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FDZ-Literatur / FDZ Literature

Die FDZ-Literaturdatenbank umfasst neben Datensatzbeschreibungen und Methodenberichten die zahlreichen Forschungsarbeiten, die auf Basis der am FDZ angebotenen Daten entstanden sind. Hier finden Sie aktuell laufende Projekte von FDZ-Nutzenden.
Darüber hinaus stehen die Literaturdatenbank zum IAB-Betriebspanel sowie die Literaturdatenbank zum PASS zur Verfügung.

Apart from dataset descriptions and methodology reports, the FDZ literature database contains numerous research papers written on the basis of the data provided by the FDZ. Here you can find currently ungoing research projects of FDZ users.
In addition, literature databases on the IAB Establishment Panel and the Panel Study Labour Market and Social Security (PASS) are available for research.

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  • Literaturhinweis

    Fachkräftesicherung und Mitarbeiterbindung aus Sicht von Betrieben und Beschäftigten (2024)

    Goetz, Valentina; Isphording, Ingo; Rinne, Ulf; Trenkle, Simon ;

    Zitatform

    Goetz, Valentina, Ingo Isphording, Ulf Rinne & Simon Trenkle (2024): Fachkräftesicherung und Mitarbeiterbindung aus Sicht von Betrieben und Beschäftigten. (Forschungsbericht / Bundesministerium für Arbeit und Soziales 634), Berlin, 37 S.

    Abstract

    "Die Sicherung der Fachkräftebasis stellt den Wirtschaftsstandort Deutschland vor eine große Herausforderung. Personalengpässe drohen sich aufgrund von Demografie, Digitalisierung, Dekarbonisierung und Deglobalisierung zu verschärfen. Um neue empirische Erkenntnisse über die Reaktionen der Unternehmen auf diese Engpässe zu gewinnen, analysiert dieser Bericht aktuelle Daten einer repräsentativen und deutschlandweiten Betriebs- und Beschäftigtenbefragung, dem Linked Personnel Panel (LLP). Dabei liegt ein besonderer Fokus auf dem Einsatz betrieblicher Personalinstrumente zur Rekrutierung und Mitarbeiterbindung sowie auf der Unternehmenskultur." (Autorenreferat, IAB-Doku)

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  • Literaturhinweis

    Heterogeneity in firms’ recruitment practices: New evidence from representative employer data (2023)

    Brändle, Tobias ; Kampkötter, Patrick ; Haylock, Michael; Grunau, Philipp ;

    Zitatform

    Brändle, Tobias, Philipp Grunau, Michael Haylock & Patrick Kampkötter (2023): Heterogeneity in firms’ recruitment practices: New evidence from representative employer data. In: German Journal of Human Resource Management, Jg. 37, H. 2, S. 107-136., 2022-07-21. DOI:10.1177/23970022221118346

    Abstract

    "The hiring and recruitment process is one of the main challenges to the success of companies and a significant driver of total labor costs. We use representative employer data for German private-sector establishments with at least 50 employees to explore recent developments in employer search, selection, and screening activities over the years of 2012–2018. We document changes in hiring policies over time and address heterogeneity across establishments related to size, ownership, and industry sector. Our results show that although establishment characteristics are correlated with different facets of hiring behavior, there is no homogeneous pattern for employer search and selection instruments. We highlight differences of hiring practices targeted at managerial versus non-managerial new hires. Finally, we outline potential mechanisms and research gaps for future work and discuss managerial implications." (Author's abstract, IAB-Doku, © SAGE) ((en))

    Beteiligte aus dem IAB

    Grunau, Philipp ;
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  • Literaturhinweis

    The impacts of working from home on individual health and well-being (2023)

    Denzer, Manuel; Grunau, Philipp ;

    Zitatform

    Denzer, Manuel & Philipp Grunau (2023): The impacts of working from home on individual health and well-being. In: The European Journal of Health Economics online erschienen am 30.08.2023, S. 1-20. DOI:10.1007/s10198-023-01620-8

