Arbeitszufriedenheit
Zufriedene Mitarbeiter*innen sind produktiver, seltener krank und verursachen geringere Sozialkosten. Arbeitszufriedenheit hat aber nicht nur Vorteile für Betriebe. Das Wohlbefinden am Arbeitsplatz ist auch ein wichtiger Indikator für die Qualität der Arbeit selbst. Doch was ist überhaupt Arbeitszufriedenheit? Wie wird sie gemessen? Welche Faktoren und Prozesse fördern, welche schränken sie ein?
Das Thema Arbeitszufriedenheit steht seit Jahrzehnten im Mittelpunkt kritischer wissenschaftlicher Auseinandersetzungen. Die Infoplattform gibt einen Überblick über aktuelle Arbeiten und ausgewählte ältere Publikationen zu theoretischen Ansätzen und empirischen Resultaten der Arbeitszufriedenheitsforschung.
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Literaturhinweis
Does Performance Pay Increase the Risk of Worker Loneliness? (2025)
Zitatform
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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Literaturhinweis
What an (Un) Favorable Match: Public Sector Employment and the Reversal of the Overeducation-Job Satisfaction Penalty (2025)
Zitatform
Geißler, Theresa (2025): What an (Un) Favorable Match: Public Sector Employment and the Reversal of the Overeducation-Job Satisfaction Penalty. In: Journal of happiness studies, Jg. 26, H. 6. DOI:10.1007/s10902-025-00926-z
Abstract
"It is a well-documented phenomenon that individuals with higher education than required for their job report lower job satisfaction. However, whether this also applies to public sector employees remains unclear. The German case reveals a negative relationship between overeducation and job satisfaction in the private sector, which is reversed to positive for public sector employees. This holds robust across various empirical alterations. Furthermore, it is revealed that individuals with altruistic motives and a stronger-than-average family orientation drive this positive relationship." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Performance Management in deutschen Betrieben: Leistungsorientierung lohnt sich - aber nur mit kollektiven Zielen (2025)
Zitatform
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)
Weiterführende Informationen
- Zusammenhang zwischen Instrumenten des betrieblichen Performance Managements und der wahrgenommenen Arbeitsqualität
- Vergütungsmix für Führungskräfte und Beschäftigte ohne Führungsverantwortung mit erfolgsabhängiger Vergütung
- Instrumente des betrieblichen Performance Managements
- Instrumente des betrieblichen Performance Managements im Zeitverlauf
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Literaturhinweis
Benefits and Employees' Work Effort: An Empirical Analysis of Non-monetary Incentives (2025)
Manger, Helena;Zitatform
Manger, Helena (2025): Benefits and Employees' Work Effort: An Empirical Analysis of Non-monetary Incentives. (SOEPpapers on multidisciplinary panel data research at DIW Berlin 1228), Berlin, 63 S.
Abstract
"Despite extensive literature on incentives to increase employees' work performance, economic research on employer-provided non-monetary benefits remains rare. This study investigates the relationship between benefits and employees' work effort utilizing data from the German Socio-Economic Panel. The analysis is based on data from eleven survey waves from 2006 to 2022 and considers five benefit types: meal stipends, firm cars, phones and computers for personal use, as well as expense payments exceeding minimum costs. The results reveal a modest positive association between benefit receipt and employees' work effort, measured as the difference between actual and contractual working hours per week. On average, benefit receipt is associated with 13 minutes additional work per week. Furthermore, receiving a greater variety of benefit types is linked to even higher work effort, with two to five or more benefit types associated with an average increase of 27 to 97 minutes of extra work per week. However, the effectiveness of benefits does not seem to be universal but varies depending on the type of benefit as well as individual and organizational characteristics. Notably, the positive association of benefits with work effort appears significantly higher for males than for females, and sectoral differences are evident. These findings underscore the importance of further research to better understand the specific conditions under which benefits can effectively enhance employee work effort." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Der Bezug von Grundsicherungsleistungen geht auch längerfristig mit einer geringeren Lebenszufriedenheit einher (Serie „Befunde aus der IAB-Grundsicherungsforschung 2021 bis 2024“) (2025)
