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

Abstract

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

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Schlägel, Christopher, Robert L. Engle & Guido Lang (2022): The unique and common effects of emotional intelligence dimensions on job satisfaction and facets of job performance: an exploratory study in three countries. In: The International Journal of Human Resource Management, Jg. 33, H. 8, S. 1562-1605. DOI:10.1080/09585192.2020.1811368

Abstract

"Previous empirical studies have either used a unidimensional or a multidimensional analytical approach to examine the consequences of emotional intelligence (EI). In this exploratory study we integrate and extend these two approaches, using a novel perspective to better understand the structure of the EI-job satisfaction and the EI-job performance relationship. Using commonality analysis and data from Germany, India, as well as the U.S. we partition the explained variance for job satisfaction, in- role performance, and extra-role performance into the variance that is uniquely explained by the individual EI dimensions and the variance that is common to sets of EI dimensions. We provide evidence that the EI dimensions are differently related to job satisfaction and job performance facets. Furthermore, the findings offer insights on how unique and common effects vary across countries. Partitioning the unique and commonly shared variance allows us to assess the true predictive power of individual EI dimensions and of sets of EI dimensions. Based on these findings, we discuss implications for theory development and provide future research directions." (Author's abstract, IAB-Doku) ((en))

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Justo, Raquel, Emilio Congregado & Concepción Román (2021): Becoming self-employed from inactivity: an in-depth analysis of satisfaction. In: Small business economics, Jg. 56, H. 1, S. 145-187. DOI:10.1007/s11187-019-00212-2

Abstract

"Inactive individuals represent a pool of potential labour whose activation entails economic and social advantages. Additionally, being active allows individuals to cover their basic psychological needs—autonomy, competence and relatedness—which leads to greater satisfaction through self-determination. We posit that self-employment may be an attractive alternative because its nonpecuniary aspects may suit their needs better. Using data from the European Community Household Panel, we applied propensity score matching techniques to analyse the change in satisfaction with main activity of inactive individuals becoming self-employed compared to those becoming employees and those remaining inactive. We further perform separate analyses for homemakers, retirees and students to account for heterogeneity within inactivity. We find that self-employment is associated with more satisfaction than remaining inactive in the case of retirees and homemakers, while students tend to experience a larger increase in satisfaction when entering self-employment compared to paid employment. The implications of these results for activation and entrepreneurship policies are discussed." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))

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

Abstract

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

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Nikolova, Milena, Boris Nikolaev & Christopher Boudreaux (2021): Being Your Own Boss and Bossing Others. The Moderating Effect of Managing Others on Work Meaning and Autonomy for the Self-Employed and Employees. (IZA discussion paper 14909), Bonn, 37 S.

Abstract

"We examine the moderating role of being a supervisor for meaning and autonomy of self-employed and employed workers. We rely on regression analysis applied after entropy balancing based on a nationally representative dataset of over 80,000 individuals in 30 European countries for 2005, 2010, and 2015. We find that being a self-employed supervisor is correlated with more work meaningfulness and autonomy compared with being a salaried supervisor working for an employer. Wage supervisors and self-employed supervisors experience similar stress levels and have similar earnings, though self- employed supervisors work longer hours. Moreover, solo entrepreneurs experience slightly less work meaningfulness, but more autonomy compared with self-employed supervisors. This may be explained by the fact that solo entrepreneurs earn less but have less stress and shorter working hours than self- employed supervisors." (Author's abstract, IAB-Doku) ((en))

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O'Higgins, Niall & Luis Pinedo Caro (2021): Crowdwork for Young People: Risks and Opportunities. (IZA discussion paper 14933), Bonn, 41 S.

