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Masuda, Aline D., Laurel A. MacNall, Tammy D. Allen & Jessica M. Nicklin (2012): Examining the constructs of work-to-family enrichment and positive spillover. In: Journal of vocational behavior, Jg. 80, H. 1, S. 197-210. DOI:10.1016/j.jvb.2011.06.002

Abstract

"This paper reports three studies examining construct validity evidence for two recently developed measures of the positive side of the work-family interface: work-to-family positive spillover and work-to-family enrichment. Using confirmatory factor analysis, the results from the first two studies indicate that the best fitting model distinguishes between WFPS and WFE, each with three sub-dimensions. However, these studies also showed that several items measuring WFE cross-loaded onto factors measuring WFPS. Results from the discriminant analyses showed that the sub-dimensions of WFPS and WFE uniquely predicted job satisfaction and life satisfaction. Yet, when WFPS and WFE were examined as one dimension, the measure of WFE predicted life satisfaction, but the measure of WFPS did not add to the prediction above WFE. Across both studies, WFE mediated the relationship between WFPS with both job and life satisfaction. Lastly, Study 3 provides some evidence of the content adequacy of these items; however, several items overlapped in content. These results suggest that enrichment and positive spillover are distinct but related constructs, each with three sub-dimensions. Further, more work is needed to refine the measurement of WFE and WFPS; however, this research helps advance our understanding of the positive side of the work-family interface." (Author's abstract, IAB-Doku) ((en))

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Mauno, Saija, Ulla Kinnunen & Taru Feldt (2012): Work-family culture and job satisfaction. Does gender and parenting status alter the relationship? In: Community, work & family, Jg. 15, H. 1, S. 101-129. DOI:10.1080/13668803.2011.598733

Abstract

"Previous studies on work-family culture have examined its relationship with different employee outcomes (e.g., work-family conflict, job satisfaction, commitment) but neglected one important question; namely, who are most likely to benefit from a supportive work-family culture in terms of positive employee outcomes? The aim of this study was to shed new light on the work-family culture - job satisfaction linkage by examining the moderator effects of gender and parenting status in this relationship. Specifically, we asked whether gender and parenting status would alter the association between work-family culture and job satisfaction. We hypothesized - on the basis of traditional gender roles - that women, and especially mothers, would benefit most from a family supportive organizational culture. We utilized three divergent samples gathered from male (N=768) and female (N=1364) employees in Finland: (1) a female-dominated sample from social and health care; (2) a male-dominated sample from paper industry; and (3) more gender-mixed sample from the ICT company. Work-family culture was described through its positive (work-family support) and negative facets (work-family barriers), whereas job satisfaction was operationalized via a facet-based scale. Hierarchical moderated regression analyses performed separately for the three different organizations revealed that the results for mothers and fathers under the condition of high work-family support differed in the paper mill and the information and communication technology (ICT) company. Thus, in addition to gender, the type of organization also moderated the relationship. Specifically, in the paper mill, mothers benefited more from high work-family support than fathers, whereas in the ICT company the reverse situation held: fathers benefited more than mothers. Thus, high work-family support was associated with higher job satisfaction among mothers in the paper mill and among fathers in the ICT company." (Author's abstract, IAB-Doku) ((en))

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Sirgy, M. Joseph (2012): The psychology of quality of life. Hedonic well-being, life satisfaction, and eudaimonia. (Social indicators research series 50), Dordrecht: Springer London, 622 S.

