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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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Bińczycki, Bernard, Wiesław Łukasiński & Sławomir Dorocki (2023): Determinants of Motivation to Work in Terms of Industry 4.0 - The Gen Z Perspective. In: Sustainability, Jg. 15, H. 15. DOI:10.3390/su151512069

Abstract

"The mentality of Generation Z differs markedly from the approach to social and economic issues presented by earlier generations. These young people have had access to the internet and other innovative technologies since birth. A tape recorder or a floppy disk is a museum exhibit for them. They are unfamiliar with the everyday problems that citizens of Central and Eastern Europe faced during the socialist era, such as the lack of necessities on the shelves. The aim of this article is to present the results of the authors’ survey on the identification of work motivation factors relevant to Generation Z. The survey involved 649 respondents, young Poles who are currently entering the labor market. It was also an interesting research task for the authors to compare the results of surveys among young Poles with the results of international surveys. The research provided insight into young people’s expectations, values, and preferences regarding work. The results of the survey can provide valuable guidance for employers in shaping sustainable human resource management strategies. In addition, studying the competences of Generation Z can identify the gap between the requirements of the labor market and the skills possessed by young workers. The study conducted by the authors is among the first of its kind in Poland after the pandemic, emphasizing the growing trend in remote work. Earlier research was undertaken in a different economic climate. The current investigation took place following the COVID-19 outbreak and amidst heightened military operations in Ukraine. It also takes into account the effects of recent technological progress related to the rapid development of Industry 4.0. Notably, the questionnaire used in this study is unique as the authors categorized motivational factors into three essential groups, highly relevant in today’s markedly altered labor market." (Author's abstract, IAB-Doku) ((en))

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Gueguen, Guillaume & Claudia Senik (2023): Adopting telework: The causal impact of working from home on subjective well-being. In: BJIR, Jg. 61, H. 4, S. 832-868. DOI:10.1111/bjir.12761

Abstract

"We study the impact of work from home (WFH) on subjective well-being during the Covid period, where self-selection of individuals into telework is ruled out, at least part of the time, by stay-at-home orders. We use a difference-in-differences approach with individual fixed effects and identify the specific impact of switching to telecommuting, separately from any other confounding factor. In particular, our identification strategy avoids the influence of interpersonal heterogeneity by exploiting the multiple entries into WFH, by the same individuals, at different times. On average over the period, switching to WFH, especially full-time, worsens mental health. We also find a positive but imprecisely measured impact of part-time WFH on life satisfaction. However, this hides a dynamic evolution, whereby the initial deterioration gives place to an adaptation process after a couple of months. We also uncover a particularly pronounced fall in subjective well-being of women with children, especially in the first months; this could be associated with home-schooling." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))

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Bech, Katarzyna, Magdalena Smyk, Lucas van der Velde & Joanna Tyrowicz (2022): Matching it up: non-standard work and job satisfaction. (GRAPE working paper / Group for Research in Applied Economics 72), Warszawa, 37 S.

Abstract

"We leverage the flexibility enactment theory to study the link between working arrangements and job satisfaction. We propose that this link is moderated by individual inclination to non-standard working arrangements. Thus, we provide novel insights on the (mis)match between preferred and actual working arrangements. We apply this approach to data from the European Working Conditions Survey and empirically characterize the extent of mismatch in working arrangements across European countries. We shed new light on several phenomena. First, the extent of mismatch is substantial and reallocating workers between jobs could substantially boost overall job satisfaction in European countries. Second, the mismatch more frequently affects women and parents. Finally, we demonstrate that the extent of mismatch differs across European countries, which hints that one-size-fits-all policies, whether they deregulate or curb non-standard arrangements, are not likely to maximize the happiness of workers." (Author's abstract, IAB-Doku) ((en))

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Justo, Raquel, Emilio Congregado & Concepción Román (2021): Becoming self-employed from inactivity: an in-depth analysis of satisfaction. In: Small business economics, Jg. 56, H. 1, S. 145-187. DOI:10.1007/s11187-019-00212-2

Abstract

"Inactive individuals represent a pool of potential labour whose activation entails economic and social advantages. Additionally, being active allows individuals to cover their basic psychological needs—autonomy, competence and relatedness—which leads to greater satisfaction through self-determination. We posit that self-employment may be an attractive alternative because its nonpecuniary aspects may suit their needs better. Using data from the European Community Household Panel, we applied propensity score matching techniques to analyse the change in satisfaction with main activity of inactive individuals becoming self-employed compared to those becoming employees and those remaining inactive. We further perform separate analyses for homemakers, retirees and students to account for heterogeneity within inactivity. We find that self-employment is associated with more satisfaction than remaining inactive in the case of retirees and homemakers, while students tend to experience a larger increase in satisfaction when entering self-employment compared to paid employment. The implications of these results for activation and entrepreneurship policies are discussed." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))

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Nikolova, Milena, Boris Nikolaev & Christopher Boudreaux (2021): Being Your Own Boss and Bossing Others. The Moderating Effect of Managing Others on Work Meaning and Autonomy for the Self-Employed and Employees. (IZA discussion paper 14909), Bonn, 37 S.

Abstract

"We examine the moderating role of being a supervisor for meaning and autonomy of self-employed and employed workers. We rely on regression analysis applied after entropy balancing based on a nationally representative dataset of over 80,000 individuals in 30 European countries for 2005, 2010, and 2015. We find that being a self-employed supervisor is correlated with more work meaningfulness and autonomy compared with being a salaried supervisor working for an employer. Wage supervisors and self-employed supervisors experience similar stress levels and have similar earnings, though self- employed supervisors work longer hours. Moreover, solo entrepreneurs experience slightly less work meaningfulness, but more autonomy compared with self-employed supervisors. This may be explained by the fact that solo entrepreneurs earn less but have less stress and shorter working hours than self- employed supervisors." (Author's abstract, IAB-Doku) ((en))

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Gerich, Joachim & Christoph Weber (2020): The Ambivalent Appraisal of Job Demands and the Moderating Role of Job Control and Social Support for Burnout and Job Satisfaction. In: Social indicators research, Jg. 148, H. 1, S. 251-280. DOI:10.1007/s11205-019-02195-9

Abstract

"Within an extended challenge–hindrance framework, it is assumed that job demands are subjectively appraised both as challenges (that is, as working conditions that are associated with potential personal gains) and hindrances (as working conditions associated with constrains) at the same time. In accordance with transactional stress theory, the association between demand intensity and work-related attitudes (work satisfaction) and psychological strain (burnout) is expected to be mediated by individual appraisal. Moreover, because curvilinear relationships between demand and challenge and hindrance appraisals are assumed, and appraisal is expected to be moderated by job control and social support, we tested complex nonlinear moderated mediation models for four types of job demands (task difficulty, time pressure, interruptions, and responsibility). Based on cross-sectional data of a heterogeneous sample of employees, we confirmed simultaneous challenge and hindrance appraisals. Challenge components are positively associated and hindrance components are negatively associated with favorable outcomes (higher work satisfaction and lower burnout). Challenge appraisals are found to be more relevant for work satisfaction, while hindrance appraisals are more relevant for burnout. The relationship between demand intensity and challenge appraisal is confirmed as curvilinear, whereas hindrance appraisals are approximately linearly related to demand intensity. The relationship between demand intensity and outcome variables is partly mediated by challenge and hindrance appraisal, and significant interaction effects suggest that the appraisal process is moderated by job control and social support." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))

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Warren, Tracey & Clare Lyonette (2020): Ungrateful slaves? An examination of job quality and job satisfaction for male part-time workers in the UK. In: The British journal of sociology, Jg. 71, H. 2, S. 382-402. DOI:10.1111/1468-4446.12741

Abstract

"Research on part-time work has concentrated over many decades on the experiences of women but male part-time employment is growing in the UK. This article addresses two sizable gaps in knowledge concerning male part-timers: are men's part-time jobs of lower quality than men's full-time jobs? Are male part-timers more or less job-satisfied compared to their full-time peers? A fundamental part of both interrogations is whether men's part-time employment varies by occupational class. The article is motivated by the large body of work on female part-timers. Its theoretical framework is rooted in one of the most controversial discussions in the sociology of women workers: the “grateful slave” debate that emerged in the 1990s when researchers sought to explain why so many women expressed job satisfaction with low-quality part-time jobs. Innovatively, this article draws upon those contentious ideas to provide new insights into male, rather than female, part-time employment. Based upon analysis of a large quantitative data set, the results provide clear evidence of low-quality male part-time employment in the UK, when compared with men's full-time jobs. Men working part-time also express deteriorating satisfaction with jobs overall and in several specific dimensions of their jobs. Male part-timers in lower occupational class positions retain a clear “lead” both in bad job quality and low satisfaction. The article asks whether decreasingly satisfied male part-time workers should be termed “ungrateful slaves?” It unpacks the “grateful slave” metaphor and, after doing so, rejects its value for the ongoing analysis of part-time jobs in the formal labor market." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))

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OECD (2020): How's life? 2020. Measuring well-being. (How's life? 05), Paris, 244 S. DOI:10.1787/9870c393-en

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Ponomarenko, Valentina, Anja K. Leist & Louis Chauvel (2019): Increases in wellbeing in the transition to retirement for the unemployed. Catching up with formerly employed persons. In: Ageing and society, Jg. 39, H. 2, S. 254-276. DOI:10.1017/S0144686X17000976

Abstract

"This paper examines the extent to which wellbeing levels change in the transition to retirement depending on transitioning from being employed, unemployed or economically inactive. Whereas transitioning from employment to unemployment has been found to cause a decrease in subjective wellbeing with more time spent in unemployment, it is not clear how transitioning from unemployment to retirement affects wellbeing levels. We use the Survey of Health, Ageing and Retirement in Europe to monitor the life satisfaction of respondents who retire in between two waves. We portray wellbeing scores before and after retirement and then identify the change in life satisfaction during the retirement transition using a First Difference model. Results indicate that being unemployed before retirement is associated with an increase in life satisfaction, but presents mainly a catching-up effect compared to employed persons transitioning to retirement. These results are still significant if we control for selection into unemployment and country differences. Retirement from labour market inactivity does not lead to significant changes in wellbeing. As the wellbeing of unemployed persons recovers after transitioning to retirement, especially the currently unemployed population should be supported to prevent detrimental consequences of economically unfavourable conditions and lower wellbeing." (Author's abstract, IAB-Doku) ((en))

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Sora, Beatriz, Thomas Höge, Amparo Caballer & José M. Peiró (2019): Employment contract, job insecurity and employees' affective well-being. The role of self- and collective efficacy. In: Economic and Industrial Democracy, Jg. 40, H. 2, S. 193-214. DOI:10.1177/0143831X18804659

Abstract

"A large amount of research has focused on job insecurity, but without obtaining consistent results. Some authors have pointed that this variability might be due to the operationalization of job insecurity. Different types of job insecurity can provoke different employee reactions. The aim of this study is to analyse the effect of job insecurity, understood as temporary employment (objective job insecurity) and personal perception (subjective job insecurity), on affective well-being. In addition, the moderator roles of job self-efficacy and collective efficacy are examined in the relationship between job insecurity and employees' affective well-being. This study was carried out with 1435 employees from 138 Spanish and Austrian organizations. The results showed a different effect of job insecurity depending on its conceptualization. Only subjective job insecurity was negatively related to affective well-being. Moreover, both self- and collective efficacy moderated the subjective job insecurity - outcomes relation, ameliorating employees' well-being levels when they perceived job insecurity." (Author's abstract, IAB-Doku) ((en))

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Cassar, Lea & Stephan Meier (2018): Nonmonetary incentives and the implications of work as a source of meaning. In: The Journal of Economic Perspectives, Jg. 32, H. 3, S. 215-238. DOI:10.1257/jep.32.3.215

Abstract

"Empirical research in economics has begun to explore the idea that workers care about nonmonetary aspects of work. An increasing number of economic studies using survey and experimental methods have shown that nonmonetary incentives and nonpecuniary aspects of one's job have substantial impacts on job satisfaction, productivity, and labor supply. By drawing on this evidence and relating it to the literature in psychology, this paper argues that work represents much more than simply earning an income: for many people, work is a source of meaning. In the next section, we give an economic interpretation of meaningful work and emphasize how it is affected by the mission of the organization and the extent to which job design fulfills the three psychological needs at the basis of self-determination theory: autonomy, competence, and relatedness. We point to the evidence that not everyone cares about having a meaningful job and discuss potential sources of this heterogeneity. We sketch a theoretical framework to start to formalize work as a source of meaning and think about how to incorporate this idea into agency theory and labor supply models. We discuss how workers' search for meaning may affect the design of monetary and nonmonetary incentives. We conclude by suggesting some insights and open questions for future research." (Author's abstract, IAB-Doku) ((en))

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Imhof, Susanne & Maike Andresen (2018): Unhappy with well-being research in the temporary work context. Mapping review and research agenda. In: The international journal of human resource management, Jg. 29, H. 1, S. 127-164. DOI:10.1080/09585192.2017.1384395

