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
Turnover intentions in a call center: the role of emotional dissonance, job resources, and job satisfaction (2018)
Zito, Margherita ; Emanuel, Federica ; Colombo, Lara; Ghislieri, Chiara ; Cortese, Claudio Giovanni ; Molino, Monica ;Zitatform
Zito, Margherita, Federica Emanuel, Monica Molino, Claudio Giovanni Cortese, Chiara Ghislieri & Lara Colombo (2018): Turnover intentions in a call center. The role of emotional dissonance, job resources, and job satisfaction. In: PLoS one, Jg. 13, H. 2, S. 1-16. DOI:10.1371/journal.pone.0192126
Abstract
"Background: Turnover intentions refer to employees' intent to leave the organization and, within call centers, it can be influenced by factors such as relational variables or the perception of the quality of working life, which can be affected by emotional dissonance. This specific job demand to express emotions not felt is peculiar in call centers, and can influence job satisfaction and turnover intentions, a crucial problem among these working contexts. This study aims to detect, within the theoretical framework of the Job Demands-Resources Model, the role of emotional dissonance (job demand), and two resources, job autonomy and supervisors' support, in the perception of job satisfaction and turnover intentions among an Italian call center.
Method: The study involved 318 call center agents of an Italian Telecommunication Company. Data analysis first performed descriptive statistics through SPSS 22. A path analysis was then performed through LISREL 8.72 and tested both direct and indirect effects.
Results: Results suggest the role of resources in fostering job satisfaction and in decreasing turnover intentions. Emotional dissonance reveals a negative relation with job satisfaction and a positive relation with turnover. Moreover, job satisfaction is negatively related with turnover and mediates the relationship between job resources and turnover.
Conclusion: This study contributes to extend the knowledge about the variables influencing turnover intentions, a crucial problem among call centers. Moreover, the study identifies theoretical considerations and practical implications to promote well-being among call center employees. To foster job satisfaction and reduce turnover intentions, in fact, it is important to make resources available, but also to offer specific training programs to make employees and supervisors aware about the consequences of emotional dissonance." (Author's abstract, IAB-Doku) ((en)) -
Literaturhinweis
Job satisfaction and employee turnover: a firm-level perspective (2017)
Zitatform
Frederiksen, Anders (2017): Job satisfaction and employee turnover. A firm-level perspective. In: German journal of human resource management, Jg. 31, H. 2, S. 132-161. DOI:10.1177/2397002216683885
Abstract
"In this article I study how companies can use their personnel data and information from job satisfaction surveys to predict employee quits. An important issue discussed at length in the article is how employers can ensure the anonymity of employees in surveys used for management and human resources (HR) analytics. I argue that a simple mechanism whereby the company delegates the implementation of job satisfaction surveys to an external consulting company can be optimal. In the subsequent empirical analysis, I use a unique combination of firm-level data (personnel records) and information from job satisfaction surveys to assess the benefits for companies using data in their decision-making. Moreover, I aim to show how companies can move from a descriptive to a predictive approach." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Qualität der Arbeit in Europa: Eine empirische Analyse auf Basis des EWCS 2015 (2017)
Hammermann, Andrea; Stettes, Oliver;Zitatform
Hammermann, Andrea & Oliver Stettes (2017): Qualität der Arbeit in Europa. Eine empirische Analyse auf Basis des EWCS 2015. (IW-Report / Institut der Deutschen Wirtschaft Köln 2017,24), Köln, 46 S.