Zitatform
Nivorozhkin, Anton & Markus Promberger (2025): Der Bezug von Grundsicherungsleistungen geht auch längerfristig mit einer geringeren Lebenszufriedenheit einher (Serie „Befunde aus der IAB-Grundsicherungsforschung 2021 bis 2024“). In: IAB-Forum H. 16.07.2025, 2025-07-14. DOI:10.48720/IAB.FOO.20250716.01
Abstract
"Für viele Menschen sind Grundsicherungsleistungen eine unverzichtbare finanzielle Hilfe. Doch wie verhält es sich mit dem subjektiven Wohlergehen der Betroffenen? Befunde aus der IAB-Forschung, die auf Daten vor der Bürgergeld-Reform basieren, zeigen: Obwohl Grundsicherungsleistungen die materielle Situation von Menschen absichern, geht der Bezug als solcher im Schnitt auch langfristig mit einer geringeren Lebenszufriedenheit einher. Bei Männern verstärkt sich dieser Effekt im Zeitverlauf sogar." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Is Job Satisfaction Related to Subjective Well-being? Causal Inference from Longitudinal Data (2025)
Zitatform
Prati, Gabriele (2025): Is Job Satisfaction Related to Subjective Well-being? Causal Inference from Longitudinal Data. In: Applied Research in Quality of Life, Jg. 20, H. 1, S. 133-160. DOI:10.1007/s11482-024-10400-2
Abstract
"Previous research has demonstrated a relationship between job satisfaction and subjective well-being, particularly life satisfaction, which aligns with the spillover theory. Moreover, according to the core self-evaluations theory, core self-evaluations are hypothesized to explain the relationship between job and subjective well-being and to have a causal role in job satisfaction and subjective well-being. The aim of the current study was (1) to test these predictions of self-evaluations theory and (2) to investigate the relationship between job satisfaction and subjective well-being. Data from two national, representative longitudinal studies (i.e., the GESIS Panel study and the Swiss Household Panel study) were used. The participants consisted of approximately 20,000 individuals from Switzerland (Swiss Household Panel study) and 5,000 individuals from Germany (GESIS Panel study). A separate series of random intercept cross-lagged panel models revealed that job satisfaction and subjective well-being (except for happiness) were not reciprocally related across all study waves. Moreover, the relationship between job satisfaction and subjective well-being appears to reflect a trait-like property. Finally, core self-evaluations did not account for any part of the relationship between job and subjective well-being, and there was limited evidence that core self-evaluations can predict later subjective well-being. These results provide mixed support for both spillover and segmentation theories, as well as for some predictions of self-evaluations theory." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Considering the Dark Side of Work: Bullshit Job Perceptions, Deviant Work Behavior, and the Moderating Role of Work Ethic (2025)
Zitatform
Riester, Johanna & Johannes Keller (2025): Considering the Dark Side of Work: Bullshit Job Perceptions, Deviant Work Behavior, and the Moderating Role of Work Ethic. In: Journal of Business Ethics, Jg. 198, H. 3, S. 675-693. DOI:10.1007/s10551-024-05821-w
Abstract
"This contribution aims to expand the study of experiences at work by (a) analyzing a theoretical perspective concerning experiences at work which emphasizes both positive aspects as well as negative aspects, (b) exploring the relation of both negative (Bullshit job perceptions; BJP) and positive aspects (Meaningful Work perceptions; MWP) experienced at work to negative work-related behavior (Counterproductive Work Behavior [CWB] and Cyberloafing), (c) investigating the (moderating) role of work ethic, and (d) examining the robustness of these relations when considering additional contextual factors (organizational work values and tightness–looseness reflecting social norms). Three studies were conducted, including two samples of German