Abstract

"The updated edition of this popular book covers up-to-date research on hedonic well-being (emotional well-being, positive/negative affect, affective dimension of happiness, etc.), life satisfaction (subjective well-being, perceived quality of life, subjective well-being, and cognitive dimension of happiness), and eudaimonia (psychological well-being, self-actualization, self-realization, growth, mental health, character strengths, etc.).
The book is divided in six major sections. Part 1 begins with a chapter that covers much of the history and philosophical foundations of the psychology of quality of life in terms of three major pillars: hedonic well-being, life satisfaction, and eudaimonia. This part also covers much of the research that has successfully made distinctions among these three major constructs and its varied dimensions. To establish to the importance of the topic (the psychology of quality of life), this part also covers much of the literature on the positive benefits of hedonic well-being, life satisfaction, and eudaimonia on the individual, the community, organizations, and society at large. Part 2 focuses on capturing much of research dealing with the effects of objective reality (objective factors grounded in real, environmental conditions) on hedonic well-being, life satisfaction, and eudaimonia. Specifically, this part captures the quality-of-life literature related to biological and health-related effects, income effects, other demographic effects, effects of personal activities, and socio-cultural effects. Part 3 shifts gears to focus on the effects of subjective reality on hedonic well-being, life satisfaction, and eudaimonia. In this context, the book reviews research on personality effects, effects of affect and cognition, effects of beliefs and values, effects of goals, self-concept effects, and social comparison effects. Part 4 focuses on quality-of-life research that is domain specific. That is, the book covers the research on the psychology of life domains in general and delves in some depth to describe research on work well-being, residential well-being, material well-being, social well-being, health well-being, leisure well-being, and the well-being of other life domains of lesser salience. Part 5 focuses on covering much of the psychology of quality-of-life literature dealing with specific populations such as the elderly, women, children and youth, and specific countries. Part 6 is essentially an epilogue. This part discusses a variety of theories proposed by quality-of-life scholars designed to integrate much of the literature on the psychology of quality of life. The last chapter covers the author's own integrative theory." (Author's abstract, IAB-Doku) ((en))

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Buscher, Herbert, Susann Noack & Melanie Pelz (2011): Qualität der Arbeit: Eine Untersuchung für Ost- und Westdeutschland für die Jahre 1994 und 2009. In: Wirtschaft im Wandel, Jg. 17, H. 12, S. 422-428.

Abstract

"Qualität der Arbeit - ein überwiegend subjektives Empfinden von Erwerbstätigen hat als qualitatives Merkmal in den letzten Jahren bei der Bewertung der Arbeitswelt an Bedeutung gewonnen. Im Gegensatz zu quantitativen Aspekten des Erwerbs- und Arbeitslebens ist die Qualität der Arbeit allerdings schwer messbar und setzt sich aus zahlreichen Indikatoren zusammen. Die hierbei erfassten Bereiche erstrecken sich von gesundheitlichen Aspekten des Arbeitslebens bis hin zu Möglichkeiten, die Arbeitszeit flexibel zu gestalten. Die Studie leistet einen Beitrag zur Erweiterung dieses Indikatorensystems, indem weitere Aspekte der Qualität von Arbeit wie berufsbedingtes Pendeln, die Übereinstimmung von erworbener Qualifikation und ausgeübter Tätigkeit, betriebliche Karrierechancen sowie die allgemeine Einkommenszufriedenheit untersucht werden. Hierbei wird zwischen Ost- und Westdeutschland sowie nach Altersklassen und Qualifikation der Befragten unterschieden. Ausgewertet werden die Ergebnisse auf der Basis des Sozio-oekonomischen Panels (SOEP) für die Jahre 1994 und 2009. Hierdurch sollen Erkenntnisse darüber gewonnen werden, ob insbesondere ostdeutsche Arbeitnehmer zu einem Zeitpunkt relativ kurz nach der politischen Wende die Qualität der Arbeit anders bewerteten als westdeutsche Arbeitnehmer und ob über die Zeit eine Angleichung in der Beurteilung stattgefunden hat." (Autorenreferat, IAB-Doku)

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Drobnic, Sonja & Ana M. Guillén Rodríguez (2011): Tensions between work and home. Job quality and working conditions in the institutional contexts of Germany and Spain. In: Social Politics, Jg. 18, H. 2, S. 232-268. DOI:10.1093/sp/jxr008