Abstract
"Die Arbeitszufriedenheit signalisiert, ob die Beschäftigten die Qualität des eigenen Arbeitsplatzes als gut einschätzen. Der Anteil der Arbeitnehmer in einem Land, die mit ihrer Arbeit zufrieden sind, ist damit ein Gradmesser für die Qualität der Arbeitsplätze in einer Volkswirtschaft insgesamt. Die Qualität der Arbeit ist vor diesem Hintergrund in der Europäischen Union und in den einzelnen Mitgliedstaaten hoch. Rund 86 Prozent der Arbeitnehmer in der Europäischen Union sind mit ihrem Beschäftigungsverhältnis zufrieden. In Deutschland sind es mit 88 Prozent etwas mehr. Dies entspricht dem Wert aus dem Jahr 2010. In vielen Ländern, insbesondere in Ostmitteleuropa, ist das Ausmaß der Arbeitszufriedenheit zwischen 2010 und 2015 von einem relativ niedrigen auf ein vergleichbares Niveau wie in Deutschland angestiegen. Für eine schleichende Verschlechterung der Qualität der Arbeit fehlt daher sowohl hierzulande als auch in der Europäischen Union insgesamt der empirische Beleg. Politischer Handlungsdruck existiert von dieser Seite nicht. Ökonometrische Schätzungen mit den Beschäftigtenstichproben für die Europäische Union und für Deutschland zeigen, dass die Wertschätzung und die Anerkennung, die in Geld, Aufstiegsperspektiven und Worten ausgedrückt werden, ein hohes Gewicht bei der Frage erhalten, ob ein Arbeitnehmer mit dem Job zufrieden ist. Eine ähnlich hohe Bedeutung fällt einem guten sozialen Umfeld am Arbeitsplatz zu. Die empirischen Befunde lassen zudem vermuten, dass vielerorts als eher belastend empfundene Arbeitsplatzmerkmale, die für sich genommen mit einer niedrigeren Arbeitszufriedenheit einhergehen, durch andere als unterstützend empfundene Arbeitsbedingungen kompensiert werden. Dadurch wird die Qualität der Arbeit von den Beschäftigten in diesen Fällen bei einer ganzheitlichen Betrachtung als gut wahrgenommen." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Stability and satisfaction at work during the Spanish economic crisis (2017)
Sánchez-Sellero, María C.; Sánchez-Sellero, Pedro; Cruz-González, María M.; Sánchez-Sellero, Francisco J.;Zitatform
Sánchez-Sellero, María C., Pedro Sánchez-Sellero, María M. Cruz-González & Francisco J. Sánchez-Sellero (2017): Stability and satisfaction at work during the Spanish economic crisis. In: Prague economic papers, Jg. 26, H. 1, S. 72-89. DOI:10.18267/j.pep.596
Abstract
"This paper analyses temporary work and job satisfaction among salaried workers during the Spanish economic crisis of 2008. Using data from the Spanish National Statistics Institute (INE) 2013 Economically Active Population Survey (EAPS), we find that temporary workers lost their job more than others during this period. However, salaried workers have higher average levels of satisfaction in 2007-2010, possibly due to the lower requirements of workers. We find a positive relationship between the unlikeliness of keeping a job and low job satisfaction levels in data from the Survey of Quality of Life at Work (2010) through a correspondence analysis. A linear model with a level of job satisfaction as a dependent variable shows negative coefficients for a level of job satisfaction if the probability of keeping the job is somewhat unlikely or very unlikely. Finally, an ordinal probit regression finds that the estimated likelihood to reach high job satisfaction is lower in temporary workers." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Core self-evaluations and work engagement: testing a perception, action, and development path (2017)
Zitatform
Tims, Maria & Jos Akkermans (2017): Core self-evaluations and work engagement. Testing a perception, action, and development path. In: PLoS one, Jg. 12, H. 8, S. 1-19. DOI:10.1371/journal.pone.0182745
Abstract
"Core self-evaluations (CSE) have predictive value for important work outcomes such as job satisfaction and job performance. However, little is known about the mechanisms that may explain these relationships. The purpose of the present study is to contribute to CSE theory by proposing and subsequently providing a first test of theoretically relevant mediating paths through which CSE may be related to work engagement. Based on approach/avoidance motivation and Job Demands-Resources theory, we examined a perception (via job characteristics), action (via job crafting), and development path (via career competencies). Two independent samples were obtained from employees working in Germany and The Netherlands (N = 303 and N = 404, respectively). When taking all mediators into account, results showed that the perception path represented by autonomy and social support played a minor role in the relationship between CSE and work engagement. Specifically, autonomy did not function as a mediator in both samples while social support played a marginally significant role in the CSE - work engagement relationship in sample 1 and received full support in sample 2. The action path exemplified by job crafting mediated the relationship between CSE and work engagement in both samples. Finally, the development path operationalized with career competencies mediated the relationship between CSE and work engagement in sample 1. The study presents evidence for an action and development path over and above the often tested perception path to explain how CSE is related to work engagement. This is one of the first studies to propose and show that CSE not only influences perceptions but also triggers employee actions and developmental strategies that relate to work engagement." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
How's life? 2017: measuring well-being (2017)
Zitatform
(2017): How's life? 2017. Measuring well-being. (How's life? 04), Paris, 458 S. DOI:10.1787/how_life-2017-en
Abstract
"Alle zwei Jahre stellt die OECD die Frage: Wie ist das Leben? Wie steht es um Einkommen und Beschäftigung, aber auch Wohnen, Gesundheit, Bildung, den sozialen Zusammenhalt oder die Work-Life-Balance? Die aktuelle Untersuchung zeigt: In den letzten zehn Jahren hat sich die Lebensqualität in vielen Bereichen verbessert, doch es gibt auch rückläufige Entwicklungen und vor allem Unterschiede nach Geschlecht und Bildungsniveau.
