Arbeitszufriedenheit
Zufriedene Mitarbeiter*innen sind produktiver, seltener krank und verursachen geringere Sozialkosten. Arbeitszufriedenheit hat aber nicht nur Vorteile für Betriebe. Das Wohlbefinden am Arbeitsplatz ist auch ein wichtiger Indikator für die Qualität der Arbeit selbst. Doch was ist überhaupt Arbeitszufriedenheit? Wie wird sie gemessen? Welche Faktoren und Prozesse fördern, welche schränken sie ein?
Das Thema Arbeitszufriedenheit steht seit Jahrzehnten im Mittelpunkt kritischer wissenschaftlicher Auseinandersetzungen. Die Infoplattform gibt einen Überblick über aktuelle Arbeiten und ausgewählte ältere Publikationen zu theoretischen Ansätzen und empirischen Resultaten der Arbeitszufriedenheitsforschung.
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Literaturhinweis
Can mandatory work in activation programs be meaningful work? (2024)
Zitatform
Eleveld, Anja (2024): Can mandatory work in activation programs be meaningful work? In: Critical Social Policy, Jg. 44, H. 3, S. 489-508. DOI:10.1177/02610183231218966
Abstract
"Quantitative well-being studies have shown that welfare recipients performing work activities in activation programs report relatively high levels of well-being. This article asks how these findings can be explained, given welfare recipients’ constrained autonomy. To answer this question a qualitative study was conducted in the Netherlands to explore the interaction between welfare recipients’ constrained autonomy and how they experience work in MandatoryWork Programs. This article uses concepts from critical theoretical approaches to meaningful work and autonomy to analyze the data. The findings show how the restrained autonomy of program impacted the participants’ work experiences in various, sometimes contradictory ways. It is concluded, among other things, that quantitative well-being research does not seem to fully capture people's experiences as having the status of a welfare recipient and, related to that, what it means for them when their autonomy is constrained in one or more dimensions. It is also recommended that future quantitative well-being studies clearly distinguish between types of activation programs, particularly regarding their mandatory nature, their goals and their target groups." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Flexicurity and self-perceived work–life balance in the EU27: A repeated cross-sectional multilevel analysis (2024)
Zitatform
Ferent-Pipas, Marina & Dorina Lazar (2024): Flexicurity and self-perceived work–life balance in the EU27: A repeated cross-sectional multilevel analysis. In: Economic and Industrial Democracy, Jg. 45, H. 4, S. 1184-1212. DOI:10.1177/0143831X231213024
Abstract
"This study examines the relationship between flexicurity policies and work–life balance, addressing the research question ‘How do higher flexicurity efforts in a country relate to employee perceptions of work–life balance?’ The European Commission adopted flexicurity in 2007 and proposed employment quality as an expected outcome. Work–life balance, a dimension monitored as part of employment quality, has so far been assumed as an implicit outcome of flexicurity, but no empirical research is dedicated to the topic per se. In this article the authors construct a composite indicator to proxy for national flexicurity efforts following the European Commission’s guidelines. For work–life balance and other individual characteristics, the authors employ data on about 74,000 EU27 employees from the three latest waves of the European Working Conditions Survey. First, findings show that the between-country differences in work–life balance were narrower in 2015 compared to 2005. Second, the multilevel analysis suggests that the higher a country scores as regards its flexicurity policies, the likelier its citizens are to report having a work–life balance." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Job Satisfaction and the Digital Transformation of the Public Sector: The Mediating Role of Job Autonomy (2024)
Zitatform
Fleischer, Julia & Camilla Wanckel (2024): Job Satisfaction and the Digital Transformation of the Public Sector: The Mediating Role of Job Autonomy. In: Review of Public Personnel Administration, Jg. 44, H. 3, S. 431-452. DOI:10.1177/0734371X221148403
Abstract
