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

Abstract

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

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

Abstract

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

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

Abstract

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

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

Abstract

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

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

Abstract

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

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

Abstract

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

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

Abstract

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

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

Abstract

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

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Michenthaler, Georg (2011): Beschäftigte in der Forschung. Analyse der Arbeitsbedingungen und der Arbeitszufriedenheit auf Grundlage des österreichischen Arbeitsklima-Index. (Beiträge zur Wirtschaftspolitik 31), Wien, 50 S.

Abstract

"Der nicht zuletzt in der Lissabon-Strategie der EU vorgezeichnete Weg Europas von der industriellen Produktions- in die Wissensgesellschaft rückt die Herstellung und Vermittlung von Wissen ins Zentrum des Interesses. Besondere Aufmerksamkeit verdient in diesem Zusammenhang die Lebens- und Arbeitssituation der Beschäftigten in Forschung und Entwicklung, die zur Erreichung dieses Ziels maßgeblich beitragen. Um einen Blick in deren Arbeitsverhältnisse zu gewinnen, wurde nun das Institut für empirische Sozialforschung (IFES) wurde von der Arbeiterkammer Wien mit der Durchführung einer repräsentativen Befragung von Forschungsbeschäftigten in Österreich beauftragt. In dem Bericht werden die Hauptergebnisse der im letzten Quartal 2010 und im ersten Quartal 2011 durchgeführten - schriftlichen sowie telefonischen - Befragung dargestellt. Besondere Aktualität gewinnen die Befragungsergebnisse dadurch, dass eben in diesem Zeitraum die von der Bundesregierung geplanten Kürzungen der Förderungen von Forschungseinrichtungen publik wurden. Primäre Zielsetzung der Studie ist die Berechnung des Arbeitsklima Index für Beschäftigte in der Forschung sowie die vergleichende Darstellung einzelner Aspekte der Arbeitssituation dieser Berufsgruppe aus deren subjektiven Sicht. Ausgeklammert aus der Betrachtung wurden einerseits die universitäre Forschung, andererseits die den öffentlichen Einrichtungen zuzurechnenden Forschungsbereiche wie Forschungsaktivitäten seitens des Bundes, der Länder, der Gemeinden oder etwa auch von Museen u.ä. Grundgesamtheit der Untersuchung waren somit jene von der Statistik Austria in der 'Erhebung über Forschung und experimentelle Entwicklung 2007 - Unternehmenssektor' - in Vollzeitäquivalenten - ausgewiesenen rund 20.000 WissenschaftlerInnen und rund 14.000 Angehörigen des höher qualifizierten nichtwissenschaftlichen Personals im privatwirtschaftlichen bzw. kooperativen Bereich, die - als Haupttätigkeit oder temporär projektbezogen - im engeren Sinn mit Forschungsaufgaben wissenschaftlicher oder nichtwissenschaftlicher Art befasst sind, nicht jedoch Hilfs- oder administrative Kräfte. Es handelt sich dabei sowohl um Beschäftigte in spezifischen Forschungseinrichtungen, aber auch um solche in F&E-Abteilungen größerer Unternehmen der Produktions- und Dienstleistungssektoren. Vom Projektteam der Arbeiterkammer und der GPA-djp wurden eine Reihe von forschungsleitenden Fragestellungen und Thesen zur Berufsarbeit von Forschungsbeschäftigten eingebracht, die implizit oder explizit den Fokus der vorliegenden Analyse bilden - wie z.B.: - Charakter der ForscherInnenlaufbahnen, Karrierewege in der Forschung - insbesondere auch unter dem Gender-Aspekt - Gestaltungsmöglichkeiten, 'Freiheit der Forschung' - Arbeitsstrukturen - Teamarbeit vs. Einzelkämpfertum - Führungskompetenzen und Konfliktfähigkeit - Reputation bzw. Status von ForscherInnen in der Gesellschaft - Tätigkeitsumfang: von 'reiner' Forschung bis zu Akquisition, ForscherInnen als 'Mädchen für alles' - Familie-Beruf, Arbeitszeiten, Doppelbelastungen - Gesundheitsbedingungen, Sicherheit." (Autorenreferat, IAB-Doku)

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Pouliakas, Konstantinos & Nikolaos Theodoropoulos (2011): The effect of variable pay schemes on workplace absenteeism. (IZA discussion paper 5941), Bonn, 39 S.

Abstract

"We estimate the effect of variable pay schemes on workplace absenteeism using two cross sections of British establishments. Private sector establishments that explicitly link pay with individual performance are found to have significantly lower absence rates. This effect is stronger for establishments that offer variable pay schemes to a greater share of their non-managerial workforce. Matched employer-employee data suggest that the effect is robust to a number of sensitivity tests. We also find that firms that tie a greater proportion of employees' earnings to variable pay schemes are also found to experience lower absence rates. Further, quintile regression results suggest that variable pay schemes have a stronger effect on establishments with an absence rate that is higher than an average or 'sustainable' level. Finally, panel data suggest that a feedback mechanism is present, whereby high absenteeism in the past is related to a greater future incidence of individual variable pay schemes, which, in turn, is correlated with lower absence rates." (Author's abstract, IAB-Doku) ((en))

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Sell, Lea & Bryan Cleal (2011): Job satisfaction, work environment, and rewards. Motivational theory revisited. In: Labour, Jg. 25, H. 1, S. 1-23. DOI:10.1111/j.1467-9914.2010.00496.x