Die OECD-Studie 'How's Life? 2017' analysiert mithilfe von 50 international vergleichbaren Indikatoren jenseits des Bruttoinlandsprodukts die Lebensbedingungen der Menschen in den 35 OECD- und sechs Partnerländern. Ein Kapitel befasst sich mit der Situation von Migranten. Ein weiteres Kapitel präsentiert die Ergebnisse der einzelnen Länder." (Autorenreferat, IAB-Doku)Weiterführende Informationen
Hier finden Sie die deutsche Zusammenfassung -
Literaturhinweis
Job quality in Europe in the first decade of the 21st century (2015)
Zitatform
Antón, José-Ignacio, Enrique Fernández-Macías & Rafael Munos de Bustillo (2015): Job quality in Europe in the first decade of the 21st century. (Institut für Volkswirtschaftslehre Linz. Arbeitspapier 1509), Linz, 34 S.
Abstract
"Using a recently developed aggregate indicator of job quality and three waves of the European Survey of Working Conditions (2000, 2005 and 2010) this paper explores the evolution job quality in the EU15 during the first decade of the 21st century, including the initial impact of the Great Recession. After a careful study of the evolution of job quality across the different dimensions and components of the proposed job quality index, differentiating between changes in the composition and changes in the means, we do not detect any major decline in job quality during the period, even during the early years of the economic crisis. The most significant change is a small increase in job quality in peripheral European countries, suggesting some convergence which may be undone in later years. We compare our findings with the conclusions of other authors and discuss several hypotheses for explaining the remarkable stability of job quality during such turbulent times." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Die große Mehrzahl der Beschäftigten in Deutschland ist mit ihrer Arbeit zufrieden (2015)
Brenke, Karl;Zitatform
Brenke, Karl (2015): Die große Mehrzahl der Beschäftigten in Deutschland ist mit ihrer Arbeit zufrieden. In: DIW-Wochenbericht, Jg. 82, H. 32/33, S. 715-722.
