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
Are you happy while you work? (2017)
Zitatform
Bryson, Alex & George MacKerron (2017): Are you happy while you work? In: The economic journal, Jg. 127, H. 599, S. 106-125. DOI:10.1111/ecoj.12269
Abstract
"Using a new data source permitting individuals to record their well-being via a smartphone, we explore within-person variance in individuals' well-being measured momentarily at random points in time. We find paid work is ranked lower than any of the other 39 activities individuals can report engaging in, with the exception of being sick in bed. Precisely how unhappy one is while working varies significantly with where you work; whether you are combining work with other activities; whether you are alone or with others; and the time of day or night you are working." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Relationships between followers' behaviors and job satisfaction in a sample of nurses (2017)
Zitatform
Gatti, Paola, Chiara Ghislieri & Claudio G. Cortese (2017): Relationships between followers' behaviors and job satisfaction in a sample of nurses. In: PLoS one, Jg. 12, H. 10, S. 1-16. DOI:10.1371/journal.pone.0185905
Abstract
"The study investigated two followership behaviors, followers' active engagement and followers' independent critical thinking, and their relationship with job satisfaction in a sample of nurses. In addition, the study also considered a number of control variables and classical job demands and job resources - workload and emotional dissonance for job demands, and meaningful work for job resources - which have an impact on well-being at work. A paper-and-pencil questionnaire was administered to 425 nurses in an Italian hospital, and a hierarchical multiple regression was used to test the hypotheses. In addition to the job demands and job resources considered, followers' active engagement had a significant impact on job satisfaction. Moreover, it showed a significant linear and curvilinear relationship with the outcome variable. Followers' independent critical thinking has a non significant relationship with job satisfaction, confirming the mixed results obtained in the past for this dimension. These findings bore out the importance of analyzing followers' behaviors as potential resources that people can use on the job to increase their own well-being. Looking at followers not just as passive recipients but as active and proactive employees can also benefit the organization." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Arbeitsmarktposition und Arbeitszufriedenheit: Quer- und längsschnittliche Befunde auf Basis des Sozio-oekonomischen Panels (SOEP) (2017)
Zitatform
Giesselmann, Marco, Mila Staneva, Jürgen Schupp & David Richter (2017): Arbeitsmarktposition und Arbeitszufriedenheit. Quer- und längsschnittliche Befunde auf Basis des Sozio-oekonomischen Panels (SOEP). (SOEPpapers on multidisciplinary panel data research at DIW Berlin 929), Berlin, 21 S.
Abstract
"Auf Basis repräsentativer Daten des Sozio-oekonomischen Panels (SOEP) können wir zeigen, dass das Lohnniveau und der berufliche Status positiv, die Anzahl an Überstunden dagegen negativ mit der Arbeitszufriedenheit zusammenhängen. Die Anwendung stringenter längsschnittlichen Analyselogiken (bzw. die damit verbundene, vollständige Kontrolle von personenspezifischer Heterogenität) legt nahe, dass es sich bei diesen Zusammenhängen um kausale Verknüpfungen handelt. Insbesondere der Forschungsstand zu Lohneffekten auf die Arbeitszufriedenheit wird dabei herausgefordert, da die Größe des von uns ermittelten Lohneffektes deutlich geringer ist als in den meisten querschnittlichen Referenzstudien." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Temporary contracts, participation in decision making and job satisfaction in European workers: Is there a buffering effect? (2017)
Zitatform
Goñi-Legaz, Salomé & Andrea Ollo-López (2017): Temporary contracts, participation in decision making and job satisfaction in European workers. Is there a buffering effect? In: International journal of manpower, Jg. 38, H. 6, S. 875-892. DOI:10.1108/IJM-04-2016-0086
Abstract
"Purpose
The aim of this paper is to establish to what extent temporary contract and participation in decision making impact on employees job satisfaction and to propose a model whereby participation in decision making mitigates against the negative impact that temporary work has on job satisfaction.
Design/methodology/approach
We use data for a representative sample of 14,778 employees in 23 European countries. In order to test the hypotheses, we use regression models and the Chow test.
Findings
The results show that while temporary contracts decreases job satisfaction, participation in decision making increases it. However, autonomous teams, job autonomy, and job involvement buffers against the negative effect that temporary contract has on job satisfaction.