"Worldwide, governments have introduced novel information and communication technologies (ICTs) for policy formulation and service delivery, radically changing the working environment of government employees. Following the debate on work stress and particularly on technostress, we argue that the use of ICTs triggers “digital overload” that decreases government employees’ job satisfaction via inhibiting their job autonomy. Contrary to prior research, we consider job autonomy as a consequence rather than a determinant of digital overload, because ICT-use accelerates work routines and interruptions and eventually diminishes employees’ freedom to decide how to work. Based on novel survey data from government employees in Germany, Italy, and Norway, our structural equation modeling (SEM) confirms a significant negative effect of digital overload on job autonomy. More importantly, job autonomy partially mediates the negative relationship between digital overload and job satisfaction, pointing to the importance of studying the micro-foundations of ICT-use in the public sector." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Group-Based Incentives and Individual Performance: A Study of the Effort Response (2024)
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Frederiksen, Anders, Daniel Baltzer Schjødt Hansen & Colleen Flaherty Manchester (2024): Group-Based Incentives and Individual Performance: A Study of the Effort Response. In: ILR review, Jg. 77, H. 2, S. 273-293. DOI:10.1177/00197939231220033
Abstract
"Group-based incentives are attractive in contexts where production is interdependent. Prior work shows such incentives increase group performance despite freeriding concerns, yet little is known about the effort response of individuals. Using individual-level data, the authors assess the introduction of group-based performance pay using difference-in-difference estimation. Overall, performance increased by 19%. Nearly all workers contributed to this effect. Further, two-thirds of this effect stems from increased efficiency (more output per unit of time) and one-third from higher attendance. Both incentive and selection effects are present. By leveraging individual-level data, the authors pose new questions and evidence to the group-based incentives literature." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Overeducation, Overskilling and Job Satisfaction in Europe: The Moderating Role of Employment Contracts (2024)
Zitatform
Giuliano, Romina, Benoît Mahy, François Rycx & Guillaume Vermeylen (2024): Overeducation, Overskilling and Job Satisfaction in Europe: The Moderating Role of Employment Contracts. (GLO discussion paper / Global Labor Organization 1419), Essen, 34 S.
Abstract
"This paper is the first to examine whether and how overeducation and overskilling, considered separately and in interaction, influence workers' job satisfaction at European level. It also investigates the moderating role of employment contracts. Our results, based on a unique pan-European database covering 28 countries in 2014, show that overeducation and overskilling reduce the probability of workers being satisfied with their jobs, but also that the drop in job satisfaction is almost double for genuinely overeducated workers (i.e. workers that are both overeducated and overskilled). These adverse effects on job satisfaction are found to be more pronounced among mismatched workers (whether overeducated, overskilled or both) on fixed-term rather than indefinite contracts." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
‘Bad Jobs’ in Europe: Derivation and Analysis of a Wellbeing-Related Job Quality Threshold (2024)
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Green, Francis & Sangwoo Lee (2024): ‘Bad Jobs’ in Europe: Derivation and Analysis of a Wellbeing-Related Job Quality Threshold. In: Applied Research in Quality of Life, Jg. 19, H. 6, S. 3305-3334. DOI:10.1007/s11482-024-10384-z
Abstract
"A method is proposed for defining the threshold of a ‘bad job’, based on a discontinuity in the relationship between a composite index of job quality and subjective wellbeing. Applied to European data, there is a monotonic relationship between the job quality index and psychological wellbeing. However, there is a distinctly large increase in psychological wellbeing, and in several measures of work-related wellbeing, between workers in the lowest decile and those in the second lowest decile of job quality. We therefore propose that ‘bad jobs’ should be designated as those in lowest decile. Using this threshold gives a ‘bad jobs’/ ‘other jobs’ dichotomy that discriminates on wellbeing far better than definitions based only on low earnings and job insecurity. Using multi-level probit analysis, we find that bad jobs are more common in poorer countries and in countries with weaker labour regulation. Three findings differentiate the distributional pattern of bad jobs from that of low-earnings jobs: first, the prevalence of bad jobs is greater in large establishments; second, there is no gender gap in the prevalence of bad jobs; third, working in the private sector raises the chance of being in a bad job but not of being in a low earnings job." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Works councils as gatekeepers: Codetermination, management practices, and job satisfaction (2024)
