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
Job satisfaction declines before retirement in Germany (2024)
Zitatform
Henning, Georg, Graciela Muniz-Terrera, Andreas Stenling & Martin Hyde (2024): Job satisfaction declines before retirement in Germany. In: European Journal of Ageing, Jg. 21, H. 1. DOI:10.1007/s10433-024-00830-0
Abstract
"Job satisfaction has been found to increase with age. However, we still have a very limited understanding of how job satisfaction changes as people approach retirement. This is important as the years before retirement present specific challenges for older workers. We employed a time-to-retirement approach to investigate (i) mean levels of change in job satisfaction in the decade before retirement, and (ii) social inequalities and interindividual differences in change in pre-retirement job satisfaction. Data were drawn from the German Socioeconomic Panel Study (n = 2595). Latent growth curve modeling revealed that job satisfaction declined slightly as people approached retirement, with steeper declines in the very last years before retirement. However, the mean-level decline was very small. Education, age, health, region, marital status, and historical time, but not gender or caregiving mattered for level and change in job satisfaction before retirement. The findings demonstrate the importance of taking a time-to-retirement approach when examining experiences of older workers." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Multidimensional work-nonwork balance: are balanced employees productive at work and satisfied with life? (2024)
Zitatform
Hildenbrand, Kristin, Pascale Daher, Anna Topakas & Xiaoyu Gan (2024): Multidimensional work-nonwork balance: are balanced employees productive at work and satisfied with life? In: The International Journal of Human Resource Management, Jg. 35, H. 6, S. 1048-1087. DOI:10.1080/09585192.2023.2258335
Abstract
"Given ever increasing work and nonwork demands, achieving work-nonwork (WNW) balance is an important priority for many employees. Scholars have only recently settled on a definition of WNW balance as multidimensional and, as such, our understanding of its antecedents and outcomes is limited. Drawing on Conservation of Resources theory, we explore how organizations can support employees to achieve WNW balance and whether ‘balanced’ employees are more productive at work and satisfied with life. In detail, we hypothesize that the positive effect of supervisor WNW support (FSS) on employees’ life satisfaction and job performance is mediated by multidimensional WNW balance. We find, across two studies with two waves each, that only the dimension of WNW balance effectiveness and not the dimension of WNW balance satisfaction mediated the relationships between FSS, life satisfaction (Study 1 and 2) and self-rated job performance (Study 1). The relationship between FSS and supervisor-rated job performance (Study 2) was not mediated by either WNW balance dimension. As such, organizations can facilitate WNW balance through FSS, while ‘balanced’ employees seem indeed happier with their life and consider themselves to be better performing at work. We discuss the unexpected finding regarding the superior role of WNW balance effectiveness over WNW balance satisfaction for our outcomes in relation to the conceptualization of WNW balance as multidimensional and delineate important theoretical and practical implications." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The role of individual differences in flexible ways of working: Creating person-environment fit as an individual team, and organisation (2024)
Hoendervanger, Jan Gerard; Croce, V.;Zitatform
Hoendervanger, Jan Gerard & V. Croce (2024): The role of individual differences in flexible ways of working. Creating person-environment fit as an individual team, and organisation. (EUR / European Commission), Luxemburg: Office for Official Publications of the European Communities, 44 S. DOI:10.2760/835919
Abstract