Abstract

"A model of job satisfaction integrating economic and work environment variables was developed and used for testing interactions between rewards and work environment hazards. Data came from a representative panel of Danish employees. Results showed that psychosocial work environment factors, like information about decisions concerning the work place, social support, and influence, have significant impacts on the level of job satisfaction. Maximizing rewards did not compensate public employees to an extent that ameliorated the negative effects on job satisfaction of experiencing low levels of any of these factors whereas influence did not impact job satisfaction of private employees." (Author's abstract, IAB-Doku) ((en))

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Volmer, Judith & Daniel Spurk (2011): Protean and bounderyless career attitudes: relationships with subjective and objective career success. In: Zeitschrift für ArbeitsmarktForschung, Jg. 43, H. 3, S. 207-218. DOI:10.1007/s12651-010-0037-3

Abstract

"Die proteische und entgrenzte Laufbahneinstellung haben seit einigen Jahren besondere Beachtung gefunden. Eine proteische Laufbahneinstellung beinhaltet, dass eine Person nach einer fortschreitenden Entwicklung und Selbstverwirklichung strebt; eine entgrenzte Laufbahneinstellung ist durch eine hohe physische und/oder psychische Mobilität gekennzeichnet. Dieser Beitrag verfolgt zwei Zielsetzungen: Erstens möchten wir den Zusammenhang zwischen proteischen und entgrenzten Laufbahneinstellungen mit subjektivem (d.?h. Karrierezufriedenheit und Erfolg im Vergleich mit Kollegen) sowie objektivem (d.?h. Beförderung und Gehalt) Berufserfolg untersuchen. Zweitens möchten wir Forschung zu proteischen und entgrenzten Laufbahneinstellungen mit Forschung zu Prädiktoren von Berufserfolg verknüpfen. Wir analysieren den Zusammenhang zwischen Laufbahneinstellung und Berufserfolg anhand einer Stichprobe von 116 Berufstätigen. Unsere Ergebnisse zeigen, dass Komponenten der proteischen Laufbahneinstellung eher mit subjektivem Erfolg und Komponenten der entgrenzten Laufbahneinstellung eher mit objektivem Erfolg zusammen hängen. Folgerungen bezüglich der Relevanz von Laufbahneinstellungen für den Berufserfolg werden abgeleitet." (Autorenreferat, IAB-Doku)

Abstract

"This second annual Yearbook on Living and working in Europe 2010 aims to convey the main findings of some of Eurofound's key currents of research - in particular, results and analysis from its three pan-European surveys on company practices, working conditions and quality of life. All the surveys now enable us to paint some pictures of trends over time, crucial for understanding how Europe is developing and the changing challenges it is encountering. Not least among these challenges is the creation of a truly multicultural European society, a task being undertaken daily by both majority and minority communities. As detailed in last year's publication, European governments and social partners are still dealing with the effects of the economic crisis; in many countries, short-time working schemes were extended or introduced as one response. Eurofound's Yearbook also outlines how such responses to the crisis may also provide an opportunity, highlighting ways of adapting such schemes to combine both greater flexibility and greater security. Such adaptation can only take place with the cooperation of the social partners: the Yearbook 2010 looks at how both trade unions and employer organisations are adapting to meet the challenges of changing times." (Author's abstract, IAB-Doku) ((en))

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Artz, Benjamin (2010): Fringe benefits and job satisfaction. In: International journal of manpower, Jg. 31, H. 6, S. 626-644. DOI:10.1108/01437721011073346

Abstract

"The paper seeks to empirically identify the theoretically ambiguous relationship between employer fringe benefit provision and worker job satisfaction. Using the five most recent waves of the National Longitudinal Survey of Youth, both pooled cross-section and fixed effects estimates explain the relationship between fringe benefits and job satisfaction. The potential endogenous relationship is also tested using a recursive bivariate probit procedure. Fringe benefits are significant and positive determinants of job satisfaction. The potential endogeneity between fringe benefits and job satisfaction is not shown in this dataset while controlling for fixed effects does not remove the significant impact of fringe benefits. A limitation is the inability to control for total compensation within the estimations and control for wage changes as a result of fringe benefit provision. Higher levels of worker job satisfaction, potentially resulting from fringe benefit provisions, have been linked to important productivity measures such as lower quit rates and absenteeism. The paper is the first to study the relationship between fringe benefits and job satisfaction in detail while additionally testing for the endogeneity of the relationship and controlling for fixed effects." (Author's abstract, IAB-Doku) ((en))

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Guest, David E., Kerstin Isaksson & Hans De Witte (Hrsg.) (2010): Employment contracts, psychological contracts, and employee well-being. An international study. Oxford: Oxford University Press, 327 S.

Abstract

"Temporary employment has become a focus of policy debate, theory, and research. The book addresses as its core concern the relationship between temporary employment contracts and employee well-being. It does so within the analytic framework of the psychological contract, and advances theory and knowledge about the psychological contract by exploring it from a variety of perspectives. It also sets the psychological contract within the context of a range of other potential influences on work-related well-being including workload, job insecurity, employability, and organizational support. A key aim of the book is to identify the relative importance of these various potential influences on well-being.
The book covers seven countries; Belgium, Germany, The Netherlands, Spain, Sweden and the UK, as well as Israel as a comparator outside Europe. Data were collected from over 5,000 workers in over 200 organizations; and from both permanent and temporary workers as well as from employers.
The book's conclusions are interesting and controversial. The central finding is that contrary to expectations, temporary workers report higher well-being than permanent workers. As expected, a range of factors help to explain variations in work-related well-being and the research highlights the important role of the psychological contract. However, even after taking into account alternative explanations, the significant influence of type of employment contract remains, with temporary workers reporting higher well-being. In addition to this core finding, by exploring several aspects of the psychological contract, and taking into account both employer and employee perspectives, the book sheds new light on the nature and role of the psychological contract. It also raises some challenging policy questions and while acknowledging the potentially precarious nature of temporary jobs, highlights the need to consider the increasingly demanding nature of permanent jobs and their effects on the well-being of employees." (Author's abstract, IAB-Doku) ((en))

