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
Labor supply and productivity responses to non-salary benefits: do they work? If so, at what level do they work best? (2015)
Zitatform
Spencer, Marilyn, Deniz Gevrek, Valrie Chambers & Randall Bowden (2015): Labor supply and productivity responses to non-salary benefits. Do they work? If so, at what level do they work best? (IZA discussion paper 9153), Bonn, 41 S.
Abstract
"This study explores the impact of a particular low marginal-cost employee benefit on employees' intended retention and performance. By utilizing a unique data set constructed by surveying full-time faculty and staff members at a public university in the United States, we study the impact of this employee benefit on faculty and staff performance and retention. We focus on the impact of reduction in dependent college tuition at various levels on employees' intentions to work harder and stay at their current job by using both OLS and Ordered Probit models. We also simulate the direct opportunity cost (reduction in revenue) in dollars and as a percent of total budgeted revenue to facilitate administrative decision making. The results provide evidence that for institutions where employee retention and productivity are a priority, maximizing or offering dependent college tuition waiver may be a relatively low-cost benefit to increase intended retention and productivity. In addition, the amount of the tuition waiver, number of dependents and annual salary are statistically significant predictors of intended increased productivity and intent to stay employed at the current institution. Employee retention and productivity is a challenge for all organizations. Although pay, benefits, and organizational culture tend to be key indicators of job satisfaction, little attention is given to specific types of benefits. This study is the first comprehensive attempt to explore the relationship between the impact of this low-cost employee benefit and employee performance and retention in a higher education institution in the United States." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Social interactions in job satisfaction (2015)
Zitatform
Tumen, Semih & Tugba Zeydanli (2015): Social interactions in job satisfaction. (IZA discussion paper 9505), Bonn, 46 S.
Abstract
"The literature documents that job satisfaction is positively correlated with worker performance and productivity. We examine whether aggregate job satisfaction in a certain labor market environment can have an impact on individual-level job satisfaction. If the answer is yes, then policies targeted to increase job satisfaction can increase productivity not only directly, but through spillover externalities too. We seek an answer to this question using two different data sets from the United Kingdom characterizing two different labor market environments: Workplace Employment Relations Survey (WERS) at the workplace level (i.e., narrowly defined worker groups) and British Household Panel Survey (BHPS) at the local labor market level (i.e., larger worker groups defined in industry x region cells). Implementing an original empirical strategy to identify spillover effects, we find that one standard deviation increase in aggregate job satisfaction leads to a 0.42 standard deviation increase in individual-level job satisfaction at the workplace level and 0.15 standard deviation increase in individual-level job satisfaction at the local labor market level. These social interactions effects are sizable and should not be ignored in assessing the effectiveness of the policies designed to improve job satisfaction." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The impact of job security on job satisfaction in economic contractions versus expansions (2014)
Zitatform
Artz, Benjamin & Ilker Kaya (2014): The impact of job security on job satisfaction in economic contractions versus expansions. In: Applied Economics, Jg. 46, H. 24, S. 2873-2890. DOI:10.1080/00036846.2014.914148
Abstract
"Job security, often measured using the perceived risk of job loss in the near future, is a significant determinant of job satisfaction. We posit that the impact job security has on job satisfaction is not only a function of how likely it is that a worker loses a job but also how likely it is that a worker could find another. The effect this has on worker job satisfaction then is different depending on whether perceived job loss occurs (or not) when job openings are scarce or when job openings are plentiful. We use difference-in-differences analysis of the 1997 and 2008 waves from the National Study of the Changing Workforce to show that three measures of job security increase private sector worker job satisfaction, and reduce worker incentives to quit, more when job openings are relatively scarce (during contractions) than when job openings are relatively plentiful (during expansions). We find that our results are strongest among less-educated workers." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Health, work and working conditions: a review of the European economic literature (2014)