    Abstract

    "Using a novel German linked employer–employee dataset, we provide unique evidence about the consequences of working from home (WfH) on individual health and well-being. During the recent pandemic, this locational flexibility measure has been used extensively to promote health by hampering the spread of the virus and to secure jobs. However, its direct theoretical ambiguous effects on health and well-being as characterized by different potential channels have barely been empirically investigated to date despite WfH’s increasing popularity in the years before the pandemic. To address concerns about selection into WfH in our dataset that is unaffected by the COVID-19 shock, our analysis relies on an identification strategy ruling out confounding effects by time-invariant unobservable variables. Moreover, we explain the remaining (intertemporal) variation in the individual WfH status by means of an instrumental variable strategy using variation in equipment with mobile devices among establishments. We find that subjective measures of individual health are partly affected by WfH, whereas no corresponding effect is present for an objective measure of individual health. In terms of individual well-being, we find that WfH leads to considerable improvement. By addressing the potential heterogeneity in our effect of interest, we find that men and middle-aged individuals particularly benefit from WfH." (Author's abstract, IAB-Doku, © Springer) ((en))

    Beteiligte aus dem IAB

    Grunau, Philipp ;
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  • Literaturhinweis

    Performance management and work engagement – New evidence using longitudinal data (2023)

    Ehmann, Stefanie; Kampkötter, Patrick ; Maier, Patrick ; Yang, Philip;

    Zitatform

    Ehmann, Stefanie, Patrick Kampkötter, Patrick Maier & Philip Yang (2023): Performance management and work engagement – New evidence using longitudinal data. In: Management Accounting Research. DOI:10.1016/j.mar.2023.100867

    Abstract

    "The value and the impact of performance management systems on employee-level and firm-level outcomes is a widely discussed topic in both academia and practice. In this paper, we investigate the impact of performance management and evaluation practices (PMEPs), such as performance appraisal interviews, formal target agreements and performance-related pay schemes, on employee-level work engagement. Building on management theories, we argue that PMEPs relate positively to employee-level work engagement. By applying a contingency perspective, we further explore the context dependence of this relationship with respect to firm size, industry, and ownership type. Using a longitudinal, linked employer-employee data set in four waves; and by applying various fixed effects regressions to account for unobserved heterogeneity, our results imply a positive and statistically significant impact of PMEPs on work engagement. We further find that the relationship between PMEPs and work engagement is smaller for larger firms and for firms in the IT, Communication & Other Services sector." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Menschen mit Behinderungen im Homeoffice – Erleichterung für die Inklusion?: Eine Gegenüberstellung von Deutschland und einigen angelsächsischen Ländern (2023)

    Flüter-Hoffmann, Christiane; Traub, Patricia;

    Zitatform

    Flüter-Hoffmann, Christiane & Patricia Traub (2023): Menschen mit Behinderungen im Homeoffice – Erleichterung für die Inklusion? Eine Gegenüberstellung von Deutschland und einigen angelsächsischen Ländern. (IW-Report / Institut der Deutschen Wirtschaft Köln 2023,10), Köln, 88 S.

    Abstract

    "Die COVID-19-Pandemie hat für ein „soziales Massen-Experiment der Telearbeit“ gesorgt, wie eine OECD-Studie es formulierte. Denn die Anteile der Erwerbstätigen, die von zuhause arbeiten, stiegen weltweit rapide an." (Autorenreferat, IAB-Doku)

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  • Literaturhinweis

    Physische und psychische Gesundheit in deutschen Betrieben (2023)

    Grunau, Philipp ; Ruf, Kevin; Wolter, Stefanie; Hauschka, Gloria;

    Zitatform

    Grunau, Philipp, Kevin Ruf, Stefanie Wolter & Gloria Hauschka (2023): Physische und psychische Gesundheit in deutschen Betrieben. (Forschungsbericht / Bundesministerium für Arbeit und Soziales 622), Berlin, 30 S.