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Judge, Timothy A., Ronald F. Piccolo, Nathan P. Podsakoff, John C. Shaw & Bruce L. Rich (2010): The relationship between pay and job satisfaction. A meta-analysis of the literature. In: Journal of vocational behavior, Jg. 77, H. 2, S. 157-167. DOI:10.1016/j.jvb.2010.04.002

Abstract

"Whereas the motivational aspects of pay are well-documented, the notion that high pay leads to high levels of satisfaction is not without debate. The current study used meta-analysis to estimate the population correlation between pay level and measures of pay and job satisfaction. Cumulating across 115 correlations from 92 independent samples, results suggested that pay level was correlated .15 with job satisfaction and .23 with pay satisfaction. Various moderators of the relationship were investigated. Despite the popular theorizing, results suggest that pay level is only marginally related to satisfaction. Theoretical and practical implications of the results are discussed." (Author's abstract, IAB-Doku) ((en))

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Knabe, Andreas & Steffen Rätzel (2010): Income, happiness, and the disutility of labour. In: Economics Letters, Jg. 107, H. 1, S. 77-79. DOI:10.1016/j.econlet.2009.12.032

Abstract

"We re-examined the claim that neglecting the impact of working hours on happiness causes a downward bias in the income - happiness-relationship. Pouwels et al. (2008), using cross-sectional data for Germany, found that controlling for working hours would substantially increase the impact of income on subjective well-being. Replicating their methodology, we find similar results. When we consider a methodology that has currently become standard in the happiness literature, including a panel dataset and the control for individual unobserved heterogeneity by including fixed effects, however, the results change considerably. Using this estimation technique and specifying the impact of working hours in a more flexible, quadratic form that allows for non-monotonic influences, we obtain results that suggest that the impact of working hours on happiness is rather small and exhibits an inverse U-shape. Since the magnitude of the effect of working hours is small, there is no evidence that leaving working hours out of the analysis leads to an underestimation of the income effect." (Autorenreferat, IAB-Doku)

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Liu, Xiangmin, Scott Thomas & Liang Zhang (2010): College quality, earnings, and job satisfaction. Evidence from recent college graduates. In: Journal of labor research, Jg. 31, H. 2, S. 183-201. DOI:10.1007/s12122-010-9086-1

Abstract

"This study investigates the relationship among college quality, earnings, and job satisfaction among a recent cohort of college graduates. Our results suggest that, controlling for earnings, college quality is negatively related to job satisfaction, especially to those aspects of the job that are associated with monetary rewards. Further analysis indicates that there is no significant difference between the male and female groups; however, the negative relationship between satisfaction with monetary rewards and college quality is mainly driven by the non-white group. These findings do not support the view that graduating from elite schools will necessarily lead to greater job satisfaction." (Author's abstract, IAB-Doku) ((en))

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Pfeifer, Christian & Stefan Schneck (2010): Relative wage positions and quit behavior. New evidence from linked employer-employee data. (Universität Lüneburg. Working paper series in economics 163), Lüneburg, 54 S.

Abstract

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

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Pouiliakas, Konstantinos & Ioannis Theodossiou (2010): Differences in the job satisfaction of high-paid and low-paid workers across Europe. In: International Labour Review, Jg. 149, H. 1, S. 1-29.

Abstract

"Data from six waves of the European Community Household Panel (1996-2001) in 11 countries suggest that low-paid employees are significantly less satisfied with their job than the high-paid in southern Europe, but not in the northern countries. Proxying job satisfaction for job quality, the authors Show that while lowpaid employment does not necessarily mean low-quality employment, workers in some countries suffer the double penalty of low pay and low job quality. Such dualism across European labour markets, they argue, reflects different country-level approaches to the trade-off between flexibility and security, calling for a policy focus an the latter to enhance job quality." (Author's abstract, IAB-Doku) ((en))

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Pouliakas, Konstantinos (2010): Pay enough, don't pay too much or don't pay at all? The impact of bonus intensity on job satisfaction. In: Kyklos, Jg. 63, H. 4, S. 597-626. DOI:10.1111/j.1467-6435.2010.00490.x