"Due to a combination of results-oriented management styles, HR policies, innovations in information and communication technologies (ICT), corporate real estate (CRE), and facilities management (FM), advanced ICT skills, and raised awareness of personal needs and preferences, knowledge workers are increasingly eager to, able to, and allowed to work flexibly with regard to time, place and tools. Time-spatial job crafting is central to creating Person-Environment fit in this context, implying that personal needs and abilities – which typically differ across workers – should be aligned to the flexible work environment by developing divergent personal work styles. Relevant individual differences concern job characteristics, personal skills and capabilities, psychological characteristics, demographics, and home situation. Understanding differing individual needs and abilities – on an individual, team and organisational level, is fundamental to creating Person-Environment fit in practice. Furthermore, team agreements and integrated workplace management are central to creating a supportive flexible work environment." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Vor dem Kollaps!? Beschäftigung im sozialen Sektor: Empirische Vermessung und Handlungsansätze (2024)
Zitatform
Hohendanner, Christian, Jasmin Rocha & Joß Steinke (2024): Vor dem Kollaps!? Beschäftigung im sozialen Sektor. Empirische Vermessung und Handlungsansätze. Berlin: De Gruyter Oldenbourg, 111 S. DOI:10.1515/9783110748024
Abstract
"Diese Studie bietet eine empirisch fundierte Gesamtschau auf die Beschäftigung in einem der personalintensivsten und am stärksten vom Fachkräftemangel betroffenen Arbeitsfelder in Deutschland: dem sozialen Sektor. Wer das Buch liest, gewinnt ein tieferes Verständnis über Zusammenhänge und die Notwendigkeit, offen über Beschäftigung im sozialen Sektor zu debattieren. Anhand aktueller Daten zeigen die Autor:innen, dass der soziale Sektor im Wettbewerb um Arbeitskräfte schlecht dasteht. Zunehmend fehlen Arbeitskräfte und grundlegende, bislang als selbstverständlich betrachtete Leistungen der sozialen Daseinsvorsorge können immer häufiger nicht mehr erbracht werden. Die Autor:innen zeigen Wege auf, wie soziale Berufe wieder attraktiver und der Kollaps des sozialen Sektors (vielleicht) verhindert werden kann." (Autorenreferat, IAB-Doku, © De Gruyter Oldenbourg)
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Literaturhinweis
How good is teleworking? Development and validation of the tele attitude scale (2024)
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Junça-Silva, Ana & António Caetano (2024): How good is teleworking? Development and validation of the tele attitude scale. In: Quality & quantity, Jg. 58, H. 5, S. 4941-4958. DOI:10.1007/s11135-024-01887-w
Abstract
"The objective of this study was to develop and validate a measure called the Tele Attitude Scale (TAS). This measure aims to evaluate relevant aspects of the teleworking experience related to its perceived effects regarding, for instance: job characteristics, perceived productivity, quality of work-related interactions, work-non-work balance, and well-being. Four studies were conducted between 2021 and 2022. First, a qualitative study was conducted to develop the scale (N = 80). Afterward, a second study to explore the scale’s factorial structure (N = 602) was developed. A third study served to analyze its internal validity and reliability (N = 232). A fourth study analyzed the criterion validity of the scale by exploring its correlations with measures of health, affect, and performance (N = 837 teleworkers). The findings revealed that the 10-item scale accounted for a unique factor and that it was a reliable measure. Moreover, the results also showed that the scale was significantly related to measures of health, affect, and performance, thus supporting its convergent and criterion validity. This research advances the knowledge about telework by proposing a user-friendly scale to measure teleworking, specifically how workers perceive their experience of it and how it may impact them at several levels. Thus, the TAS can not only fill a gap in the research but also help organizations evaluate and support teleworkers’ needs and subsequent satisfaction while teleworking." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))
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Literaturhinweis
Qualität der Arbeitsbedingungen von Beschäftigten in Sachsen 2023: Ergebnisse der Befragung zum DGB-Index Gute Arbeit in Sachsen (2024)
Ketzmerick, Thomas; Hosang, Christian;Zitatform
Ketzmerick, Thomas & Christian Hosang (2024): Qualität der Arbeitsbedingungen von Beschäftigten in Sachsen 2023. Ergebnisse der Befragung zum DGB-Index Gute Arbeit in Sachsen. (Forschungsberichte aus dem zsh), Dresden, 43 S.