Zitatform
Barnay, Thomas (2014): Health, work and working conditions. A review of the European economic literature. (OECD Economics Department working papers 1148), Paris, 32 S. DOI:10.1787/5jz0zb71xhmr-en
Abstract
"Economists have traditionally been very cautious when studying the interaction between employment and health because of the two-way causal relationship between these two variables: health status influences the probability of being employed and, at the same time, working affects the health status. Because these two variables are determined simultaneously, researchers control endogeneity bias (e.g., reverse causality, omitted variables) when conducting empirical analysis. With these caveats in mind, the literature finds that a favourable work environment and high job security lead to better health conditions. Being employed with appropriate working conditions plays a protective role on physical health and psychiatric disorders. By contrast, non-employment and retirement are generally worse for mental health than employment, and overemployment has a negative effect on health. These findings stress the importance of employment and of adequate working conditions for the health of workers. In this context, it is a concern that a significant proportion of European workers (29%) would like to work fewer hours because unwanted long hours are likely to signal a poor level of job satisfaction and inadequate working conditions, with detrimental effects on health. Thus, in Europe, labour-market policy has increasingly paid attention to job sustainability and job satisfaction. The literature clearly invites employers to take better account of the worker preferences when setting the number of hours worked. Overall, a specific 'flexicurity' (combination of high employment protection, job satisfaction and active labour-market policies) is likely to have a positive effect on health. This Working Paper relates to the 2014 OECD Economic Survey of the United States." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Perceived human resource management practices: their effect on employee absenteeism and time allocation at work (2014)
Zitatform
Boon, Corine, Frank D. Belschak, Deanne N. Den Hartog & Mark Pijnenburg (2014): Perceived human resource management practices. Their effect on employee absenteeism and time allocation at work. In: Journal of personnel psychology, Jg. 13, H. 1, S. 21-33. DOI:10.1027/1866-5888/a000101
Abstract
"How employees spend their work time can have important consequences for organizations. Although some research has examined the relationship between human resource management (HRM) and employee absence, we know less about whether HRM also affects employees' time allocation at work. This study examines the role of perceived HRM and psychological processes in explaining employee absence and time allocation in the form of time spent on core task and contextual activities. Besides an avoidance mechanism, linking perceived HRM to absence via lower satisfaction, we propose an approach mechanism linking perceived HRM to time spent on task and contextual activities via satisfaction and willingness to exert extra effort. A study among 1,626 employees of a Dutch governmental organization supports the proposed model." (Text excerpt, IAB-Doku) ((en))
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Literaturhinweis
The buffering effect of coping strategies in the relationship between job insecurity and employee well-being (2014)
Zitatform
Cheng, Ting, Saija Mauno & Cynthia Lee (2014): The buffering effect of coping strategies in the relationship between job insecurity and employee well-being. In: Economic and Industrial Democracy, Jg. 35, H. 1, S. S .71-94. DOI:10.1177/0143831X12463170
Abstract
"The modern labour market features job insecurity (JI) as an unavoidable stressor. This study considers the influence of personal coping strategies by combining the conservation of resources with spillover theory. Do coping strategies buffer the negative effects of JI on well-being (work engagement, marital satisfaction and emotional energy at work and home)? A cybernetic coping scale distinguishes five coping strategies and a survey of 2764 Finnish employees reveals that changing the situation and symptom reduction buffer the negative effect of JI on emotional energy at work and home, respectively. Devaluation and accommodation have buffering tendencies in relation to work engagement and marital satisfaction. Thus, more engaged coping strategies reduce the negative effects of JI on employee well-being. Employees who use disengaged coping (i.e. avoidance) instead are less likely to remain engaged at work, such that frequent use of avoidance coping strengthens the negative relationship between JI and employee well-being." (Text excerpt, IAB-Doku) ((en))
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Literaturhinweis
Generation Y und Personalmanagement (2014)
Dahlmanns, Andreas;Zitatform
Dahlmanns, Andreas (2014): Generation Y und Personalmanagement. (Praxisorientierte Personal- und Organisationsforschung 18), München: Hampp, 112 S.