Abstract

"In recent years, crowdworking has emerged as a small but rapidly growing source of employment and income principally for young(er) people. Here, we build on previous work in identifying the determinants of crowdworkers' earnings. We focus on the reasons why young crowdworkers earn significantly higher hourly wages than their older counterparts. We show that this is due to the higher returns to experience accruing to younger crowd-workers. Educational attainment does not explain this age-based differential, as education is a negligible factor in determining crowdworkers' earnings. We also analyse why young women earn around 20% less than their male counterparts despite blind hiring. We confirm that this is partly explained by constraints on working time faced by women with children. The analysis also shows that 'freely chosen' crowdwork - as opposed to, young people crowd-working because of a lack of alternative employment opportunities - is conducive to higher levels of job satisfaction. Moreover, young crowdworkers in middle income countries earn less than their counterparts in high income countries but report higher levels of job satisfaction. This is entirely attributable to the lower quality of their options outside of crowdwork." (Author's abstract, IAB-Doku) ((en))

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

Abstract

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

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Richardson, Nela & Sara Klein (2021): People at Work 2021: A Global Workforce View. Roseland, 48 S.

Abstract

"This report provides a starting point to understand the situation facing employees today across five dimensions of working life: worker confidence and job security; workplace conditions; pay and performance; worker mobility; and gender and family." (Author's abstract, IAB-Doku) ((en))

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(2020): How's life? 2020. Measuring well-being. (How's life? 05), Paris, 244 S. DOI:10.1787/9870c393-en

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Avgoustaki, Argyro & Hans T. W. Ffrankort (2019): Implications of work effort and discretion for employee well-being and career-related outcomes. An integrative assessment. In: ILR review, Jg. 72, H. 3, S. 636-661. DOI:10.1177/0019793918804540

Abstract

"How does work effort affect employee outcomes? The authors bridge distinct literatures on the well-being versus career-related implications of work effort by analyzing the relation of overtime work and work intensity to both types of outcomes. They also extend examination of the role of discretion in modifying the effects of work effort from well-being to career-related outcomes. Using data from the fifth and sixth European Working Conditions Surveys, the authors show that greater work effort relates strongly to reduced well-being and modestly to inferior career-related outcomes, while discretion may attenuate these adverse implications. Even with discretion, work intensity generally is a stronger predictor of unfavorable outcomes than is overtime work. Implications include the need for employees to become aware of the broader limitations of excessive work effort, for employers to give discretion when viable, and for public policy to devise strategies that help limit the adverse consequences of work intensity." (Author's abstract, IAB-Doku) ((en))

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Corgnet, Brice, Ludivine Martin, Peguy Ndodjang & Angela Sutan (2019): On the merit of equal pay: Performance manipulation and incentive setting. In: European Economic Review, Jg. 113, H. April, S. 23-45. DOI:10.1016/j.euroecorev.2018.12.006

Abstract

"Work performance is often difficult to assess thus leaving room for manipulation of commonly-used metrics. We created a laboratory workplace in which we can precisely assess both work performance along with manipulation activities. Using two independent experiments we show that, whenever pay for performance is used, manipulation is pervasive leading to both a waste of organizational resources and a weakening of incentives. By contrast, paying organizational members equally effectively deters manipulation attempts leading to higher organizational production." (Author's abstract, © 2019 Elsevier) ((en))

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Fritsch, Michael, Alina Sorgner & Michael Wyrwich (2019): Types of institutions and well-being of self-employed and paid employees in Europe. (IZA discussion paper 12336), Bonn, 43 S.

Abstract

"This paper analyzes the role of different types of institutions, such as entrepreneurshipfacilitating entry conditions, labor market regulations, quality of government, and perception of corruption for individual well-being among self-employed and paid employed individuals. Well-being is operationalized by job and life satisfaction of individuals in 32 European countries measured by data from EU Statistics on Income and Living Conditions (EU-SILC). We find that institutions never affected both occupational groups in opposite ways. Our findings indicate that labor market institutions do not play an important role well-being. The results suggest that fostering an entrepreneurial society in Europe is a welfare enhancing strategy that benefits both, the self-employed and paid employees." (Author's abstract, IAB-Doku) ((en))

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Jochims, Thorsten (2019): Arbeitszufriedenheit als soziales Problemlösen. In: Arbeit. Zeitschrift für Arbeitsforschung, Arbeitsgestaltung und Arbeitspolitik, Jg. 28, H. 2, S. 177-204. DOI:10.1515/arbeit-2019-0011