Abstract
"Im Jahr 2023 wurde im Auftrag des Freistaates Sachsen zum achten Mal eine Aufstockung der jährlichen Befragung für den DGB-Index Gute Arbeit realisiert, um einen detaillierteren Einblick in die Beschäftigungs- und Arbeitssituation im Land zu gewinnen. Die Befragung ermöglicht Aussagen zu den wahrgenommenen Arbeitsbedingungen aus Sicht der sächsischen Beschäftigten sowie den Vergleich mit den Ergebnissen für Deutschland. Auf dieser Grundlage können Fortschritte und Handlungsbedarfe im Sinne von guter Arbeit identifiziert werden. Der Gesamtindex Gute Arbeit setzt sich aus drei Teilindizes zusammen: Ressourcen (z.B. Einfluss- und Weiterbildungsmöglichkeiten), Belastungen (z.B. durch körperliche und psychische Anforderungen) sowie Einkommen und Sicherheit (einschließlich der Bewertung des erwarteten Rentenniveaus). Die Teilindizes basieren auf insgesamt 42 Einzelmerkmalen der subjektiv eingeschätzten Arbeitsqualität. Die Arbeitsqualität in Sachsen hat sich in den letzten Jahren deutlich verbessert. Mit einer Unterbrechung in der Pandemie hat der Gesamtindex seit 2018 stetig zugelegt. Eine ähnliche Entwicklung ist in Ostdeutschland zu sehen. Nach einem leichten Rückgang des gesamtdeutschen Wertes liegt die Arbeitszufriedenheit in Sachsen und Ostdeutschland 2023 erstmals nahezu auf dem bundesweiten Niveau." (Textauszug, IAB-Doku)
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Literaturhinweis
Miss or match? The impact of PhD training on job market satisfaction (2024)
Zitatform
Lawson, Cornelia & Cindy Lopes-Bento (2024): Miss or match? The impact of PhD training on job market satisfaction. In: Research Policy, Jg. 53, H. 3. DOI:10.1016/j.respol.2023.104945
Abstract
"Job satisfaction is vital to being productive and to contribute to society. This paper adds to our current understanding of the job market for academics by investigating job satisfaction of PhD holders leaving academia for the private or non-academic public sector (government, public administration) compared to those who remain in university or public research center positions. We investigate whether a PhD matters for satisfaction by comparing PhD holders and PhD dropouts who hold similar motivations and ‘taste’ for science. Empirically we rely on a unique survey of PhD grant applicants (funded and not) and show that about half of PhD graduates leave academia. In endogenous treatment effects models accounting for selection into sector, we find that despite a preference for the academic sector, PhDs do not experience lower job satisfaction when employed outside of academia and that overall satisfaction is highest in the non-academic public sector. We further find that PhD graduates are happier in their jobs than those that do not complete a PhD, a finding that is mediated by the job content (i.e. the relatedness of the employment to a research activity). These findings are of relevance to employers and policy makers, as they inform about job match of graduates and the value of pursuing a PhD across employment sectors." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))
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Literaturhinweis
The well-being of women entrepreneurs: the role of gender inequality and gender roles (2024)
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Love, Inessa, Boris Nikolaev & Chandra Dhakal (2024): The well-being of women entrepreneurs: the role of gender inequality and gender roles. In: Small business economics, Jg. 62, H. 1, S. 325-352. DOI:10.1007/s11187-023-00769-z
Abstract
"The current study presents new evidence on the well-being of women entrepreneurs using data from the World Values Survey for 80 countries. Results indicate that in low- and middle-income countries, female entrepreneurs have lower well-being than male entrepreneurs, while in high-income countries, they have higher well-being. Several macro and micro-level mechanisms– institutional context, gender roles, and individual characteristics–that potentially moderate this relationship are explored. The gender gap in well-being is larger in countries with higher gender inequality, lower level of financial development, and stricter adherence to sexist gender roles. Additionally, women entrepreneurs with lower education, more children, and risk-averse preferences are more likely to report lower well-being. The results suggest several policy mechanisms that can be used to enhance the well-being of women entrepreneurs." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))
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Literaturhinweis
Arbeitsmotivation erhöhen – aber wie? - Wirtschaftsdienst (2024)
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Müller, Martin (2024): Arbeitsmotivation erhöhen – aber wie? - Wirtschaftsdienst. In: Wirtschaftsdienst, Jg. 104, H. 5, S. 329-335.