Research limitations/implications
The use of secondary data and the non-longitudinal nature of the dataset
Practical implications
The effect of participation in decision making in job satisfaction is greater for temporary workers than for permanents. Participation in decision making should not be restricted to permanent workers.
Originality/value
Participation in decision making and temporary contracts has been considered incompatible practices. The paper contributes to enrich the understanding of the relationship between these practices and job satisfaction. Sample representatives support the results obtained." (Author's abstract, © Emerald Group) ((en)) -
Literaturhinweis
On the incentive effects of job rotation (2017)
Hakenes, Hendrik; Katolnik, Svetlana;Zitatform
Hakenes, Hendrik & Svetlana Katolnik (2017): On the incentive effects of job rotation. In: European Economic Review, Jg. 98, H. September, S. 424-441. DOI:10.1016/j.euroecorev.2017.07.003
Abstract
"A new employee may work hard to build his reputation. This effect is greatest when he starts. The longer he is employed at his job, the more the firm will already have learned about his ability. The incentives for an employee to influence the firm's perceptions of his ability decrease over time. If rotating the employee to a different job leads to new uncertainty about his ability, this generates a fresh impulse for effort. However, job rotation also reduces the employee's time horizon, thus reducing future rents from reputation. This trade-off leads to a unique optimum. We derive a simple rule of thumb for an optimal rotation time. Our main results still hold for cases of complete but imperfect information transmission. The incentive effects of job rotation also prevail in a setting in which skills are job-specific. We study several extensions: rotations across multiple employees, absence of commitment to a rotation time, different bargaining positions, discounting over time, and learning by doing effects." (Author's abstract, © 2017 Elsevier) ((en))
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Literaturhinweis
Bedeutet hohe Arbeitszufriedenheit, dass die Arbeitsbedingungen gut sind? (2017)
Hofbauer, Reinhard; Schwingsmehl, Michael;Zitatform
Hofbauer, Reinhard & Michael Schwingsmehl (2017): Bedeutet hohe Arbeitszufriedenheit, dass die Arbeitsbedingungen gut sind? In: Momentum Quarterly, Jg. 6, H. 2, S. 85-106. DOI:10.15203/momentumquarterly.vol6.no2.p85-106
Abstract
"Die Qualität des Arbeitslebens ist eine wichtige Dimension der Lebensqualität und findet in vielen modernen Wohlfahrtsmaßen Berücksichtigung. Sowohl objektive als auch subjektive Indikatoren kommen bei der Messung der Arbeitsplatzqualität zur Anwendung. Anhand von Daten einer Bevölkerungsbefragung wird gezeigt, dass von hoher Arbeitszufriedenheit, die mittels Single-Item-Fragen gemessen wird, nicht einfach auf gute Arbeitsbedingungen geschlossen werden kann. Arbeitszufriedenheit erweist sich als komplexes Konstrukt, in dem Adaptions- und Vergleichsprozesse eine wichtige Rolle spielen." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Organizational context and employee reactions to psychological contract breach: A multilevel test of competing theories (2017)
Zitatform
Jiang, Lixin, Tahira M. Probst & Wendi L. Benson (2017): Organizational context and employee reactions to psychological contract breach. A multilevel test of competing theories. In: Economic and Industrial Democracy, Jg. 38, H. 3, S. 513-534. DOI:10.1177/0143831X15579288
Abstract
"This study examines how organizational context affects employee reactions to perceived psychological contract breach. Using Conservation of Resources and Social Comparison theories, the authors develop competing hypotheses regarding the potential exacerbating vs. buffering effects of organizational context on the relationships between psychological contract breach and job security satisfaction, job satisfaction, work - family conflict, and burnout. They collected a multi-source, multilevel data set composed of faculty and departmental administrators at a university experiencing repeated budget reductions. It was found that psychological contract breach was related to detrimental job outcomes (i.e., decreased job security satisfaction and job satisfaction, increased work - family conflict, and burnout). However, this relationship was stronger among faculty in departments reporting low rather than high departmental budget cuts, thus supporting Social Comparison theory rather than Conservation of Resources theory. Social comparison matters when it comes to psychological contract breach." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Mobile Arbeit: eine Analyse des verarbeitenden Gewerbes auf Basis der IG Metall-Beschäftigtenbefragung 2017 (2017)
Zitatform
Piele, Christian & Alexander Piele (2017): Mobile Arbeit. Eine Analyse des verarbeitenden Gewerbes auf Basis der IG Metall-Beschäftigtenbefragung 2017. Stuttgart, 43 S.