Abstract

"While temporary workers' specific employment circumstances strongly suggest negative consequences for their well-being, research on temporary workers' well-being shows serious inconsistencies. To identify possible reasons, we provide an overview of previous well-being research in the temporary work context. The mapping review shows that inconsistencies are caused both by the use of the umbrella term temporary work to describe a wider range of employment forms with divergent characteristics and the use of the buzzword well-being for various well-being indicators. In addition, the portfolio of employment-specific antecedents used is insufficient to gain a comprehensive view of temporary workers' well-being situation. Based on these findings, we propose an agenda for future well-being research in the temporary work context. A first key implication is that analyses considering country-specific circumstances and employment-specific characteristics of particular atypical employment situations are needed. Secondly, a more comprehensive portfolio of employment-specific and individual antecedents would help with gaining deeper insights into temporary workers' well-being situation. In addition, effects of well-being on attitudinal and behavioral outcomes should be analyzed to demonstrate the return on investment of organizations' well-being enhancing activities. Finally, well-being oriented HR practices and their implementation in the temporary work context are part of the proposed research agenda." (Author's abstract, IAB-Doku) ((en))

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Kopányi-Peuker, Anita, Theo Offerman & Randolph Sloof (2018): Team production benefits from a permanent fear of exclusion. In: European Economic Review, Jg. 103, H. April, S. 125-149. DOI:10.1016/j.euroecorev.2018.01.005

Abstract

"One acclaimed role of managers is to monitor workers in team production processes and discipline them through the threat of terminating them from the team. We extend a standard weakest link experiment with a manager who can decide to replace some workers at a cost. We address two main questions: (i) Does the fear of exclusion need to be a permanent element of contractual agreements? (ii) Are the results robust to the introduction of noise in workers' productivity? We find that the fear of exclusion strongly encourages cooperation among workers, but it does not generate the trust needed for cooperation once the fear of exclusion is lifted. That is, once some workers receive a permanent contract, effort levels steadily decrease. The results are robust to the introduction of noise in the link between effort and productivity." (Author's abstract, © 2018 Elsevier) ((en))

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Lazear, Edward P. (2018): Compensation and incentives in the workplace. In: The Journal of Economic Perspectives, Jg. 32, H. 3, S. 195-214. DOI:10.1257/jep.32.3.195

Abstract

"Labor is supplied because most of us must work to live. Indeed, it is called 'work' in part because without compensation, the overwhelming majority of workers would not otherwise perform the tasks. The theme of this essay is that incentives affect behavior and that economics as a science has made good progress in specifying how compensation and its form influences worker effort. This is a broad topic, and the purpose here is not a comprehensive literature review on each of many topics. Instead, a sample of some of the most applicable papers are discussed with the goal of demonstrating that compensation, incentives, and productivity are inseparably linked." (Author's abstract, IAB-Doku) ((en))

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Song, Younghwan & Jia Gao (2018): Does telework stress employees out? A study on working at home and subjective well-being for wage/salary workers. (IZA discussion paper 11993), Bonn, 28 S.

Abstract

"Using data from the 2010, 2012, and 2013 American Time Use Survey Well-Being Modules, this paper examines how subjective well-being (SWB) varies between working at home and working in the workplace among wage/salary workers. Both OLS and individual fixed-effects models are employed for estimation, and the results are largely consistent. In general, we find that working at home is associated with a lower level of net affect and a higher probability of having unpleasant feelings relative to working in the workplace. We further decompose homeworking into telework and bringing work home and find that the effect of SWB varies by types of homeworking. In comparison with working in the workplace, telework increases stress in both samples of weekdays and weekends/holidays, and it also reduces net affect and increases unpleasantness in the sample of weekends/ holidays. In contrast, bringing work home on weekdays results in a lower level of net affect due to less happiness received. The only positive effect of homeworking we discover is that telework reduces tiredness on weekdays. As to the existence of gender difference in the effect of homeworking, our OLS results show that working at home is associated with positive affections for males but negative affections for females. However, fixedeffects models suggest that both males and females feel more stressed when teleworking, indicating the existence of individual heterogeneity." (Author's abstract, IAB-Doku) ((en))

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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 ?nd 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 signi?cantly 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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Felstead, Alan & Golo Henseke (2017): Assessing the growth of remote working and its consequences for effort, well-being and work-life balance. In: New Technology, Work and Employment, Jg. 32, H. 3, S. 195-212. DOI:10.1111/ntwe.12097

Abstract

"This article critically assesses the assumption that more and more work is being detached from place and that this is a 'win-win' for both employers and employees. Based on an analysis of official labour market data, it finds that only one-third of the increase in remote working can be explained by compositional factors such as movement to the knowledge economy, the growth in flexible employment and organisational responses to the changing demographic make-up of the employed labour force. This suggests that the detachment of work from place is a growing trend. This article also shows that while remote working is associated with higher organisational commitment, job satisfaction and job-related well-being, these benefits come at the cost of work intensification and a greater inability to switch off." (Author's abstract, IAB-Doku) ((en))

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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))

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Hammermann, Andrea & Oliver Stettes (2017): Mobiles Arbeiten in Deutschland und Europa. Eine Auswertung auf Basis des European Working Conditions Survey 2015. In: IW-Trends, Jg. 44, H. 3, S. 3-24. DOI:10.2373/1864-810X.17-03-01

Abstract

"In Deutschland arbeitet mehr als die Hälfte der Beschäftigten zumindest gelegentlich außerhalb ihres Betriebs. Anders als die öffentliche Debatte vermuten lässt, findet mobiles Arbeiten jedoch nur selten in den eigenen vier Wänden, im Café oder Freibad statt, sondern hauptsächlich beim Kunden. Zu den rund 20 Prozent der Beschäftigten, die mehrmals im Monat und häufiger außerhalb des Betriebs arbeiten und mindestens ein Viertel ihrer Arbeitszeit am PC, Laptop oder Smartphone verbringen, zählen insbesondere Führungskräfte und Beschäftigte in akademischen Berufen. Diese mobilen Computerarbeiter stehen im Fokus der vorliegenden Studie, da der technologische Fortschritt in Form sich zunehmend verbreitender mobiler Endgeräte ihre Arbeitsaufgaben und -prozesse am stärksten flexibilisiert haben dürfte. Tatsächlich weichen die Arbeitsbedingungen der mobilen Computerarbeiter von denen anderer Beschäftigter ab. So arbeiten sie häufiger in flexiblen Arbeitszeitmodellen, selbstorganisiert und erleben ein stärkeres Zusammenwachsen von Arbeit und Freizeit. Unterschiede in der Bewertung des Betriebsklimas oder der Arbeitszufriedenheit lassen sich dagegen im Vergleich zu den im Betrieb vor Ort arbeitenden Computerarbeitern nicht feststellen." (Autorenreferat, IAB-Doku)

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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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Odermatt, Reto, Nattavudh Powdthavee & Alois Stutzer (2017): Overoptimistic entrepreneurs. Predicting wellbeing consequences of self-employment. (IZA discussion paper 11098), Bonn, 35 S.

Abstract

"The formation of expectations is a fundamental part of the process when people decide about engaging in an entrepreneurial venture. We evaluate the accuracy of newly self-employed people's predictions of their overall future wellbeing. Based on individual panel data for Germany, we find that they are overly optimistic when we compare their predicted life satisfaction with their actual life satisfaction five years later on. This overoptimism also holds for those entrepreneurs who successfully remain in business for at least five years. A possible reason might be that they underestimate the heavy workload reflected in higher working hours than desired and the drop in leisure satisfaction." (Author's abstract, IAB-Doku) ((en))

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Bundesministerium für Arbeit und Soziales (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)

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Chadi, Adrian & Clemens Hetschko (2016): Flexibilization without hesitation? Temporary contracts and job satisfaction. In: Oxford economic papers, Jg. 68, H. 1, S. 217-237., 2015-07-13. DOI:10.1093/oep/gpv053

Abstract

"We use German panel data to examine how fixed-term employment affects utility derived from working. In contrast to previous research, we present evidence that working on a temporary contract lowers current job satisfaction. We discover that the honeymoon effect of a new job must be considered to reveal this result. Job insecurity appears to be the source of dissatisfaction associated with fixed-term employment. We also consider regional unemployment and perceived employment security to shed light on the basic notion of flexicurity policies. Finally, we apply a life course perspective on employment careers to discuss the overall role of temporary employment for individual job satisfaction." (Author's abstract, IAB-Doku) ((en))

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Harju, Lotta K., Jari J. Hakanen & Wilmar B. Schaufeli (2016): Can job crafting reduce job boredom and increase work engagement? A three-year cross-lagged panel study. In: Journal of vocational behavior, Jg. 95/96, H. August/October, S. 11-20. DOI:10.1016/j.jvb.2016.07.001

Abstract

"Building upon the Conservation of Resources (COR) theory, this longitudinal study examined whether job crafting behaviors (i.e. increasing structural and social job resources and increasing challenges) predict less job boredom and more work engagement. We also tested the reverse causation effects of job boredom and work engagement on job crafting and the dynamics between the three job crafting behaviors over time. We employed a two-wave, three-year panel design and included 1630 highly educated Finnish employees from a broad spectrum of occupations in various organizations. Our results indicated that seeking challenges in particular negatively predicted job boredom and positively predicted work engagement. Seeking challenges fueled other job crafting behaviors, which, in their turn, predicted seeking more challenges over time, thus supporting the accumulation of resources. Job boredom negatively predicted increasing structural resources, whereas work engagement positively predicted increasing both structural and social resources. These findings suggest that seeking challenges at work enhances employee work engagement, prevents job boredom, and generates other job crafting behaviors. Conversely, job boredom seems to impede job crafting." (Author's abstract, © 2016 Elsevier) ((en))

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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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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))

Zitatform

Petilliot, René (2016): How important is the type of working contract for job satisfaction of agency workers? (SOEPpapers on multidisciplinary panel data research at DIW Berlin 832), Berlin, 19 S.

Abstract

"Previous research has found that agency workers are less satisfied with their job than regular workers on a permanent contract. All these studies have in common that they treat agency workers as a homogeneous group; that is, they did not consider the contract type agency workers hold. This paper analyzes whether differences in job satisfaction can be explained by the contract type using data from the German Socio-Economic Panel. The analysis leads to three main results. First, differences in job satisfaction cannot be explained by the contract type. Second, agency workers on a permanent contract are significantly less satisfied with their job than regular workers on the same contract. Third, agency workers on a fixed-term contract do not differ in reported job satisfaction from regular workers on both fixed-term and permanent contracts. These findings give rise to the hypothesis that as a policy instrument agency employment appears to be well-suited for short-term periods, but it should be prevented that workers are persistently employed in such a work arrangement." (Author's abstract, IAB-Doku) ((en))

Zitatform

Wolter, Stefanie, Sandra Broszeit, Corinna Frodermann, Philipp Grunau & Lutz Bellmann (2016): Befragung von Betrieben und Beschäftigten: Mehr Zufriedenheit und Engagement in Betrieben mit guter Personalpolitik. (IAB-Kurzbericht 16/2016), Nürnberg, 6 S.

Abstract

"Betriebe in Deutschland sind angesichts der Konkurrenz um Fachkräfte zunehmend herausgefordert, ihren Beschäftigten ein hohes Maß an guten Arbeitsbedingungen zu bieten. Die wahrgenommene Arbeitsqualität ist ein Zeichen von Arbeitgeberattraktivität und hängt stark mit guter Personalführung zusammen. In dem Kurzbericht wird unter anderem die Verbreitung von Arbeitsbelastungen wie starker Termindruck, Informationsflut, unangenehme Umgebungsbedingungen und körperliche Anstrengungen am Arbeitsplatz untersucht. Die Ergebnisse zeigen, dass Betriebe, die Personalpolitik klug einsetzen, engagiertere und zufriedenere Beschäftigte haben." (Autorenreferat, IAB-Doku)

Zitatform

Buddelmeyer, Hielke, Duncan McVicar & Mark Wooden (2015): Non-standard "contingent" employment and job satisfaction. A panel data analysis. In: Industrial relations, Jg. 54, H. 2, S. 256-275. DOI:10.1111/irel.12090

Abstract

"Contingent forms of employment are usually associated with low-quality jobs and, by inference, jobs that workers find relatively unsatisfying. This assumption is tested using data from a representative household panel survey covering a country (Australia) with a high incidence of nonstandard employment. Results from the estimation of ordered logit regression models reveal that among males, both casual employees and labor-hire (agency) workers (but not fixed-term contract workers) report noticeably lower levels of job satisfaction, though this association diminishes with job tenure. Negative effects for women are mainly restricted to labor-hire workers." (Author's abstract, IAB-Doku) ((en))

Zitatform

Busk, Henna, Elke J. Jahn & Christine Singer (2015): Do changes in regulation affect temporary agency workers' job satisfaction? (IAB-Discussion Paper 08/2015), Nürnberg, 28 S.