Abstract

"Good jobs can generate capabilities that allow employees to avoid tensions between work and family/home. Following the conceptual framework of Amartya Sen, we examine how job-related demands and resources are related to the level of interference, as well as satisfaction with managing work and home in Spanish and German employees, using three different large-scale European surveys: European Quality of Life Survey and two waves of the European Social Survey. We find that long working hours systematically increase tensions between work and home, as do time pressure, job-related stress, and working hard. Job control or autonomy at work, which is hypothesized to expand individuals' capabilities and agency, tends to increase work - home interference rather than alleviate it. Family responsibilities and household demands do not seem relevant to the tensions employees experience at the work - home interface. This also holds true for women, which is a surprising result in view of the 'double burden' hypothesis. Employed mothers in Germany and Spain are a select group of women, as combining employment with raising children in conservative - corporatist and conservative - familialist states may be particularly problematic. Thus while the institutional contexts of Germany and Spain curtail women's ability to reconcile employment and parenthood, the mothers (and fathers) who are employed do not experience significantly higher levels of work - family/home tensions than nonparents." (Author's abstract, IAB-Doku) ((en))

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(2011): Vereinbarkeit von Beruf und Familie. Modul der Arbeitskräfteerhebung 2010. Wien, 226 S., CD-ROM.

Abstract

"Erwerbsbeteiligung und das Ausmaß ihrer Erwerbsarbeit sind geringer, in weiterer Folge ist das Einkommen niedriger als jenes der Männer. Auch die Auswirkungen von Betreuungsverpflichtungen für Kinder und hilfsbedürftige Erwachsene auf die Erwerbstätigkeit betreffen Frauen in einem stärkeren Ausmaß als Männer. Vor diesem Hintergrund wurde im Jahr 2010 die EU weite Arbeitskräfteerhebung um ein Zusatzmodul mit dem Thema 'Vereinbarkeit von Beruf und Familie' erweitert. Im Zentrum des Frageprogramms des Moduls standen 15- bis 64-jährige Personen mit Betreuungsverpflichtungen für hilfs- oder pflegebedürftige Erwachsene oder für Kinder unter 15 Jahren. Der Schwerpunkt lag dabei auf Fragen zu Einschränkungen der Teilnahme am Erwerbsleben durch fehlende oder nicht geeignete Betreuungsangebote. Ein weiterer Abschnitt befasste sich mit der Häufigkeit und der Dauer von Unterbrechungen der beruflichen Tätigkeit nach der Geburt eines Kindes. Des Weiteren wurde erhoben, ob Männer und Frauen ihre Arbeitszeit nach der Geburt eines Kindes für die Kinderbetreuung reduzieren. Ein Aspekt des Moduls befasste sich ferner mit dem Grad an Arbeitszeitflexibilität im Hinblick auf die Vereinbarkeit von Betreuungsaufgaben und Erwerbstätigkeit." (Autorenreferat, IAB-Doku)

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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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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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Muffels, Ruud & Bauke Kemperman (2011): Does a better job match makes women happier? Work orientations, work-care choices and subjective well-being in Germany. (SOEPpapers on multidisciplinary panel data research at DIW Berlin 361), Berlin, 36 S.

Abstract

"The study examines the effects of work orientations and work-leisure choices alongside the effect of genes or personality traits on subjective well-being (SWB). The former effects are assumed to be mediated by the match between women's preferred and actual number of working hours indicating labor market and time constraints. Data come from 24 waves of the German (SOEP) Household Panel (1984-2007). Random and fixed-effect panel regression models are estimated. Work orientations and work-leisure choices indeed matter for women's SWB but the effects are strongly mediated by the job match especially for younger birth cohorts and higher educated women. Therefore, apart from the impact of genes or personality traits preferences and choices as well as labor market and time constraints matter significantly for the well-being of women, providing partial support to the role (scarcity-expansion) theory and the combination pressure thesis while at the same time challenging set-point theory." (Author's abstract, IAB-Doku) ((en))

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Parker, Louise, Duncan Watson & Robert Webb (2011): Family fortunes. Gender-based differences in the impact of employment and home characteristics on satisfaction levels. In: The Journal of Socio-Economics, Jg. 40, H. 3, S. 259-264. DOI:10.1016/j.socec.2011.01.009