Abstract
"Wer ist die Generation Y und welche Bedeutung hat sie für das Personalmanagement in einem Unternehmen? Dieses Buch verschafft den Lesern einen Überblick über die Generation Y und einzelne Einflussfaktoren, welche diese geprägt haben. Es werden konkrete Anforderungen der Generation Y an einen Arbeitgeber sowie deren Auswirkung auf das Personalmanagement aufgezeigt. Darüber hinaus werden ausgewählte Aufgabenfelder des Personalmanagements hinsichtlich einer generationsspezifischen Gestaltung beschrieben." (Autorenreferat, IAB-Doku)
Weiterführende Informationen
Inhaltsverzeichnis bei der Deutschen Nationalbibliothek -
Literaturhinweis
Employee satisfaction, labor market flexibility, and stock returns around the world (2014)
Edmans, Alex; Zhang, Chendi; Li, Lucius;Zitatform
Edmans, Alex, Lucius Li & Chendi Zhang (2014): Employee satisfaction, labor market flexibility, and stock returns around the world. (NBER working paper 20300), Cambridge, Mass., 41 S. DOI:10.3386/w20300
Abstract
"We study the relationship between employee satisfaction and abnormal stock returns around the world, using lists of the 'Best Companies to Work For' in 14 countries. We show that employee satisfaction is associated with positive abnormal returns in countries with high labor market flexibility, such as the U.S. and U.K., but not in countries with low labor market flexibility, such as Germany. These results are consistent with high employee satisfaction being a valuable tool for recruitment, retention, and motivation in flexible labor markets, where firms face fewer constraints on hiring and firing. In contrast, in regulated labor markets, legislation already provides minimum standards for worker welfare and so additional expenditure may exhibit diminishing returns. The results have implications for the differential profitability of socially responsible investing ('SRI') strategies around the world. In particular, they emphasize the importance of taking institutional features into account when forming such strategies." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Lebenszufriedenheit in Deutschland: Entwicklung und Einflussfaktoren (2014)
Enste, Dominik; Ewers, Mara;Zitatform
Enste, Dominik & Mara Ewers (2014): Lebenszufriedenheit in Deutschland. Entwicklung und Einflussfaktoren. In: IW-Trends, Jg. 41, H. 2, S. 43-58. DOI:10.2373/1864-810X.14-02-04
Abstract
"Die Arbeitslosigkeit in Deutschland ist auf dem niedrigsten Stand seit der Wiedervereinigung. Dies hat auch zur Folge, dass die Lebenszufriedenheit in Deutschland auf einen Höchststand angestiegen ist. Denn erwerbstätige Menschen geben eine signifikant höhere allgemeine Lebenszufriedenheit an als Arbeitslose. Auf Basis der neuesten Befragung des Sozio-oekonomischen Panels zeigt sich, dass rund die Hälfte der Deutschen mit ihrem Leben in hohem Maß zufrieden sind. Nur eine kleine Gruppe von weniger als zwei Prozent der Befragten gibt eine niedrige Zufriedenheit an. Das Ausmaß der Zufriedenheit bleibt im Lauf des Lebens nicht konstant, sondern verläuft sinusförmig. Junge Menschen und Ruheständler kurz vor und nach Renteneintritt sind besonders zufrieden. Personen im Alter von 50 bis zu 60 Jahren sowie Menschen über 80 Jahre sind im Durchschnitt am unzufriedensten. Ein Zusammenhang zwischen Höhe des Einkommens und Ausmaß der Lebenszufriedenheit besteht nur mittelbar. Wer gesund ist, einen Hochschulabschluss erworben hat oder anderen vertraut, ist auch zufriedener. So weisen zum Beispiel 64 Prozent der Personen, die Vertrauen in andere Menschen haben, eine hohe Lebenszufriedenheit auf. Unter den misstrauischeren Befragten sind es nur 30 Prozent. Auch ehrenamtliches Engagement scheint glücklich zu machen. Zwar engagieren sich nur 10 Prozent der Deutschen regelmäßig, ohne hierfür ein Entgelt zu beziehen, dafür sind sie signifikant zufriedener als andere." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Pro-social missions and worker motivation: an experimental study (2014)
Zitatform
Fehrler, Sebastian & Michael Kosfeld (2014): Pro-social missions and worker motivation. An experimental study. In: Journal of Economic Behavior and Organization, Jg. 100, H. April, S. 99-110. DOI:10.1016/j.jebo.2014.01.010
Abstract