Zitatform
Grund, Christian, Dirk Sliwka & Krystina Titz (2024): Works councils as gatekeepers: Codetermination, management practices, and job satisfaction. In: Labour Economics, Jg. 90. DOI:10.1016/j.labeco.2024.102563
Abstract
"This paper analyzes the role of works councils as gatekeepers safeguarding employee's interests in the adoption of management practices to monitor employee performance and provide feedback. We first introduce a formal model predicting that (i) the introduction of such management practices leads to a stronger increase (or weaker decrease) in job satisfaction when a works council is in place, (ii) that this effect should be larger the lower the prior level of employee participation and (iii) that works councils increase the likelihood of the implementation of these practices at the level of individual employees. We provide evidence in line with these hypotheses, using linked-employer-employee panel data from Germany. We indeed find that the adoption of formal performance appraisals and feedback interviews is associated with a significantly larger increase in job satisfaction when there is a works council. This pattern is driven by establishments without collective bargaining agreements. The evidence also suggests that works councils indeed facilitate the implementation of such management practices, as codetermined firms have a higher likelihood that a practice implemented on the firm level is actually applied by middle management." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))
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Literaturhinweis
Job satisfaction declines before retirement in Germany (2024)
Zitatform
Henning, Georg, Graciela Muniz-Terrera, Andreas Stenling & Martin Hyde (2024): Job satisfaction declines before retirement in Germany. In: European Journal of Ageing, Jg. 21, H. 1. DOI:10.1007/s10433-024-00830-0
Abstract
"Job satisfaction has been found to increase with age. However, we still have a very limited understanding of how job satisfaction changes as people approach retirement. This is important as the years before retirement present specific challenges for older workers. We employed a time-to-retirement approach to investigate (i) mean levels of change in job satisfaction in the decade before retirement, and (ii) social inequalities and interindividual differences in change in pre-retirement job satisfaction. Data were drawn from the German Socioeconomic Panel Study (n = 2595). Latent growth curve modeling revealed that job satisfaction declined slightly as people approached retirement, with steeper declines in the very last years before retirement. However, the mean-level decline was very small. Education, age, health, region, marital status, and historical time, but not gender or caregiving mattered for level and change in job satisfaction before retirement. The findings demonstrate the importance of taking a time-to-retirement approach when examining experiences of older workers." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Multidimensional work-nonwork balance: are balanced employees productive at work and satisfied with life? (2024)
Zitatform
Hildenbrand, Kristin, Pascale Daher, Anna Topakas & Xiaoyu Gan (2024): Multidimensional work-nonwork balance: are balanced employees productive at work and satisfied with life? In: The International Journal of Human Resource Management, Jg. 35, H. 6, S. 1048-1087. DOI:10.1080/09585192.2023.2258335
Abstract
