Cortisolkonzentration im Haar wurde zudem die Stressbelastung der Befragten gemessen. Auf dieser Basis lässt sich sehr differenziert untersuchen, wie sich kritische Lebensereignisse - wie ein Eintritt in Arbeitslosigkeit - auf das Wohlbefinden auswirken. Zielgruppe der Befragung waren Personen, die sich zunächst arbeitsuchend gemeldet hatten. Denn ein zentrales Ziel des Projektes war es, den Auswirkungen des Eintritts in Arbeitslosigkeit auf die verschiedenen Facetten des Wohlbefindens nachzugehen. Nur ein Teil der Personen, die sich als arbeitssuchend registrieren, wird tatsächlich arbeitslos. Damit steht eine natürliche Vergleichsgruppe für diejenigen Personen zur Verfügung, die tatsächlich arbeitslos werden. Dies gilt insbesondere für Personen, die von Massenentlassungen und Betriebsschließungen betroffen waren. Denn bei diesen hängt die Wahrscheinlichkeit des Arbeitsplatzverlustes vornehmlich von externen Faktoren ab. Insgesamt nahmen anfangs knapp 1.900 Personen an einer ersten Kohorte und knapp 1.000 Personen an einer zweiten Kohorte des GJSP teil. Zwei Methodenberichte erläutern das Design der Befragung und die Selektion in die Befragung in Detail (Hetschko et al. 2022, Schmidtke et al. 2023). Das GJSP ermöglicht es unter anderem, die unmittelbaren Effekte des Eintritts in Arbeitslosigkeit bei zuvor arbeitssuchend gemeldeten Personen zu untersuchen. Wie ein erstes Teilprojekt (Lawes et al. 2023) zeigt, hat Arbeitslosigkeit unmittelbare negative Effekte auf die Zufriedenheit mit dem Haushaltseinkommen. Bei Personen, die sich aufgrund einer Entlassungswelle arbeitssuchend gemeldet hatten, sank mit Eintritt in die Arbeitslosigkeit auch unmittelbar die Lebenszufriedenheit. Wenn Personen aus anderen Gründen arbeitslos wurden, stieg beim Eintritt in die Arbeitslosigkeit hingegen die Zufriedenheit mit der Freizeit, und die Lebenszufriedenheit sank erst mit fortschreitender Zeit in Arbeitslosigkeit. Andere untersuchte Dimensionen des Wohlbefindens veränderten sich hingegen durch den Eintritt der Arbeitslosigkeit nicht signifikant. Durch die wiederholte Messung von Haarcortisol untersuchte ein weiteres Teilprojekt (Lawes et al. 2022) erstmals, wie sich die Arbeitssuche auf einen Biomarker für chronischen Stress auswirkt. Der Cortisolgehalt war kurz nach der Meldung als „arbeitsuchend“ am höchsten - also in einer Zeit mit tendenziell hoher Unsicherheit bezüglich der beruflichen Zukunft. In der Folge sank das Haarcortisol - unabhängig davon, ob die Betroffenen tatsächlich arbeitslos wurden. Zudem hatten bereits länger arbeitslose Personen eine höhere Haarcortisol-Konzentration, wenn sie ihre Wiederbeschäftigungschancen vergleichsweise schlecht einschätzten. Körperlichen Stress löst der Eintritt in Arbeitslosigkeit also nur dann aus, wenn Menschen davon ausgehen, dass ihre Wiederbeschäftigungsmöglichkeiten gering sind. Schmidtke et al. (2023) zeigten schließlich in einem weiteren Teilprojekt, dass die Covid19-Pandemie nur schwache und vorübergehende Effekte auf die allgemeine Lebenszufriedenheit hatte. Die mentale Gesundheit der Befragten war hingegen stärker beeinträchtigt. Insbesondere traf dies auf Menschen in Kurzarbeit zu. Insgesamt zeigten sich aber gewisse Anpassungseffekte an die Krise: Die zweite Welle der Pandemie wirkte sich geringer auf die Lebenszufriedenheit und die mentale Gesundheit aus als die erste Welle." (Autorenreferat, IAB-Doku)