    Abstract

    "Dieser Bericht befasst sich mit Gesundheit und Wohlbefinden von Beschäftigten in Deutschland zwischen 2013 bis 2021. Zuerst wird die Entwicklung ausgewählter Gesundheitsmaße - allgemeine Gesundheit, Wohlbefinden, Krankheitstage, Präsentismus - dargestellt. Anschließend werden strukturelle Zusammenhänge deskriptiv untersucht. Darauf aufbauend wird anhand von multivariaten Regressionsanalysen überprüft, welche Faktoren Gesundheit und Wohlbefinden tatsächlich beeinflussen. Im Fokus stehen hierbei individuelle, berufliche und betriebliche Rahmenbedingungen. Unsere Befunde deuten darauf hin, dass Beschäftigte und Firmen von Maßnahmen profitieren können, die Arbeitsbedingungen verbessern, eine gute Führungskultur fördern und Präsentismus reduzieren. Die Minimierung psychische Belastungsfaktoren im Arbeitskontext und eine gesundheitsfördernde Arbeitsgestaltung sollte gezielt von Betrieben gefördert werden. Durch geeignete Maßnahmen können gesundheitsbedingte Produktivitätsausfälle verringert werden und die Gesundheit der Belegschaft auf lange Sicht erhalten werden." (Autorenreferat, IAB-Doku)

    Beteiligte aus dem IAB

    Grunau, Philipp ; Ruf, Kevin; Wolter, Stefanie;
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  • Literaturhinweis

    Personality type matters: Perceptions of job demands, job resources, and their associations with work engagement and mental health (2023)

    Herr, Raphael M. ; Fischer, Joachim E.; Bosle, Catherin; Vianen, Annelies E. M. van;

    Zitatform

    Herr, Raphael M., Annelies E. M. van Vianen, Catherin Bosle & Joachim E. Fischer (2023): Personality type matters: Perceptions of job demands, job resources, and their associations with work engagement and mental health. In: Current psychology, Jg. 42, H. 4, S. 2576-2590. DOI:10.1007/s12144-021-01517-w

    Abstract

    "This three-wave study examined whether the pattern of associations of job demands and job resources with work engagement and mental health depends on personality types. In a representative sample of the German workforce (N = 13,665), the Big Five personality traits could be used to cluster participants into five personality types: ordinary, resilient, strained, overcontrolled, and undercontrolled. As predicted, job demands were associated with mental health and job resources were primarily associated with work engagement. However, these relationships differed across personality types. We conclude that research and practice could take a more personality-driven stance towards employee perceptions of job demands and job resources and their associations with work engagement and mental health." (Author's abstract, IAB-Doku, © Springer) ((en))

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  • Literaturhinweis

    Affective commitment, home-based working and the blurring of work–home boundaries: Evidence from Germany (2023)

    Lott, Yvonne ; Abendroth, Anja-Kristin ;

    Zitatform

    Lott, Yvonne & Anja-Kristin Abendroth (2023): Affective commitment, home-based working and the blurring of work–home boundaries: Evidence from Germany. In: New Technology, Work and Employment, Jg. 38, H. 1, S. 82-102. DOI:10.1111/ntwe.12255

    Abstract

    "Analysis of data from the representative German Linked Personnel Panel revealed that, overall, the use of home-based working is associated with a higher affective organisational commitment on the part of employees. However, this is less often the case when the use of home-based working involves the blurring of work–home boundaries. Perceived trust and fairness on the part of supervisors mediates the association between employees' experiences with working from home and their affective commitment. These results show that experiences with home-based working shape employees' perceptions of trust and fairness in their exchange relations with supervisors and thus their affective commitment to the organisation. Employees' experiences with home-based working that reflect its supportive implementation by their employers and supervisors are critical for their commitment. Our results provide the first evidence that in exchange relations between employees and supervisors, perceived fairness is as important as perceived trust." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Introducing Web in a Telephone Employee Survey: Effects on Nonresponse and Costs (2023)

    Mackeben, Jan; Sakshaug, Joseph ;

    Zitatform

    Mackeben, Jan & Joseph Sakshaug (2023): Introducing Web in a Telephone Employee Survey: Effects on Nonresponse and Costs. In: Journal of survey statistics and methodology, Jg. 11, H. 5, S. 1054-1088., 2022-01-06. DOI:10.1093/jssam/smac002