Abstract

"The preponderance of subjective well-being analysis investigates the peripheral impact of objective measures such as income. By shifting the focus towards family satisfaction, this paper offers an alternative perspective. Through the incorporation of both employment and home characteristics, it provides an opportunity to integrate the analysis of work-life balance with the expansive wider literature of job satisfaction. Our estimates generate two key findings. First, as is frequently found in the employment literature, we confirm the existence of significant gender differences in family satisfaction. Second, the belief that home ownership is necessarily a significant source of well-being is rejected." (Author's abstract, IAB-Doku) ((en))

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Siebert, W. S., Fei Peng & Yasheng Maimaiti (2011): HRM practices and performance of family-run workplaces. Evidence from the 2004 WERS. (IZA discussion paper 5899), Bonn, 42 S.

Abstract

"This paper analyses HRM practices of family-run workplaces using the 2004 WERS. Familyownership and management within workplaces in the corporate sector is our focus. This family-run group represents nationally about 26% of workplaces and 14% of employment. We find that employees in this group have stronger feelings of job security and loyalty, which we relate to family companies' HRM practices such as stronger support for long-term employment - an 'inclusivity' linked to long-term orientation. We also find that family-owned and managed workplaces have better financial and quality performance measures than nonfamily, to which family-related HRM practices contribute." (Author's abstract, IAB-Doku) ((en))

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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Ergeneli, Azize, Arzu Ilsev & Pinar Bayhan Karapinar (2010): Work-family conflict and job satisfaction relationship. The roles of gender and interpretive habits. In: Gender, Work and Organization, Jg. 17, H. 6, S. 679-695. DOI:10.1111/j.1468-0432.2009.00487.x

Abstract

"This study examined the effects of gender and interpretive habits on the relationship between work - family conflict (WFC) and job satisfaction. The results of the analysis of the data collected from 286 academic personnel suggest that interpretive habits moderate the relationship between WFC and job satisfaction such that the negative effect of WFC and job satisfaction is stronger for employees focusing highly on deficiency, with high necessitating, and low skill recognition, referred to as stress-predisposing interpretive habits. Furthermore, gender was found to have an influence on the role of interpretive habits in the WFC - job satisfaction relationship. Specifically, WFC had a negative association with job satisfaction for stress-predisposed male employees while no relationship was found between WFC and job satisfaction for men with a low focus on deficiency, low necessitating and high skill recognition namely, stress-resilient interpretive habits. Moreover, although WFC had a negative association with job satisfaction for female employees, this relationship was even stronger for stress-resilient females. The implications" (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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Mauno, Saija (2010): Effects of work–family culture on employee well-being. Exploring moderator effects in a longitudinal sample. In: European journal of work and organizational psychology, Jg. 19, H. 6, S. 675-695. DOI:10.1080/13594320903106588

Abstract

"This present panel study had three aims: (1) to shed new light on the work-family culture (WFC) well-being (work-family conflict, work engagement, job exhaustion) linkage by investigating lagged associations between the phenomena; (2) to consider the multidimensional nature of WFC by specifying whether its lagged effects on well-being would vary by its dimensions; and (3) to explore whether the positive aspects of WFC would prevent its negative ones from spilling over into employee well-being. The study was based on a 2-year longitudinal sample (N = 409) gathered among Finnish health care workers. The results showed that WFC was a bidimensional construct containing both negative (work-family barriers) and positive (work-family support) facets. Only its positive facets (work-family support) showed a lagged negative effect on the outcomes studied (work-family conflict). No signs of moderator effects were observed." (Author's abstract, IAB-Doku) ((en))

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Trzcinski, Eileen & Elke Holst (2010): Gender differences in subjective well-being in and out of management positions. (SOEPpapers on multidisciplinary panel data research at DIW Berlin 299), Berlin, 36 S.