"Given ever increasing work and nonwork demands, achieving work-nonwork (WNW) balance is an important priority for many employees. Scholars have only recently settled on a definition of WNW balance as multidimensional and, as such, our understanding of its antecedents and outcomes is limited. Drawing on Conservation of Resources theory, we explore how organizations can support employees to achieve WNW balance and whether ‘balanced’ employees are more productive at work and satisfied with life. In detail, we hypothesize that the positive effect of supervisor WNW support (FSS) on employees’ life satisfaction and job performance is mediated by multidimensional WNW balance. We find, across two studies with two waves each, that only the dimension of WNW balance effectiveness and not the dimension of WNW balance satisfaction mediated the relationships between FSS, life satisfaction (Study 1 and 2) and self-rated job performance (Study 1). The relationship between FSS and supervisor-rated job performance (Study 2) was not mediated by either WNW balance dimension. As such, organizations can facilitate WNW balance through FSS, while ‘balanced’ employees seem indeed happier with their life and consider themselves to be better performing at work. We discuss the unexpected finding regarding the superior role of WNW balance effectiveness over WNW balance satisfaction for our outcomes in relation to the conceptualization of WNW balance as multidimensional and delineate important theoretical and practical implications." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The role of individual differences in flexible ways of working: Creating person-environment fit as an individual team, and organisation (2024)
Hoendervanger, Jan Gerard; Croce, V.;Zitatform
Hoendervanger, Jan Gerard & V. Croce (2024): The role of individual differences in flexible ways of working. Creating person-environment fit as an individual team, and organisation. (EUR / European Commission), Luxemburg: Office for Official Publications of the European Communities, 44 S. DOI:10.2760/835919
Abstract
"Due to a combination of results-oriented management styles, HR policies, innovations in information and communication technologies (ICT), corporate real estate (CRE), and facilities management (FM), advanced ICT skills, and raised awareness of personal needs and preferences, knowledge workers are increasingly eager to, able to, and allowed to work flexibly with regard to time, place and tools. Time-spatial job crafting is central to creating Person-Environment fit in this context, implying that personal needs and abilities – which typically differ across workers – should be aligned to the flexible work environment by developing divergent personal work styles. Relevant individual differences concern job characteristics, personal skills and capabilities, psychological characteristics, demographics, and home situation. Understanding differing individual needs and abilities – on an individual, team and organisational level, is fundamental to creating Person-Environment fit in practice. Furthermore, team agreements and integrated workplace management are central to creating a supportive flexible work environment." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Vor dem Kollaps!? Beschäftigung im sozialen Sektor: Empirische Vermessung und Handlungsansätze (2024)
Zitatform
Hohendanner, Christian, Jasmin Rocha & Joß Steinke (2024): Vor dem Kollaps!? Beschäftigung im sozialen Sektor. Empirische Vermessung und Handlungsansätze. Berlin: De Gruyter Oldenbourg, 111 S. DOI:10.1515/9783110748024
Abstract
"Diese Studie bietet eine empirisch fundierte Gesamtschau auf die Beschäftigung in einem der personalintensivsten und am stärksten vom Fachkräftemangel betroffenen Arbeitsfelder in Deutschland: dem sozialen Sektor. Wer das Buch liest, gewinnt ein tieferes Verständnis über Zusammenhänge und die Notwendigkeit, offen über Beschäftigung im sozialen Sektor zu debattieren. Anhand aktueller Daten zeigen die Autor:innen, dass der soziale Sektor im Wettbewerb um Arbeitskräfte schlecht dasteht. Zunehmend fehlen Arbeitskräfte und grundlegende, bislang als selbstverständlich betrachtete Leistungen der sozialen Daseinsvorsorge können immer häufiger nicht mehr erbracht werden. Die Autor:innen zeigen Wege auf, wie soziale Berufe wieder attraktiver und der Kollaps des sozialen Sektors (vielleicht) verhindert werden kann." (Autorenreferat, IAB-Doku, © De Gruyter Oldenbourg)
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Literaturhinweis
How good is teleworking? Development and validation of the tele attitude scale (2024)
Zitatform
Junça-Silva, Ana & António Caetano (2024): How good is teleworking? Development and validation of the tele attitude scale. In: Quality & quantity, Jg. 58, H. 5, S. 4941-4958. DOI:10.1007/s11135-024-01887-w
Abstract