Abstract
"Im Oktober 2022 hat die Bundesregierung ihre Fachkräftestrategie verabschiedet, die einen Wandel der Arbeitskultur einleiten soll. Die demografische Entwicklung wird ohne ausreichendes Gegensteuern zu einer deutlichen Zunahme des Fachkräftemangels und zu einem spürbaren Rückgang des Wachstums des BIP pro Kopf führen. Eine höhere Erwerbsbeteiligung der Bevölkerung bietet ein großes Potenzial, dem entgegenzuwirken. Um dies zu erreichen, müssen Arbeitszufriedenheit und Arbeitsmotivation der Arbeitnehmenden gefördert werden." (Textauszug, IAB-Doku)
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Literaturhinweis
Job satisfaction in Europe: a gender analysis (2024)
Zitatform
Nappo, Nunzia & Giuseppe Lubrano Lavadera (2024): Job satisfaction in Europe: a gender analysis. In: International Journal of Manpower, Jg. 45, H. 5, S. 865-884. DOI:10.1108/IJM-11-2022-0524
Abstract
"Purpose: The main aim of this study was to examine gender differences in job satisfaction in Europe. Design/methodology/Approach: For the empirical analysis, data from the Sixth European Working Conditions Survey were used. Oaxaca–Blinder decomposition with a principal component analysis (PCA) aggregated variable, after unconditional quantile regressions in a multiple imputation background, was implemented. Findings: Women report higher job satisfaction than men do. Women were significantly more satisfied than men for the middle levels of the job satisfaction distribution. Originality/value: This study expands the evidence on the determinants of job satisfaction in the European labor market by applying a recent form of decomposition that invests in unconditional quantile regression (UQR). To the best of this study knowledge, this is the first time that the Oaxaca–Blinder decomposition with a PCA aggregated variable after unconditional quantile regression has been employed to study gender-based differences in job satisfaction." (Author's abstract, IAB-Doku, © Emerald Group) ((en))
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Literaturhinweis
How White Workers Navigate Racial Difference in the Workplace: Social-Emotional Processes and the Role of Workplace Racial Composition (2024)
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Nelson, Jennifer L. & Tiffany D. Johnson (2024): How White Workers Navigate Racial Difference in the Workplace: Social-Emotional Processes and the Role of Workplace Racial Composition. In: Work and occupations, Jg. 51, H. 3, S. 362-407. DOI:10.1177/07308884231176833
Abstract
"Research on racialized emotions and racialized organizations has begun to inform how we understand social interactions in the workplace and their implications for racial inequality. However, most research to date focuses on the experiences and coping strategies of racial minority workers, especially when confronted with instances of racial prejudice and discrimination. We extend research on racialized emotions in the workplace by mapping the stages of belonging/unbelonging white workers go through when they encounter instances of racial discomfort or perceived prejudice in the workplace. This is an important contribution to the study of race and work because existing research suggests the deleterious effects for people of color when white people experience negative emotions such as threat, fear, and anxiety in interracial encounters. Drawing on interview data with 56 white teachers in a metropolitan area in the U.S. Southeast, we document a process of racialized belonging. This is a process whereby white workers experienced varying degrees of surprise, confusion, frustration, and fear resulting from interracial—and some intraracial—experiences with coworkers as well as students. We note how the process is informed by racialized imprinting prior to workplace entry and followed by racialized emotions and racialized coping. Racial composition of the workplace also played a role, though the process looked similar across contexts. We argue that by accounting for white workers’ prior life experiences as well as organizations’ involvement in accommodating their emotional expectations, the way white workers behave when race becomes salient to them can be better understood and addressed." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Reconsidering Occupational Internal Labor Markets: Incidence and Consequences (2024)
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Osterman, Paul (2024): Reconsidering Occupational Internal Labor Markets: Incidence and Consequences. In: ILR review, Jg. 77, H. 3, S. 366-395. DOI:10.1177/00197939241242089
Abstract
"What are useful ways to characterize varying employment systems? This article returns to an older idea, Internal Labor Markets (ILMs). The traditional assumption characterized ILMs as the core of the labor market but current thinking argues that ILMs have frayed. Little direct measurement has been carried out, however, and both viewpoints have relied on proxies or case studies. The author utilizes a new survey of employed US workers to provide an estimate of the incidence of ILMs and finds that between 25 and 40% percent of adult workers are in ILMs. The article then elaborates theory regarding the practices of ILMs, a theory grounded in the idea of complementary bundles of human resource practices, and asks what are the correlates of being in an ILM. Findings show that although wages in ILMs are no higher than non-ILM wages, ILMs are positively associated with other aspects of job quality and attitudes across the board." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
More than a side-hustle: Satisfaction with conventional and microtask work and the association with life satisfaction (2024)
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Reynolds, Jeremy, Julieta Aguilar & Reilly Kincaid (2024): More than a side-hustle: Satisfaction with conventional and microtask work and the association with life satisfaction. In: Social science research, Jg. 122. DOI:10.1016/j.ssresearch.2024.103055
Abstract