Abstract

"This study used data from the German Socio-economic Panel to examine gender differences in the extent to which self-reported subjective well-being was associated with occupying a high-level managerial position in the labour market, compared with employment in nonleadership, non-high-level managerial positions, unemployment, and non-labour market participation. Our results indicated that a clear hierarchy exists for men in term of how status within the labour market was associated with subjective life satisfaction. Unemployed men were the least satisfied, followed by men who were not in the labour market, while men in leadership positions reported the highest level of subjective life satisfaction. For women, no statistically significant differences were observed among women in high-level managerial positions, women who worked in non-high-level positions, and women who specialized in household production, with no market work. Only women who were unemployed reported lower levels of life satisfaction, compared with women in other labour-market statuses. Our results lend evidence to the contention that men can 'have it all', but women must still choose between career and family in Germany. We argue that interventions need to address how the non-pecuniary rewards associated with high-level managerial and leadership positions can be increased for women. Such policies would also likely serve to mitigate the 'pipeline' problem concerning the number of women who are available to move into high positions in the private sector." (Author's abstract, IAB-Doku) ((en))

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Berger, Eva M. (2009): Maternal employment and happiness. The effect of non-participation and part-time employment on mothers' life satisfaction. (DIW-Diskussionspapiere 890), Berlin, 32 S.

Abstract

"In contrast to unemployment, the effect of non-participation and parttime employment on subjective well-being has much less frequently been the subject of economists' investigations. In Germany, many women with dependent children are involuntarily out of the labor force or in part-time employment because of family constraints (e.g., due to lack of available and appropriate childcare). Using data from the German Socio-Economic Panel (SOEP) Study, this paper analyzes the impact of involuntary familyrelated non-participation and part-time employment on mothers' life satisfaction. Controlling for unobserved individual fixed effects, I find that both the pecuniary effects (foregone earnings) and the non-pecuniary effects (psychological costs) are significantly negative. Compensating income variations reveal that the residual household income would have to be raised by 182 percent (157 percent/77 percent) in order to just offset the negative effect of not being able to work because of family constraints (of being in short/long part-time employment). Moreover, in terms of overall happiness among mothers, non-participation is revealed to be a more serious problem than unemployment." (Author's abstract, IAB-Doku) ((en))

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Booth, Alison L. & Jan C. van Ours (2009): Hours of work and gender identity. Does part-time work make the family happier? In: Economica, Jg. 76, H. 301, S. 176-196. DOI:10.1111/j.1468-0335.2007.00670.x

Abstract

"Taking into account interdependence within the family, we investigate the relationship between part-time work and family wellbeing. We use panel data from the Household, Income and Labor Dynamics in Australia (HILDA) Survey. We find that part-time women are more satisfied with working hours than full-time women, and that women's life satisfaction is increased if their partners work full-time. Male partners' life satisfaction is unaffected by their partners' market hours but is increased if they themselves are working full-time. Our results are consistent with the gender identity hypothesis." (Author's abstract, IAB-Doku) ((en))

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Asadullah, Niaz & Rosa M. Fernandez (2008): Work-life balance practices and the gender gap in job satisfaction in the UK. Evidence from matched employer-employee data. (IZA discussion paper 3582), Bonn, 39 S.

Abstract

"This paper examines the role of work-life balance practices (WLB) in explaining the 'paradox of the contented female worker'. After establishing that females report higher levels of job satisfaction than men in the UK, we test whether firm characteristics such as WLB and gender segregation boost the satisfaction of women proportionately more than that of men, thereby explaining why the former are reportedly happier. The results prove that WLB practices increase the likelihood of reporting higher satisfaction but similarly for both demographic groups thereby reducing the gender gap in job satisfaction only slightly. Still, the results indicate that WLB practices at the forefront of worker welfare policy improve the wellbeing of the workforce. Experiments with firm-fixed effects allowed by the matched dimension of the data reveal that firm effects are relevant but they only explain a half of the gender gap in job satisfaction, suggesting that the other half may be due to individual heterogeneity." (Author's abstract, IAB-Doku) ((en))

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Hilbrecht, Margo, Susan M. Shaw, Laura C. Johnson & Jean Andrey (2008): I'm home for the kids. Contradictory implications for work-life balance of teleworking mothers. In: Gender, Work and Organization, Jg. 15, H. 5, S. 454-476.