Abstract
"Die allermeisten Erwerbstätigen bewerten ihre berufliche Tätigkeit positiv; nur jeder Achte ist mit ihr unzufrieden. An diesem Bild hat sich in den vergangenen 20 Jahren nichts verändert. Es zeigen sich kaum Unterschiede im Ausmaß der Zufriedenheit zwischen den Geschlechtern, zwischen den Beschäftigten in Westdeutschland und Ostdeutschland sowie zwischen den verschiedenen Altersgruppen. Auch die Höhe der Entlohnung sowie die Art der ausgeübten Tätigkeit haben keinen starken Einfluss auf die Zufriedenheit mit dem Job. Bei der Bewertung einer beruflichen Tätigkeit spielen nicht nur deren Eigenschaften eine Rolle, sondern auch die Einschätzungen der Beschäftigten darüber, was der Job ihnen bieten sollte. Dem entsprechend wird die Arbeitszufriedenheit erheblich von Gefühlen und persönlichen Eigenheiten beeinflusst. Unzufrieden mit ihrer Arbeit sind relativ häufig Personen, die oft ängstlich oder ärgerlich sind, die sich vergleichsweise selten glücklich fühlen und die weniger optimistisch in die Zukunft schauen. Personen, die mit ihrer Arbeit unzufrieden sind, neigen häufiger zum Jobwechsel, und dadurch steigt in vielen Fällen die Zufriedenheit. Es gibt aber auch nicht wenige Personen, die an ihrer Stelle festhalten, und dennoch im Laufe der Zeit zufriedener werden. Vermutlich arrangieren sie sich mit den Gegebenheiten." (Autorenreferat, IAB-Doku)
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Literaturhinweis
The relative income hypothesis: a comparison of methods (2015)
Zitatform
Brown, Sarah, Daniel Gray & Jennifer Roberts (2015): The relative income hypothesis. A comparison of methods. In: Economics letters, Jg. 130, H. May, S. 47-50. DOI:10.1016/j.econlet.2015.02.031
Abstract
"Studies of the relative income hypothesis find positive and negative effects of relative income. To facilitate comparisons we use a large household panel and highlight the sensitivity of the relative income effect to the definition of the reference group and to the estimation strategy employed." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Job satisfaction, age and tenure: a generalized dynamic random effects model (2015)
Zitatform
Chaudhuri, Kausik, Kevin T. Reilly & David A. Spencer (2015): Job satisfaction, age and tenure. A generalized dynamic random effects model. In: Economics letters, Jg. 130, H. May, S. 13-16. DOI:10.1016/j.econlet.2015.02.017
Abstract
"This paper examines the effects of age and tenure on job satisfaction. We estimate a generalized dynamic random effects ordered probit model using the British Household Panel Survey. Contrary to previous literature, we find that age has no significant impact on job satisfaction for females, and a limited impact for males who report higher levels of job satisfaction. We also find that tenure shares a non-monotonic relationship with job satisfaction for females. For males, the same result is found only at higher levels of job satisfaction. Our results suggest that age and tenure effects on job satisfaction vary with gender." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Job satisfaction and employee turnover: a firm-level perspective (2015)
Zitatform
Frederiksen, Anders (2015): Job satisfaction and employee turnover. A firm-level perspective. (IZA discussion paper 9296), Bonn, 25 S.
Abstract
"In this paper, I study an employment situation where the employer and the employees cooperate about the implementation of a job satisfaction survey. Cooperation is valuable because it improves the firm's ability to predict employee quits, but it is only an equilibrium outcome because the employer-employee relation is repeated and long-term. Using a unique combination of firm-level data and information from job satisfaction surveys, the empirical analysis reveals that the cooperation reduces the firm's employee turnover costs significantly by improving its ability to predict quits. This cost reduction may easily exceed the cost of conducting the survey. The analysis also reveals that the firm is willing to sacrifice profits in a given year to be able to sustain the cooperative relationship with the employees." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Direct evidence for income comparisons and subjective well-being across reference groups (2015)
Zitatform
Goerke, Laszlo & Markus Pannenberg (2015): Direct evidence for income comparisons and subjective well-being across reference groups. In: Economics Letters, Jg. 137, H. December, S. 95-101. DOI:10.1016/j.econlet.2015.10.012
Abstract
"This note provides evidence for the relationship between income comparisons and subjective well-being (SWB), using novel German data on self-reported comparison intensity and perceived relative income for seven reference groups. We find negative correlations between comparison intensity and SWB for colleagues, people in the same occupation and friends, but not for other reference groups, such as neighbours. Work-related income comparisons are mostly upwards and there is a strong negative correlation between perceiving to earn less than the reference group and SWB." (Author's abstract, © 2016 Elsevier) ((en))