    Abstract

    "Policy decisions in business and economic fields are often informed by surveys of employees. Many employee surveys use costly interviewer-administered modes to reach this special population. However, certain employee subgroups may be especially hard to reach using these modes. Thus, besides high administration costs, nonresponse bias is a concern. To reduce costs and potential nonresponse bias, some employee surveys have introduced web as part of a sequential mixed-mode design. However, the impact of introducing web on response rates, nonresponse bias, and costs in employee surveys is understudied. The present study addresses this research gap by analyzing a mode design experiment in which employees selected for a national survey in Germany were randomly assigned to a single-mode telephone design or a sequential web-telephone mixed-mode design. The study revealed four main findings. First, introducing the web mode significantly increased the response rate compared to the single-mode design. Second, despite the higher response rate, aggregate nonresponse bias was higher in the mixed-mode design than in the single-mode design. Third, the likelihood of web participation varied across certain employee subgroups, including occupation type and employment contract. Lastly, potential cost savings were evident under the mixed-mode design." (Author's abstract, © Oxford University Press) ((en))

    Beteiligte aus dem IAB

    Mackeben, Jan; Sakshaug, Joseph ;
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  • Literaturhinweis

    Reference wages and turnover intentions: evidence from linked employer-employee data (2023)

    Mohrenweiser, Jens ; Pfeifer, Christian ;

    Zitatform

    Mohrenweiser, Jens & Christian Pfeifer (2023): Reference wages and turnover intentions: evidence from linked employer-employee data. In: Applied Economics Letters, Jg. 30, H. 14, S. 1955-1959. DOI:10.1080/13504851.2022.2086680

    Abstract

    "This research note analyzes the nexus between workers’ turnover intentions and workers’ own wages, internal and external reference wages. Worker and establishment surveys are linked with administrative social security data for all workers in surveyed establishments. Approximately half a million worker-year observations are used to predict conditional internal and external reference wages. Results show that higher external and internal reference wages are correlated with higher turnover intentions. Thus, external reference wages seem to serve as outside options and higher reference wages of co-workers seem rather to reduce own social status than to signal better future prospects at the current employer." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Wage Structures, Fairness Perceptions, and Job Satisfaction: Evidence from Linked Employer-Employee Data (2023)

    Mohrenweiser, Jens ; Pfeifer, Christian ;

    Zitatform

    Mohrenweiser, Jens & Christian Pfeifer (2023): Wage Structures, Fairness Perceptions, and Job Satisfaction: Evidence from Linked Employer-Employee Data. In: Journal of happiness studies, Jg. 24, H. 7, S. 2291-2308. DOI:10.1007/s10902-023-00680-0

    Abstract

    "The paper investigates the impact of firms’ wage structures and workers’ wage fairness perceptions on workers’ well-being. For this purpose, worker and establishment surveys are linked with administrative social security data. Four variables are generated, using approximately half a million worker-year observations, that describe firms’ wage structures and workers’ positions within the wage structures: own absolute wages, internal reference wages within firms, external reference wages, and the wage dispersion in firms. The interrelations between these wage structure variables, workers’ perceived wage fairness, and job satisfaction are then analyzed using regressions. Interpersonal wage comparisons between co-workers in the same firm and across firms as well as wage fairness perceptions are found to be significant determinants of workers’ well-being. The overall findings suggest that equity and social status considerations as well as altruistic preferences towards co-workers and inequality aversion are more important than signal considerations in this context." (Author's abstract, IAB-Doku, © Springer) ((en))

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  • Literaturhinweis

    Age-Aware Organizations and the Relationship Between Shift Work and Psychological Well-being Across the Lifespan (2023)

    Piszczek, Matthew M. ; Trasher, Gregory R.; Yestrepsky, Joseph M.;

    Zitatform

    Piszczek, Matthew M., Joseph M. Yestrepsky & Gregory R. Trasher (2023): Age-Aware Organizations and the Relationship Between Shift Work and Psychological Well-being Across the Lifespan. In: Work, aging and retirement online erschienen am 25.05.2023, S. 1-14. DOI:10.1093/workar/waad014