Abstract

"This study explores the experience of time flexibility and its relationship to work-life balance among married female teleworkers with school-aged children. Drawing from a larger study of teleworkers from a Canadian financial corporation, 18 mothers employed in professional positions discussed work, leisure and their perceptions of work-life balance in in-depth interviews. Telework was viewed positively because flexible scheduling facilitated optimal time management. A key factor was the pervasiveness of caregiving, which could result in ongoing tensions and contradictions between the ethic of care and their employment responsibilities. The ideology of 'intensive mothering' meant that work schedules were closely tied to the rhythms of children's school and leisure activities. The different temporal demands of motherhood and employment resulted in little opportunity for personal leisure. Time 'saved' from not having to commute to an office was reallocated to caregiving, housework or paid employment rather than to time for their self. The women also experienced a traditional gendered division of household labour and viewed telework as a helpful tool for combining their dual roles. Time flexibility enhanced their sense of balancing work and life and their perceived quality of life. At the same time, they did not question whether having the primary responsibility for caregiving while engaged in paid employment at home was fair or whether it was a form of exploitation." (Author's abstract, IAB-Doku) ((en))

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Lapierre, Laurent M., Paul E. Spector, Tammy D. Allen, Steven Poelmans, Carry Cooper, Michael P. O'Driscoll, Jaun I. Sanchez, Paula Brough & Ulla Kinnunen (2008): Family-supportive organization perceptions, multiple dimensions of work-family conflict, and employee satisfaction. A test of model across five samples. In: Journal of vocational behavior, Jg. 73, H. 1, S. 92-106. DOI:10.1016/j.jvb.2008.02.001

Abstract

"Using samples of managers drawn from five Western countries, we tested a theoretical model linking employees' perceptions of their work environment's family-supportiveness to six different dimensions of work-family conflict (WFC), and to their job satisfaction, family satisfaction, and life satisfaction. Our results are consistent with a causal process whereby employees working in an environment viewed as more family-supportive experience lower levels of WFC. Reduced WFC then translates into greater job and family satisfaction, followed by greater overall life satisfaction. These findings were generalizable across the five samples." (Author's abstract, IAB-Doku) ((en))

Zitatform

Ridge, Tess & Jane Millar (2008): Work and well-being over time: lone mothers and their children. (Great Britain, Department of Work and Pensions. Research report 536), London, 122 S.

Abstract

"This report provides findings from the third wave of a qualitative longitudinal study, which began in 2003, following a sample of lone mothers who elected to move into employment supported by tax credits following a period of unemployment in receipt of Income Support (or in a few cases Jobseeker's Allowance). The main aim of the research was to explore how lone mothers and their children manage and adapt to employment over time. The report draws on data from the third wave of interviews, carried out in 2007, and includes findings from in-depth interviews with both mothers and children. Thirty-four mothers and 37 children took part in this wave. The report examines employment sustainability, exploring the factors that influence how the mothers and children have experienced employment over time and how they have managed the everyday challenges of combining work and care." (Author's abstract, IAB-Doku) ((en))

Zitatform

Booth, Alison L. & Jan C. van Ours (2007): Job satisfaction and family happiness. The part-time work puzzle. (ISER working paper 2007-20), Colchester, 39 S.

Abstract

"Using fixed effects ordered logit estimation, we investigate the relationship between part-time work and working hours satisfaction; job satisfaction; and life satisfaction. We account for interdependence within the family using data on partnered men and women from the British Household Panel Survey. We find that men have the highest hours-of-work satisfaction if they work full-time without overtime hours but neither their job satisfaction nor their life satisfaction are affected by how many hours they work. Life satisfaction is influenced only by whether or not they have a job. For women we are confronted with a puzzle. Hours satisfaction and job satisfaction indicate that women prefer part-time jobs irrespective of whether these are small or large. In contrast, female life satisfaction is virtually unaffected by hours of work. Women without children do not care about their hours of work at all, while women with children are significantly happier if they have a job regardless of how many hours it entails." (Author's abstract, IAB-Doku) ((en))

Zitatform

Fuchs, Tatjana (2007): Vereinbarkeit von beruflichem und privatem Leben. Die Balance zwischen beruflichem und privatem Leben im Spiegel von Arbeitsbedingungen, Arbeitszeit und familiären Rahmenbedingungen. Ein Bericht auf Basis der Erhebung zum DGB-Index Gute Arbeit 2007. Stadtbergen, 29 S.