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Literaturhinweis
Workplace job satisfaction in Britain: evidence from linked employer-employee data (2015)
Zitatform
Haile, Getinet Astatike (2015): Workplace job satisfaction in Britain. Evidence from linked employer-employee data. In: Labour, Jg. 29, H. 3, S. 225-242. DOI:10.1111/labr.12054
Abstract
"The paper examines the nature of workplace job satisfaction in Britain using an 'overall' and domain-specific job satisfaction outcomes from linked employer - employee data. A measure of aggregate job satisfaction alone might mask domain-specific differences in satisfaction, something the combined approach in this paper addresses. As well as controlling for a rich set of correlates on employees and their workplaces, the paper deploys alternative empirical models that account for employee- and workplace-level unobserved heterogeneity. The paper reports interesting results on the link between job satisfaction and observed as well as unobserved characteristics of employees and their workplaces." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Social capital and job satisfaction: the case of Europe in times of economic crisis (2015)
Lange, Thomas;Zitatform
Lange, Thomas (2015): Social capital and job satisfaction. The case of Europe in times of economic crisis. In: European journal of industrial relations, Jg. 21, H. 3, S. 275-290. DOI:10.1177/0959680114542907
Abstract
"This study uses data for 23 countries elicited from the 2010/11 wave of the European Social Survey to examine the stability of social capital as a predictor of job satisfaction at a time of economic crisis. The analysis reveals a remarkably resilient impact of social capital and its constituent components during the economic downturn. However, this resilience is much less pronounced when the focus is on countries where the crisis was most severe, suggesting an economic development threshold below which certain social capital components lose their associational impact. However, religious activity is significantly associated with workers' job satisfaction in these economies, providing comfort during times of socio-economic difficulty. The extent of organizational trust, measured by proxy variables for participative decision-making, has by far the strongest association with job satisfaction. This suggests that employers need to think again about the way they treat their employees to maximize the benefits of social capital and, ultimately, improve the job satisfaction scores of their workers." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Gewünschte und erlebte Arbeitsqualität: Abschlussbericht (2015)
Nübling, Matthias; Schröder, Helmut ; Lincke, Hans-Joachim; Gerlach, Irene; Knerr, Petra; Laß, Inga ;Zitatform
Nübling, Matthias, Hans-Joachim Lincke, Helmut Schröder, Petra Knerr, Irene Gerlach & Inga Laß (2015): Gewünschte und erlebte Arbeitsqualität. Abschlussbericht. (Bundesministerium für Arbeit und Soziales. Forschungsbericht 456), Bonn, 148 S.
Abstract
"Die vorliegende Studie, die von einem Forschungskonsortium aus Freiburger Forschungsstelle Arbeits- und Sozialmedizin (ffas), dem Forschungszentrum Familienbewusste Personalpolitik (FFP) und dem Institut für angewandte Sozialforschung (infas) im Auftrag des Bundesministeriums für Arbeit und Soziales durchgeführt wurde, beruht auf der Befragung von 5004 repräsentativ ausgewählten sozialversicherungspflichtig Beschäftigten mit einer Wochenarbeitszeit von mindestens zehn Stunden.
Die Befragung erfolgte mittels telefonischer Interviews. Inhaltliche Grundlage des Fragenkataloges waren im Kern das Copenhagen Psychosocial Questionnaire (COPSOQ) sowie der FFP-Index.
Die Ergebnisse der 2012-2015 durchgeführten Studie beinhalten zahlreiche Analysen zu den Anforderungen, Einfluss- und Entfaltungsmöglichkeiten sowie den sozialen Beziehungen bei der Arbeit in Deutschland. Sie zeigen auf der Basis empirischer Erkenntnisse wichtige Aspekte, die die Zufriedenheit und Gesundheit der Beschäftigten mitbestimmen und weisen damit aktuell auf Ansatzpunkte zur Verbesserung der Arbeitsqualität in Betrieben hin." (Autorenreferat, IAB-Doku) -
Literaturhinweis
Disability, training and job satisfaction (2015)
Pagán-Rodríguez, Ricardo;Zitatform
Pagán-Rodríguez, Ricardo (2015): Disability, training and job satisfaction. In: Social indicators research, Jg. 122, H. 3, S. 865-885. DOI:10.1007/s11205-014-0719-2
Abstract