    Abstract

    "As the global workforce ages, it has become more important to understand how seemingly age-neutral HR practices can create unintended age-specific effects. For example, shift work - nominally an age-neutral HR practice - has been shown to have stronger negative effects on older workers’ physical and mental health. Although these effects are well established, how organizations can mitigate the age-specific effects of scheduling practices represents an important gap in the aging workforce literature. More specifically, the role of the organization in setting human resource practices and policies that are sensitive to older workers likely determines the strength of the age-specific effects of shift work on psychological well-being. Using mixed effects analyses in a large dataset of German employees and employers, we integrate lifespan psychology and HR strategy research to examine the relationship between shift work and psychological well-being across working lives. We then examine how the implementation of organizational age structure analysis may buffer this relationship. Results largely support the benefits of an active, “age-aware” approach to managing the aging workforce as psychological well-being increased with age among all workers except shift workers in establishments that did not conduct an age structure analysis." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Die Pandemie hat in Deutschland keinen Quiet-Quitting-Trend ausgelöst (2023)

    Weber, Enzo ; Wolter, Stefanie; Göschl, Michael; Grunau, Philipp ;

    Zitatform

    Weber, Enzo, Stefanie Wolter, Philipp Grunau & Michael Göschl (2023): Die Pandemie hat in Deutschland keinen Quiet-Quitting-Trend ausgelöst. In: IAB-Forum H. 25.07.23 Nürnberg. DOI:10.48720/IAB.FOO.20230725.01

    Abstract

    "„Innere Kündigung“, „Dienst nach Vorschrift“, „Quiet Quitting“: Öffentlichen Debatten zufolge haben sich seit der Corona-Krise immer mehr Beschäftigte dafür entschieden, kürzerzutreten und nicht mehr als die vertraglich vereinbarten Aufgaben zu übernehmen. Aktuelle Befragungsdaten liefern indes keine empirische Evidenz für dieses Phänomen. Das Engagement für die Tätigkeit und die Bindung an den eigenen Arbeitgeber haben zwar in den Jahren vor Corona tendenziell abgenommen, jedoch setzte sich dieser Trend in der Pandemie nicht fort." (Autorenreferat, IAB-Doku)

    Beteiligte aus dem IAB

    Weber, Enzo ; Wolter, Stefanie; Grunau, Philipp ;
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  • Literaturhinweis

    Working from Home and Worker Well-being: New Evidence from Germany (2023)

    Yang, Duanyi ; Kubzansky, Laura D.; Kelly, Erin L. ; Berkman, Lisa;

    Zitatform

    Yang, Duanyi, Erin L. Kelly, Laura D. Kubzansky & Lisa Berkman (2023): Working from Home and Worker Well-being: New Evidence from Germany. In: ILR review, Jg. 76, H. 3, S. 504-531. DOI:10.1177/00197939221148716

    Abstract

    "The COVID-19 pandemic piqued interest in remote work, but research yields mixed findings on the impact of working from home on workers’ well-being and job attitudes. The authors develop a conceptual distinction between working from home that occurs during regular work hours (replacement work-from-home) and working from home that occurs outside of those hours (extension work-from-home). Using linked establishment-employee survey data from Germany, the authors find that extension work-from-home is associated with lower psychological well-being, higher turnover intentions, and higher work-to-family and family-to-work conflicts. By contrast, replacement work-from-home is associated with better well-being and higher job satisfaction, but higher work-to-family conflict. Extension work-from-home has more negative effects for women’s well-being and work-to-family conflict. This distinction clarifies the conditions under which remote work can have positive consequences for workers and for organizations." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Arbeitszeiten in der Corona-Krise: Länger, kürzer oder flexibler? (2022)

    Backhaus, Nils;

    Zitatform

    Backhaus, Nils (2022): Arbeitszeiten in der Corona-Krise: Länger, kürzer oder flexibler? In: L. Bellmann & W. Matiaske (Hrsg.) (2022): Sozio-Ökonomik der Corona-Krise, S. 193-225.