"The objective of this study was to develop and validate a measure called the Tele Attitude Scale (TAS). This measure aims to evaluate relevant aspects of the teleworking experience related to its perceived effects regarding, for instance: job characteristics, perceived productivity, quality of work-related interactions, work-non-work balance, and well-being. Four studies were conducted between 2021 and 2022. First, a qualitative study was conducted to develop the scale (N = 80). Afterward, a second study to explore the scale’s factorial structure (N = 602) was developed. A third study served to analyze its internal validity and reliability (N = 232). A fourth study analyzed the criterion validity of the scale by exploring its correlations with measures of health, affect, and performance (N = 837 teleworkers). The findings revealed that the 10-item scale accounted for a unique factor and that it was a reliable measure. Moreover, the results also showed that the scale was significantly related to measures of health, affect, and performance, thus supporting its convergent and criterion validity. This research advances the knowledge about telework by proposing a user-friendly scale to measure teleworking, specifically how workers perceive their experience of it and how it may impact them at several levels. Thus, the TAS can not only fill a gap in the research but also help organizations evaluate and support teleworkers’ needs and subsequent satisfaction while teleworking." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))
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Literaturhinweis
Qualität der Arbeitsbedingungen von Beschäftigten in Sachsen 2023: Ergebnisse der Befragung zum DGB-Index Gute Arbeit in Sachsen (2024)
Ketzmerick, Thomas; Hosang, Christian;Zitatform
Ketzmerick, Thomas & Christian Hosang (2024): Qualität der Arbeitsbedingungen von Beschäftigten in Sachsen 2023. Ergebnisse der Befragung zum DGB-Index Gute Arbeit in Sachsen. (Forschungsberichte aus dem zsh), Dresden, 43 S.
Abstract
"Im Jahr 2023 wurde im Auftrag des Freistaates Sachsen zum achten Mal eine Aufstockung der jährlichen Befragung für den DGB-Index Gute Arbeit realisiert, um einen detaillierteren Einblick in die Beschäftigungs- und Arbeitssituation im Land zu gewinnen. Die Befragung ermöglicht Aussagen zu den wahrgenommenen Arbeitsbedingungen aus Sicht der sächsischen Beschäftigten sowie den Vergleich mit den Ergebnissen für Deutschland. Auf dieser Grundlage können Fortschritte und Handlungsbedarfe im Sinne von guter Arbeit identifiziert werden. Der Gesamtindex Gute Arbeit setzt sich aus drei Teilindizes zusammen: Ressourcen (z.B. Einfluss- und Weiterbildungsmöglichkeiten), Belastungen (z.B. durch körperliche und psychische Anforderungen) sowie Einkommen und Sicherheit (einschließlich der Bewertung des erwarteten Rentenniveaus). Die Teilindizes basieren auf insgesamt 42 Einzelmerkmalen der subjektiv eingeschätzten Arbeitsqualität. Die Arbeitsqualität in Sachsen hat sich in den letzten Jahren deutlich verbessert. Mit einer Unterbrechung in der Pandemie hat der Gesamtindex seit 2018 stetig zugelegt. Eine ähnliche Entwicklung ist in Ostdeutschland zu sehen. Nach einem leichten Rückgang des gesamtdeutschen Wertes liegt die Arbeitszufriedenheit in Sachsen und Ostdeutschland 2023 erstmals nahezu auf dem bundesweiten Niveau." (Textauszug, IAB-Doku)
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Literaturhinweis
Miss or match? The impact of PhD training on job market satisfaction (2024)
Zitatform
Lawson, Cornelia & Cindy Lopes-Bento (2024): Miss or match? The impact of PhD training on job market satisfaction. In: Research Policy, Jg. 53, H. 3. DOI:10.1016/j.respol.2023.104945
Abstract
"Job satisfaction is vital to being productive and to contribute to society. This paper adds to our current understanding of the job market for academics by investigating job satisfaction of PhD holders leaving academia for the private or non-academic public sector (government, public administration) compared to those who remain in university or public research center positions. We investigate whether a PhD matters for satisfaction by comparing PhD holders and PhD dropouts who hold similar motivations and ‘taste’ for science. Empirically we rely on a unique survey of PhD grant applicants (funded and not) and show that about half of PhD graduates leave academia. In endogenous treatment effects models accounting for selection into sector, we find that despite a preference for the academic sector, PhDs do not experience lower job satisfaction when employed outside of academia and that overall satisfaction is highest in the non-academic public sector. We further find that PhD graduates are happier in their jobs than those that do not complete a PhD, a finding that is mediated by the job content (i.e. the relatedness of the employment to a research activity). These findings are of relevance to employers and policy makers, as they inform about job match of graduates and the value of pursuing a PhD across employment sectors." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))