"This study analyses the effects of participating in further training on the levels of job satisfaction reported by workers without and with disabilities in Germany. Using longitudinal data from the German Socio-Economic Panel which covers the period 1989 - 2008, we estimate a 'Probit Adapted OLS (POLS)' model which allows us to identify the determinants of job satisfaction for people without and with disabilities. The results show that the participation in further training increases the levels of job satisfaction reported by all workers, although this increase is significantly lower among workers with disabilities. In addition, no significant differences in terms of job satisfaction were found according to the number of courses attended by disability status. However, significant differences were found between participants without and with disabilities if the duration of training was more than 1 month. From a public policy perspective, these findings show the need to redesign and implement innovative training programs for people with disabilities which contribute to increasing their levels of job satisfaction within the German labour market." (Author's abstract, © Springer-Verlag) ((en))
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Literaturhinweis
Goals, motivation and gender (2015)
Zitatform
Smithers, Samuel (2015): Goals, motivation and gender. In: Economics letters, Jg. 131, H. June, S. 75-77. DOI:10.1016/j.econlet.2015.03.030
Abstract
"I present an experiment on non-binding goals and motivational effects. Consistent with results from psychology, I find that goals increase output. This is due to improved speed and accuracy. Men are more responsive to goals than women." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Health, work and working conditions: a review of the European economic literature (2014)
Zitatform
Barnay, Thomas (2014): Health, work and working conditions. A review of the European economic literature. (OECD Economics Department working papers 1148), Paris, 32 S. DOI:10.1787/5jz0zb71xhmr-en
Abstract
"Economists have traditionally been very cautious when studying the interaction between employment and health because of the two-way causal relationship between these two variables: health status influences the probability of being employed and, at the same time, working affects the health status. Because these two variables are determined simultaneously, researchers control endogeneity bias (e.g., reverse causality, omitted variables) when conducting empirical analysis. With these caveats in mind, the literature finds that a favourable work environment and high job security lead to better health conditions. Being employed with appropriate working conditions plays a protective role on physical health and psychiatric disorders. By contrast, non-employment and retirement are generally worse for mental health than employment, and overemployment has a negative effect on health. These findings stress the importance of employment and of adequate working conditions for the health of workers. In this context, it is a concern that a significant proportion of European workers (29%) would like to work fewer hours because unwanted long hours are likely to signal a poor level of job satisfaction and inadequate working conditions, with detrimental effects on health. Thus, in Europe, labour-market policy has increasingly paid attention to job sustainability and job satisfaction. The literature clearly invites employers to take better account of the worker preferences when setting the number of hours worked. Overall, a specific 'flexicurity' (combination of high employment protection, job satisfaction and active labour-market policies) is likely to have a positive effect on health. This Working Paper relates to the 2014 OECD Economic Survey of the United States." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Economic growth evens-out happiness: evidence from six surveys (2014)
Zitatform
Clark, Andrew E., Sarah Flèche & Claudia Senik (2014): Economic growth evens-out happiness. Evidence from six surveys. (CEP discussion paper 1306), London, 36 S.
Abstract
"In spite of the great U-turn that saw income inequality rise in Western countries in the 1980s, happiness inequality has dropped in countries that have experienced income growth (but not in those that did not). Modern growth has reduced the share of both the 'very unhappy' and the 'perfectly happy'. The extension of public amenities has certainly contributed to this greater happiness homogeneity. This new stylized fact comes as an addition to the Easterlin paradox, offering a somewhat brighter perspective for developing countries." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Generation Y und Personalmanagement (2014)
Dahlmanns, Andreas;Zitatform
Dahlmanns, Andreas (2014): Generation Y und Personalmanagement. (Praxisorientierte Personal- und Organisationsforschung 18), München: Hampp, 112 S.
Abstract
"Wer ist die Generation Y und welche Bedeutung hat sie für das Personalmanagement in einem Unternehmen? Dieses Buch verschafft den Lesern einen Überblick über die Generation Y und einzelne Einflussfaktoren, welche diese geprägt haben. Es werden konkrete Anforderungen der Generation Y an einen Arbeitgeber sowie deren Auswirkung auf das Personalmanagement aufgezeigt. Darüber hinaus werden ausgewählte Aufgabenfelder des Personalmanagements hinsichtlich einer generationsspezifischen Gestaltung beschrieben." (Autorenreferat, IAB-Doku)
Weiterführende Informationen
Inhaltsverzeichnis bei der Deutschen Nationalbibliothek