Abstract

"This paper attempts to examine the effect of the intensity of financial incentives (i.e. the proportion of workers' salary that is tied to bonuses) on job satisfaction. Understanding the influence of monetary incentives on job satisfaction is important given that the composition of an employee's remuneration package is an integral element of his/her overall working conditions. According to the standard microeconomic paradigm, in long-run equilibrium one would not expect to observe any differences in the marginal utilities of comparable workers under fixed or variable payment schemes. This should hold since the expected value of the higher wages paid under performance-related pay (PRP) should be just sufficient to compensate for the additional earnings risk and the disutility of extra effort. However, once the standard assumptions of the agency model are relaxed, and psychological arguments such as those of motivation crowding out theory (Frey and Jegen, 2001) are taken into account, it is expected that PRP is likely to have a non-negligible impact on job satisfaction. To the extent that incentive schemes allow for optimization of effort, facilitate worker autonomy and enhance self-determination they should increase job satisfaction, other things equal. Yet increasing earnings risk, crowding out of the inherent pleasantness in performing one's job and lower morale can lead to disgruntled employees.
Based on the above reasoning, a number of previous studies have focussed on the impact of the incidence of PRP on job satisfaction (Drago et al., 1992; McCausland et al., 2005; Heywood and Wei, 2006; Green and Heywood, 2008; Artz, 2008; Pouliakas and Theodossiou, 2009). This masks the possibility that the utility of workers may vary according to the magnitude and intensity of incentives, as suggested by the experiments of Gneezy and Rustichini (2000[a][b]) and Pokorny (2008). An important common element of the above experiments is that 'small' incentives are likely to exert a negative effect on behaviour (with discontinuity close to zero), while for high powered rewards (or punishments) the standard price effect is expected to prevail.
This paper attempts to test these contrasting hypotheses by looking beyond the mere incidence of incentive pay and examining the impact of the intensity of incentives on job satisfaction instead. Specifically, 10 waves (1998 - 2007) of the British Household Panel Survey (BHPS) are used to investigate the ceteris paribus association between the intensity of bonus/profit-sharing payments, the dynamic change in bonus status and the utility derived from work. After controlling for individual heterogeneity biases, it is shown that job utility rises only in response to 'generous' bonus payments, primarily in skilled, non-unionized, private sector jobs. Evidence is also presented that revoking a bonus from one year to the next is likely to have a detrimental impact on employee utility, and that over time job satisfaction tends to diminish as employees potentially adapt to the payment of bonuses (Georgellis and Tabvuma, 2010). The findings of the paper are therefore consistent with previous experimental evidence, suggesting that employers wishing to motivate their staff should indeed 'pay enough or don't pay at all'." (Author's abstract, IAB-Doku) ((en))

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Tepe, Markus (2010): The effect of reciprocal motives, personality traits and wage differences on public employees' job satisfaction. (Transtate working papers 131), Bremen, 29 S.

Abstract

"This study explores the determinants of public employees' job satisfaction. We are focusing on three concepts - reciprocal motives, personality traits and wage differences - to explain job satisfaction and production sector affiliation. Estimation results obtained from multivariate analyses on individual level data from the German Socio-economic Panel Study (GSOEP) can be summarized in three points: First, in contrast to reciprocal motives, personality traits have a unique and direct effect on public and private sector employees' job satisfaction. Second, even though we cannot proof that public employees at the high-end of the earnings distribution trade a loss in pecuniary benefits against an increase in non-pecuniary benefits, the empirical analysis strongly supports the notion that public employees' job satisfaction function varies across the earnings distribution. Finally, public employees' personal characteristics can be associated with lower levels of negative reciprocity, conscientiousness and neuroticism, pointing out to a potential self-selection and recruitment bias in the public sector." (Author's abstract, IAB-Doku) ((en))

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Davoine, Lucie & Dominique Meda (2009): Work more to earn more? The mixed feelings of Europeans. In: International Labour Review, Jg. 148, H. 1/2, S. 15-46.

Abstract

"Would Europeans prefer to work more or less? How do they rate the importance of work in society? Surveys suggest that they attach great importance to work, yet a proportion of them would like to see work take up less space in their lives. How to explain this paradox? Three hypotheses are examined in the light of the findings of international surveys: lower expectations in regard to work, the gap between those expectations and disappointing labour market experience and, lastly, the wish to devote more time to other activities. The article concludes with some policy suggestions." (Author's abstract, IAB-Doku) ((en))

Zitatform

Frank, Björn & Takao Enkawa (2009): Does economic growth enhance life satisfaction? The case of Germany. In: The international journal of sociology and social policy, Jg. 29, H. 7/8, S. 313-329. DOI:10.1108/01443330910975650

Abstract

"Purpose - The purpose of this paper is to examine whether economic growth enhances life satisfaction. It provides a conceptual solution to the heavily debated Easterlin paradox which states that aggregate income positively relates to life satisfaction in one-time international comparisons but not in longitudinal analyses. First empirical results are presented for Germany.
Design/methodology/approach - The present study uses path analysis to capture not only direct but also mediated effects of economic growth on life satisfaction.
Findings - The paper finds that economic growth does enhance life satisfaction over time. The effect is not direct but mediated via consumer confidence, customer satisfaction, income satisfaction, health satisfaction and job satisfaction. Modeled by consumer confidence, adaptive expectations reduce this effect but cannot entirely compensate for it, as suggested by literature. In addition to this negative compensatory effect which is mediated by customer satisfaction, consumer confidence has a positive direct influence on life satisfaction.
Research limitations/implications - Since the history of aggregate customer satisfaction measurement is still young, this empirical analysis should be seen as pioneer work. Future research on the Easterlin paradox should utilize future data, model mediated relationships and time lags, and integrate customer satisfaction and consumer confidence.
Practical implications - Economic growth strategies are successful in raising life satisfaction. Governments should not only pay attention to quantitative but also to qualitative growth. Collective optimism can improve life satisfaction.
Originality/value - This study contributes to solving the Easterlin paradox. Unlike the extant literature on the Easterlin paradox, this paper integrates national customer satisfaction and consumer confidence into a sociologic model and explicitly accounts for mediated effects. National customer satisfaction is used to model qualitative aspects of economic growth." (Author's abstract, IAB-Doku) ((en))