Abstract
"Die vorliegende Studie befasst sich mit dem Themenfeld der örtlich flexiblen Arbeit. Die örtlich flexible Arbeit hat in den vergangenen Jahren eine stetig größere Verbreitung und deutlich andere Qualität gewonnen. Angefangen vom örtlich fixierten Home-Office hat diese Form des Arbeitens mit dem Mobile-Office aktuell eine wesentlich weitere Ebene der örtlichen Flexibilisierung erreicht. Mit den heutigen technischen Möglichkeiten ist örtlich flexibles Arbeiten nicht mehr in Hauptsache zu Hause, sondern an fast jedem frei wählbaren Ort möglich.
Wichtig für Beschäftigte in örtlich flexibler Arbeit ist die Tatsache ob diese Form der Arbeit selbstbestimmt oder dem Tätigkeitsbereich immanent und damit fremdbestimmt erfolgt. In vorliegender Untersuchung liegt die selbstbestimmte Form örtlich flexibler Arbeit - die mobile Arbeit - im Fokus." (Textauszug, IAB-Doku) -
Literaturhinweis
Arbeitsqualität in Zeitarbeitsverhältnissen: Abschlussbericht (2017)
Zitatform
(2017): Arbeitsqualität in Zeitarbeitsverhältnissen. Abschlussbericht. (Bundesministerium für Arbeit und Soziales. Forschungsbericht 486), Berlin, 313 S.
Abstract
"Der vorliegende Projektbericht bietet eine umfassende Analyse zur Arbeitszufriedenheit und Arbeitsqualität in der Zeitarbeit, sowie potenzieller Einflussfaktoren und damit Anforderungen an das Personalmanagement auf dem betrachteten Teilarbeitsmarkt. Von besonderem Interesse sind hierbei die betrieblichen Strukturmerkmale und Vorgehensweisen bei der Gestaltung des Verleihprozesses und des Personalmanagements in der Zeitarbeit sowie mögliche betriebliche Ansatzpunkte zur Verbesserung der Arbeitsbedingungen sowie der Arbeitszufriedenheit und Arbeitsqualität.
Die empirische Grundlage der Untersuchung bildete die kombinierte Auswertung qualitativer Fallstudien, eigener repräsentativer Befragungen unter Zeitarbeitsbetrieben und Zeitarbeitnehmern/-innen sowie zentraler Ergebnisse zweier weiterer Erhebungen, die ebenfalls im Auftrag des BMAS zu verschiedenen Aspekten der Arbeitsqualität durchgeführt wurden." (Autorenreferat, IAB-Doku) -
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
Do minimum wages increase job satisfaction?: micro data evidence from the new German minimum wage (2016)
Zitatform
Bossler, Mario & Sandra Broszeit (2016): Do minimum wages increase job satisfaction? Micro data evidence from the new German minimum wage. (IAB-Discussion Paper 15/2016), Nürnberg, 20 S.