Abstract

"Diese Studie untersucht den Einfluss einer Reform des Arbeitnehmerüberlassungsgesetzes, die die Vorschriften im Zeitarbeitssektor deutlich lockerte. Wir isolieren den kausalen Effekt dieser Reform, indem wir umfangreiche Befragungsdaten nutzen und einen Differenz-von-Differenzen-Schätzer mit einem Matching-Ansatz verknüpfen. Es zeigt sich, dass die Gesetzesänderung zu einem Rückgang der Arbeitszufriedenheit von Leiharbeitern führte, während die Arbeitszufriedenheit von regulär Beschäftigten unverändert blieb. Weitere Analysen zeigen, dass der negative Effekt auf die Arbeitszufriedenheit von Leiharbeitern sowohl auf einen Rückgang der Löhne sowie eine erhöhte wahrgenommene Arbeitsplatzunsicherheit zurückgeführt werden kann. Diese Ergebnisse bleiben auch bei alternativen Modellspezifizierungen und Placebotests robust." (Autorenreferat, IAB-Doku)

Zitatform

Gaspar, Claudia & Detlef Hollmann (2015): Bedeutung der Arbeit. Ergebnisse der Befragung. Gütersloh, 16 S.

Abstract

"Unsere Arbeitswelt befindet sich im Wandel. Megatrends wie der Demografische Wandel, Digitalisierung, der zunehmende globale Wettbewerb, Individualisierung sowie neue Kommunikations- und Produktionsprozesse sind nicht nur eine Herausforderung für die Gesellschaft insgesamt, sondern wirken sich auch unmittelbar auf unsere Arbeitswelt aus. Doch wie sehen die deutschen Erwerbstätigen die Berufswelt und welchen Stellenwert nimmt Arbeit in ihrem Leben ein?" (Autorenreferat, IAB-Doku)

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Gerdenitsch, Cornelia, Bettina Kubicek & Christian Korunka (2015): Control in flexible working arrangements. When freedom becomes duty. In: Journal of personnel psychology, Jg. 14, H. 2, S. 61-69. DOI:10.1027/1866-5888/a000121

Abstract

"Supported by media technologies, today's employees can increasingly decide when and where to work. The present study examines positive and negative aspects of this temporal and spatial flexibility, and the perceptions of control in these situations based an propositions of self-determination theory. Using an exploratory approach we conducted semi-structured interviews with 45 working digital natives. Participants described positive and negative situations separately for temporal and spatial flexibility, and rated the extent to which they felt autonomous and externally controlled. Situation appraised positively were best described by decision latitude, while negatively evaluated ones were best described by work-nonwork conflict. Positive situations were perceived as autonomous rather than externally controlled; negative situations were rated as autonomously and externally controlled to a similar extent." (Author's abstract, IAB-Doku) ((en))

Zitatform

Gerdes, Johann & Alexandra Wagner (2015): Arbeitsqualität aus der Sicht von jungen Beschäftigten. 6. Sonderauswertung zum DGB-Index Gute Arbeit. Berlin, 35 S.

Abstract

"Einen sicheren Arbeitsplatz haben, sich mit eigenen Ideen einbringen und einer sinnvollen Aufgabe nachgehen: So wünschen sich junge Menschen ihren Job. Die Realität sieht oft anders aus: Viele arbeiten befristet, machen regelmäßig Überstunden und stehen stark unter Druck. Das zeigt eine repräsentative Studie zur Arbeitsqualität bei jungen Menschen." (Autorenreferat, IAB-Doku)

Zitatform

Grund, Christian, Johannes Martin & Axel Minten (2015): Beschäftigungsstruktur und Zufriedenheit von Zeitarbeitnehmern in Deutschland. In: Schmalenbachs Zeitschrift für betriebswirtschaftliche Forschung, Jg. 67, H. 2, S. 138-169.

Abstract

"Auf Basis von Daten des Deutschen Sozio-Ökonomischen Panels der Jahre 2001 bis 2012 untersuchen wir Determinanten einer Zeitarbeitsbeschäftigung sowie möglicher Erklärungsansätze für Unterschiede in der Arbeits- und Lebenszufriedenheit zwischen Arbeitnehmern in Zeitarbeit im Vergleich zu Normalbeschäftigten und zu arbeitslosen Personen. Unsere Ergebnisse zeigen, dass frühere Zeiten von Arbeitslosigkeit die Wahrscheinlichkeit einer Zeitarbeitsbeschäftigung deutlich steigern. Zudem führen Zeitarbeitnehmer eher Tätigkeiten aus, für die sie nicht passend qualifiziert sind. Die niedrigere Arbeitszufriedenheit von Zeitarbeitern im Vergleich zu Normalbeschäftigten lässt sich vor allem auf Unterschiede in individuellen Merkmalen und auf eine als deutlich stärker empfundene Arbeitsplatzunsicherheit zurückführen, während ihre Lebenszufriedenheit auch unter Berücksichtigung dieser Faktoren signifikant geringer ist. Jedoch äußern Zeitarbeitnehmer eine deutlich höhere Lebenszufriedenheit als arbeitslose Personen. Eine explizite Analyse der Übergänge zwischen den Beschäftigungsstatus bestätigt diese Ergebnisse" (Autorenreferat, IAB-Doku)

Zitatform

Haile, Getinet Astatike (2015): Workplace job satisfaction in Britain. Evidence from linked employer-employee data. In: Labour, Jg. 29, H. 3, S. 225-242. DOI:10.1111/labr.12054

Abstract

"The paper examines the nature of workplace job satisfaction in Britain using an 'overall' and domain-specific job satisfaction outcomes from linked employer - employee data. A measure of aggregate job satisfaction alone might mask domain-specific differences in satisfaction, something the combined approach in this paper addresses. As well as controlling for a rich set of correlates on employees and their workplaces, the paper deploys alternative empirical models that account for employee- and workplace-level unobserved heterogeneity. The paper reports interesting results on the link between job satisfaction and observed as well as unobserved characteristics of employees and their workplaces." (Author's abstract, IAB-Doku) ((en))

Zitatform

Hanglberger, Dominik & Joachim Merz (2015): Does self-employment really raise job satisfaction? Adaptation and anticipation effects on self-employment and general job changes. In: Journal for labour market research, Jg. 48, H. 4, S. 287-303., 2015-04-01. DOI:10.1007/s12651-015-0175-8

Abstract

"Zahlreiche empirische Analysen, auf Querschnittsdaten oder Paneldaten basierend, kamen zu dem Ergebnis, dass Selbständige ein höheres Niveau an Arbeitszufriedenheit erreichen als abhängig Beschäftigte. In unserem Beitrag untersuchen wir, ob dieses empirische Ergebnis möglicherweise auf die Vernachlässigung von Antizipations- und Adaptionseffekten zurückgeführt werden kann. Um den Sachverhalt empirisch zu überprüfen, spezifizieren wir fixed-effects Regressionsmodelle, die auch Antizipation und Adaption der Arbeitszufriedenheit vor einem Wechsel aus abhängiger Beschäftigung in Selbständigkeit und allgemein bei einem Arbeitsplatzwechsel berücksichtigen. Grundlage für unsere Analyse ist das Sozio-oekonomische Panel (SOEP) der Jahre 1984 - 2009. Im Gegensatz zur existierenden Literatur findet sich keine positive Langzeitwirkung der Selbständigkeit, wenn Antizipation und Adaption berücksichtigt werden. Werden Antizipation und Adaption bei Arbeitsplatzwechsel im Allgemeinen berücksichtigt, so reduziert sich der Effekt der Selbständigkeit auf die Arbeitszufriedenheit um ca. zwei Drittel. In Modellen, die Antizipation und Adaption an Selbständigkeit und Arbeitsplatzwechsel berücksichtigen, zeigt sich lediglich für die ersten drei Jahre der Selbständigkeit eine höhere Arbeitszufriedenheit. Der positive Effekt der Selbständigkeit nimmt in der Folge jedoch ab und ist für Personen, die 4 oder mehr Jahre selbständig sind, nicht mehr signifikant. Die Ergebnisse verdeutlichen damit, dass bisherige Studien die positive Wirkung der Selbständigkeit auf die Arbeitszufriedenheit zumindest deutlich überschätzen." (Autorenreferat, IAB-Doku)

Zitatform

Jahn, Elke (2015): Don't worry, be flexible? Job satisfaction among flexible workers. In: Australian Journal of Labour Economics, Jg. 18, H. 2, S. 147-168., 2015-06-01.

Abstract

"This paper investigates whether workers in flexible employment relationships show lower job satisfaction than workers with permanent job contracts. Our results show that looking only at the formal job security provided by the contract may lead to misleading conclusions about job satisfaction. We find, using longitudinal data for Germany, that it is not the formal job security provided by the contractual agreement but rather the perceived job security that matters for job satisfaction. Moreover, our results indicate that workers value job characteristics in similar ways across fundamentally different types of job contracts." (Author's abstract, IAB-Doku) ((en))

Zitatform

Van Aerden, Karen, Guy Moors, Katia Levecque & Christophe Vanroelen (2015): The relationship between employment quality and work-related well-being in the European Labor Force. In: Journal of vocational behavior, Jg. 86, H. February, S. 66-76. DOI:10.1016/j.jvb.2014.11.001

Abstract

"In this article, data from the 2005 European Working Conditions Survey are used to examine the relationship between contemporary employment arrangements and the work-related well-being of European employees. By means of a Latent Class Cluster Analysis, several features of the employment conditions and relations characterizing jobs are combined in a typology of five employment arrangements: SER-like, instrumental, precarious unsustainable, precarious intensive and portfolio jobs. These job types show clear relationships with separate indicators of job satisfaction, perceived safety climate and the ability to stay in employment, as well as with an overall indicator for work-related well-being. The findings from this multifaceted approach towards employment quality raise questions about the long-term sustainability of highly flexible and de-standardized employment arrangements." (Author's abstract, IAB-Doku) ((en))

Zitatform

Brown, Melissa, Marcie Pitt-Catsouphes, Tay K. McNamara & Elyssa Besen (2014): Returning to the workforce after retiring. A job demands, job control, social support perspective on job satisfaction. In: The International Journal of Human Resource Management, Jg. 25, H. 22, S. 3113-3133. DOI:10.1080/09585192.2014.919951

Abstract

"Despite growing interest in the aging of the workforce, few investigations have explored a key aspect of diversity among older workers: whether or not they consider themselves retired. Using a sample of workers ages 50 and older from the National Study of the Changing Workforce (2008), we apply career development theory and the job demand - control( - support) framework to investigate potential differences between working retirees (i.e. employed older adults 50+ who consider themselves retired) and working non-retirees (i.e. employed older adults 50+ who do not consider themselves retired) in terms of their job characteristics (i.e. demands, control, support) and how these job characteristics are related to job satisfaction. We find that working retirees report lower job demands and higher social support, and that there is limited evidence for the buffering hypothesis. Implications for researchers and employers are discussed." (Author's abstract, IAB-Doku) ((en))

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))

Zitatform

Coada, Alex & Martin Binder (2014): Causal linkages between work and life satisfaction and their determinants in a structural VAR approach. In: Economics letters, Jg. 124, H. 2, S. 263-268. DOI:10.1016/j.econlet.2014.05.021

Abstract

"Work and life satisfaction depend on a number of pecuniary and non-pecuniary factors at the workplace and determine these in turn. We analyze these causal linkages using a structural vector autoregression approach for a German sample of the working populace from 1984 to 2008, finding that workplace autonomy plays an important causal role in determining well-being." (Author's abstract, IAB-Doku) ((en))

Zitatform

Eichhorst, Werner & Verena Tobsch (2014): Flexible Arbeitswelten. Bericht an die Expertenkommission "Arbeits- und Lebensperspektiven in Deutschland". Gütersloh, 42 S.

Abstract

"Der Zuwachs an Beschäftigung während der vergangenen zehn Jahre in Deutschland ist wesentlich der Zunahme an flexiblen Arbeitsverhältnissen zu verdanken. 2003 arbeitete nicht einmal jeder fünfte Erwerbsfähige (19 Prozent) in einem so genannten atypischen Beschäftigungsverhältnis - also in Teilzeit, befristet, als Leiharbeiter oder in einem Mini-Job. Inzwischen haben 24 Prozent aller Erwerbsfähigen einen solchen Job. Diese Entwicklung ging allerdings laut einer Studie des 'Instituts zur Zukunft der Arbeit IZA' im Auftrag der Bertelsmann Stiftung nicht zu Lasten der stabilen Arbeitsverhältnisse, im Gegenteil: Im selben Zeitraum stieg der Anteil der Erwerbsfähigen, die in eine klassische unbefristete Vollzeitstelle bekleiden, von 39 auf 41 Prozent." (Autorenreferat, IAB-Doku)

Zitatform

Eichmann, Hubert & Bernhard Saupe (2014): Überblick über Arbeitsbedingungen in Österreich. Follow-up-Studie. (Sozialpolitische Studienreihe 15), Wien, 399 S.