employees (N = 247 and N = 240), and another one of employees in the USA (N = 253). Our findings reveal that negative experiences at work (BJP) are the main predictor of problematic workplace behavior (CWB and Cyberloafing). Furthermore, their relation was contingent on individuals’ endorsement of work ethic. BJP and CWB (or Cyberloafing) were more closely associated for individuals strongly endorsing work ethic. In contrast, the relation of positive experiences (MWP) to problematic behavior at work was not significantly qualified by work ethic. The observed relations were robust when additional contextual factors were controlled for. The results emphasize the importance and complexity of work experiences including and differentiating positive and negative aspects. They also highlight the significance of work ethic and related beliefs of employees in shaping problematic behavior in work settings." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Developing a Standard Measure of Job Quality (2025)
Zitatform
Warhurst, Chris, Angela Knox & Sally Wright (2025): Developing a Standard Measure of Job Quality. In: Work, Employment and Society, Jg. 39, H. 4, S. 927-948. DOI:10.1177/09500170251325774
Abstract
"The UK government is concerned about job quality. However the lack of scientific consensus about measuring job quality hampers policy efforts to improve the quality of jobs. To address this problem, a standard measure was developed and adopted to report job quality by the UK’s Office for National Statistics. This article outlines a replication study using a new dataset to assess the reliability and validity of this standard measure. The dataset comprises 75 empirical studies that examine job quality in the UK and elsewhere. Using this dataset, the standard measure is confirmed, encompassing six dimensions of job quality. Subsequently, this study establishes both the reproducibility of the measure and the replicability of the methods used to develop that measure. In doing so, the findings will facilitate improved research and policy development along with greater conceptual clarity regarding job quality, long called for by social scientists." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Happy Work, Happy Life? A Replication and Comparison of the Longitudinal Effects Between Job and Life Satisfaction Using Continuous Time Meta‐Analysis (2025)
Wiese, Christopher W. ; Li, Yuhua; Tay, Louis ; Wille, Bart ; Vaziri, Hoda ; Chen, Job; Dormann, Christian ; Moran, Lauren H.;Zitatform
Wiese, Christopher W., Christian Dormann, Hoda Vaziri, Louis Tay, Bart Wille, Job Chen, Lauren H. Moran & Yuhua Li (2025): Happy Work, Happy Life? A Replication and Comparison of the Longitudinal Effects Between Job and Life Satisfaction Using Continuous Time Meta‐Analysis. In: Journal of organizational behavior, Jg. 46, H. 4, S. 487-511. DOI:10.1002/job.2861
Abstract
"Capturing the evolving journey of workers' well-being, our research unveils how the intertwined paths of job and life satisfaction shift and shape each other over time. We contribute to the field's understanding of the dynamic interplay between job and life satisfaction by exploring the time-bound nature of satisfaction, teasing apart the between- and within-person effects, and uncovering the relative strengths of these effects. Our findings (k = 28; N = 161 412) suggest that (1) job and life satisfaction are related to one another over time, (2) life satisfaction has a stronger effect (+32%) on future job satisfaction than the converse, (3) these effects peak around 17.2 months (between-person effects), and (4) effects peak at shorter intervals of 8.2 months when accounting for unobserved heterogeneity (within-person effects). In the latter case, the differences between the two effects were still significant, but the dominance of life satisfaction shrank from 32% to 8%. This investigation not only bridges critical gaps but also sets a new precedent for future research on the temporal dynamics of well-being, promising to transform theoretical perspectives and practical approaches alike." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Arbeitsmotivation erhöhen – aber wie? - Wirtschaftsdienst (2024)
Zitatform
Müller, Martin (2024): Arbeitsmotivation erhöhen – aber wie? - Wirtschaftsdienst. In: Wirtschaftsdienst, Jg. 104, H. 5, S. 329-335.