Abstract
"In Deutschland wurde am 1. Januar 2015 der gesetzliche Mindestlohn von EURO 8.50 pro Arbeitsstunde eingeführt. Mit einer Analyse von Differenzen-in-Differenzen schätzen wir den Effekt auf Outcomes von anhaltend Beschäftigten. Die Ergebnisse zeigen einen deutlichen absoluten Anstieg in der Entlohnungszufriedenheit von betroffenen Personen. Änderungen in der generellen Jobzufriedenheit sind weitestgehend durch den Anstieg in der Entlohnungszufriedenheit getrieben, sodass nur ein kleiner Effekt auf andere Dimensionen der Jobzufriedenheit bestehen bleibt. Effekte des Mindestlohns auf den Arbeitseinsatz und die Bleibebereitschaft zeigen sich nicht." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Vertrauen und emotionale Stabilität als Determinanten von Erfolg und Lebenszufriedenheit (2016)
Ewers, Mara;Zitatform
Ewers, Mara (2016): Vertrauen und emotionale Stabilität als Determinanten von Erfolg und Lebenszufriedenheit. In: IW-Trends, Jg. 43, H. 2, S. 1-89. DOI:10.2373/1864-810X.16-02-06
Abstract
"Wie erklären sich Unterschiede im guten und erfolgreichen Leben, wenn man dieses an der Lebens- und Arbeitszufriedenheit, dem Bruttostundenlohn, der Gesundheit und den Ausbildungsjahren festmacht? Erkenntnisse fachübergreifender Forschung von Ökonomen und Psychologen werfen die Frage auf, ob allein ökonomische Präferenzen sowie gesellschaftliche und ökonomische Rahmenbedingungen hierfür verantwortlich sind. Die vorliegende Untersuchung zeigt, dass Ungleichheit auch eine Folge der Entwicklung der Persönlichkeit ist. Ökonomische Präferenzen und Persönlichkeitsmerkmale sind nicht perfekt austauschbar. Vielmehr ergänzen sie sich. Erfolgreiche Bundesbürger in allen untersuchten Lebensbereichen weisen vor allem hohe Werte bei der emotionalen Stabilität und beim Vertrauen auf. Von den Bundesbürgern, die der Aussage 'Im Allgemeinen kann man den Menschen vertrauen' voll zustimmten, geben 72 Prozent eine hohe Lebenszufriedenheit an. Unter allen Deutschen trifft dies nur auf jeden zweiten zu." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Occupational stereotypes and gender-specific job satisfaction (2016)
Zitatform
Janssen, Simon & Uschi Backes-Gellner (2016): Occupational stereotypes and gender-specific job satisfaction. In: Industrial Relations, Jg. 55, H. 1, S. 71-91., 2014-06-19. DOI:10.1111/irel.12126
Abstract
"Using representative data containing information on job satisfaction and workers' gender-specific prejudices, we investigate the relationship between stereotyping and job satisfaction. We show that women in stereotypically male jobs are significantly less satisfied with their work climate and job content than in stereotypically female jobs but more satisfied with their income in those same jobs. Our findings indicate that women trade off their higher income satisfaction against the negative consequences of stereotyping. As long as we take into account that stereotypically male jobs are physically more demanding than stereotypically female jobs, men are generally more satisfied with stereotypically male jobs." (Author's abstract, Published by arrangement with John Wiley & Sons) ((en))
Beteiligte aus dem IAB
Janssen, Simon; -
Literaturhinweis
Job anxiety, work-related psychological illness and workplace performance (2016)
Jones, Melanie K.; Sloane, Peter J.; Latreille, P. L.;Zitatform
Jones, Melanie K., P. L. Latreille & Peter J. Sloane (2016): Job anxiety, work-related psychological illness and workplace performance. In: BJIR, Jg. 54, H. 4, S. 742-767. DOI:10.1111/bjir.12159
Abstract
"This article uses matched employee - employer data from the British Workplace Employment Relations Survey to examine the relationship between employee psychological health and workplace performance in 2004 and 2011. Using two measures of work-related psychological health - namely employee-reported job anxiety and manager-reported workforce stress, depression and anxiety - we find a positive relationship between psychological ill-health and absence, but not quits. The association between psychological ill-health and labour productivity is less clear, with estimates sensitive to sector, time period and the measure of psychological health. The 2004 - 2011 panel is further used to explore the extent to which change in psychological health is related to change in performance." (Author's abstract, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
Does a flexibility/support organizational initiative improve high-tech employees' well-being?: evidence from the work, family, and health network (2016)
Moen, Phyllis ; Buxton, Orfeu M. ; Almeida, David; Fan, Wen ; Kossek, Ellen Ernst ; Lee, Shi-Rong; Kelly, Erin L. ;Zitatform
Moen, Phyllis, Erin L. Kelly, Wen Fan, Shi-Rong Lee, David Almeida, Ellen Ernst Kossek & Orfeu M. Buxton (2016): Does a flexibility/support organizational initiative improve high-tech employees' well-being? Evidence from the work, family, and health network. In: American Sociological Review, Jg. 81, H. 1, S. 134-164. DOI:10.1177/0003122415622391
Abstract