"Gig platforms promise attractive, flexible ways to earn supplemental income. Academics, however, often describe gig work as low-quality work, suggesting that it is less satisfying than conventional work. In this paper, we present a novel comparison of satisfaction with gig microtask work and conventional work among MTurk workers doing both. We also examine how satisfaction with gig and conventional work relate to life satisfaction. On average, respondents report less satisfaction with microtasks than with conventional work. Nevertheless, roughly one-third of respondents are more satisfied with microtask work. Furthermore, microtask work lowers overall life satisfaction, but only among “platformdependent” respondents (those who rely on platform income). Specifically, structural equation modeling reveals a case of moderated mediation: “platform dependence” reduces life satisfaction by lowering satisfaction with microtask work while also strengthening the latter's connection to life satisfaction. Taken together, our findings support and extend the theory of platform dependence." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))
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Literaturhinweis
Human capital utilisation, quiet quitting and employee retention - Publications Office of the EU (2024)
Zitatform
Russo, Giovanni (2024): Human capital utilisation, quiet quitting and employee retention - Publications Office of the EU. (CEDEFOP working paper series / European Centre for the Development of Vocational Training 2024,23), Luxembourg, 54 S. DOI:10.2801/229379
Abstract
"When employees leave an organization, they take their human capital with them. They also take with them any investment that the training organization may have done to enhance their human capital, both in terms of firm-specific and general skills. Employee turnover has been identified as a major cause for the under-provision of training in companies (Royalty, 1996, Brunello & De Paola, 2009)." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Slow Work: The Mainstream Concept (2024)
Zitatform
Silvestre, Maria João, Sónia P. Gonçalves & Maria João Velez (2024): Slow Work: The Mainstream Concept. In: Social Sciences, Jg. 13, H. 3. DOI:10.3390/socsci13030178
Abstract
"The global acceleration of the pace of life has led to an increase in working hours, time pressure, and intensification of work tasks in organizations, with consequences for the physical and psychological health of workers. This acceleration and its consequences make it especially relevant to consider the principles of the slow movement and how they can be applied to the work context, focusing on the importance of slowing down the current pace of work and its implications for the sustainability of people and organizations. The key purpose of this study is to define the concept of slow work and understand its relationship with individual and organisational factors in order to extract the structuring dimensions, enabling its empirical study and practical application. Using grounded theory methodology, we conducted 12 semi-structured interviews with leaders of organizations from different sectors. Data analysis was performed using the MAXQDA programme. It was concluded that slow work is a way of working that respects the balance between individual rhythms and the objectives of the organization, in favor of the sustainability of both parties, and that advocates qualitative goals, thinking time, individual recovery, purpose, and the humanisation of work. The main contribution is the conceptualisation of a construct that may be used in future studies, as well as in the development of organisational policies promoting the slow work culture." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Bounded Well-Being: Designing Technologies for Workers' Well-Being in Corporate Programmes (2024)
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Tirabeni, Lia (2024): Bounded Well-Being: Designing Technologies for Workers' Well-Being in Corporate Programmes. In: Work, Employment and Society, Jg. 38, H. 6, S. 1506-1527. DOI:10.1177/09500170231203113
Abstract
"This article examines the relationship between workers’ well-being and digitalisation at work. It is based on the findings of a qualitative study carried out in a manufacturing company, and it focuses on the development of a wearable device for well-being. Using the analytical concepts of ‘translation’ and ‘inscription’ taken from Actor-Network Theory, it explores how digital technologies for well-being are designed in corporate programmes and shows how the final technology results from processes of inscription and translation performed by the actors involved in the design phase. The end device embodies a concept of well-being that has been called ‘bounded’ to emphasise how well-being at work is limited by organisational constraints. The article invites a rethinking of hedonic well-being at work as a precondition for eudaimonic well-being so that the human being is understood as a psychophysical unit that is part of a rich social context." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Intergenerational Differences in Job Satisfaction in Germany (2024)
Zitatform
Śliwicki, Dominik (2024): Intergenerational Differences in Job Satisfaction in Germany. (Scientific Papers of Silesian University of Technology. Organization and Management Series 199), 13 S. DOI:10.29119/1641-3466.2024.199.44
Abstract