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Lepinteur, Anthony (2019): The shorter workweek and worker wellbeing. Evidence from Portugal and France. In: Labour economics, Jg. 58, H. June, S. 204-220. DOI:10.1016/j.labeco.2018.05.010

Abstract

"Using data from the European Community Household Panel, this paper evaluates the impact of the exogenous reductions in weekly working hours induced by reforms implemented in Portugal and France on worker wellbeing. Difference-in-differences estimation results suggest that reduced working hours generated significant and robust increases in job and leisure satisfaction of the workers affected in both countries (from 0.07 to 0.15 standard deviation increases), with the rise in the former mainly being explained by greater satisfaction with working hours and working conditions. Further results suggest that staff representative bodies are important for ensuring that working-time reductions lead to welfare gains." (Author's abstract, © 2019 Elsevier) ((en))

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Markus, Bönisch, Peterbauer Jakob & Stöger Eduard (2019): Skills mismatch, earnings and job satisfaction among older workers. In: Sozialer Fortschritt, Jg. 68, H. 4, S. 339-370. DOI:10.3790/sfo.68.4.339

Abstract

"Kompetenzen stellen einen wichtigen Bestandteil wissensbasierter Gesellschaften dar. Individuelle Kompetenzen können den Erfolg am Arbeitsmarkt unterstützen und das Einkommen und die Arbeitszufriedenheit beeinflussen. Sie müssen jedoch auf effiziente Weise eingesetzt werden, um diese positiven Arbeitsmarktergebnisse zu erzielen. Trotz der Tatsache, dass in den letzten Jahren viele Forschungsarbeiten zum Verhältnis der individuell vorhandenen Kompetenzen und den Arbeitsplatzanforderungen (Skill Mismatch) durchgeführt wurden, ist wenig über den Zusammenhang zwischen Alter und Skill Missmatch bekannt. Daher untersuchen wir die Unterschiede zwischen jüngeren (25 - 49) und älteren Arbeitnehmern (50 - 65) anhand des PIAAC-Datensatzes für fünf Länder (Österreich, Deutschland, Spanien, Belgien und Vereinigtes Königreich). Unsere Ergebnisse zeigen, dass ältere Arbeitnehmer im Allgemeinen über niedrigere Kompetenzen verfügen als jüngere Arbeitnehmer, jedoch diese stärker nutzen. Diese stärkere Nutzung (overutilization) führt im Allgemeinen zu einem Lohnvorteil." (Autorenreferat, IAB-Doku)

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Messenger, Jon C. (Hrsg.) (2019): Telework in the 21st Century. An Evolutionary Perspective. (The ILO Future of Work series), Cheltenham: Elgar, 352 S. DOI:10.4337/9781789903751

Abstract

"Technological developments have enabled a dramatic expansion and also an evolution of telework, broadly defined as using ICTs to perform work from outside of an employer’s premises. This volume offers a new conceptual framework explaining the evolution of telework over four decades. It reviews national experiences from Argentina, Brazil, India, Japan, the United States, and ten EU countries regarding the development of telework, its various forms and effects. It also analyses large-scale surveys and company case studies regarding the incidence of telework and its effects on working time, work-life balance, occupational health and well-being, and individual and organizational performance." (Author's abstract, © Edward Elgar Publishing) ((en))

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Perugini, Cristiano & Marko Vladisavljevic (2019): Gender inequality and the gender-job satisfaction paradox in Europe. In: Labour economics, Jg. 60, H. October, S. 129-147. DOI:10.1016/j.labeco.2019.06.006

Abstract

"Despite being paid less than men and facing worse working conditions, lower promotion opportunities and work-place discrimination, women typically report higher levels of job satisfaction. Twenty years ago Andrew Clark (Clark, 1997) suggested that this might be due to their lower expectations, driven by a number of factors related to current and past positions in the labour market. Although this hypothesis is one of the leading explanations of gender differences in job satisfaction, cross-country research on the relationship between gender inequality and the gender-job satisfaction gap is rare and only descriptive. In this paper, we use the data from EU-SILC module on subjective well-being from 2013 to analyse adjusted gender-job satisfaction gaps in 32 European countries and we relate them to country differences in gender inequalities. Our results provide extensive and robust evidence of a relationship between exposure to more gender equal settings in the early stages of life and smaller gender gaps in job satisfaction. This corroborates the hypothesis that women who grew up in contexts with higher gender equality have expectations increasingly aligned to those of their male counterparts. Our results also show that being employed in typically male occupations enables this alignment too, whereas higher levels of education do not play a similar effect." (Author's abstract, © 2019 Elsevier) ((en))