"This study tests a central theoretical assumption of stress process and job strain models, namely that increases in employees' control and support at work should promote well-being. To do so, we use a group-randomized field trial with longitudinal data from 867 information technology (IT) workers to investigate the well-being effects of STAR, an organizational intervention designed to promote greater employee control over work time and greater supervisor support for workers' personal lives. We also offer a unique analysis of an unexpected field effect - a company merger - among workers surveyed earlier versus later in the study period, before or after the merger announcement. We find few STAR effects for the latter group, but over 12 months, STAR reduced burnout, perceived stress, and psychological distress, and increased job satisfaction, for the early survey group. STAR effects are partially mediated by increases in schedule control and declines in family-to-work conflict and burnout (an outcome and mediator) by six months. Moderating effects show that STAR benefits women in reducing psychological distress and perceived stress, and increases non-supervisory employees' job satisfaction. This study demonstrates, with a rigorous design, that organizational-level initiatives can promote employee well-being." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Underpaid but satisfied: the protective functions of security (2016)
Zitatform
Narisada, Atsushi & Scott Schieman (2016): Underpaid but satisfied. The protective functions of security. In: Work and occupations, Jg. 43, H. 2, S. 215-255. DOI:10.1177/0730888415625332
Abstract
"Roughly half of American workers report feeling underpaid. Equity and distributive justice theory and research suggests that perceived underpayment is associated with more job dissatisfaction. However, no population-based research has examined the situational factors that may protect individuals from the harmful effects of perceived underpayment. Using data from a national sample of American workers, this study examines the extent to which forms of security modify the association between perceived underpayment and job dissatisfaction. Results indicate that while perceived underpayment is associated with more job dissatisfaction, each of the following attenuates that association: job security, financial security, and employment in the public sector. This provides a novel theoretical elaboration and extension." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The joint impact of microeconomic parameters and job insecurity perceptions on commitment towards one's job, occupation and career: a multilevel approach (2016)
Zitatform
Otto, Kathleen, Gisela Mohr, Maria U. Kottwitz & Sabine Korek (2016): The joint impact of microeconomic parameters and job insecurity perceptions on commitment towards one's job, occupation and career. A multilevel approach. In: Economic and Industrial Democracy, Jg. 37, H. 1, S. 43-71. DOI:10.1177/0143831X14535822
Abstract
"This study investigates the relationship of microeconomic parameters and subjective job insecurity perceptions with vocational commitment, i.e. commitment towards one's job, occupation and career in a sample of 236 individuals, nested in 47 German administrative districts. Applying a multilevel approach, job insecurity (quantitative and qualitative) and vocational commitment indicators (operationalized via job involvement, occupational commitment and career satisfaction) were measured at the individual level, whereas microeconomic parameters were collected at the level of administrative district. In addition to regional unemployment rates, we included two further economic parameters, namely change in gainful employment (i.e., change in a district's number of gainful workers) and change in economic growth (i.e., change in a district's GDP). It is worth noting that our findings only revealed spillover effects from economic parameters on qualitative (not quantitative) job insecurity on a bivariate level (not after considering controls in multilevel regressions). Cross-level interactions further indicated that environmental economic conditions are important for the relationship between subjective job insecurity perceptions and outcomes." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Die Bewertung der Arbeitszufriedenheit: eine standardisierte Methode zur Befragung behinderter und nicht-behinderter Beschäftigter (2016)
Zitatform
Pfaff, Simon & Marc Kuhn (2016): Die Bewertung der Arbeitszufriedenheit. Eine standardisierte Methode zur Befragung behinderter und nicht-behinderter Beschäftigter. In: Arbeit. Zeitschrift für Arbeitsforschung, Arbeitsgestaltung und Arbeitspolitik, Jg. 25, H. 1/2, S. 57-79. DOI:10.1515/arbeit-2016-0025
Abstract