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Grund, Christian (2009): Jobpräferenzen und Arbeitsplatzwechsel. In: Zeitschrift für Personalforschung, Jg. 22, H. 1, S. 66-72. DOI:10.1688/1862-0000_ZfP_2009_01_Grund

Abstract

"In vielen bisherigen Studien zu Arbeitsplatzpräferenzen wurden Beschäftigte direkt nach ihren Präferenzen befragt. Dabei ist nicht auszuschließen, dass sozial erwünschte Antworten gegeben werden. In diesem Projekt wird ein anderer Ansatz gewählt: Auf Basis von Daten des Sozioökonomischen Panels werden Arbeitnehmer untersucht, die ihren Job gewechselt haben und deren vorheriges Beschäftigungsverhältnis auf eigene Initiative hin beendet wurde. Ein Vergleich der neuen mit der alten Stelle findet über acht Arbeitsplatzmerkmale statt. Es wird argumentiert, dass ein Arbeitsplatzmerkmal umso wichtiger für Arbeitnehmer ist, je höher der Anteil der Arbeitnehmer ist, der sich hinsichtlich dieses Merkmals verbessert hat. Es wird also von den Konsequenzen individueller Entscheidungen auf Präferenzen geschlossen. Das Gehalt und die Art der Tätigkeit haben nach diesem Kriterium die größte Bedeutung. Neben einem Vergleich der relativen Bedeutung dieser Merkmale und deren Entwicklung über die Zeit werden Unterschiede zwischen Arbeitnehmergruppen untersucht." (Autorenreferat, IAB-Doku)

Zitatform

Smith, Maria (2009): Gender, Pay and Work Satisfaction at a UK University. In: Gender, Work and Organization, Jg. 16, H. 5, S. 621-641. DOI:10.1111/j.1468-0432.2008.00403.x

Abstract

"This article examines a modern, former polytechnic granted the status of university in 1992, to illustrate the state gender pay gap in the UK and suggests that to talk of the state pay gap is too simplistic as it does not take into account variations in the size of the pay gap in different job grades. The article also examines satisfaction levels with pay for two groups of staff, administrative and academic and shows how satisfaction with pay, promotion and conditions also varies between the grades. Previous research that concluded that women are more satisfied with their pay than men is, again, too simplistic as it does not consider the affect of staff grade. The article argues that there is a link between the size of the pay gap, staff grade, occupational gender segregation and expressing dissatisfaction." (Author's abstract, IAB-Doku) ((en))

Zitatform

Wunder, Christoph (2009): Zufriedenheit und relatives Einkommen. Eine empirische Analyse von inter- und intrapersonellen Einkommensvergleichen aus ökonomischer Perspektive. Bamberg, 250 S.

Abstract

"Die ökonomisch-empirische Zufriedenheitsforschung ist ein noch relativ junger Zweig der empirischen Wirtschaftsforschung, der Befragungsdaten zur individuellen, subjektiv empfundenen Zufriedenheit analysiert. Erste empirische Evidenz auf diesem Gebiet lässt dabei Zweifel an der Prämisse der Nutzentheorie aufkommen, dass ein positiver Zusammenhang zwischen Verbrauchsmengen und Nutzen besteht. Dieses als Paradox der Zufriedenheit (happiness paradox) bezeichnete Phänomen wird damit erklärt, dass die von den Individuen vorgenommene Bewertung der Bedürfnisbefriedigung nicht nur von den aktuellen Befriedigungsmöglichkeiten (Ressourcen) abhängt, sondern dass darüber hinaus auch Vergleiche mit anderen Personen und mit Situationen in der Vergangenheit eine Rolle spielen. Anknüpfend an diese Erklärungsansätze untersucht das durchgeführte Forschungsprojekt mit Daten des Sozio-oekonomischen Panels (SOEP) den Einfluss von inter- und intrapersonellen Einkommensvergleichen auf die Zufriedenheit. Der erste Teil der Arbeit unternimmt eine Verortung der ökonomisch-empirischen Zufriedenheitsforschung, indem die Konzeption der Zufriedenheit sowie die Grenzen einer ökonomischen Analyse der in Fragebögen erhobenen Zufriedenheitsaussagen sondiert werden. Es werden drei Grenzen herausgearbeitet: Erstens erklärt die ökonomische Zufriedenheitsforschung die abgefragten Zufriedenheiten primär auf Basis der Ressourcenausstattung. Damit besteht jedoch kein Zugang zu der Frage, inwiefern die Individuen auch über die notwendigen Rechte und Befähigungen verfügen, um ihr Leben frei gestalten zu können. Zweitens untersucht die Zufriedenheitsforschung, inwiefern die Menschen das Ziel der Zufriedenheit in ihrem Leben erreicht haben. Andere Ziele, die Menschen in ihrem Leben verfolgen und zu deren Gunsten sie auf die eigene Zufriedenheit verzichten, finden allerdings keine Berücksichtigung. Drittens sind die Maßstäbe, die dem Zufriedenheitsurteil zugrunde liegen, unbekannt. Der zweite Teil rückt eine empirische Analyse des Einflusses von interpersonellen Einkommensvergleichen auf die Jobzufriedenheit von Vollzeiterwerbstätigen in den Mittelpunkt. Ausgehend von einer Nutzenfunktion, die neben dem Einfluss des absoluten Einkommens auch den der relativen Einkommensposition abbildet, wird ein ökonometrisches Schätzmodell abgeleitet. Die empirische Evidenz deutet klar auf einen Einfluss des relativen Einkommens auf die Arbeitszufriedenheit hin, der den Effekt des absoluten Einkommens dominiert. Der aufwärts gerichtete Einkommensvergleich mit besser gestellten Personen ist von besonderer Bedeutung. Die Richtung des Effekts hängt dabei von der Definition der Referenzgruppen ab: Werden diese nach Berufen abgegrenzt, kann eine positive Wirkung der unvorteilhaften Einkommensungleichheit diagnostiziert werden (Informationseffekt). Im Gegensatz dazu liegt in regional nach Landkreisen gebildeten Referenzgruppen ein negativer Einfluss vor, der auf einen Deprivationseffekt hindeutet. Der abwärts gerichtete Einkommensvergleich mit den schlechter gestellten Personen weist in beiden Abgrenzungen der Referenzgruppen auf einen Prestigeeffekt hin. Der dritte Teil beschäftigt sich mit dem Einfluss von intrapersonellen Einkommensvergleichen auf die finanzielle Zufriedenheit. Es wird untersucht, ob und in welchem Ausmaß eine Adaptation von Bedürfnissen diagnostiziert werden kann. Während aktuelle Studien dabei ausschließlich auf den Ansatz zurückgreifen, Adaptation als eine Verschiebung des Adaptationslevels abzubilden, beschreitet die durchgeführte Studie einen neuen Weg, indem sie von einer Desensibilisierung gegen Erhöhungen des Einkommens ausgeht. Die empirische Evidenz weist sehr deutlich auf die Existenz adaptiver Prozesse hin. Die Richtung der Adaptation hängt dabei offenbar davon ab, ob eine Verbesserung oder eine Verschlechterung der finanziellen Situation vorliegt: Erhöhungen des Einkommens führen zu größeren, Verminderungen dagegen zu geringeren Bedürfnissen. Darüber hinaus kann festgestellt werden, dass die Aufwärtsanpassung mit einer größeren Intensität abläuft als die Abwärtsanpassung." (Autorenreferat, IAB-Doku)