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Wen, Le, Sholeh A. Maani & Zhi Dong (2023): Educational job mismatch, job satisfaction, on-the-job training, and employee quit behaviour: a dynamic analytical approach. In: Applied Economics, Jg. 55, H. 56, S. 6605-6626. DOI:10.1080/00036846.2022.2161990

Abstract

"This paper extends the literature on the consequences of over-education, in particular quit outcomes. It is the first study that explicitly tests the impact of job satisfaction and on-the-job training for workers in educational mismatched jobs and on quit behaviour using a longitudinal data set. Accounting for unobserved heterogeneity and endogeneity, the dynamic analytical framework examines labour market outcomes for job-mismatched workers. We find that over-education alone, or accompanied by skill under-utilization in combination with lower job satisfaction, increases the incidences of job quitting. Opportunities for training facilitate the retention of initially job-mismatched workers. These results have implications for interpreting mismatch data, retention, and resource allocation." (Author's abstract, IAB-Doku) ((en))

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Korsgren, Pontus & Max van Lent (2022): Earmarked Paternity Leave and Well-Being. (IZA discussion paper 15022), Bonn, 24 S.

Abstract

"Earmarked paternity leave has been introduced in an attempt to increase fathers' involvement in child rearing and to achieve gender equality in the labor market and at home. So far well-being effects of such policies are unexplored. This paper takes a first step in that direction by studying the impact of earmarked paternity leave quota on life satisfaction, job satisfaction, and work-life balance using several policy changes in Europe over the period 1993-2007. We find that earmarked paternity leave increases life satisfaction by 0.18 on a 10 point scale which is equivalent to a 10.8 percentage point increase even decades later. Both fathers and mothers benefit, though the increase in life satisfaction for mothers is nearly 30% higher than that of fathers. Perhaps surprisingly, the impact on job satisfaction and work-life balance is close to zero. Hence even when the impact of paternity leave quota on the labor market are small, the increases in life satisfaction may still justify the existence of such policies." (Author's abstract, IAB-Doku) ((en))

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Pohlig, Matthias, Sabine Israel & Irene Dingeldey (2022): Does the household context matter for job satisfaction among low-wage workers? In: Economic and Industrial Democracy, Jg. 43, H. 3, S. 1028-1058. DOI:10.1177/0143831X20975865

Abstract

"Previous research has established that low-wage earners have on average lower job satisfaction. However, several studies have found personal characteristics, such as gender, age and educational level, moderate this negative impact. This article demonstrates additional factors at the household level, which have not yet been empirically investigated, and which may exacerbate gender differences. The authors analyse the job satisfaction of low-wage earners depending on the contribution of individual earnings to the household income and on household deprivation using the 2013 special wave of the EU-SILC for 18 European countries. The study finds that single earners in low-wage employment report lower job satisfaction whereas low-wage employment does not seem to make a difference for secondary earners. Furthermore, low-wage earners? job satisfaction is linked with the ability of their household to make ends meet." (Author's abstract, IAB-Doku) ((en))

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Erdogan, Berrin & Talya N. Bauer (2021): Overqualification at Work: A Review and Synthesis of the Literature. In: Annual Review of Organizational Psychology and Organizational Behavior, Jg. 8, S. 259-283. DOI:10.1146/annurev-orgpsych-012420-055831

Abstract

"Both perceived and objective measures of employee overqualification can impact job attitudes, various workplace behaviors, and work relationships. Utilizing motivation and capability-based theoretical approaches, this review summarizes research regarding the antecedents (demographic influences, personality traits, relational influences, job characteristics) and outcomes (individual health and well-being, turnover intentions and turnover, job performance, organizational citizenship behaviors, interpersonal relationships, innovative behaviors, counterproductive work behaviors, and career success) of overqualification. In addition, we review work done to date regarding the moderators and mediators of these relationships. Finally, we offer future directions for research." (Author's abstract, IAB-Doku) ((en))