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Redmond, Paul & Séamus McGuiness (2019): Explaining the gender gap in job satisfaction. (IZA discussion paper 12703), Bonn, 7 S.

Abstract

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

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Scholz, Christian & Lisa-Dorothee Grotefend (Hrsg.) (2019): Generation Z im Vier-Länder-Vergleich. Ein empirischer Vergleich von Deutschland, den Niederlanden, Österreich und Schweiz. (Strategie- und Informationsmanagement 36), Augsburg: Hampp, 346 S. DOI:10.978.395710/3246

Abstract

"Mit der Generation Z - geboren ab Anfang der 1990er Jahre - tritt zurzeit eine neue Generation in die Arbeitswelt ein, wird von ihr geprägt, aber prägt sie auch selbst. Diese Publikation befasst sich mit dem Phänomen 'Generation Z' - und zwar als Befragung von 3.610 Jugendlichen der Generation Z in Deutschland, den Niederlanden, Österreich sowie der Schweiz. Diese Publikation basiert auf den Masterarbeiten von Sabrina Eilers, Martin Elizen, Kathrin Meier und Claudia Karaca, geschrieben am Lehrstuhl für Betriebswirtschaftslehre, insbesondere Organisation, Personal- und Informationsmanagement der Universität des Saarlandes in Saarbrücken. Beantwortet werden unter anderem folgende Fragen: - Was erwartet die Generation Z vom Arbeitsleben? - Warum entscheidet sie sich für oder gegen einen Arbeitgeber? - In welcher Büroarchitektur will sie arbeiten? - Träumt sie wirklich vom Großraumbüro und vom Desksharing? - Welche Lebensträume hat sie? - Wie stellt sie sich Work-Life-Balance vor? - Wie sollten Arbeitszeitmodelle aussehen? - Wovor hat sie Angst? -Wie steht sie zu Politik und zu Tagespolitik? Hinzu kommt noch eine weitere und ganz wichtige Frage: Ist 'Generation Z' ein nationales beziehungsweise regionales Phänomen oder ist sie weltweit identisch? Ganz konkret: Was kommt dabei heraus, wenn man vier benachbarte Länder aus Mitteleuropa miteinander vergleicht?" (Verlagsangaben)

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Sironi, Emiliano (2019): Job satisfaction as a determinant of employees' optimal well-being in an instrumental variable approach. In: Quality & quantity, Jg. 53, H. 4, S. 1721-1742. DOI:10.1007/s11135-019-00835-3

Abstract

"The correlation between measures of a high level of job satisfaction and well-being is well documented in the literature; however, such a relationship may be potentially bidirectional. If an increase in job satisfaction affects optimal well-being, the reverse relationship can also be hypothesized. In addition, the relationship between job satisfaction and well-being may be polluted by the presence of omitted variables that can be correlated both with the satisfaction in the workplace and with a measure of optimal wellbeing. Using the sixth round of the European Social Survey, this paper utilizes an instrumental variable approach to isolate the effect of job satisfaction on optimal well-being variation that is independent of unobserved individual characteristics. After having controlled for the role of socio-economic profiles of interviewed individuals, our findings confirm a strong and significantly positive influence of job satisfaction on optimal well-being. The novelty of our analysis is twofold: firstly, we employ an instrumental variable approach to correct for endogeneity that might the effect of job satisfaction on well-being. Secondly, we use an innovative measure of optimal well-being, which we adopt as an outcome variable for measuring a multi-dimensional definition of well-being dealing with both hedonic and eudemonic streams." (Author's abstract, © Springer-Verlag) ((en))