Abstract

Der Bericht auf Basis der Erhebung zum DGB-Index Gute Arbeit 2007 zeigt, dass die Chance auf ein ausgewogenes Verhältnis von Arbeits-, Familien- und privaten Zeiten mit reduzierten Arbeitszeiten steigt und mit zunehmender Arbeitszeitlänge drastisch sinkt - unabhängig vom Geschlecht und der familiären Situation. Neben der Arbeitszeitlänge spielt die Arbeitsgestaltung eine zentrale Rolle. Berichten Beschäftigte von guten Arbeits- und Einkommensbedingungen, dann fällen sie auch zu 78 Prozent ein positives Urteil über die Balance zwischen ihrem beruflichen und privaten Leben. Sind die Arbeitsbedingungen überwiegend subjektiv belastend und entwicklungsarm, haben die Beschäftigten in der Regel große Probleme, eine angemessene Work-Life-Balance zu finden. Insgesamt zeigen die Ergebnisse, dass die Balance zwischen beruflichem und außerberuflichem Leben erheblich stärker von beruflichen bzw. betrieblichen Faktoren bedingt wird als von der familiären Konstellation. 93 Prozent der Mütter und 88 Prozent der Väter, die in Betrieben arbeiten, die sich in sehr hohem Maß für die Belange von Familien engagieren, berichten von einer ausgewogenen Balance zwischen beruflichem und außerberuflichem Leben. Ignorieren die Arbeitgeber die Belange von Familien, dann konstatieren zwei Drittel der Mütter und der Väter starke Vereinbarkeitsprobleme. (IAB)

Zitatform

Gloger, Tanja Christiane (2007): Arbeitszufriedenheit im Kontext der Vereinbarkeit von Familie und Beruf in Europa. 283 S.

Abstract

Die Dissertation geht unter anderem der Frage nach, ob eine erfolgreiche Vereinbarkeit von Familie und Beruf zu einer Erhöhung der eigenen Arbeitszufriedenheit führt. Zunächst werden verschiedene theoretische Modelle aus der Work-Family-Forschung vorgestellt und die zentralen empirischen Befunde aus diesem Bereich beschrieben. Außerdem werden Theorien und Befunde aus der organisationspsychologischen Forschungsliteratur zur Arbeitszufriedenheit vorgestellt. Die anschließende empirische Untersuchung stützt sich auf Daten von 1802 Doppelverdienerpaaren mit kleinen Kindern aus 9 europäischen Ländern. Es zeigt sich, dass wesentliche Einflussfaktoren auf die Arbeitszufriedenheit die beiden Rollenkonflikte Work-to-Family und Family-to-Work sowie Arbeitsstress, Familienfreundlichkeit und Kinderbetreuung am Arbeitsplatz sind. (IAB)

Zitatform

Dillitzer, Susanne (2006): Zwischen Beruf und Familie. Der Einfluss von Belastungsfaktoren und Ressourcen auf die Zufriedenheit. Europäische Doppelverdiener-Paare im Vergleich. Marburg: Tectum Verlag, 319 S.