"Do employees work harder if their job has the right mission? In a laboratory labor market experiment, we test whether subjects provide higher effort if they can choose the mission of their job. We observe that subjects do not provide higher effort than in a control treatment. Surprised by this finding, we run a second experiment in which subjects can choose whether they want to work on a job with their preferred mission or not. A subgroup of agents (roughly one third) is willing to do so even if this option is more costly than choosing the alternative job. Moreover, we find that these subjects provide substantially higher effort. These results suggest that relatively few workers can be motivated by missions and that selection into mission-oriented organizations is important to explain empirical findings of lower wages and high motivation in the latter." (Author's abstract, IAB-Doku) ((en))
Ähnliche Treffer
auch erschienen als: IZA discussion paper , 6460 -
Literaturhinweis
IGA-Barometer 4. Welle 2013: Die Arbeitssituation in Unternehmen: eine repräsentative Befragung der Erwerbsbevölkerung in Deutschland. Flexibilität, Life-Domain-Balance und Gesundheit. Auswirkungen von Erwerbslosigkeitserfahrungen (2014)
Hessenmöller, Anna-Maria; Schröer, Sarah; Schüpbach, Heinz; Pieper, Claudia ; Schiml, Nina; Pangert, Barbara; Otto, Kathleen ; Scheel, Tabea ; Mohr, Gisela;Zitatform
Hessenmöller, Anna-Maria, Barbara Pangert, Claudia Pieper, Nina Schiml, Sarah Schröer & Heinz Schüpbach (2014): IGA-Barometer 4. Welle 2013: Die Arbeitssituation in Unternehmen. Eine repräsentative Befragung der Erwerbsbevölkerung in Deutschland. Flexibilität, Life-Domain-Balance und Gesundheit. Auswirkungen von Erwerbslosigkeitserfahrungen. (IGA-Report 27), Essen, 114 S.
Abstract
"Die Initiative Gesundheit und Arbeit befragte zum vierten Mal seit 2004 etwa 2.000 Erwerbstätige in Deutschland zum Stellenwert der Arbeit. Die Ergebnisse dieser vierten Befragungswelle des iga.Barometers geben Aufschluss darüber, wie die deutsche Erwerbsbevölkerung den Einfluss der Arbeit auf die Gesundheit, die Bereitschaft, das Unternehmen zu wechseln, oder die eigene Arbeitsfähigkeit bis zur Rente einschätzt.
Die befragten Arbeitnehmerinnen und Arbeitnehmer beschrieben ihre Arbeitssituation im Wesentlichen als positiv. Zum Beispiel würde nur jeder fünfte Befragte den Beruf, die Branche oder den Arbeitgeber wechseln, wenn die Möglichkeit bestünde. Bei einer Reihe von Fragen zeigt sich jedoch auch Verbesserungsbedarf für die Unternehmen. Denn nur jeder Zweite sagt, dass er sich vorstellen kann, seine aktuelle Tätigkeit uneingeschränkt bis zur Rente auszuüben.
Ein aktuelles Schwerpunktthema sind die Veränderung von Flexibilitätsanforderungen und -angeboten für die Beschäftigten und deren Folgen für Gesundheit und Life-Domain-Balance. Die Mehrzahl der Befragten berichtet, dass sich die Arbeit positiv auf ihr Privatleben auswirkt. Ein Fünftel hingegen fühlt sich erschöpft, zum Beispiel weil Erholungszeiten fehlen. Als zentrale Ansatzpunkte erweisen sich im iga.Barometer ausreichend Zeitpuffer und eine Begrenzung der ständigen Erreichbarkeit.
Ein weiterer Schwerpunkt dieser Ausgabe sind die Erfahrungen der Beschäftigten mit Erwerbslosigkeit und die Auswirkungen auf weitere Arbeitsverhältnisse. So sind Menschen, die mindestens einmal erwerbslos waren, seltener in ihrem gelernten Beruf tätig und häufiger befristet beschäftigt." (Autorenreferat, IAB-Doku) -
Literaturhinweis
Sick of your job? Negative health effects from non-optimal employment (2014)
Kleibrink, Jan;Zitatform
Kleibrink, Jan (2014): Sick of your job? Negative health effects from non-optimal employment. (Ruhr economic papers 514), Essen, 24 S. DOI:10.4419/86788589
Abstract
"Dieser Beitrag untersucht empirisch den Effekt von Arbeitsplatzeigenschaften auf die individuelle Gesundheit. In einer breit angelegten ökonometrischen Studie wird auf Basis von Daten des Sozio-ökonomischen Panels gezeigt, dass niedrige Zufriedenheit mit dem Arbeitsplatz zu schlechterer Gesundheit führt. In einem weiteren Schritt werden die zugrunde liegenden Determinanten analysiert. Dabei kann gezeigt werden, dass Arbeitsplatzunsicherheit sowie ein Stundenpensum über dem individuellen Limit negative Gesundheitseffekte haben. Besonders betroffen ist die mentale Gesundheit. Allerdings gibt es auch signifikante Effekte auf die physische Gesundheit. Effekte auf gesundheitsschädigendes Verhalten, wie das Rauch- und Essverhalten, sind nicht zu finden." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Knowing that you matter, matters! The interplay of meaning, monetary incentives, and worker recognition (2014)
Zitatform
Kosfeld, Michael, Susanne Neckermann & Xiaolan Yang (2014): Knowing that you matter, matters! The interplay of meaning, monetary incentives, and worker recognition. (IZA discussion paper 8055), Bonn, 27 S.