    Abstract

    "Im Spiegel des Infektionsgeschehens und der wirtschaftlichen Situation hat die SARS-CoV-2-Pandemie die Arbeitszeiten vieler Erwerbstätiger stark verändert. Daten zu diesen Veränderungen und mögliche Auswirkungen auf Sicherheit und Gesundheit stehen im Fokus des Beitrags. Im Rahmen von Kurzarbeit oder besonders hoher Arbeitsbelastung mussten viele Arbeitszeiten verkürzt oder verlängert werden. Viele verlagerten ihre Arbeitszeiten erstmalig oder deutlich häufiger auf untypische Arbeitszeiten, z.B. auf das Wochenende oder in die Abendstunden, um die Anwesenheit im Betrieb zu entzerren oder um Betreuungsaufgaben nachzukommen. Zeitliche Entgrenzung ist insbesondere bei der Arbeit von zuhause ein viel beobachtetes Phänomen. Abschließend werden mögliche Entwicklungen und sich daraus ergebende zukünftige Herausforderungen für die Arbeitszeitgestaltung diskutiert." (Autorenreferat, IAB-Doku)

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  • Literaturhinweis

    Empowerment, Task Commitment, and Performance Pay (2022)

    Beckmann, Michael; Kräkel, Matthias;

    Zitatform

    Beckmann, Michael & Matthias Kräkel (2022): Empowerment, Task Commitment, and Performance Pay. In: Journal of labor economics, Jg. 40, H. 4, S. 889-938. DOI:10.1086/718465

    Abstract

    "Although, from the viewpoint of social psychology, task commitment is a driving force for intrinsic motivation at the workplace, this topic has been widely ignored in labor and personnel economics so far. Our paper contributes to reduce this gap in the literature by offering a theoretical analysis on worker empowerment and task commitment. This approach also helps to explain the observed variety of compensation schemes across workers and firms. By using a large-scale linked employer-employee panel data set, we present empirical evidence that is consistent with the predicted patterns of our theoretical model." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Homeoffice vor, während und nach der COVID-19-Krise (2022)

    Bellmann, Lutz ;

    Zitatform

    Bellmann, Lutz (2022): Homeoffice vor, während und nach der COVID-19-Krise. In: L. Bellmann & W. Matiaske (Hrsg.) (2022): Sozio-Ökonomik der Corona-Krise, S. 247-265.

    Abstract

    "Die Nutzung von Homeoffice erfolgte vor der COVID-19-Krise in Deutschland im Vergleich zu anderen Ländern relativ wenig; oftmals blieben Potenziale ungenutzt. Probleme seitens der Betriebe wurden in der ungeeigneten Tätigkeit, fehlender technischer Voraussetzungen, Festhalten an der Präsenzkultur und der Vermischung von Privatleben und Beruf gesehen. Vorteile bestehen in der höheren Produktivität, der Verbesserung der Work-Life-Balance, der Verringerung der Pendelzeiten und der Verlängerung der Arbeitszeiten. In der Krise wurden vielen Beschäftigten zusätzliche Homeoffice-Optionen gewährt. Um das Infektionsgeschehen einzudämmen, wurden diese Optionen vor allem während der Lockdowns genutzt. Es ist zu erwarten, dass nach der Pandemie ein höheres Niveau der Nutzung von Homeoffice bestehen bleiben wird. Dafür ist aber eine Reihe von Unterstützungen und Regelungen erforderlich." (Autorenreferat, IAB-Doku)

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    Bellmann, Lutz ;
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  • Literaturhinweis

    Personality traits, working conditions and health: an empirical analysis based on the German Linked Personnel Panel, 2013–2017 (2022)

    Bellmann, Lutz ; Hübler, Olaf;

    Zitatform

    Bellmann, Lutz & Olaf Hübler (2022): Personality traits, working conditions and health: an empirical analysis based on the German Linked Personnel Panel, 2013–2017. In: Review of Managerial Science, Jg. 16, H. 2, S. 283-318., 2020-11-18. DOI:10.1007/s11846-020-00426-9