Abstract
"Im Oktober 2022 hat die Bundesregierung ihre Fachkräftestrategie verabschiedet, die einen Wandel der Arbeitskultur einleiten soll. Die demografische Entwicklung wird ohne ausreichendes Gegensteuern zu einer deutlichen Zunahme des Fachkräftemangels und zu einem spürbaren Rückgang des Wachstums des BIP pro Kopf führen. Eine höhere Erwerbsbeteiligung der Bevölkerung bietet ein großes Potenzial, dem entgegenzuwirken. Um dies zu erreichen, müssen Arbeitszufriedenheit und Arbeitsmotivation der Arbeitnehmenden gefördert werden." (Textauszug, IAB-Doku)
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Literaturhinweis
How White Workers Navigate Racial Difference in the Workplace: Social-Emotional Processes and the Role of Workplace Racial Composition (2024)
Zitatform
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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Literaturhinweis
Human capital utilisation, quiet quitting and employee retention - Publications Office of the EU (2024)
Zitatform
Russo, Giovanni (2024): Human capital utilisation, quiet quitting and employee retention - Publications Office of the EU. (CEDEFOP working paper series / European Centre for the Development of Vocational Training 2024,23), Luxembourg, 54 S. DOI:10.2801/229379
Abstract
"When employees leave an organization, they take their human capital with them. They also take with them any investment that the training organization may have done to enhance their human capital, both in terms of firm-specific and general skills. Employee turnover has been identified as a major cause for the under-provision of training in companies (Royalty, 1996, Brunello & De Paola, 2009)." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Job Satisfaction and the 'Great Resignation': An Exploratory Machine Learning Analysis (2023)
Zitatform
Celbiş, Mehmet Güney, Pui-hang Wong, Karima Kourtit & Peter Nijkamp (2023): Job Satisfaction and the 'Great Resignation': An Exploratory Machine Learning Analysis. In: Social indicators research, Jg. 170, H. 3, S. 1097-1118. DOI:10.1007/s11205-023-03233-3
Abstract
"Labor market dynamics is shaped by various social, psychological and economic drivers. Studies have suggested that job quit and labor market turnover are associated with job satisfaction. This study examines the determinants of job satisfaction using a large survey dataset, namely the LISS Work and Schooling module on an extensive sample of persons from the Netherlands. To handle these big data, machine learning models based on binary recursive partitioning algorithms are employed. Particularly, sequential and randomized tree-based techniques are used for prediction and clustering purposes. In order to interpret the results, the study calculates the sizes and directions of the effects of model features using computations based on the concept of Shapley value in cooperative game theory. The findings suggest that satisfaction with the social atmosphere among colleagues, wage satisfaction, and feeling of being appreciated are major determinants of job satisfaction." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))
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Literaturhinweis
The Value of Working Conditions in the United States and the Implications for the Structure of Wages (2023)
Zitatform
Maestas, Nicole, Kathleen J. Mullen, David Powell, Till von Wachter & Jeffrey B. Wenger (2023): The Value of Working Conditions in the United States and the Implications for the Structure of Wages. In: The American economic review, Jg. 113, H. 7, S. 2007-2047. DOI:10.1257/aer.20190846
Abstract
"We document variation in working conditions in the United States, present estimates of how workers value these conditions, and assess the impact of working conditions on estimates of wage inequality. We conduct a series of stated-preference experiments to estimate workers' willingness to pay for a broad set of working conditions, which we validate with actual job choices. We find that working conditions vary substantially, play a significant role in job choice, and are central components of the compensation received by workers. We find that accounting for differences in preferences for working conditions often exacerbates wage differentials and intensifies measures of wage inequality." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Healthy New Work: Auswirkung agiler Arbeit auf die psychische Gesundheit (2023)
Zitatform
Rietze, Sarah & Hannes Zacher (2023): Healthy New Work: Auswirkung agiler Arbeit auf die psychische Gesundheit. In: Personal quarterly, Jg. 75, H. 3, S. 32-38.