Abstract
"We manipulate workers' perceived meaning of a job in a field experiment. Half of the workers are informed that their job is important, the other half are told that their job is of no relevance. Results show that workers exert more effort when meaning is high, corroborating previous findings on the relationship between meaning and work effort. We then compare the effect of meaning to the effect of monetary incentives and of worker recognition via symbolic awards. We also look at interaction effects. While meaning outperforms monetary incentives, the latter have a robust positive effect on performance that is independent of meaning. In contrast, meaning and recognition have largely similar effects but interact negatively. Our results are in line with image-reward theory (Bénabou and Tirole 2006) and suggest that meaning and worker recognition operate via the same channel, namely image seeking." (Author's abstract, IAB-Doku) ((en))
Ähnliche Treffer
auch erschienen als: ZEW discussion paper , 2014-097 -
Literaturhinweis
European women: the link between money, career, and financial satisfaction (2014)
Zitatform
Kulic, Nevena (2014): European women. The link between money, career, and financial satisfaction. In: European Sociological Review, Jg. 30, H. 3, S. 287-301. DOI:10.1093/esr/jct030
Abstract
"This study goes beyond economic research on women's economic independence, which relies only on income in explaining women's economic well-being within a household, and adopts a perspective that recognizes the importance of their actual employment patterns and occupational choices (Gerson, 1993, Hakim, 2000). Using the data on financial satisfaction from the European Community Household Panel from 1994 - 2001, this article compares married and cohabiting women from five industrialized European countries. Analyses indicate that it is not relative income or pure employment that matters the most for a woman's financial satisfaction but, more likely, the choice of continuous and full-time labour market involvement. The data also offer other interesting findings: a homemaking career may be as beneficial for a woman's financial satisfaction as continuous employment, while a discontinuous employment path seems to be detrimental for a woman's financial satisfaction. Cross-country comparison shows that institutions alter women's economic well-being independently of their individual achievements, suggesting that more research is needed to disentangle the institutional components that most influence the relation between women's paid and unpaid employment, and their economic well-being." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Labour market policy and its effects on subjective well-being and reemployment stability in Europe (2014)
Zitatform
Wulfgramm, Melike (2014): Labour market policy and its effects on subjective well-being and reemployment stability in Europe. Bremen, 143 S.; 1,86 MB.
Abstract
"This dissertation analyses the effects of labour market policy on subjective well-being and social inclusion of the unemployed as well as employment stability once the unemployment spell is finished. In the first research stage, the treatment effect of participation in the German work creation scheme One-Euro-Jobs on life satisfaction and perceptions of social inclusion are studied using microeconometric panel methods. It is shown that active labour market policy (ALMP) measures can moderate the social exclusion of long-term unemployed and can thus foster their subjective well-being. However, ALMP cannot fully substitute the psychosocial functions of regular employment. In the second research stage, multilevel as well duration analyses show how country differences in well-being of the unemployed and their reemployment stability can be traced back to national differences in labour market policy. Especially the generosity of unemployment benefits is strongly and positively associated with reemployment stability and subjective well-being of the unemployed in Europe." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The rise in absenteeism: disentangling the impacts of cohort, age and time (2013)
Zitatform
Biørn, Erik, Simen Gaure, Simen Markussen & Knut Røed (2013): The rise in absenteeism. Disentangling the impacts of cohort, age and time. In: Journal of population economics, Jg. 26, H. 4, S. 1585-1608. DOI:10.1007/s00148-012-0403-2
Abstract
"In recent years, a number of welfare state economies, including Norway, have experienced substantial increases in sickness absence. Using longitudinal individual register data for virtually all Norwegian employees, we examine the remarkable rise since the early 1990s, with emphasis on disentangling the roles of cohort, age, and time. We show that individual age-adjusted absence propensities have risen even more than aggregate absence rates from 1993 to 2005, which casts doubt on the popular hypotheses that the rise was due to the inclusion into the workforce of young or marginal workers with weaker work-norms or poorer health." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Inequality and happiness: when perceived social mobility and economic reality do not match (2013)