Abstract

"Die Ignoranz gegenüber dem Thema Familie ist in den letzten Jahren angesichts sinkender Geburtenraten in hektische Betriebsamkeit seitens der Politik umgeschlagen. Eine bessere Vereinbarkeit von Familie und Beruf ist die entscheidende Voraussetzung für die Motivation junger Paare zur Familiengründung. Bei der Entwicklung von Maßnahmen zur Unterstützung von Familien wird auch auf bereits erfolgreiche europäische Nachbarländer geschaut. Diese Arbeit befasst sich einerseits mit den Belastungen, die für junge Familien aus der Doppelrolle zwischen Familie und Beruf erwachsen. Andererseits werden individuelle, partnerschaftliche und familienexterne Ressourcen untersucht, die es einer Familie ermöglichen, beide Bereiche unter einen Hut zu bringen. Dabei wird auf eine umfangreiche Stichprobe von mehr als 1.700 Paaren aus acht europäischen Ländern zurückgegriffen, die berufstätig sind und mindestens ein Kind haben." (Autorenreferat, IAB-Doku)

Zitatform

Papouschek, Ulrike, Helene Schiffbänker & Sybille Reidl (2006): Zur Gestaltung des Verhältnisses von Erwerbsarbeit und Privatleben in den 'Creative Industries'. In: Österreichische Zeitschrift für Soziologie, Jg. 31, H. 4, S. 82-95.

Abstract

"Die 'Creative Industries' gelten als Modell zukünftiger Arbeitswelt und 'Vorreiterinnen' neuer Erwerbsformen und neuer Formen von 'Arbeit und Leben'. Der Beitrag beschäftigt sich - auf der Grundlage einer empirischen Studie über Teilsegmente der Creative Industries (Architektur, Werbung, Design, Film, IT-Dienstleistungen wie Multimedia etc.) - mit den Auswirkungen veränderter Anforderungen aus der Erwerbsarbeit auf das Verhältnis von Arbeit und Leben. Fokussiert wird dabei auf eine zeitliche Entgrenzung von Beschäftigungsverhältnissen in Form der Flexibilisierung der Lage und Dauer der Arbeitszeit sowie auf eine räumliche Entgrenzung in Form von wechselnden Arbeitsorten und zunehmenden Mobilitätsanforderungen. Die Frage ist, ob es den Beschäftigten gelingt, die mit der räumlichen und zeitlichen Flexibilisierung verbundenen Gestaltungsoptionen zu nutzen und eine neue Balance zwischen Berufsarbeit und Leben aktiv zu gestalten." (Autorenreferat, IAB-Doku)

Zitatform

Bender, Keith A., Susan M. Donohue & John S. Heywood (2005): Job satisfaction and gender segregation. In: Oxford economic papers, Jg. 57, H. 3, S. 479-496. DOI:10.1093/oep/gpi015

Abstract

"Using data from the US, the determinants of overall job satisfaction are estimated as part of explaining 'the paradox of the contented female worker'. Confirming earlier studies women report higher job satisfaction than men and higher job satisfaction in workplaces dominated by women workers. The US data allow us to demonstrate that men and women value job flexibility differently and that once differences in the extent of job flexibility are accounted for, the gender composition of the workplace plays no role in determining the job satisfaction of women. Thus, women in female dominated workplaces may report higher job satisfaction because they value job flexibility and so choose to dominate the workplaces that provide job flexibility." (Author's abstract, IAB-Doku) ((en))

Zitatform

Klein, Henya (1988): Job satisfaction in professional dual-career couples. Psychological and socioeconomic variables. In: Journal of vocational behavior, Jg. 32, H. 3, S. 255-268. DOI:10.1016/0001-8791(88)90018-8

Abstract

Ziel der Untersuchung war es, den relativen Einfluß einiger psychologischer und sozioökonomischer Variablen auf die Arbeitszufriedenheit bei voll- und unterbeschäftigten Ehegatten festzustellen. Die empirische Analyse auf der Basis einer schriftlichen Befragung von 355 Ehepaaren ergab, daß keine signifikanten Unterschiede in Bezug auf Arbeitszufriedenheit bei voll- und unterbeschäftigten Ehepartnern vorliegen. Allein die psychologischen Variablen wie Selbsteinschätzung, Karriere- oder Familienorientierung zeigten eine signifikante Relation zur Arbeitszufriedenheit. Die Ergebnisse machen deutlich, daß es weiterer Forschung und differenzierterer Meßinstrumente bedarf, um die Variable Erwerbsstatus empirsch meßbar zu machen. (IAB)