Abstract
"Unternehmen führen agile Praktiken ein, um Leistung und Innovation zu steigern. Welche Auswirkungen diese Praktiken auf Arbeitsmerkmale und die psychische Gesundheit von Beschäftigten haben, wurde bislang nicht untersucht. Es wurde eine Fragebogenstudie mit zwei Messzeitpunkten und 260 Beschäftigten in agilen Teams durchgeführt. Die Ergebnisse zeigen, dass agile Praktiken positiven Auswirkungen auf die psychische Gesundheit (höheres Engagement, geringere Ermüdung), vermittelt durch reduzierte Arbeitsanforderungen und erhöhte Ressourcen, haben." (Autorenreferat, IAB-Doku, © Haufe-Lexware)
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Literaturhinweis
Empowerment, Task Commitment, and Performance Pay (2022)
Zitatform
Beckmann, Michael & Matthias Kräkel (2022): Empowerment, Task Commitment, and Performance Pay. In: Journal of labor economics, Jg. 40, H. 4, S. 889-938. DOI:10.1086/718465
Abstract
"Although, from the viewpoint of social psychology, task commitment is a driving force for intrinsic motivation at the workplace, this topic has been widely ignored in labor and personnel economics so far. Our paper contributes to reduce this gap in the literature by offering a theoretical analysis on worker empowerment and task commitment. This approach also helps to explain the observed variety of compensation schemes across workers and firms. By using a large-scale linked employer-employee panel data set, we present empirical evidence that is consistent with the predicted patterns of our theoretical model." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Does job crafting always lead to employee well-being and performance? Meta-analytical evidence on the moderating role of societal culture (2022)
Zitatform
Boehnlein, Philipp & Matthias Baum (2022): Does job crafting always lead to employee well-being and performance? Meta-analytical evidence on the moderating role of societal culture. In: The International Journal of Human Resource Management, Jg. 33, H. 4, S. 647-685. DOI:10.1080/09585192.2020.1737177
Abstract
"We quantitatively summarize existing studies on job crafting and its effects on well-being and individual in-role and extra-role performance. We differentiate job crafting behaviors by target of impact (individual vs. work environment) and regulatory focus (prevention vs. promotion focus). Drawing on 60 independent samples with a total of 20,547 participants, we use meta-analysis to show that promotion-oriented job crafting can be associated with increased well-being and both in-role and extra-role performance. Prevention-oriented crafting yielded partially significant results for well-being while showing non-significant relationships with both performance outcomes. Drawing on previous findings of the GLOBE study, we further show that the effects of job crafting on both in-role and extra-role performance are partially moderated by the cultural practices of in-group collectivism, future orientation, performance orientation, and uncertainty avoidance. By doing so, we illuminate the cultural circumstances under which job crafting behaviors are more suitable and where job crafting is less effective as a way to improve individuals’ performance." (Author's abstract, IAB-Doku) ((en))"We quantitatively summarize existing studies on job crafting and its effects on well-being and individual in-role and extra-role performance. We differentiate job crafting behaviors by target of impact (individual vs. work environment) and regulatory focus (prevention vs. promotion focus). Drawing on 60 independent samples with a total of 20,547 participants, we use meta-analysis to show that promotion-oriented job crafting can be associated with increased well-being and both in-role and extra-role performance. Prevention-oriented crafting yielded partially significant results for well-being while showing non-significant relationships with both performance outcomes. Drawing on previous findings of the GLOBE study, we further show that the effects of job crafting on both in-role and extra-role performance are partially moderated by the cultural practices of in-group collectivism, future orientation, performance orientation, and uncertainty avoidance. By doing so, we illuminate the cultural circumstances under which job crafting behaviors are more suitable and where job crafting is less effective as a way to improve individuals’ performance." (Author's abstract, IAB-Doku) ((en))756k
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Literaturhinweis
Happy at Work - Possible at Any Age? (2022)
Carleton, Cheryl; Kelly, Mary T.;Zitatform
Carleton, Cheryl & Mary T. Kelly (2022): Happy at Work - Possible at Any Age? (Villanova School of Business working paper 51), Villanova, PA, 31 S.