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Literaturhinweis
The well-being of women entrepreneurs: the role of gender inequality and gender roles (2024)
Zitatform
Love, Inessa, Boris Nikolaev & Chandra Dhakal (2024): The well-being of women entrepreneurs: the role of gender inequality and gender roles. In: Small business economics, Jg. 62, H. 1, S. 325-352. DOI:10.1007/s11187-023-00769-z
Abstract
"The current study presents new evidence on the well-being of women entrepreneurs using data from the World Values Survey for 80 countries. Results indicate that in low- and middle-income countries, female entrepreneurs have lower well-being than male entrepreneurs, while in high-income countries, they have higher well-being. Several macro and micro-level mechanisms– institutional context, gender roles, and individual characteristics–that potentially moderate this relationship are explored. The gender gap in well-being is larger in countries with higher gender inequality, lower level of financial development, and stricter adherence to sexist gender roles. Additionally, women entrepreneurs with lower education, more children, and risk-averse preferences are more likely to report lower well-being. The results suggest several policy mechanisms that can be used to enhance the well-being of women entrepreneurs." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))
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Literaturhinweis
Arbeitsmotivation erhöhen – aber wie? - Wirtschaftsdienst (2024)
Zitatform
Müller, Martin (2024): Arbeitsmotivation erhöhen – aber wie? - Wirtschaftsdienst. In: Wirtschaftsdienst, Jg. 104, H. 5, S. 329-335.
Abstract
"Im Oktober 2022 hat die Bundesregierung ihre Fachkräftestrategie verabschiedet, die einen Wandel der Arbeitskultur einleiten soll. Die demografische Entwicklung wird ohne ausreichendes Gegensteuern zu einer deutlichen Zunahme des Fachkräftemangels und zu einem spürbaren Rückgang des Wachstums des BIP pro Kopf führen. Eine höhere Erwerbsbeteiligung der Bevölkerung bietet ein großes Potenzial, dem entgegenzuwirken. Um dies zu erreichen, müssen Arbeitszufriedenheit und Arbeitsmotivation der Arbeitnehmenden gefördert werden." (Textauszug, IAB-Doku)
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Literaturhinweis
Welfare regimes and gender gaps in job satisfaction across Europe. Evidence from the European Working Survey (2024)
Zitatform
Nappo, Nunzia & Giuseppe Lubrano Lavadera (2024): Welfare regimes and gender gaps in job satisfaction across Europe. Evidence from the European Working Survey. In: Applied Economics, S. 1-15. DOI:10.1080/00036846.2024.2364088
Abstract
"Often women report higher levels of job satisfaction than men, although their jobs are worse than men’s jobs. Evidence on this paradox, which is known as the ‘gender-job satisfaction paradox’, is still controversial. This paper focuses on gender differences in job satisfaction across groups of countries in the European Union. The following five groups of countries have been considered: 1) Nordic countries, 2) Anglo-Saxon countries, 3) Continental countries, 4) Southern European countries, and 5) Eastern European countries. For the empirical analysis, data from the Sixth European Working Conditions Survey (EWCS6), collected in 2015 and released in 2017 (EWCS 2017), were employed. To examine the gender job satisfaction gap, a continuous and normally distributed dependent variable derived from a principal component analysis (PCA) of six questions in the survey was employed. An Oaxaca‒Blinder estimation was implemented after unconditional quantile regression (UQR) to capture gender gaps for different levels of job satisfaction. The results are in line with the main literature and show that the paradox is mostly disappearing. However, the paradox persists in the Anglo-Saxon and the Southern European countries." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Job satisfaction in Europe: a gender analysis (2024)
Zitatform
Nappo, Nunzia & Giuseppe Lubrano Lavadera (2024): Job satisfaction in Europe: a gender analysis. In: International Journal of Manpower, Jg. 45, H. 5, S. 865-884. DOI:10.1108/IJM-11-2022-0524
Abstract