Zitatform
Bjørnskov, Christian, Axel Dreher, Justina A.V. Fischer, Jan Schnellenbach & Kai Gehring (2013): Inequality and happiness. When perceived social mobility and economic reality do not match. In: Journal of Economic Behavior and Organization, Jg. 91, H. July, S. 75-92. DOI:10.1016/j.jebo.2013.03.017
Abstract
"We argue that perceived fairness of the income generation process affects the association between income inequality and subjective well-being, and that there are systematic differences in this regard between countries that are characterized by a high or, respectively, low level of actual fairness. Using a simple model of individual labor market participation under uncertainty, we predict that high levels of perceived fairness cause higher levels of individual welfare, and lower support for income redistribution. Income inequality is predicted to have a more favorable impact on subjective well-being for individuals with high fairness perceptions. This relationship is predicted to be stronger in societies that are characterized by low actual fairness. Using data on subjective well-being and a broad set of fairness measures from a pseudo micro-panel from the WVS over the 1990 - 2008 period, we find strong support for the negative (positive) association between fairness perceptions and the demand for more equal incomes (subjective well-being). We also find strong empirical support for the predicted differences in individual tolerance for income inequality, and the predicted influence of actual fairness." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Worker identity, employment fluctuations and stabilization policy (2013)
Zitatform
Snower, Dennis J. & Wolfgang Lechthaler (2013): Worker identity, employment fluctuations and stabilization policy. (IZA discussion paper 7413), Bonn, 44 S.
Abstract
"This paper provides a model of 'social hysteresis' whereby long, deep recessions demotivate workers and thereby lead them to change their work ethic. In switching from a pro-work to an anti-work identity, their incentives to seek and retain work fall and consequently their employment chances fall. In this way, temporary recessions may come to have permanent effects on aggregate employment. We also show that these permanent effects, along with the underlying identity switches, can be avoided through stabilization policy. The size of the government expenditure multiplier can be shown to depend on the composition of identities in the workforce." (Author's abstract, IAB-Doku) ((en))
Ähnliche Treffer
auch erschienen als: CESifo working paper , 4271 -
Literaturhinweis
Financial development, entrepreneurship, and job satisfaction (2012)
Bianchi, Milo;Zitatform
Bianchi, Milo (2012): Financial development, entrepreneurship, and job satisfaction. In: The Review of Economics and Statistics, Jg. 94, H. 1, S. 273-286.
Abstract
"This paper shows that utility differences between the self-employed and employees increase with financial development. This effect is explained not by increased profits but by an increased value of nonmonetary benefits, in particular job independence. We interpret these findings by building a simple occupational choice model in which financial constraints may impede the creation of firms and depress labor demand, thereby pushing some individuals into self-employment for lack of salaried jobs. In this setting, financial development favors a better matching between individual motivation and occupation, thereby increasing entrepreneurial utility despite increasing competition and so reducing profits." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The job satisfaction-productivity nexus: a study using matched survey and register data (2012)
Zitatform
Böckerman, Petri & Pekka Ilmakunnas (2012): The job satisfaction-productivity nexus. A study using matched survey and register data. In: ILR review, Jg. 65, H. 2, S. 244-262. DOI:10.1177/001979391206500203
Abstract
"The authors examine the role of employee job satisfaction in Finnish manufacturing plants over the period 1996-2001 to determine the extent to which it affects establishment-level productivity. Using matched data on job satisfaction from the European Community Household Panel (ECHP) and information on establishment productivity from longitudinal register data linked to the ECHP, they estimate that the effect of an increase in the establishment's average level of employee job satisfaction on productivity is positive, but its magnitude varies depending on the specification of the model. The authors use an instrumental variables point estimate and find that an increase in the measure of job satisfaction by one within-plant standard deviation increases value-added per hours worked in manufacturing by 6.6%." (Author's abstract, IAB-Doku) ((en))
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