Abstract
"With the growing attachment of older workers to the labor force and their engagement in alternative work arrangements, it is important to investigate the characteristics of older cohorts of individuals who are in the labor market and the factors that influence job satisfaction, as job satisfaction may be a predictor of which older individuals are likely to continue to work and in what type of work arrangement. This study uses several recent years of the General Social Survey to both explore the characteristics of older workers and investigate what contributes to job satisfaction, controlling for both gender and work arrangement. It splits the sample of workers into two cohorts to test for differences in job satisfaction between those who are nearing retirement age (55-64) and those who continue to work post the traditional retirement age (65-80). For the sample as a whole, and similar to other studies, we find that job satisfaction is higher for women and for those who work in alternative work arrangements as compared to those in regular jobs. We also find that there are differences in what contributes to job satisfaction between the two groups of older workers. These outcomes may inform firms about what they might do in order to keep these workers as well as informing the government on whether it is necessary to rethink how some benefits are both provided and paid for." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
New insights into self-initiated work design: the role of job crafting, self-undermining and five types of job satisfaction for employee's health and work ability (2022)
Döbler, Antonia-Sophie ; Wegge, Jürgen ; Nowak, Joshua; Richter-Killenberg, Stefanie; Emmermacher, Andre;Zitatform
Döbler, Antonia-Sophie, Andre Emmermacher, Stefanie Richter-Killenberg, Joshua Nowak & Jürgen Wegge (2022): New insights into self-initiated work design: the role of job crafting, self-undermining and five types of job satisfaction for employee's health and work ability. In: German Journal of Human Resource Management, Jg. 36, H. 2, S. 113-147. DOI:10.1177/23970022211029023
Abstract
"The present study provides evidence for the important role of job crafting and self-undermining behaviors at work, two new concepts that were recently integrated into the well-known job demands-resources (JD-R) theory (Bakker and Demerouti, 2017). We investigate how these behaviors are associated with work engagement, emotional exhaustion, and work ability as a long-term indicator of employee’s well-being. Furthermore, we examine the moderating role of personal resources in the stress-strain process by comparing groups of employees representing the five types of job satisfaction defined by Bruggemann (1974). Data was collected in a cross-sectional study within a German DAX company’s manufacturing plant from 1145 blue- and white-collar workers. Results of structural equation modeling provided, as expected, support for an indirect effect of job demands and job resources on emotional exhaustion and work engagement through job crafting and self-undermining. Work ability, on the other hand, was mainly affected by emotional exhaustion, but not by work engagement. Most important, we found significant differences between path coefficients across the five types of job satisfaction indicating that these types represent important constellations of personal resources and job demands that should be considered both for analyzing stress at work and for offering tailored stress interventions in organizations." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Viel Schatten, aber auch etwas Licht: Die Situation der Baubeschäftigten – Ergebnisse einer Online-Beschäftigtenbefragung (2022)
Zitatform
Kümmerling, Angelika, Gerhard Bosch, Frederic Hüttenhoff & Claudia Weinkopf (2022): Viel Schatten, aber auch etwas Licht. Die Situation der Baubeschäftigten – Ergebnisse einer Online-Beschäftigtenbefragung. (IAQ-Report 2022-06), Duisburg ; Essen, 24 S. DOI:10.17185/duepublico/76127
Abstract
"Eine Online-Befragung unter 3052 Baubeschäftigten zeigt, dass rund jeder vierte Beschäftigte in “näherer Zukunft“ beabsichtigt, seinen Arbeitgeber oder sogar die Branche zu wechseln. Baubeschäftigte beschreiben ihren Beruf als abwechslungsreich, vielfältig und lernförderlich und schätzen die Entscheidungsspielräume. Negativ werden die hohe körperliche Belastung und die Verdichtung der Arbeit durch neue Technologien gesehen. Ein hoher Anteil berichtet auch, dass der Fachkräftemangel in ihrem Betrieb bereits spürbar sei. Die Unzufriedenheit mit den Arbeitsbedingungen insgesamt, den Arbeitszeiten und der Bezahlung ist hoch und stellt einen Hauptgrund für Wechselabsichten dar. Nur gut jeder fünfte Arbeiter ist der Meinung, seinen Beruf bis zum gesetzlichen Renten-Einstiegsalter durchhalten zu können. Arbeiter wünschen sich einen Renteneintritt mit 60,7 Jahren, Angestellte mit 61,7 Jahren. Die Wechselneigung ist nicht betriebsunabhängig: Beschäftigte, die ihren Betrieb für zukunftsfähig halten und die das Betriebsklima als gut einschätzen, zeigen eine geringere Wechselneigung." (Autorenreferat, IAB-Doku)