Abstract

"Auf Basis einer breit angelegten Literaturanalyse u. a. mit Sekundäranalysen aus Repräsentativdatensätzen wird ein aktueller Überblick über Arbeits- und Beschäftigungsbedingungen in Österreich erarbeitet. Das abzudeckende Themenspektrum reicht von Beschäftigungsformen, Arbeitszeiten, Einkommen, Arbeitsorganisation, Gesundheit, Weiterbildung bis hin zu subjektiven Einschätzungen der Arbeitsqualität. Darüber hinaus erfolgt eine Einordnung Österreichs im europäischen Vergleich. Die Studie ist als Follow-up des 2010 publizierten Bandes 4 der Sozialpolitischen Studienreihe des BMASK angelegt. Im besonderen Fokus stehen die Entwicklung seit Ausbruch der Finanz- und Wirtschaftskrise und damit einhergehende Veränderungen bei Arbeitsbedingungen." (Autorenreferat, IAB-Doku)

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Eichmann, Hubert & Bernhard Saupe (2014): "Momentan ist es noch ganz okay..." Arbeitswelten und Berufsverläufe von jungen Erwerbstätigen mit mittleren Bildungsabschlüssen. (FORBA-Forschungsbericht 2014,01), Wien, 104 S.

Abstract

"In dieser Studie untersuchen wir Erwerbsarbeitsformen und Berufsbiografien von jungen Erwachsenen unter 35 Jahren in Österreich, mit einem besonderen Fokus auf Personen mit mittleren Bildungsabschlüssen. Anlass für dieses Projektvorhaben war eine eigene Untersuchung zu Praktika bzw. zur 'Generation Praktikum' in Österreich (Eichmann/Saupe 2011). Während schlecht entlohnte Arbeitsverhältnisse bei Studierenden bzw. Graduierten medialer Dauerbrenner sind, ist der Wissensstand über Strukturen von (atypischen) Arbeitsverhältnissen bei der wesentlich größeren Gruppe junger Erwachsener unterhalb des Hochschulniveaus vergleichsweise bescheiden. Diese 'mittleren' Gruppen sind im Vergleich zu einerseits (angehenden) HochschulabsolventInnen und andererseits Jugendlichen ohne abgeschlossene Berufsausbildung oder sonstigen Problemgruppen wenig erforscht." (Textauszug, IAB-Doku)

Zitatform

Grund, Christian, Johannes Martin & Axel Minten (2014): Beschäftigungsstruktur und Zufriedenheit von Zeitarbeitnehmern in Deutschland. (SOEPpapers on multidisciplinary panel data research at DIW Berlin 677), Berlin, 32 S.

Abstract

"Auf Basis von Daten des Deutschen Sozio-Ökonomischen Panels der Jahre 2001 bis 2012 untersuchen wir Determinanten einer Zeitarbeitsbeschäftigung sowie möglicher Erklärungsansätze für Unterschiede in der Arbeits- und Lebenszufriedenheit zwischen Arbeitnehmern in Zeitarbeit im Vergleich zu Normalbeschäftigten und zu arbeitslosen Personen. Unsere Ergebnisse zeigen, dass frühere Zeiten von Arbeitslosigkeit die Wahrscheinlichkeit einer Zeitarbeitsbeschäftigung deutlich steigern. Zudem führen Zeitarbeitnehmer eher Tätigkeiten aus, für die sie nicht passend qualifiziert sind. Die niedrigere Arbeitszufriedenheit von Zeitarbeitern im Vergleich zu Normalbeschäftigten lässt sich vor allem auf Unterschiede in individuellen Merkmalen und auf eine als deutlich stärker empfundene Arbeitsplatzunsicherheit zurückführen, während ihre Lebenszufriedenheit auch unter Berücksichtigung dieser Faktoren signifikant geringer ist. Jedoch äußern Zeitarbeitnehmer eine deutlich höhere Lebenszufriedenheit als arbeitslose Personen." (Autorenreferat, IAB-Doku)

Zitatform

Holler, Markus (2014): DGB-Index Gute Arbeit: Der Report 2013. Wie die Beschäftigten die Arbeitsbedingungen in Deutschland beurteilen. Mit dem Themenschwerpunkt: Unbezahlte Arbeit. (DGB-Index Gute Arbeit 08), Berlin, 23 S.

Abstract

"Der Arbeitsmarkt scheint sich zu entspannen - nicht jedoch die Arbeitsbedingungen. Bei den Belastungen am Arbeitsplatz zeigen sich seit Jahren Spitzenwerte. Mehr als 60 Prozent der Beschäftigten müssen immer mehr Arbeit in der gleichen Zeit schaffen. 56 Prozent arbeiten gehetzt und nur knapp die Hälfte glaubt daran, bis zum Rentenalter durchhalten zu können. Das sind die zentralen Ergebnisse des DGB-Index Gute Arbeit 2013." (Autorenreferat, IAB-Doku)

Zitatform

Iseke, Anja (2014): The part-time job satisfaction puzzle. Different types of job discrepancies and the moderating effect of family importance. In: BJIR, Jg. 52, H. 3, S. 445-469. DOI:10.1111/bjir.12019

Abstract

"Although part-time employment often appears as a substandard form of employment, evidence that part-time employees are less satisfied than full-time employees is ambiguous. To shed more light on this puzzle, I test an extended discrepancy theory framework using data from the German Socio-Economic Panel. The results help explain previous inconsistent findings: Part-time employment increases the chances of being underemployed while it reduces the likelihood of working more hours than preferred, and the negative effects of both types of working time mismatches on job satisfaction are similar in size. Furthermore, the importance attributed to family roles mitigates the negative effect of part-time employment on job satisfaction." (Author's abstract, IAB-Doku) ((en))

Zitatform

Bruno, Giovanni S. F., Floro E. Caroleo & Orietta Dessy (2013): Temporary contracts and young workers' job satisfaction in Italy. (IZA discussion paper 7716), Bonn, 31 S.

Abstract

"The Italian process of flexibilization of the labour market has created a dual market populated by protected permanent employees and unprotected temporary workers. The latter comprises not only temporary employment relationships but also autonomous collaborations used by firms as low-cost de facto temporary employment relationships. Little is known about the quality of these temporary jobs, particularly widespread among young workers. We estimate a regression model of perceived overall job satisfaction of young workers, based on the ISFOL-PLUS 2006-2008-2010 panel. We control for the various temporary contracts and for perceived satisfactions in nine aspects of the job. We find that lack of job stability is the most serious cause of lower satisfaction for both temporary employees and autonomous collaborators. But while temporary employees compensate concerns of job stability with other job aspects, attaining satisfaction levels comparable to those of permanent employees, autonomous collaborators do not and are thus significantly the least satisfied." (Author's abstract, IAB-Doku) ((en))

Zitatform

Buddelmeyer, Hielke, Duncan McVicar & Mark Wooden (2013): Non-standard 'contingent' employment and job satisfaction. A panel data analysis. (IZA discussion paper 7590), Bonn, 40 S.

Abstract

"It is widely assumed that contingent forms of employment, such as fixed-term contracts, labour-hire and casual employment, are associated with low quality jobs. This hypothesis is tested using data from the Household, Income and Labour Dynamics in Australia (HILDA) Survey, a nationally representative household panel survey covering a country with a high incidence of non-standard employment. Ordered logit regression models of job satisfaction are estimated that hold constant all time-invariant individual differences as well as a range of observed time-varying characteristics. The results indicate that, among males, both casual employees and labour-hire workers (but not fixed-term contract workers) report noticeably lower levels of job satisfaction. Restricting the sample to persons aged 20-59 increases the estimated magnitudes of these effects. Negative effects for women are mainly restricted to labour-hire workers. We also show that the relationships between job satisfaction and contract type vary with educational attainment and the length of job tenure. Working hours arrangements also mediate the relationship." (Author's abstract, IAB-Doku) ((en))

Zitatform

Chadi, Adrian & Clemens Hetschko (2013): Flexibilisation without hesitation? Temporary contracts and workers' satisfaction. (IAAEU discussion paper series in economics 2013,04), Trier, 39 S.

Abstract

"Fixed-term contracts are often considered a key policy tool for increasing employment. As we show that contract limitation lowers job satisfaction using data from the German Socio-Economic Panel study, we detect a drawback of promoting temporary employment that has not been identified so far. We find that the 'honeymoon-hangover' effect of a new job must be taken into account to reveal this result. We examine reasons why employees suffer from temporary contracts and analyse the 'Flexicurity' idea of compensating workers with security. Our findings contribute to research on workers' well-being as well as to the debate on labour market flexibilisation." (Author's abstract, IAB-Doku) ((en))

Zitatform

Hanglberger, Dominik (2013): Arbeitszufriedenheit und Flexibilität. Europäischer Vergleich und Adaptions- und Antizipationseffekte. (Schriften des Forschungsinstituts Freie Berufe 21), Baden-Baden: Nomos, 311 S.

Abstract

"Die Fähigkeit flexibel auf veränderte Marktbedingungen reagieren zu können hat durch die Globalisierung an Bedeutung gewonnen. Infolgedessen ist eine zunehmende Verbreitung flexibler Arbeitszeiten und Beschäftigungsverhältnisse zu konstatieren. Vor dem Hintergrund dieser Entwicklung wird in der Studie der Frage nachgegangen, welche Rolle Flexibilität für die Qualität der Arbeit aus Sicht von Arbeitnehmern und Selbstständigen spielt. Dazu werden in einem ersten Schwerpunkt regionale Gemeinsamkeiten und Unterschiede hinsichtlich des Einflusses arbeitgeber- und arbeitnehmerorientierter Flexibilität auf die Arbeitszufriedenheit analysiert. In einem zweiten Schwerpunkt wird der zeitliche Verlauf des Effekts auf die Arbeitszufriedenheit (kurz- und langfristige Wirkung) untersucht. Mit Gleitzeitregelungen und Wechselschichtarbeit sowie mit (un)befristeter Beschäftigung und Selbständigkeit werden je zwei zentrale Formen flexibler Arbeitszeiten und Beschäftigungsverhältnisse betrachtet. Die Ergebnisse verdeutlichen auch allgemein die Bedeutung der Berücksichtigung von Antizipations- und Adaptionseffekten bei der Analyse subjektiver Wohlfahrtsmaße wie der Arbeitszufriedenheit." (Autorenreferat, IAB-Doku)

Zitatform

Jahn, Elke (2013): Don't worry, be flexible? Job satisfaction among flexible workers. (LASER discussion papers 71), Erlangen, 33 S.

Abstract

"This paper investigates whether workers in flexible employment relationships show lower job satisfaction than workers with permanent job contracts. Our results show that looking only at the formal job security provided by the contract may lead to misleading conclusions about job satisfaction. We find, using longitudinal data for Germany, that it is not the formal job security provided by the contractual agreement but rather the perceived job security that matters for job satisfaction. Moreover, our results indicate that workers value job characteristics in similar ways across fundamentally different types of job contracts." (Author's abstract, IAB-Doku) ((en))

Zitatform

Lange, Thomas (2013): Scarred from the past or afraid of the future? Unemployment and job satisfaction across European labour markets. In: The international journal of human resource management, Jg. 24, H. 6, S. 1096-1112. DOI:10.1080/09585192.2012.706819

Abstract

"Previous research has shown that both past unemployment and anticipated future unemployment have a detrimental impact on employees' attitudes and behaviours, which may affect organisational performance. Surprisingly, however, very little is known about the relative impact of past unemployment compared with current job insecurity. Although it is possible that both effects operate simultaneously, this paper - focused on employees' job satisfaction and utilising a set of cross-sectional data derived from the European Social Survey 2006-2007 - reports on a strongly pronounced insecurity effect: anticipated unemployment substantially reduces employees' job satisfaction. Interestingly, inclusion of the perceived risk of future unemployment as a separate predictor variable in ordered probit regressions relegates the experience of past unemployment to a statistically insignificant coefficient and thus weakens the 'scarring' hypothesis. These results hold true even when several socio-demographic characteristics and proxies for individual personality traits are controlled. Implications for organisations and human resource practitioners and scope for future research endeavours conclude the analysis of the paper." (Author's abstract, IAB-Doku) ((en))

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Linz, Susan & Anastasia Semykina (2013): Job satisfaction, expectations, and gender. Beyond the European Union. In: International journal of manpower, Jg. 34, H. 6, S. 584-615. DOI:10.1108/IJM-06-2013-0149

Abstract

"Do gender differences in expected rewards contribute to gender differences in job satisfaction?
Design/methodology/approach - This paper utilizes data collected from over 9,400 employees in five economically and culturally diverse former socialist economies, first, to determine whether there are gender differences in desired and expected rewards, and second, to assess whether the link between job satisfaction and expected reward varies by gender or reward desirability.
Findings - This paper finds that for women, job satisfaction is positively linked to both extrinsic and intrinsic rewards, but for men, job satisfaction tends to be positively linked to extrinsic rewards. When reward desirability is included, more often for women than for men, non-monetary rewards are positively linked to job satisfaction regardless of whether they are viewed as desirable. Among men, the link between job satisfaction and a particular reward tends to be stronger if the reward is desired, although for job security this result holds for women as well. While own earnings tend to be positively linked to job satisfaction, comparison earnings are not statistically significant among most groups of respondents. Finally, we find that the magnitude of the estimated partial effect of increasing the expectation of receiving a particular reward tends to be greater for men than for women.
Research limitations/implications - By focussing on gender difference results that are common across these five diverse countries, we are able to add information that will prove useful in developing a more global perspective of factors influencing job satisfaction and worker performance.
Originality/value - This paper identifies gender differences in desired and expected rewards, both intrinsic and extrinsic, enabling us to more systematically explore gender differences in the link between job satisfaction, expectations, and reward desirability. Because our data come from employees in over 600 workplaces, we are able to control for an extensive number of worker, job, and workplace characteristics, which allows us to investigate in more detail, not only our primary objective - gender differences in the link between job satisfaction and expected rewards - but also several related topics: the proposition that women generally have lower workplace expectations, the link between job satisfaction and comparison earnings, for example." (Author's abstract, IAB-Doku) ((en))