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Artz, Benjamin (2008): The role of firm size and performance pay in determining employee job satisfaction brief. Firm size, performance pay, and job satisfaction. In: Labour, Jg. 22, H. 2, S. 315-343. DOI:10.1111/j.1467-9914.2007.00398.x

Abstract

"Job satisfaction reflects the on-the-job utility of workers and has been found to influence both the behavior of workers and the productivity of firms. Performance pay remains popular and widely used to increase worker productivity and more generally align the objectives of workers and firms. Yet, its impact on job satisfaction is ambiguous. Whereas the increased earnings increase job satisfaction, the increased effort and risk decreases job satisfaction. This paper finds empirical evidence that on net performance pay increases job satisfaction but does so largely among union workers and males in larger firms." (Author's abstract, IAB-Doku) ((en))

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Brown, Gordon D. A., Jonathan Gardner, Andrew Oswald & Jing Qian (2008): Does wage rank affect employees' well-being? In: Industrial relations, Jg. 47, H. 3, S. 355-389. DOI:10.1111/j.1468-232X.2008.00525.x

Abstract

"How do workers make wage comparisons? Both an experimental study and an analysis of 16,000 British employees are reported. Satisfaction and well-being levels are shown to depend on more than simple relative pay. They depend upon the ordinal rank of an individual's wage within a comparison group. 'Rank' itself thus seems to matter to human beings. Moreover, consistent with psychological theory, quits in a workplace are correlated with pay distribution skewness." (Author's abstract, IAB-Doku) ((en))

Zitatform

Cornelissen, Thomas, John S. Heywood & Uwe Jirjahn (2008): Performance pay, risk attitudes and job satisfaction. (SOEPpapers on multidisciplinary panel data research at DIW Berlin 136), Berlin, 42 S.

Abstract

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

Zitatform

Green, Colin & John S. Heywood (2008): Does performance pay increase job satisfaction? In: Economica, Jg. 75, H. 300, S. 710-728. DOI:10.1111/j.1468-0335.2007.00649.x

Abstract

"This paper investigates the influence of performance-related pay on several dimensions of job satisfaction. In cross-sectional estimates performance-related pay is associated with increased overall satisfaction, satisfaction with pay, satisfaction with job security and satisfaction with hours. It appears to be negatively associated with satisfaction with the work itself; yet, after accounting for worker fixed effects the positive associations remain and the negative association vanishes. These results appear robust to a variety of alternative specifications and support the notion that performance-related pay allows increased opportunities for worker optimization and does not generally demotivate workers or crowd out intrinsic motivation." (Author's abstract, IAB-Doku) ((en))

Zitatform

McPhail, Ruth & Ron Fisher (2008): It's more than wages. Analysis of the impact of internal labour markets on the quality of jobs. In: The international journal of human resource management, Jg. 19, H. 3, S. 461-472. DOI:10.1080/09585190801895536

Abstract

"This article reports on a study of how internal labour markets, operating in a multi-national hotel chain, may impact on workers in traditionally low paid jobs. The quality of jobs has been linked to pay, with lower paid jobs tending to be regarded as being of lower quality. The study examines the effect of three main dimensions of internal labour markets: job security; training; and opportunities for advancement; on the key organizational outcomes of job satisfaction, organizational commitment and intention to leave. A range of human resource management actions in the operation of the hotel's internal labour market is discussed. Data from a world-wide organizational survey are analysed in order to examine the links between the internal labour market variables and the key organizational outcomes. The article concludes that the operation of an internal labour market, underpinned by effective human resource policies and actions, leads to improved quality of jobs as measured by increased job satisfaction and organizational commitment, together with reduced intention to leave." (Author's abstract, IAB-Doku) ((en))

Zitatform

Clark, Andrew E., Nicolai Kristensen & Niels Westergard-Nielsen (2007): Job satisfaction and co-worker wages. Status or signal? (IZA discussion paper 3073), Bonn, 30 S.