    Abstract

    "We conduct a comprehensive analysis of health determinants at the individual and workplace levels. Using a new individual-level German data set, we investigate the influence of these determinants on health, including collegiality, personality traits as measured by the Big Five, commitment to the company and job characteristics, while controlling for a set of standard sociodemographic and employment variables. We are interested in which determinants are important and which are less influential, whether interaction effects should be taken into account and whether the results depend on the modeling and estimation method used. Among the Big Five factors, conscientiousness, agreeableness and emotional stability are positively correlated with good overall health. The influence of job characteristics such as having substantial decision-making authority, not having physically demanding tasks, having pleasant environmental conditions, facing minimal time pressure and not being required to multitask are also positive. If employees frequently receive help when needed from their colleagues and do not feel unfairly criticized by others in the firm, they usually have fewer health problems. Each Big Five item influences mental health, whereas no statistical significance could be found for these items’ relationships with the number of days workers were absent due to sickness, except for neuroticism. These results are, for the most part, robust to different modeling and estimation methods." (Author's abstract, IAB-Doku) ((en))

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    Bellmann, Lutz ;
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  • Literaturhinweis

    Associations Between Work Characteristics, Engaged Well-Being at Work, and Job Attitudes - Findings from a Longitudinal German Study (2022)

    Brokmeier, Luisa L. ; Bosle, Catherin; Herr, Raphael M. ; Fischer, Joachim E.;

    Zitatform

    Brokmeier, Luisa L., Catherin Bosle, Joachim E. Fischer & Raphael M. Herr (2022): Associations Between Work Characteristics, Engaged Well-Being at Work, and Job Attitudes - Findings from a Longitudinal German Study. In: Safety and Health at Work, Jg. 13, H. 2, S. 213-219. DOI:10.1016/j.shaw.2022.03.003

    Abstract

    "The Job Demand & Resources model suggests work characteristics are related to mental well-being and work engagement. Previous work describes the development of a combined construct ‘engaged well-being at work’ (EWB). To what extent changes in measures of this construct are responsive to changes in job demands and resources or associated with changes in job-related attitudes has not been established. Longitudinal employee-level data from three waves (German Linked Personnel Panel) were used. Logistic and linear fixed effects regression analyses explored longitudinal associations between changes in EWB for participants over a three-year period with changes in job demands and resources and job-related attitudes (job commitment, satisfaction, and turnover intentions). While job resources were associated with increased odds for a change into a healthier and/or more engaged category of EWB, job demands reduced them. Job resources were more strongly related to higher EWB (ORrange = 1.22 – 1.61) than job demands (ORrange = 0.79 – 0.96). Especially psychological job demands showed negative associations with improved EWB (OR = 0.79). A change from the least desirable category ‘disengaged strain’ to any other category of EWB was associated with greater odds by up to 20.6 % for increased commitment and job satisfaction and lower odds for turnover intentions. Improving work characteristics, especially job resources, could increase employees' EWB, emphasizing the importance of job characteristics for a healthy workplace. Because EWB seems to be associated with job attitudes, an improvement of this indicator would be relevant for employees and employers." (Author's abstract, IAB-Doku, © Elsevier) ((en))

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  • Literaturhinweis

    Flexible work organization and employer provided training: Evidence from German linked employer-employee data (2022)

    Campaner, Annika; Heywood, John S. ; Jirjahn, Uwe ;

    Zitatform

    Campaner, Annika, John S. Heywood & Uwe Jirjahn (2022): Flexible work organization and employer provided training: Evidence from German linked employer-employee data. In: Kyklos, Jg. 75, H. 1, S. 3-29. DOI:10.1111/kykl.12283

    Abstract

    "We examine the hypothesis that flexible work organization involves greater skill requirements and, hence, an increased likelihood of receiving employer provided training. The analysis is based on unique linked employer-employee data from Germany for the years 2012, 2014 and 2016 (12,924 pooled observations from 9,440 employees in 1,903 establishments). Our results confirm that employees are more likely to receive training when their jobs are characterized by greater decision-making autonomy and task variety, two essential elements of flexibility. Critically, the training associated with workplace flexibility does not simply reflect technology. Skill-biased organizational change plays its own role. Moreover, we show that the training associated with workplace flexibility is disproportionately oriented toward employees with a greater formal education. We find little evidence of an age or a gender bias of workplace flexibility." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))

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