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Millán, José María, Jolanda Hessels, Roy Thurik & Rafael Aguado (2013): Determinants of job satisfaction. A European comparison of self-employed and paid employees. In: Small business economics, Jg. 40, H. 3, S. 651-670. DOI:10.1007/s11187-011-9380-1

Abstract

"The job satisfaction of self-employed and paid-employed workers is analyzed using the European Community Household Panel for the EU-15 covering the years 1994 - 2001. We distinguish between two types of job satisfaction: job satisfaction in terms of type of work and job satisfaction in terms of job security. Findings from our generalized ordered logit regressions indicate that self-employed individuals as compared to paid employees are more likely to be satisfied with their present jobs in terms of type of work and less likely to be satisfied in terms of job security. The findings also provide many insights into the determinants of the two types of job satisfaction for both self-employed and paid-employed workers." (Author's abstract, IAB-Doku) ((en))

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Priller, Eckhard & Claudia Schmeißer (2013): Die Beschäftigungssituation in Dritte-Sektor-Organisationen. Das Sozialwesen im Vergleich. In: Sozialer Fortschritt, Jg. 62, H. 8/9, S. 227-234. DOI:10.3790/sfo.62.8-9.227

Abstract

"Der Dritte Sektor hat mit seinen über 2,6 Mio. Beschäftigten eine große beschäftigungspolitische Bedeutung für den deutschen Arbeitsmarkt. In den letzten Jahren spüren Dritte-Sektor-Organisationen einen verstärkten Wettbewerbs-, Ökonomisierungs- und Rationalisierungsdruck. Umso wichtiger erscheint die Frage nach dessen Auswirkungen auf die Arbeits- und Beschäftigungsverhältnisse. Der Beitrag untersucht die Arbeitsbedingungen und die Arbeitszufriedenheit von Beschäftigten im Dritten Sektor, insbesondere im Sozialwesen. Die Ergebnisse zeigen: Atypische Beschäftigungsverhältnisse sind vor allem bei Frauen und unter 30-Jährigen weit verbreitet. Die subjektive Einschätzung der Arbeitsbedingungen fällt trotz flexibler Beschäftigungsverhältnisse aufgrund intrinsischer Faktoren positiv aus. Insgesamt ist die Mehrheit der MitarbeiterInnen mit ihrer allgemeinen Beschäftigungssituation zufrieden." (Autorenreferat, IAB-Doku)

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Wilkin, Christa L. (2013): I can't get no job satisfaction: Meta-analysis comparing permanent and contingent workers. In: Journal of organizational behavior, Jg. 34, H. 1, S. 47-64. DOI:10.1002/job.1790

Abstract

"Scholars are concerned that contingent workers experience more adverse psychological job outcomes than permanent employees, but the empirical work on job satisfaction is mixed. The purpose of this study was to quantitatively summarize the potential mean differences in job satisfaction between contingent workers and permanent employees. Meta-analytic results from 72 primary studies (N=237,856) suggest that compared with permanent employees, contingent workers experience lower job satisfaction (d=-0.21); but when outlying primary studies are removed, the mean difference is small but significant (d=-0.06). Methodological artifacts explain small but significant differences in job satisfaction but do not account for much variance. Moderator analyses support previous findings that contingent workers are not a homogeneous group; some contingent workers (e.g., agency workers) experience lower job satisfaction than permanent employees, whereas the job satisfaction of other contingent workers (e.g., contractors) is similar to permanent employees. The findings have implications for increasing our understanding of job satisfaction by showing that job satisfaction appears to vary by employment type. Practical implications suggest that extending human resource practices to contingent workers may increase their job satisfaction, which has been shown to influence job performance, citizenship behaviors, and turnover." (Author's abstract, IAB-Doku) ((en))

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Badillo Amador, Lourdes, Ángel López Nicolás & Luis E. Vila (2012): The consequences on job satisfaction of job-worker educational and skill mismatches in the Spanish labour market. A panel analysis. In: Applied Economics Letters, Jg. 19, H. 4, S. 319-324. DOI:10.1080/13504851.2011.576999

Abstract

"The effects of job-worker mismatches on job satisfaction are examined using the eight waves (1994-2001) of Spanish data in the European Community Household Panel (ECHP). The impacts of both educational and skill mismatches are estimated considering unobserved heterogeneity, state dependence and attrition bias. Dynamic analysis shows that skill mismatches emerge as a much better predictor of job satisfaction than educational mismatches as the effects of the latter are related to unobserved heterogeneity among workers. Moreover, the current level of job satisfaction appears to be influenced by workers' previous job perceptions, suggesting a dynamic structure for job satisfaction." (Author's abstract, IAB-Doku) ((en))

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Balz, Anne & Kristina Krell (2012): Unsicherheit des Arbeitsplatzes mindert Arbeitszufriedenheit besonders in Deutschland. Vergleichende Analysen zur Wahrnehmung und Bewertung der Arbeitsbedingungen in Europa. In: Informationsdienst Soziale Indikatoren H. 48, S. 11-15.

Abstract

"Die Arbeitsbedingungen und Qualität von Arbeitsplätzen sind immer wieder Gegenstand öffentlicher Diskussionen. Auf der einen Seite sind durch äußere Zwänge wie technischer Fortschritt und die Globalisierung induzierte Veränderungen der Arbeitswelt unvermeidbar, auf der anderen Seite stellt sich die Frage, was den Erwerbstätigen zugemutet werden kann. Besonders von Gewerkschaftsseite wird der Fokus immer wieder auf die Belastungen gerichtet, denen Erwerbstätige heute ausgesetzt sind. Zunehmende Befristungsquoten und daraus entstehende Jobunsicherheit, flexiblere Arbeitszeiten und eine mit dem technischen Wandel einhergehende permanente Erreichbarkeit sowie die verlängerte Lebensarbeitszeit durch Erhöhung des Rentenalters sind nur einige Beispiele für veränderte Belastungen, denen Erwerbstätige heute ausgesetzt sind. Da die Erwerbstätigkeit einen zentralen Aspekt des Lebens darstellt, nicht zuletzt weil die Menschen einen Großteil des Tages damit verbringen und Arbeit neben ökonomischen Ressourcen auch Status und Sinn vermittelt, sind die Arbeitsbedingungen für die Lebensqualität und das Wohlbefinden der Erwerbstätigen insgesamt von erheblicher Bedeutung. In welchem Umfang die Erwerbstätigen in Deutschland und den übrigen Ländern der EU tatsächlich von belastenden Arbeitsbedingungen betroffen sind und wie sie ihre Arbeitsplatzsituation subjektiv wahrnehmen und bewerten, wird im vorliegenden Beitrag näher untersucht." (Autorenreferat, IAB-Doku)

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MacGowan, Pauric, Caroline Lewis Redeker, Sarah Y. Cooper & Kate Greenan (2012): Female entrepreneurship and the management of business and domestic roles. Motivations, expectations and realities. In: Entrepreneurship and Regional Development, Jg. 24, H. 1/2, S. 53-72. DOI:10.1080/08985626.2012.637351

Abstract

"Whilst some women are motivated to establish entrepreneurial ventures by factors which are similar to those of their male counterparts (including a desire for independence and financial gain), unlike the majority of men, a sizeable number choose entrepreneurship to balance work responsibilities and earning potential with domestic/familial commitments. Despite growing numbers of women citing flexibility and childcare obligations as strong motivations for starting a business relatively little attention has been paid to exploring their motivations, expectations and actual experiences of entrepreneurship, and the extent to which entrepreneurship really offers an improved work/family 'balance'. This paper presents findings of exploratory, qualitative research conducted in Northern Ireland, which focused upon the entrepreneurial journeys of 14 women as they established and managed their ventures, whilst balancing domestic/familial demands. Drawing upon information-rich evidence from in-depth interviews, insights are presented into their motivations and expectations of what entrepreneurship would offer, and the realities of their experience." (Author's abstract, IAB-Doku) ((en))

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Obschonka, Martin, Rainer K. Silbereisen & Jacek Wasilewski (2012): Constellations of new demands concerning careers and jobs. Results from a two-country study on social and economic change. In: Journal of vocational behavior, Jg. 80, H. 1, S. 211-223. DOI:10.1016/j.jvb.2011.08.002

Abstract

"Focusing on new demands posed by social and economic change, and applying a pattern-based approach, this study examined constellations of increasing labor market uncertainties (understood as threat) and increasing job-related learning tasks (understood as positive challenge). We investigated whether and how the groups of working individuals behind these constellations would systematically differ in socio-demographic characteristics and psychological resources and adjustment. Results derived from two corresponding data sets from Germany and Poland (German data set: N=1448; Polish data set: N=1584). Discriminant analyses revealed very similar results in both countries. As expected, respondents with a 'Negative change' pattern (high uncertainty/low learning) differed from the 'Positive change' group (low uncertainty/high learning) in that they showed higher levels of psychological resources (e.g., change-related self-efficacy), adjustment (e.g., work satisfaction), and socioeconomic status. Respondents with a 'Complex change' pattern (high/high) mainly differed from those with a 'No change' pattern (low/low) in that they showed more change related exploration. Additional analyses revealed that the 'Positive change' pattern is particularly prevalent in high positions (i.e., managers and professionals). Taken together, the results illustrate that constellations of change-related demands are systematically distributed within the working population as a function of socio-demographic background and psychological make-up." (Author's abstract, IAB-Doku) ((en))

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

Abstract

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

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Süß, Stefan & Benjamin Haarhaus (2012): Arbeitszufriedenheit in marktförmigen Beschäftigungssystemen. Eine empirische Analyse am Beispiel von Freelancern. In: Industrielle Beziehungen, Jg. 19, H. 1, S. 31-55. DOI:10.1688/1862-0035_IndB_2012_01_Suess

Abstract

"Im Zuge einer weitreichenden Flexibilisierung des deutschen Arbeitsmarkts verliert stabile, langfristige Beschäftigung (geschlossene Beschäftigungssysteme) zu Gunsten flexibler, atypischer Beschäftigung (offene bzw. marktförmige Beschäftigungssysteme) zunehmend an Bedeutung. Insbesondere verzeichnet das Freelancing, das als Prototyp marktförmiger Beschäftigung gelten kann, eine starke Zunahme. Obwohl die Charakteristika verschiedener betrieblicher Beschäftigungssysteme verschiedene Auswirkungen auf die Arbeitszufriedenheit der Beschäftigten vermuten lassen, ist dieses Feld bislang weitgehend unerforscht. Aus diesem Grund wurde auf Basis des Zürcher Modells untersucht, ob sich für Freelancer und Festangestellte verschiedener Einkommensklassen unterschiedliche Arbeitszufriedenheitstypen ermitteln lassen. Die Studie zeigt, dass die Unterscheidung zwischen hohem und niedrigem Einkommen insbesondere für die Arbeitszufriedenheit in marktförmigen Systemen von großer Relevanz ist." (Autorenreferat, IAB-Doku)

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Wagner, Alexandra (2012): Öffentlich geförderte Beschäftigung: Das Experiment ÖBS in Berlin und seine Wirkungen. In: Soziale Sicherheit, Jg. 61, H. 2, S. 45-51.