Abstract

"This paper uses matched employer-employee panel data to show that individual job satisfaction is higher when other workers in the same establishment are better-paid. This runs contrary to a large literature which has found evidence of income comparisons in subjective well-being. We argue that the difference hinges on the nature of the reference group. We here use co-workers. Their wages not only induce jealousy, but also provide a signal about the worker's own future earnings. Our positive estimated coefficient on others' wages shows that this positive future earnings signal outweighs any negative status effect. This phenomenon is stronger for men, and in the private sector." (Author's abstract, IAB-Doku) ((en))

Zitatform

Grund, Christian & Dirk Sliwka (2007): Reference-Dependent preferences and the impact of wage increases on job satisfaction. Theory and evidence. In: Journal of institutional and theoretical economics, Jg. 163, H. 2, S. 313-335.

Abstract

In dem Beitrag wird der Einfluss von Lohnerhöhungen auf die Arbeitszufriedenheit theoretisch und empirisch untersucht. Hierzu dient eine Nutzenfunktion, wobei der wahrgenommene Nutzen der Arbeit nicht nur von der absoluten Lohnhöhe, sondern von der Lohnentwicklung abhängt. Wenn Arbeitskräfte ihre Löhne durch vermehrte Anstrengungen beeinflussen können, entsteht durch myopische Nutzenmaximierung ein ansteigendes und konkaves Lohnprofil. Gleichzeitig sinkt die Arbeitszufriedenheit trotz Lohnerhöhung mit der Zeit, weil es immer schwieriger wird, höhere Löhne zu erhalten. Daten des Sozioökonomischen Panels aus 19 Wellen werden herangezogen, um die Form der Nutzenfunktion und das Muster abnehmender Arbeitszufriedenheit empirisch zu belegen. (IAB)

Zitatform

Jones, Richard J. & Peter J. Sloane (2007): Low pay, higher pay and job satisfaction in Wales. In: Spatial Economic Analysis, Jg. 2, H. 2, S. 197-214. DOI:10.1080/17421770701348198

Abstract

"Using the first six waves of the Welsh boosts to the British Household Panel Survey this paper attempts to explain the determinants of overall job satisfaction and four facets of job satisfaction in Wales, distinguishing between female and male workers and low-paid and higher paid workers. The motivation of the paper is the claim made widely in the EU that low-paid jobs are jobs of inherently low quality, in which case we should expect that job satisfaction would be lower in low-paid jobs. Since there are proportionately more low-paid workers in Wales than in either England or Scotland we would also expect to find that job satisfaction would be lower in Wales than in the other two countries." (Author's abstract, IAB-Doku) ((en))

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Poggi, Ambra (2007): Do satisfactory working conditions contribute to explaining earning differentials in Italy? A panel data approach. In: Labour, Jg. 21, H. 4/5, S. 713-733. DOI:10.1111/j.1467-9914.2007.00394.x

Abstract

"The aim of the paper is to analyse the wage differentials associated with non-pecuniary working conditions using objective and subjective data. In some situations a worker can be compensated for unsatisfactory working conditions via a higher wage; conversely, in the presence of segmented labor markets, higher wages can be associated with favorable non-monetary working conditions. Moreover, a positive correlation between wages and satisfactory working conditions exists when there is efficient union bargaining regarding both wages and working conditions. In the present study, we estimate a wage equation with variables that capture workers' subjective views regarding their current non-pecuniary working conditions, allowing for unobserved individual heterogeneity. Our results reveal a positive wage differential associated with satisfactory non-pecuniary working conditions. This result supports the segmentation labor market hypothesis. The focus of the study is on Italian workers, but we compare the core results the those obtained for other Mediterranean countries." (Author's abstract, IAB-Doku) ((en))

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Wunder, Christoph & Johannes Schwarze (2006): Income inequality and job satisfaction of full-time employees in Germany. (IZA discussion paper 2084), Bonn, 26 S.

Abstract

"Using data from the German Socio-Economic Panel Study (GSOEP), it is shown that income comparison with persons who are better off has a clear impact on the job satisfaction of West German full-time employees. Two contrary effects can be identified. On the one hand, there is an aversion to disadvantageous regional income inequality, while on the other hand, individuals prefer inequality within their occupational group. The two effects are interpreted as envy and an information (or 'tunnel') effect, respectively. The analysis of income comparison with persons who are worse off suggests a prestige effect. However, downward comparison is of minor importance for job satisfaction." (Author's abstract, IAB-Doku) ((en))

Zitatform

Diaz-Serrano, Luis & Jose A. Cabral Vieira (2005): Low pay, higher pay and job satisfaction within the European Union. Empirical evidence from fourteen countries. (IZA discussion paper 1558), Bonn, 28 S.