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Khalil, Samir, Almuth Lietz & Sabrina Jasmin Mayer (2021): Overqualification as Moderator for the Link Between Job Changes and Job Satisfaction Among Immigrated and Native-born People in Germany. (SocArXiv papers), 32 S. DOI:10.31219/osf.io/q7nu2

Abstract

"Job satisfaction is a major driver of an individual’s subjective well-being and thus affects public health, societal prosperity, and organizations, as dissatisfied employees are less productive and more likely to change jobs. However, changing jobs does not necessarily lead to higher job satisfaction in the long run: instead, previous studies have shown that changing jobs only increases job satisfaction for a shorter period of time before it gradually falls back to similar levels as before. This phenomenon is known as the honeymoon-hangover pattern. In our study, we identify an important new moderator of the relation between job changes and job satisfaction: the job-education match of job change. Based on relative deprivation theory, we argue that a job change out of overqualification lowers the likelihood of negative comparisons and thus increases the honeymoon period and lessens the hangover. In addition, we investigate whether this moderating effect is weaker for immigrants, since the phenomenon of overqualification occurs more frequently among them. We use data from the Socio-Economic Panel ranging from 1994-2018 and focus specifically on individual-periods of employees before and after job changes (N=134,417). Our results confirm that a change to a qualificationadequate job has a stronger and longer-lasting effect on job satisfaction which is lower for respondents born abroad." (Author's abstract, IAB-Doku) ((en))

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Martin, Albert & Luca Cardinali (2021): Soziographie der Arbeitszufriedenheit. (Schriften aus dem Institut für Mittelstandsforschung / Universität Lüneburg 61), Lüneburg, 246 S.

Abstract

"Der vorliegende Beitrag befasst sich mit der Soziographie der Arbeitszufriedenheit. In Studien zur Arbeitszufriedenheit werden soziographische Merkmale oft als Kontrollgrößen eingesetzt. Ihre Berücksichtigung bei der Datenanalyse soll die Frage beantworten, ob sich der Einfluss von Determinanten der Arbeitszufriedenheit (Arbeitsinhalte, Arbeitsbedingungen, persönliche Dispositionen usw.) für unterschiedliche Personengruppen und Situationen jeweils anders darstellt. Die Berücksichtigung von Kontrollgrößen macht aber nur dann Sinn, wenn diese selbst eine empirische Beziehung entweder zu den Determinanten der Arbeitszufriedenheit und/oder zu der Arbeitszufriedenheit selbst aufweisen. Dem vorliegenden Beitrag geht es um die Frage, ob sich Zusammenhänge zwischen bedeutsamen soziographischen Merkmalen und der Arbeitszufriedenheit aufzeigen lassen. Als Datengrundlage dienen die 35 Erhebungswellen des Sozioökonomischen Panels (SOEP) von 1984 bis 2018. Im Einzelnen betrachtet werden die Variablen Erwerbsstatus, Geschlecht, Alter, Schulabschluss, Hochschulabschluss, Berufsstatus, Betriebszugehörigkeit und Unternehmensgröße. Für die meisten dieser Größen ergeben sich, wenn überhaupt, nur sehr schwache statistische Beziehungen mit der Arbeitszufriedenheit. Eine Ausnahme macht der Berufsstatus. Die Qualifikationsanforderungen, die sich damit verknüpfen und die hierarchische Position haben einen beachtlichen Einfluss auf die Arbeitszufriedenheit. Bemerkenswert ist die große Stabilität der Befunde über alle Erhebungsjahre von 1984 bis 2018 hinweg." (Autorenreferat, IAB-Doku)