Abstract

"Schon lange wird darüber diskutiert, ob und wie Beschäftigungsverhältnisse für Personen mit starken Vermittlungshemmnissen öffentlich gefördert werden sollen. Es gibt dazu zahlreiche Instrumente und Programme, die allerdings gerade - wieder einmal - durch das Gesetz zur Verbesserung der Eingliederungschancen am Arbeitsmarkt verändert werden. Eine Legislaturperiode lang wurde in Berlin eine besondere Form der öffentlich geförderten Beschäftigung praktiziert: Durch eine großzügige Landesförderung konnten langzeitarbeitslose Personen, die mit bestimmten Instrumenten der Bundesarbeitsmarktpolitik gefördert wurden, zu relativ besseren Bedingungen beschäftigt werden. Der von der Linkspartei eingeführte 'Öffentlich geförderte Beschäftigungssektor' (ÖBS) war ein von Beginn an stark umstrittenes Projekt. Jüngst hat sich die neue Berliner Regierungskoalition aus SPD und CDU gegen die Fortführung des ÖBS entschieden, so dass die damit geschaffenen Beschäftigungsverhältnisse allmählich auslaufen. Im Folgenden werden die Ziele, Erfahrungen und Wirkungen des ÖBS beleuchtet." (Textauszug, IAB-Doku)

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Bellido, Hector, Jose Ignacio Gimenez-Nadal & Raquel Ortega (2011): Measuring satisfaction of the unemployed. A composite indicator and policy implications. In: Applied Economics Letters, Jg. 18, H. 17, S. 1687-1690. DOI:10.1080/13504851.2011.558475

Abstract

"Given that unemployment is one of the main economic problems, policymakers debate the possible solutions. We contribute to this debate by analysing the general satisfaction of the unemployed in Spain and comparing it with that of the employed. To this end, we create a composite indicator of general satisfaction using responses in the European Community Household Panel (ECHP) (1994-2001) relating to specific satisfaction in different areas, work, financial, home and leisure time. We find that being unemployed has a significant and negative association with the general satisfaction of individuals and, in consequence, we conclude that the Spanish unemployment problem cannot be attributed, at least not entirely, to a lack of incentives for seeking work." (Author's abstract, IAB-Doku) ((en))

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Böckerman, Petri, Pekka Ilmakunnas & Edvard Johansson (2011): Job security and employee well-being. Evidence from matched survey and register data. In: Labour economics, Jg. 18, H. 4, S. 547-554. DOI:10.1016/j.labeco.2010.12.011

Abstract

"We examine the effects of establishment- and industry-level labor market turnover on employees' well-being. The linked employer-employee panel data contain both survey information on employees' subjective well-being and comprehensive register-based information on job and worker flows. We test for the existence of compensating wage differentials by explaining wages and job satisfaction with average uncertainties, measured by an indicator for a high excessive turnover (churning) rate. The results are consistent with the theory of compensating wage differentials, since high uncertainty increases real wages, but high uncertainty has no effect on job satisfaction while not controlling for wages." (Author's abstract, IAB-Doku) ((en))

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Chambel, Maria José & Carlos-María Alcover (2011): The psychological contract of call-centre workers: Employment conditions, satisfaction and civic virtue behaviours. In: Economic and Industrial Democracy, Jg. 32, H. 1, S. 115-134. DOI:10.1177/0143831X10376421

Abstract

"The number of call centre businesses and workers has increased considerably over recent years and has become one of the sectors with the highest growth rate in Portugal. In this cross-sectional study, covering 363 call/contact centre (C/CC) workers in a Portuguese firm, we confirm that the relationship between employees and the organization, namely their psychological contract, is influenced by their employment conditions, that is, their status and work premises. We perform multiple regression analyses and results show that: (1) temporary employees perceive fewer relational and balanced and more transactional organizational obligations than permanent employees; (2) employees working at the client's premises perceive more balanced obligations of the organization; (3) the psychological contract has a relationship with the attitudes and behaviours of employees with a higher general relational orientation to their work, who are more satisfied and present more civic virtue behaviours. This study provides a discussion of the practical implications and future research." (Author's abstract, IAB-Doku) ((en))

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Chongvilaivan, Aekapol & Nattavudh Powdthavee (2011): And I will try to fix you. A study of heterogeneity in job satisfaction with implications for flexible employment contracts. (IZA discussion paper 5868), Bonn, 37 S.

Abstract

"This paper is an empirical study of slope heterogeneity in job satisfaction. It provides evidence from the generalized ordered probit models that different job characteristics tend to have different distributional impacts on the overall job satisfaction. For instance, standard models tend to significantly underestimate the effects of monthly salary and hours worked at generating the 'highly' satisfied workers, whilst lowering the incidence of the 'very dissatisfied' workers. Although our results should be viewed as illustrative, we provide discussions of their potential implications for employers and they could help with the design of employment contracts." (Author's abstract, IAB-Doku) ((en))

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Crost, Benjamin (2011): The effect of subsidized employment on happiness. (SOEPpapers on multidisciplinary panel data research at DIW Berlin 384), Berlin, 43 S.

Abstract

"While a large body of evidence suggests that unemployment and self-reported happiness are negatively correlated, it is not clear whether this reflects a causal effect of unemployment on happiness and whether subsidized employment can increase the happiness of the unemployed. To close this gap, this paper estimates the causal effect of a type of subsidized employment projects - Germany's Arbeitsbeschaffungsmaßnahmen - on self- reported happiness. Results from matching and fixed effects estimators suggest that subsidized employment has a large and statistically significant positive effect on the happiness of individuals who would otherwise have been unemployed. Detailed panel data on pre- and post-project happiness suggests that this effect can neither be explained by self-selection of happier individuals into employment nor by the higher incomes of the employed." (Author's abstract, IAB-Doku) ((en))

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Dickey, Heather, Verity Watson & Alexandros Zangelidis (2011): Is it all about money? An examination of the motives behind moonlighting. In: Applied Economics, Jg. 43, H. 26, S. 3767-3774. DOI:10.1080/00036841003724403

Abstract

"Multiple-job holding is an important labour market phenomenon. In this article, we examine individuals' motives for multiple-job holding. Specifically, we estimate an empirical model of the motivation for moonlighting assuming that individuals hold a second job for either financial or for nonpecuniary motives. Our results contribute to a better understanding of multiple-job holding. We find that multiple-job holding is used by individuals as a way to deal with the financial difficulties or the increased financial commitments in their household. Individuals are more likely to moonlight for money in the early stages of their adult life. Finally, individuals with more labour market experience are more likely to moonlight for pecuniary than nonpecuniary reasons." (Author's abstract, IAB-Doku) ((en))

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Gerlach, Knut, Olaf Hübler & Gesine Stephan (2011): Beschäftigung zwischen Mobilität und Stabilität. Empirische Befunde und wirtschaftspolitische Folgerungen. In: Zeitschrift für ArbeitsmarktForschung, Jg. 44, H. 1/2, S. 91-102., 2011-01-10. DOI:10.1007/s12651-011-0057-7

Abstract

"Ziel dieses Beitrags ist, einen Überblick über unsere neueren Forschungsergebnisse zum Spannungsfeld der Beschäftigung zwischen Mobilität und Stabilität - aus individueller und betrieblicher Sicht sowie unter Berücksichtigung institutioneller Einflüsse - zu geben. Die vorgestellten Arbeiten gehen stärker als die bisherige Literatur auf die Interaktionen zwischen Individuum und Betrieb ein. Die Ergebnisse lassen sich vier Projektschwerpunkten zuordnen. Erstens identifizierte eine Anzahl von Studien individuelle, betriebliche und gesamtwirtschaftliche Determinanten der Beschäftigungsstabilität. Zweitens wurde die Bedeutung von Löhnen und Zufriedenheit auf Arbeitsplatzwechsel untersucht. Die Befunde zeigen unter anderem, dass höhere Arbeitsplatzsicherheit und höhere Löhne in Deutschland Hand in Hand gehen; allerdings lassen sich auch Hinweise auf kompensierende Lohndifferentiale finden. Ein dritter Schwerpunkt analysiert die Bedeutung von Institutionen für die Beschäftigungsstabilität. Die Ergebnisse weisen darauf hin, dass die Beschäftigung in Betrieben, die Tarifverträge anwenden, stabiler ausfällt, während betriebliche Bündnisse zumindest mittelfristig keine positiven Beschäftigungswirkungen hatten. Schließlich ging ein vierter Projektteil der Wirkung von Eingliederungszuschüssen auf Löhne und Beschäftigungsdauer nach. Dabei zeigte sich, dass geförderte Beschäftigungsverhältnisse bei ungefähr gleich hohen Einstiegslöhnen länger andauern." (Autorenreferat, IAB-Doku)

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Hanglberger, Dominik (2011): Does job satisfaction adapt to working conditions? An empirical analysis for rotating shift work, flextime, and temporary employment in UK. (FFB-Diskussionspapier 87), Lüneburg, 18 S.

Abstract

"Die Adaptionstheorie - basierend auf dem hedonic treadmill model - wurde in mehreren Studien hauptsächlich von Psychologen und Ökonomen empirisch überprüft. Der Schwerpunkt wurde dabei auf die Auswirkungen einzelner Lebensereignisse auf globale subjektive Wohlfahrtsindikatoren (Lebenszufriedenheit/Happiness) gelegt. Auf die Zufriedenheit mit einzelnen Lebensbereichen wurde die Adaptionstheorie bislang kaum angewendet. Ziel dieses Beitrags ist es deshalb zu untersuchen, inwiefern die Arbeitszufriedenheit von Adaptionseffekten beeinflusst wird und welche Umstände einer individuellen Adaption an veränderte Arbeitsbedingungen förderlich bzw. hinderlich ist? Dazu analysieren wir auf Basis von bis zu 18 Wellen des British Household Panel Surveys (BHPS), wie abhängig Beschäftigte in ihrer subjektiven Bewertung der Arbeitssituation auf die Einführung von Gleitzeitregelungen, die Arbeit in Wechselschichtsystemen und befristete Beschäftigungsverhältnisse reagieren. Unsere auf fixed-effects Regressionsmodellen basierenden Analysen zeigen, dass das Adaptionspotential je nach Arbeitsplatzmerkmal deutlich variiert. Während positive Effekte von Gleitzeitregelungen auf die Arbeitszufriedenheit voll adaptiert werden, findet sich für die befristete Beschäftigung nur eine teilweise Adaption. Für die Arbeit in Wechselschichtsystemen zeigt sich ein dauerhaft negativer Effekt auf die Arbeitszufriedenheit, also kein Adaptionseffekt." (Textauszug, IAB-Doku)

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Hardering, Friedericke & Stefan Bergheim (2011): Sicherheit macht zufrieden. Wie Verunsicherung die Zufriedenheit mit der Arbeit beeinträchtigt. Frankfurt, M., 33 S.

Abstract

Untersucht werden die Auswirkungen der wahrgenommene Arbeitsplatzunsicherheit auf die Arbeitszufriedenheit. Hierzu werden einschlägige Studien für Deutschland ausgewertet. Arbeitsplatzunsicherheit hängt nicht nur von der eigenen Beschäftigungssituation ab, sondern ebenso von der Einschätzung der Folgen, die eine Kündigung nach sich ziehen kann. Die wahrgenommene Wahrscheinlichkeit des sozialen Abstiegs wie auch die erwarteten Konsequenzen desselben werden wiederum stark durch den sozialen Vergleich beeinflusst. Zudem fliest die aktuelle Konjunkturlage in die wahrgenommene Arbeitsplatzunsicherheit ein. Die Schlussfolgerungen dieser Studie sind: Für mehr Zufriedenheit mit der Arbeit ist nicht nur die Verbesserung der unmittelbaren Arbeitsbedingungen und die Vermeidung von Arbeitslosigkeit wichtig, sondern insbesondere die Verringerung der Arbeitsplatzunsicherheit in der Gesellschaft. Breite Wohlfahrtsmaße sollten neben dem subjektiven Wohlbefinden auch ein Maß für gesellschaftliche Verunsicherung einschließen. Die psychologischen Kosten, die durch Verunsicherung bei 'objektiv' sicher Beschäftigten entstehen, müssen mehr Berücksichtigung finden. (IAB)

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Kalleberg, Arne L. (2011): Good jobs, bad jobs. The rise of polarized and precarious employment systems in the United States, 1970s to 2000s. (American Sociological Association's Rose Series in Sociology), New York: Russell Sage Foundation, 292 S.

Abstract

"The economic boom of the 1990s veiled a grim reality: in addition to the growing gap between rich and poor, the gap between good and bad quality jobs was also expanding. The postwar prosperity of the mid-twentieth century had enabled millions of American workers to join the middle class, but as the author shows, by the 1970s this upward movement had slowed, in part due to the steady disappearance of secure, well-paying industrial jobs. Ever since, precarious employment has been on the rise - paying low wages, offering few benefits, and with virtually no long-term security. Today, the polarization between workers with higher skill levels and those with low skills and low wages is more entrenched than ever. The book traces this trend to large-scale transformations in the American labor market and the changing demographics of low-wage workers. The author draws on nearly four decades of survey data, as well as his own research, to evaluate trends in U.S. job quality and suggest ways to improve American labor market practices and social policies. The book provides an insightful analysis of how and why precarious employment is gaining ground in the labor market and the role these developments have played in the decline of the middle class. The author shows that by the 1970s, government deregulation, global competition, and the rise of the service sector gained traction, while institutional protections for workers - such as unions and minimum-wage legislation - weakened. Together, these forces marked the end of postwar security for American workers. The composition of the labor force also changed significantly; the number of dual-earner families increased, as did the share of the workforce comprised of women, non-white, and immigrant workers. Of these groups, blacks, Latinos, and immigrants remain concentrated in the most precarious and low-quality jobs, with educational attainment being the leading indicator of who will earn the highest wages and experience the most job security and highest levels of autonomy and control over their jobs and schedules." (Author's abstract, IAB-Doku) ((en))

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Michenthaler, Georg (2011): Beschäftigte in der Forschung. Analyse der Arbeitsbedingungen und der Arbeitszufriedenheit auf Grundlage des österreichischen Arbeitsklima-Index. (Beiträge zur Wirtschaftspolitik 31), Wien, 50 S.