"Purpose: The main aim of this study was to examine gender differences in job satisfaction in Europe. Design/methodology/Approach: For the empirical analysis, data from the Sixth European Working Conditions Survey were used. Oaxaca–Blinder decomposition with a principal component analysis (PCA) aggregated variable, after unconditional quantile regressions in a multiple imputation background, was implemented. Findings: Women report higher job satisfaction than men do. Women were significantly more satisfied than men for the middle levels of the job satisfaction distribution. Originality/value: This study expands the evidence on the determinants of job satisfaction in the European labor market by applying a recent form of decomposition that invests in unconditional quantile regression (UQR). To the best of this study knowledge, this is the first time that the Oaxaca–Blinder decomposition with a PCA aggregated variable after unconditional quantile regression has been employed to study gender-based differences in job satisfaction." (Author's abstract, IAB-Doku, © Emerald Group) ((en))
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Literaturhinweis
How White Workers Navigate Racial Difference in the Workplace: Social-Emotional Processes and the Role of Workplace Racial Composition (2024)
Zitatform
Nelson, Jennifer L. & Tiffany D. Johnson (2024): How White Workers Navigate Racial Difference in the Workplace: Social-Emotional Processes and the Role of Workplace Racial Composition. In: Work and occupations, Jg. 51, H. 3, S. 362-407. DOI:10.1177/07308884231176833
Abstract
"Research on racialized emotions and racialized organizations has begun to inform how we understand social interactions in the workplace and their implications for racial inequality. However, most research to date focuses on the experiences and coping strategies of racial minority workers, especially when confronted with instances of racial prejudice and discrimination. We extend research on racialized emotions in the workplace by mapping the stages of belonging/unbelonging white workers go through when they encounter instances of racial discomfort or perceived prejudice in the workplace. This is an important contribution to the study of race and work because existing research suggests the deleterious effects for people of color when white people experience negative emotions such as threat, fear, and anxiety in interracial encounters. Drawing on interview data with 56 white teachers in a metropolitan area in the U.S. Southeast, we document a process of racialized belonging. This is a process whereby white workers experienced varying degrees of surprise, confusion, frustration, and fear resulting from interracial—and some intraracial—experiences with coworkers as well as students. We note how the process is informed by racialized imprinting prior to workplace entry and followed by racialized emotions and racialized coping. Racial composition of the workplace also played a role, though the process looked similar across contexts. We argue that by accounting for white workers’ prior life experiences as well as organizations’ involvement in accommodating their emotional expectations, the way white workers behave when race becomes salient to them can be better understood and addressed." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Reconsidering Occupational Internal Labor Markets: Incidence and Consequences (2024)
Zitatform
Osterman, Paul (2024): Reconsidering Occupational Internal Labor Markets: Incidence and Consequences. In: ILR review, Jg. 77, H. 3, S. 366-395. DOI:10.1177/00197939241242089
Abstract
"What are useful ways to characterize varying employment systems? This article returns to an older idea, Internal Labor Markets (ILMs). The traditional assumption characterized ILMs as the core of the labor market but current thinking argues that ILMs have frayed. Little direct measurement has been carried out, however, and both viewpoints have relied on proxies or case studies. The author utilizes a new survey of employed US workers to provide an estimate of the incidence of ILMs and finds that between 25 and 40% percent of adult workers are in ILMs. The article then elaborates theory regarding the practices of ILMs, a theory grounded in the idea of complementary bundles of human resource practices, and asks what are the correlates of being in an ILM. Findings show that although wages in ILMs are no higher than non-ILM wages, ILMs are positively associated with other aspects of job quality and attitudes across the board." (Author's abstract, IAB-Doku) ((en))