"The aim of the research is to determine the differences in the level of job satisfaction among employees representing different generations in the labor market in Germany. It is assumed that the younger the generation, the lower the chance for higher satisfaction. The first part of the methodology is based on the use of post hoc statistical tests and answers to the questions about the significance of differences in the level of job satisfaction among employees representing different generations. The second part of the analysis involves estimating multinomial logit models in which the dependent variable is job satisfaction. This part indicates important factors influencing the increase in the chances of achieving higher job satisfaction. The results of the study showed that there are statistically significant differences in the level of job satisfaction between the BB and X generations as well as the BB and Y generations. The general conclusion is that the younger the generation, the lower the average job satisfaction. Significant differences occur only when compared to the oldest generation. The sample of the data is representative for German establishments in the private sector with at least employees. Further research may focus on identifying the factors that create job satisfaction in generational groups and those that cause significant differences. An important element of the research would be to find substitution relationships between factors, which could certainly be used in human resources management processes. Practical implications: The research results can be used in practice in managing intergenerational teams. Knowledge of differences in approach to work and factors influencing job satisfaction allows for more accurate influence on, among others: employee commitment and performance and mitigating conflict situations. The social implications of the presented study are related to shaping the attitudes of both employees and managers towards representatives of different generations functioning in the workplace and their mutual relationships. The article is addressed to a wide range of management practitioners in intergenerational teams. The value is providing new knowledge about differences in job satisfaction and factors that build satisfaction." (Author's abstract, IAB-Doku) ((en))
Weiterführende Informationen
Data product DOI: 10.5164/IAB.LPP1221.de.en.v2 -
Literaturhinweis
Younger and less satisfied? Young workers life satisfaction during the Covid-19 pandemic in Germany (2023)
Zitatform
Achatz, Juliane, Bernhard Christoph & Silke Anger (2023): Younger and less satisfied? Young workers life satisfaction during the Covid-19 pandemic in Germany. In: IAB-Forum H. 29.12.2023. DOI:10.48720/IAB.FOO.20231229.01
Abstract
"Adverse effects on workers’ employment situation are highly unequal for different groups. Young workers were particularly affected by the pandemic. They were less likely to receive short-time work allowance and their income developed less favourably than the income of older workers. While financial concerns and job insecurity decrease life satisfaction, it appears that additional threats and restrictions coming along with the pandemic—as approximated by incidence rates—had a much more substantial influence on young workers’ life satisfaction than labour market-related disadvantages." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Fairness of earnings in Europe: the consequences of unfair under- and overreward for life satisfaction (2023)
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Adriaans, Jule (2023): Fairness of earnings in Europe: the consequences of unfair under- and overreward for life satisfaction. In: European Sociological Review, Jg. 39, H. 1, S. 118-131. DOI:10.1093/esr/jcac044
Abstract
"A large percentage of workers in Europe perceive their earnings to be unfairly low. Such perceptions of unfairness can have far-reaching consequences, ranging from low satisfaction to poor health. To gain insight into the conditions that can attenuate or amplify these adverse consequences, comparative research on the role of country contexts in shaping responses to perceived unfairness is needed. Furthermore, justice theory proposes that both types of perceived unfairness - underreward and overreward - cause distress, but evidence on overreward from representative survey data is scarce and laboratory studies have produced mixed results. Data from the European Social Survey (collected in 2018/2019) offer a means of addressing both of these gaps in the research. Studying the association between perceived fairness of personal earnings and life satisfaction in a cross-section of 29 European countries, I find that both underreward and overreward are associated with lower life satisfaction. This relationship is more pronounced in countries where the equity norm is strongly legitimized and weaker in countries where the trade union density is high." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Experienced versus decision utility: large-scale comparison for income–leisure preferences (2023)
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Akay, Alpaslan, Olivier B. Bargain & H. Xavier Jara (2023): Experienced versus decision utility: large-scale comparison for income–leisure preferences. In: The Scandinavian Journal of Economics, Jg. 125, H. 4, S. 823-859. DOI:10.1111/sjoe.12538
Abstract
"Subjective well‐being (SWB) data are increasingly used to perform welfare analysis. Interpreted as “experienced utility”, it has recently been compared to “decision utility” using small‐scale experiments most often based on stated preferences. We transpose this comparison to the framework of non‐experimental and large‐scale data commonly used for policy analysis, focusing on the income–leisure domain where redistributive policies operate. Using the British Household Panel Survey, we suggest a “deviation” measure, which is simply the difference between actual working hours and SWB‐maximizing hours. We show that about three‐quarters of individuals make decisions that are not inconsistent with maximizing their SWB. We discuss the potential channels that explain the lack of optimization when deviations are significantly large. We find proxies for a number of individual and external constraints, and show that constraints alone can explain more than half of the deviations. In our context, deviations partly reflect the inability of the revealed preference approach to account for labor market rigidities, so the actual and SWB‐maximizing hours should be used in a complementary manner. The suggested approach based on our deviation metric could help identify labor market frictions." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))