Abstract

"Der nicht zuletzt in der Lissabon-Strategie der EU vorgezeichnete Weg Europas von der industriellen Produktions- in die Wissensgesellschaft rückt die Herstellung und Vermittlung von Wissen ins Zentrum des Interesses. Besondere Aufmerksamkeit verdient in diesem Zusammenhang die Lebens- und Arbeitssituation der Beschäftigten in Forschung und Entwicklung, die zur Erreichung dieses Ziels maßgeblich beitragen. Um einen Blick in deren Arbeitsverhältnisse zu gewinnen, wurde nun das Institut für empirische Sozialforschung (IFES) wurde von der Arbeiterkammer Wien mit der Durchführung einer repräsentativen Befragung von Forschungsbeschäftigten in Österreich beauftragt. In dem Bericht werden die Hauptergebnisse der im letzten Quartal 2010 und im ersten Quartal 2011 durchgeführten - schriftlichen sowie telefonischen - Befragung dargestellt. Besondere Aktualität gewinnen die Befragungsergebnisse dadurch, dass eben in diesem Zeitraum die von der Bundesregierung geplanten Kürzungen der Förderungen von Forschungseinrichtungen publik wurden. Primäre Zielsetzung der Studie ist die Berechnung des Arbeitsklima Index für Beschäftigte in der Forschung sowie die vergleichende Darstellung einzelner Aspekte der Arbeitssituation dieser Berufsgruppe aus deren subjektiven Sicht. Ausgeklammert aus der Betrachtung wurden einerseits die universitäre Forschung, andererseits die den öffentlichen Einrichtungen zuzurechnenden Forschungsbereiche wie Forschungsaktivitäten seitens des Bundes, der Länder, der Gemeinden oder etwa auch von Museen u.ä. Grundgesamtheit der Untersuchung waren somit jene von der Statistik Austria in der 'Erhebung über Forschung und experimentelle Entwicklung 2007 - Unternehmenssektor' - in Vollzeitäquivalenten - ausgewiesenen rund 20.000 WissenschaftlerInnen und rund 14.000 Angehörigen des höher qualifizierten nichtwissenschaftlichen Personals im privatwirtschaftlichen bzw. kooperativen Bereich, die - als Haupttätigkeit oder temporär projektbezogen - im engeren Sinn mit Forschungsaufgaben wissenschaftlicher oder nichtwissenschaftlicher Art befasst sind, nicht jedoch Hilfs- oder administrative Kräfte. Es handelt sich dabei sowohl um Beschäftigte in spezifischen Forschungseinrichtungen, aber auch um solche in F&E-Abteilungen größerer Unternehmen der Produktions- und Dienstleistungssektoren. Vom Projektteam der Arbeiterkammer und der GPA-djp wurden eine Reihe von forschungsleitenden Fragestellungen und Thesen zur Berufsarbeit von Forschungsbeschäftigten eingebracht, die implizit oder explizit den Fokus der vorliegenden Analyse bilden - wie z.B.: - Charakter der ForscherInnenlaufbahnen, Karrierewege in der Forschung - insbesondere auch unter dem Gender-Aspekt - Gestaltungsmöglichkeiten, 'Freiheit der Forschung' - Arbeitsstrukturen - Teamarbeit vs. Einzelkämpfertum - Führungskompetenzen und Konfliktfähigkeit - Reputation bzw. Status von ForscherInnen in der Gesellschaft - Tätigkeitsumfang: von 'reiner' Forschung bis zu Akquisition, ForscherInnen als 'Mädchen für alles' - Familie-Beruf, Arbeitszeiten, Doppelbelastungen - Gesundheitsbedingungen, Sicherheit." (Autorenreferat, IAB-Doku)

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Wittmer, Jenell L. S. & James E. Martin (2011): Effects of scheduling perceptions on attitudes and mobility in different part-time employee types. In: Journal of vocational behavior, Jg. 78, H. 1, S. 149-158. DOI:10.1016/j.jvb.2010.07.004

Abstract

"Recent research supports the existence of a typology of part-time employees with demographic and behavioral differences. This research suggests that part-timers should not be viewed as one homogenous group and that certain part-time employee groups have fixed external role attachments, while others have more flexible attachments. Applying the part-time typology and the classification of fixed versus flexible attachments from previous research, the current study examines differences in the relationships among scheduling perceptions, job attitudes, and employment mobility for part-timers. Consistent with Partial Inclusion Theory, we found that part-time workers classified as having more fixed outside role attachments have lower organizational commitment, job satisfaction, employment mobility, work status congruence, scheduling control, and scheduling satisfaction than those classified as having more flexible outside role attachments. Additionally, the flexibility of external role attachments moderates the relationship between scheduling variables and job attitudes and employment mobility. Implications for management and research are discussed." (Author's abstract, IAB-Doku) ((en))

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Wulfgramm, Melike (2011): Can activating labour market policy offset the detrimental life satisfaction effect of unemployment? In: Socio-economic review, Jg. 9, H. 3, S. 477-501. DOI:10.1093/ser/mwr006

Abstract

"Unemployment has persistently been found to severely decrease the life satisfaction of individuals. Even after income and other socioeconomic characteristics are controlled for, the employment status remains an important determinant of happiness, pointing to non-pecuniary functions of work. But what effect does labour market policy have? Can the psychosocial functions of work be fulfilled by activation measures, offsetting the detrimental life satisfaction effect of unemployment? Analysing panel data, this paper shows that the biggest German activation programme 'One-Euro-Job' is connected to a level of life satisfaction that is significantly higher than the one of respective unemployed welfare benefit recipients. This effect is especially strong if participants perceive the measure to match their personal skills and to increase their future employment chances, but vanishes if participants perceive it as degrading. In total, satisfaction scores of participants do not match the level of the regularly employed. In contrast to these pronounced differences in cross-sectional analyses, longitudinal models show similar effects but are less statistically robust, pointing to certain selection biases." (Author's abstract, IAB-Doku) ((en))

Abstract

"This second annual Yearbook on Living and working in Europe 2010 aims to convey the main findings of some of Eurofound's key currents of research - in particular, results and analysis from its three pan-European surveys on company practices, working conditions and quality of life. All the surveys now enable us to paint some pictures of trends over time, crucial for understanding how Europe is developing and the changing challenges it is encountering. Not least among these challenges is the creation of a truly multicultural European society, a task being undertaken daily by both majority and minority communities. As detailed in last year's publication, European governments and social partners are still dealing with the effects of the economic crisis; in many countries, short-time working schemes were extended or introduced as one response. Eurofound's Yearbook also outlines how such responses to the crisis may also provide an opportunity, highlighting ways of adapting such schemes to combine both greater flexibility and greater security. Such adaptation can only take place with the cooperation of the social partners: the Yearbook 2010 looks at how both trade unions and employer organisations are adapting to meet the challenges of changing times." (Author's abstract, IAB-Doku) ((en))

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Abrahamsen, Bente (2010): Employment status and commitment to work in professions. In: Economic and Industrial Democracy, Jg. 31, H. 1, S. 93-115. DOI:10.1177/0143831X09343990

Abstract

"The main question in the article is to what degree underemployed and overemployed professionals are committed to the profession and the organization which employs them. Ten professional groups are included in the study and more than one in four respondents are either underemployed or overemployed. The results show that overemployment affects commitment to the profession and the organization negatively. Unexpectedly, underemployed professionals do not report weaker commitment either to the profession or to the organization compared to colleagues who work an equal but preferred number of hours." (Author's abstract, IAB-Doku) ((en))

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Buch, Robert, Bård Kuvaas & Anders Dysvik (2010): Dual support in contract workers' triangular employment relationships. In: Journal of vocational behavior, Jg. 77, H. 1, S. 93-103. DOI:10.1016/j.jvb.2010.02.009

Abstract

"This study investigated the interplay between perceived investment in contract worker development by the client organization and contract workers' perceived organizational support from their temporary employment agency. A study among 2021 contract workers from three temporary employment agencies in Norway showed that the relationships between perceived investment in contract worker development and task and contextual performance were moderated by contract workers' perceived organizational support from the agency. The form of the moderations revealed no positive relationships between perceived investment in contract worker development and performance unless the perceived investment by the client organization was accompanied by higher levels of perceived support from the temporary employment agency. These findings suggest that client organizations, which hire from temporary employment agencies that provide support to their contract workers, will get the most out of their investments in these contract workers' development." (Author's abstract, IAB-Doku) ((en))

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Clark, Andrew E. (2010): Work and well-being. In: CESifo DICE report, Jg. 8, H. 4, S. 17-21.

Abstract

Zwei Forschungsfragen bezüglich Arbeit und Zufriedenheit werden in dem Beitrag diskutiert. Zum einen wird der Zusammenhang zwischen Arbeitsmarktstatus und Zufriedenheit thematisiert. Ist die subjektive Zufriedenheit von Arbeitslosen geringer als die Zufriedenheit von abhängig Beschäftigten? Und ist die subjektive Zufriedenheit von Selbständigen höher als die Zufriedenheit von abhängig Beschäftigten? Sind Rentner zufrieden mit ihrem Berufsausstieg? Wird der Erwerbsstatus freiwillig gewählt oder spielen Zwänge eine Rolle? Zweites Thema ist der Zusammenhang zwischen Arbeitsplatzmerkmalen und Zufriedenheit. Arbeitsplatzqualität wird hier nicht nur als eine objektiv messbare Größe betrachtet, sondern auch in ihrer subjektiven Dimension. Berücksichtigt man diese Heterogenität bei der Bewertung von Arbeit, dann lassen sich auch die Unterschiede in der Bewertung des Berufsausstiegs erklären: Die Zufriedenheit hängt hier sowohl von der Art der Arbeit als auch von der Zukunftsperspektive ab. (IAB)

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Eichhorst, Werner, Andrea Kuhn, Eric Thode & Rosemarie Zenker (2010): Traditionelle Beschäftigungsverhältnisse im Wandel. Benchmarking Deutschland: Normalarbeitsverhältnis auf dem Rückzug. Gütersloh, 64 S.

Abstract

"Der Arbeitsmarkt in Deutschland besteht inzwischen aus zwei Segmenten: Zum einen aus traditionellen und zum anderen aus sogenannten atypischen Beschäftigungsverhältnissen. Atypische Beschäftigungsverhältnisse ermöglichen dabei zwar sowohl für Arbeitgeber als auch für Arbeitnehmer höhere Flexibilität und damit einhergehend eine Zunahme der Beschäftigung insgesamt, sind aber durch höhere Risiken geprägt. Das traditionelle Beschäftigungsverhältnis ist dagegen durch ein hohes Maß an Sicherheit gekennzeichnet. Unterschiede im internationalen Vergleich gibt es dennoch: Hinsichtlich der Arbeitsbedingungen, der Lohnentwicklung, der Arbeitsbeziehungen und der Ausprägung des Kündigungsschutzes differieren die Systeme. Im internationalen Vergleich kann für Deutschland Folgendes festgestellt werden:
1. Mit einer vergleichsweise hohen Teilzeitquote und einem moderaten Anteil befristeter Beschäftigung zeigt Deutschland eine klare Dualisierung des Arbeitsmarktes. Seit 2001 ist der Rückgang traditioneller Beschäftigungsverhältnisse vergleichsweise hoch. Die Industrie ist nach wie vor vom männlich dominierten, sogenannten Normalarbeitsverhältnis geprägt. Dagegen zeigt der Dienstleistungssektor ein anderes Bild: Deutschland hat hier im Vergleich zu anderen europäischen Ländern relativ wenige Arbeitnehmer, die über eine unbefristete Vollzeitstelle verfügen.
2. Befristete Vollzeitbeschäftigung ist in Deutschland vergleichsweise selten. Gehen Arbeitnehmer einer Vollzeitbeschäftigung mit einer zeitlich begrenzten Dauer nach, sind insgesamt die Chancen gut, dass das Arbeitsverhältnis entfristet und demnach dauerhaft angelegt wird.
3. Der Anteil von Frauen in traditionellen Beschäftigungsverhältnissen ist aufgrund des lange dominierenden Male-Breadwinner-Modells unterdurchschnittlich. Die Entwicklung hin zu mehr Flexibilität auf dem Arbeitsmarkt trifft entsprechend eher auf Frauen als auf Männer zu. Der geringe Anteil von Frauen, die sich in einem Normalarbeitsverhältnis befinden, ist seit 2001 nochmals zurückgegangen.
4. Eine unterdurchschnittliche Lohnentwicklung und ein relativ hohes Gesamtabgabenaufkommen belastet die Privathaushalte. Die steuerliche Belastung nimmt bei Arbeitnehmern in höheren Einkommensbereichen sowohl marginal als auch durchschnittlich ab. Die Mittelschicht ist dagegen im internationalen Vergleich recht stark belastet.
5. Die Mitgestaltung der Arbeitnehmer hat im internationalen Vergleich abgenommen: Sowohl der Organisationsgrad als auch die Mitgliederzahlen von Gewerkschaften sind geringer als 2001. Die Tariflöhne sind bei einer nach wie vor vergleichsweise geringen durchschnittlichen Jahresarbeitszeit durch Stagnation gekennzeichnet.
6. Der Arbeitnehmerschutz ist in Deutschland bei traditionellen Beschäftigungsverhältnissen nach wie vor hoch. Seit 2001 wurde der Kündigungsschutz für Arbeitnehmer in einem Normalarbeitsverhältnis kaum verändert. Hohe Lohnersatzraten und eine im internationalen Vergleich nach wie vor hohe Bezugsdauer von Arbeitslosengeld sichern den Arbeitnehmer in einem Normalarbeitsverhältnis im Gegensatz zu Arbeitnehmern in atypischen Beschäftigungsverhältnissen vergleichsweise stark ab." (Autorenreferat, IAB-Doku)

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Florack, Melanie (2010): Wirkungen atypischer Beschäftigung auf Arbeitszufriedenheit und Organizational Citizenship Behavior. Eine Untersuchung aus der Perspektive der Netzwerkanalyse. (Empirische Personal- und Organisationsforschung 42), München: Hampp, 285 S.