"Eine hohe Arbeitszufriedenheit hat - unabhängig vom Grad der Behinderung - nicht nur einen positiven Einfluss auf die Lebensqualität der Beschäftigten, sondern auch eine hohe Bedeutung für den Arbeitgeber. Trotzdem finden sich in der standardisierten Umfrageforschung kaum Arbeiten, die sich systematisch der Zufriedenheit behinderter und nicht-behinderter Arbeitnehmerinnen und Arbeitnehmer widmen. In diesem Beitrag zur Methodenentwicklung und Methodendiskussion entwickeln wir basierend auf verfügbaren Messinstrumenten einen Vorschlag zur Messung der allgemeinen Arbeitszufriedenheit. Auf der Grundlage einer Befragung in Integrationsfirmen in Baden-Württemberg prüfen wir Aspekte der Reliabilität und Validität des Erhebungsinstruments. Dabei stellen wir fest, dass die resultierende Datenqualität als zufriedenstellend angesehen werden kann." (Autorenreferat, © De Gruyter)
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Literaturhinweis
Gender or occupational status: what counts more for well-being at work? (2016)
Zitatform
Rollero, Chiara, Angela Fedi & Norma De Piccoli (2016): Gender or occupational status. What counts more for well-being at work? In: Social indicators research, Jg. 128, H. 2, S. 467-480. DOI:10.1007/s11205-015-1039-x
Abstract
"Literature has conceptualized well-being in the work domain through specific constructs, such as job satisfaction, work alienation, work-family conflict, and the perception of decision-making. Research from a gender perspective has examined gender differences in relation to these variables, showing that -compared to men -women in most cases experience lower job satisfaction, less decision-making, and higher work-family conflict. Another body of studies has driven the attention to the impact of the occupational status, demonstrating a general positive effect of high-status occupations. However, considering disparities between men and women in career success, the documented gender differences may also be influenced by the fact that women generally hold lower positions, as well as the effects of status may be related to the prevalence of men in high-status job. The purpose of the present study was to extend past research by examining the effects of both gender and status on job satisfaction, work alienation, work-family conflict, and decision-making. To this aim 238 workers (52.5 % males) holding high-status (N = 98) and low-status (N = 140) positions were involved in the research. Results indicated that when the relative salience of both gender and status is considered to understand well-being at work, status counts more than gender. Nevertheless, gender remains a significant dimension that may not be neglected, as it plays a relevant role, along with status, on job satisfaction and perception of decision-making. Implications are discussed." (Author's abstract, © Springer-Verlag) ((en))
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Literaturhinweis
Overeducation and job satisfaction: the role of job demands and control (2016)
Zitatform
Verhaest, Dieter & Elsy Verhofstadt (2016): Overeducation and job satisfaction. The role of job demands and control. In: International journal of manpower, Jg. 37, H. 3, S. 456-473. DOI:10.1108/IJM-04-2014-0106
Abstract
"Purpose: The purpose of this paper is to investigate how job demands and control contribute to the relationship between overeducation and job satisfaction.
Design/methodology/approach: The analysis is based on data for Belgian young workers up to the age of 26. The authors execute regression analyses, with autonomy, quantitative demands and job satisfaction as dependent variables. The authors account for unobserved individual heterogeneity by means of panel-data techniques.
Findings: The results reveal a significant role of demands and control for the relationship between overeducation and job satisfaction. At career start, overeducated workers have less control than adequately educated individuals with similar skills levels, but more control than adequately educated employees doing similar work. Moreover, their control increases faster over the career than that of adequately educated workers with a similar educational background. Finally, demands have less adverse effects on satisfaction for high-skilled workers, irrespective of their match, while control moderates the negative satisfaction effect of overeducation.
Research limitations/implications: Future research should look beyond the early career and focus on other potential compensation mechanisms for overeducation. Also the role of underlying mechanisms, such as job crafting, deserves more attention.
Practical implications: The results suggest that providing more autonomy is an effective strategy to avoid job dissatisfaction among overeducated workers.
Originality/value: The study connects two areas of research, namely, that on overeducation and its consequences and that on the role of job demands and control for workers' well-being. The results contribute to a better understanding why overeducation persists. Moreover, they are consistent with the hypothesis that employers hire overeducated workers because they require less monitoring and are more able to cope with demands, although more direct evidence on this is needed." (Author's abstract, © Emerald Group) ((en))