Abstract

"We examine differences in job satisfaction between low- and higher-paid workers within the European Union (EU). To do so The European Community Household Panel Data covering the period 1994-2001 is used. Our results indicate that low paid workers report a lower level of job satisfaction when compared with their higher paid counterparts in most countries, except in the UK. This supports the idea that low-wage employment in these countries mainly comprises low quality. The results also indicate that gap in average job satisfaction between low- and higher-paid workers is markedly wider in the Southern European countries than in the rest of EU. Finally, there are significant differences in the determinants of job satisfaction across countries. It seems then that a homogeneous policy may be inappropriate to increase satisfaction, and hence labour productivity, in the EU as a whole. Hence, an improvement of the quality of the jobs in the EU may require different policies. In parti! cular, in some countries such as the United Kingdom removing low employment, namely through regulation, may worsen the workers' well-being, although in other cases such a policy may lead to a totally different outcome." (Author's abstract, IAB-Doku) ((en))

Zitatform

Fitzroy, Felix & Michael Nolan (2005): Value of work. Bargaining, job-satisfaction, and taxation in a simple GE Model. (IZA discussion paper 1760), Bonn, 29 S.

Abstract

"Job-satisfaction as a component of workers' utility has been strangely neglected, with work usually regarded as reducing utility and the benefits of leisure. This is contradicted by many empirical studies showing that unemployment is a major cause of unhappiness, even when income is controlled for. Here we develop a simple model where job-satisfaction is non-contractible but can be included in extended collective bargaining when workers participate in management, but employment is still chosen to maximise profit. Including taxation to fund unemployment benefits and public goods, we show that switching from traditional bargaining over wages to extended (but still second-best) bargaining can generate a Pareto welfare improvement." (Author's abstract, IAB-Doku) ((en))

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Brown, Donna & Steven MacIntosh (2003): Job satisfaction in the low wage service sector. In: Applied Economics, Jg. 35, H. 10, S. 1241-1254. DOI:10.1080/00036840210150875

Abstract

"The stylized facts associated with workers' satisfaction are tested using a distinctive data set. Using principal components analysis five distinct measures of workers' satisfaction, and the factors that determine each one are examined. The data set, covering three low-wage service sectors, enables control for workplace characteristics to be made. It is shown that characteristics previously identified as important by the job satisfaction literature, in fact have differing effects according to the type of satisfaction being considered. Then is examined which of the satisfaction components has the greatest impact on overall satisfaction. Satisfaction with short-term rewards and long-term prospects are found to be far more influential in determining overall satisfaction, than contentment with social relationships or work intensity." (Author's abstract, IAB-Doku) ((en))

Zitatform

Neunzig, Alexander R. (2002): Effiziente Fixlöhne, Arbeitsfreude und Crowding- Effekte. (Center for the Study of Law and Economics. Discussion paper 2002-03), Saarbrücken, 35 S.

Abstract

"Für die Prinzipal-Agenten-Theorie ist es ein weitgehend ungelöstes Rätsel, warum reale Arbeitsverträge sehr geringe monetäre Leistungsanreize spezifizieren. In dieser Arbeit wird auf der Grundlage des Prinzipal- Agenten-Ansatzes ein Modell entwickelt, dass sowohl Fixlohnverträge als auch Anreizverträge erklären kann, die eine geringe Leistungsabhängigkeit beinhalten. Hierzu wird einerseits angenommen, dass Arbeitnehmer nicht nur Arbeitsleid, sondern auch Arbeitsfreude empfinden. Andererseits wird auf psychologischer Grundlage argumentiert, dass Anreizverträge auch Crowding-Effekte verursachen, sich also direkt auf die Arbeitszufriedenheit des Arbeitnehmers auswirken. Es werden zwei Effekte betrachtet: der zufriedenheitsmindernde Verdrängungseffekt und der zufriedenheitserhöhende Feedback-Effekt." (Autorenreferat, IAB-Doku)

Zitatform

Grund, Christian & Dirk Sliwka (2001): The impact of wage increases on job satisfaction. Empirical evidence and theoretical implications. (IZA discussion paper 387), Bonn, 17 S.

Abstract

"The impact of wage increases on job satisfaction are explored. First, it is empirically established that current job satisfaction rises with absolute wage level as well as with wage increases. Second, a basic job satisfaction function is constructed based on the empirical results, and theoretical implications are analysed. It is shown that the myopic maximisation of such a function directly implies increasing and concave shaped age-earnings profiles." (Author's abstract, IAB-Doku) ((en))

Zitatform

Hamermesh, Daniel S. (2001): The changing distribution of job satisfaction. In: The Journal of Human Resources, Jg. 36, H. 1, S. 1-30.

Abstract

Der Autor untersucht mit Hilfe von Paneldaten (der USA und von Westdeutschland) die Arbeitszufriedenheit jüngerer erwerbstätiger Männer. (IAB)

Zitatform

Sloane, P. J. & H. Williams (2000): Job satisfaction, comparison earnings, and gender. In: Labour, Jg. 14, H. 3, S. 473-502.

Abstract

"This paper examines sex differences in job satisfaction by utilizing data from the 1986 UK Social and Economic Life Initiative (SCELI) household survey. It attempts to ascertain the relationship between actual and comparison pay and job satisfaction. Employees were asked on a 0-10 scale how satisfied of dissatisfied they were in their present job. They were also asked to state whether they were equitably, over or underpaid and to say how much pay they thought they deserved. Uniquely, therefore, we are able to analyse the effects of both actual and objective and subjective comparative pay measures on job satisfaction. The paper rejects the view that the higher expressed job satisfaction of women represents an innate difference rather than the results of self-selection into jobs with highly valued attributes." (Author's abstract, IAB-Doku) ((en))