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Pita, Cristina & Ramón José Torregrosa (2021): The gender-job satisfaction paradox through time and countries. In: Applied Economics Letters, Jg. 28, H. 12, S. 1000-1005. DOI:10.1080/13504851.2020.1792402

Abstract

"Much has been written about the so-called gender-job satisfaction paradox, derived from the fact that a significant number of empirical studies found that women reported higher levels of job satisfaction than their male counterparts, although they had what were considered ‘worse’ jobs in terms of pay and other nonmonetary working conditions. In this article, we use a procedure to compare the relative performance of groups when their achievements are described by distributions of outcomes over an ordered set of categories, the Balanced Worth Vector (BWV), to analyse whether women consistently report to be more satisfied at work than men in different periods of time and countries. The BWV offers a cardinal, complete and transitive evaluation that is based in the likelihood of getting better results. In our setting, the BWV methodology provides a complete ranking of the countries covered by the European Working Conditions Survey according to the relative levels of job satisfaction with working conditions that women and men in each country report. Our results indicate a decreasing gender differential over time and substantial differences across countries, proving that the gender-gap paradox cannot be considered a widespread phenomenon." (Author's abstract, IAB-Doku) ((en))

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Ghetta, Anja, Andreas Hirschi, Mo Wang, Jérôme Rossier & Anne Herrmann (2020): Birds of a feather flock together: How congruence between worker and occupational personality relates to job satisfaction over time. In: Journal of vocational behavior, Jg. 119. DOI:10.1016/j.jvb.2020.103412

Abstract

"Person–environment fit (P–E fit) and job satisfaction are key constructs in vocational and organizational research. Research established that they are positively related, but little is known about how they relate over time. We analyzed P–E fit as the congruence between the Big Five personality traits of a worker and of all job incumbents in the same occupation, and how this congruence relates to job satisfaction over time. Analyses were based on 7049 participants from the German Socio-Economic Panel from 2005, 2009, and 2013. We used latent change score modeling to assess changes in congruence and job satisfaction over eight years, and further created 3D response surface plots based on polynomial regression to investigate nonlinear relations between each Big Five trait and job satisfaction. Change in P–E fit was not related to simultaneous change in job satisfaction and did not predict subsequent change in job satisfaction. The surface analyses indicated that a worker's and an occupation's personality are primarily independently relevant for the level of job satisfaction and that effects differ for different personality traits." (Author's abstract, IAB-Doku, © 2020 Elsevier) ((en))

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Goerke, Laszlo (2020): Unions and Workers' Well-being. (GLO discussion paper / Global Labor Organization 726), Essen, 25 S.

Abstract

"If individuals join a trade union their utility should increase. Therefore, union members can be expected to exhibit higher job satisfaction than comparable non-members. This expectation is not consistent with empirical findings. The evidence sometimes indicates that union members have lower job satisfaction, but overall suggests the absence of a robust correlation. This survey discusses empirically relevant determinants of the relationship between trade union membership and job satisfaction. It distinguishes settings in which a trade union provides public goods from those in which it restricts the provision of benefits to its members. Furthermore, the survey summarizes the empirical evidence and indicates possible future research issues." (Author's abstract, IAB-Doku) ((en))

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Redmond, Paul & Seamus McGuinness (2020): Explaining the gender gap in job satisfaction. In: Applied Economics Letters, Jg. 27, H. 17, S. 1415-1418. DOI:10.1080/13504851.2019.1686111

Abstract

"In general, women report greater job satisfaction than men. The existing literature cannot fully explain the nature of this difference, as the gap tends to persist even when controlling for job characteristics. In this paper, we study job satisfaction using recent data for 28 EU countries. Women, on average, are more satisfied than men and the gap remains even when we account for a wide range of personal, job and family characteristics. However, the gap disappears when we include job preferences, as women place greater importance on work-life balance and the intrinsic desirability of the work." (Author's abstract, IAB-Doku) ((en))