Abstract

"Als Reaktion auf den zunehmenden Flexibilisierungsdruck setzen Unternehmen vermehrt auf den Einsatz atypischer Beschäftigungsformen wie Teilzeitarbeit, geringfügige Beschäftigung, Leiharbeit und befristete Beschäftigung. Bisher wenig erforscht sind allerdings mögliche versteckte Kosten atypischer Beschäftigung. In der vorliegenden Arbeit wird auf der Grundlage der Wert-Erwartungs-Theorie und der Theorie der relativen Deprivation postuliert, dass atypische Beschäftigung negative Wirkungen auf Arbeitszufriedenheit und Organizational Citizenship Behavior (freiwilliges Arbeitsengagement) ausübt. Dafür werden zwei Erklärungsfaktoren angenommen: Eine geringere Integration der atypisch Beschäftigten in die sozialen Netzwerke (Netzwerk-Zentralität) sowie das Empfinden von Benachteiligung gegenüber den Normalbeschäftigten. Zur Überprüfung der Hypothesen wurde eine standardisierte schriftliche Befragung an Pflegekräften eines Universitätsklinikums vorgenommen. Die Ergebnisse zeigen eine negative Wirkung atypischer Beschäftigung (hier: unbefristete Teilzeitbeschäftigung und befristete Vollzeitbeschäftigung) auf Organizational Citizenship Behavior und überraschenderweise eine positive Wirkung auf Arbeitszufriedenheit. Eine intervenierende Wirkung von geringerer Netzwerk-Zentralität und empfundener Benachteiligung (relativer Deprivation) konnte teilweise bestätigt werden." (Autorenreferat, IAB-Doku)

Zitatform

Florack, Melanie (2010): Wirkungen atypischer Beschäftigung auf Arbeitszufriedenheit und Organizational Citizenship Behavior. Eine Untersuchung aus der Perspektive der Netzwerkanalyse. 285 S.

Abstract

"Als Reaktion auf den zunehmenden Flexibilisierungsdruck setzen Unternehmen vermehrt auf den Einsatz atypischer Beschäftigungsformen wie Teilzeitarbeit, geringfügige Beschäftigung, Leiharbeit und befristete Beschäftigung. Bisher wenig erforscht sind allerdings mögliche versteckte Kosten atypischer Beschäftigung. In der vorliegenden Arbeit wird auf der Grundlage der Wert-Erwartungs-Theorie und der Theorie der relativen Deprivation postuliert, dass atypische Beschäftigung negative Wirkungen auf Arbeitszufriedenheit und Organizational Citizenship Behavior (freiwilliges Arbeitsengagement) ausübt. Dafür werden zwei Erklärungsfaktoren angenommen: Eine geringere Integration der atypisch Beschäftigten in die sozialen Netzwerke (Netzwerk-Zentralität) sowie das Empfinden von Benachteiligung gegenüber den Normalbeschäftigten. Zur Überprüfung der Hypothesen wurde eine standardisierte schriftliche Befragung an Pflegekräften eines Universitätsklinikums vorgenommen. Die Ergebnisse zeigen eine negative Wirkung atypischer Beschäftigung (hier: unbefristete Teilzeitbeschäftigung und befristete Vollzeitbeschäftigung) auf Organizational Citizenship Behavior und überraschenderweise eine positive Wirkung auf Arbeitszufriedenheit. Eine intervenierende Wirkung von geringerer Netzwerk-Zentralität und empfundener Benachteiligung (relativer Deprivation) konnte teilweise bestätigt werden." (Autorenreferat, IAB-Doku)

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Green, Francis & Yu Zhu (2010): Overqualification, job dissatisfaction, and increasing dispersion in the returns to graduate education. In: Oxford economic papers, Jg. 62, H. 4, S. 740-763. DOI:10.1093/oep/gpq002

Abstract

"We report increasing dispersion in the returns to graduate education in Britain, and relate this development to rising overqualification. We distinguish 'Real' and 'Formal' overqualification, according to whether it is accompanied by underutilization of skill. Employees in the former group experience greater, and more sharply rising, pay penalties than those in the latter group. Real Overqualification, but not Formal Overqualification, is associated with job dissatisfaction. While Formal Overqualification has been increasing over time, Real Overqualification has been steady or rising only slowly. The normative implication drawn is that the state should provide regular information on the distribution of the returns to graduate education." (Author's abstract, IAB-Doku) ((en))

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Grün, Carola, Wolfgang Hauser & Thomas Rhein (2010): Is any job better than no job? Life satisfaction and re-employment. In: Journal of labor research, Jg. 31, H. 3, S. 285-306. DOI:10.1007/s12122-010-9093-2

Abstract

Anhand von Daten des Sozio-ökonomischen Panels für Westdeutschland wird der Einfluss von Übergängen zwischen Arbeitslosigkeit und Vollzeitbeschäftigung auf die Lebenszufriedenheit, insbesondere auf die Arbeitsqualität untersucht. Es werden verschiedene Indikatoren der Arbeitsqualität verwendet (Selbstauskunft zur Zufriedenheit mit der Arbeit, Löhne, Art des Arbeitsvertrags und Indikatoren für die Eignung des Arbeitnehmers für die Arbeitsanforderungen). Es wird der Einfluss von Einkommensänderungen und andere Faktoren, die die Lebenszufriedenheit beeinflussen, unter Verwendung einer konditionellen Logit-Schätzfunktion überprüft. Die Ergebnisse weisen darauf hin, dass die Arbeitsplatzqualität nur bis zu einem bestimmten Ausmaß von Bedeutung ist und dass oftmals Personen mit schlechten Arbeitsstellen immer noch ein höheres Maß an Lebensqualität aufweisen als Arbeitslose. Dieser Effekt ist für die meisten Indikatoren zur Lebensqualität statistisch signifikant, bis auf Arbeitnehmer mit einer niedrigen Arbeitszufriedenheit und für diejenigen, deren neuer Job schlechter ist als der, den sie vor ihrer Arbeitslosigkeit hatten. (IAB)

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Guest, David E., Kerstin Isaksson & Hans De Witte (Hrsg.) (2010): Employment contracts, psychological contracts, and employee well-being. An international study. Oxford: Oxford University Press, 327 S.

Abstract

"Temporary employment has become a focus of policy debate, theory, and research. The book addresses as its core concern the relationship between temporary employment contracts and employee well-being. It does so within the analytic framework of the psychological contract, and advances theory and knowledge about the psychological contract by exploring it from a variety of perspectives. It also sets the psychological contract within the context of a range of other potential influences on work-related well-being including workload, job insecurity, employability, and organizational support. A key aim of the book is to identify the relative importance of these various potential influences on well-being.
The book covers seven countries; Belgium, Germany, The Netherlands, Spain, Sweden and the UK, as well as Israel as a comparator outside Europe. Data were collected from over 5,000 workers in over 200 organizations; and from both permanent and temporary workers as well as from employers.
The book's conclusions are interesting and controversial. The central finding is that contrary to expectations, temporary workers report higher well-being than permanent workers. As expected, a range of factors help to explain variations in work-related well-being and the research highlights the important role of the psychological contract. However, even after taking into account alternative explanations, the significant influence of type of employment contract remains, with temporary workers reporting higher well-being. In addition to this core finding, by exploring several aspects of the psychological contract, and taking into account both employer and employee perspectives, the book sheds new light on the nature and role of the psychological contract. It also raises some challenging policy questions and while acknowledging the potentially precarious nature of temporary jobs, highlights the need to consider the increasingly demanding nature of permanent jobs and their effects on the well-being of employees." (Author's abstract, IAB-Doku) ((en))

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Quesnel-Vallee, Amelie, Suzanne DeHaney & Antonio Ciampi (2010): Temporary work and depressive symptoms. A propensity score analysis. In: Social science & medicine, Jg. 70, H. 12, S. 1982-1987. DOI:10.1016/j.socscimed.2010.02.008

Abstract

"Recent decades have seen a tremendous increase in the complexity of work arrangements, through job sharing, flexible hours, career breaks, compressed work weeks, shift work, reduced job security, and part-time, contract and temporary work. In this study, we focus on one specific group of workers that arguably most embodies non-standard employment, namely temporary workers, and estimate the effect of this type of employment on depressive symptom severity. Accounting for the possibility of mental health selection into temporary work through propensity score analysis, we isolate the direct effects of temporary work on depressive symptoms with varying lags of time since exposure. We use prospective data from the U.S. National Longitudinal Survey of Youth 1979 (NLSY79), which has followed, longitudinally, from 1979 to the present, a nationally representative cohort of American men and women between 14 and 22 years of age in 1979. Three propensity score models were estimated, to capture the effect of different time lags (immediately following exposure, and 2 and 4 years post exposure) between the period of exposure to the outcome. The only significant effects were found among those who had been exposed to temporary work in the two years preceding the outcome measurement. These workers report 1.803 additional depressive symptoms from having experienced this work status (than if they had not been exposed). Moreover, this difference is both statistically and substantively significant, as it represents a 50% increase from the average level of depressive symptoms in this population." (Author's abstract, IAB-Doku) ((en))

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Salvatori, Andrea (2010): Labour contract regulations and workers' wellbeing. International longitudinal evidence. (IZA discussion paper 4685), Bonn, 45 S.

Abstract

"All industrialized countries have Employment Protection Legislation (EPL) for permanent workers and Restrictions on the use of Temporary Employment (RTE). The (ambiguous) effects of these on the levels of employment and unemployment have been extensively studied, but nothing is known empirically about their well-being implications. Using longitudinal data from the European Community Household Panel, the author conducts the first study of the link between both EPL and RTE and workers' wellbeing. The results provide evidence that both permanent and temporary employees gain from reforms that ease restrictions on temporary employment but leave firing costs for permanent workers unchanged. This finding contrasts with common claims found in the political economy literature." (Author's abstract, IAB-Doku) ((en))

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

Abstract

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

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

Abstract

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

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Burchell, Brendan (2009): Flexicurity as a moderator of the relationship between job insecurity and psychological well-being. In: Cambridge Journal of Regions, Economy and Society, Jg. 2, H. 3, S. 365-378. DOI:10.1093/cjres/rsp021

Abstract

"Flexicurity has been heralded as the solution to simultaneously maintain the well-being of employees through employment security while allowing employers to benefit from flexibility. This paper examines one of the claimed benefits that countries with flexicurity policies will reduce the stress on employees who experience job insecurity. More specifically, it is argued that more generous unemployment benefits along with active labour market policies to facilitate rapid re-employment reduces the anxiety associated with insecurity. Analyses of two international data sets found little evidence for this moderation of the link between insecurity and well-being in countries that are assumed to be exemplars of flexicurity. The economic rationality behind these claims is questioned, and a psychological approach to job insecurity is suggested as an alternative." (Author's abstract, IAB-Doku) ((en))

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Clark, Andrew E. & Yarine Fawaz (2009): Valuing jobs via retirement. European evidence. In: National Institute Economic Review, Jg. 209, H. 1, S. 88-103. DOI:10.1177/0027950109345236

Abstract

"While much has been made of the value of employment relative to unemployment, much less is known about the value of work relative to retirement. Here we use two European panel datasets to show first that psychological well-being (measured on the EURO-D and GHQ scales) barely changes on average when individuals retire. However, there is a great deal of heterogeneity in the size of this change between job type and between individuals. Some gain on leaving work, while others experience substantial falls in well-being on retiring, suggesting that they may have preferred to carry on working. We suggest that the results of these analyses can help to inform policy aiming to encourage labour supply by older workers." (Author's abstract, IAB-Doku) ((en))

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Cornelißen, Thomas (2009): The interaction of job satisfaction, job search, and job changes. An empirical investigation with German panel data. In: Journal of happiness studies, Jg. 10, H. 3, S. 367-384. DOI:10.1007/s10902-008-9094-5

Abstract

"Using the rich data set of the German Socio-Economic Panel (GSOEP) this article analyzes the effects of job characteristics on job satisfaction as well as the conditions under which low job satisfaction leads to job search, and under which job search leads to job changes. Individual fixed effects are included into the analysis in order to hold unobserved heterogeneity constant. According to the empirical results, the strongest determinants of job satisfaction are relations with colleagues and supervisors, task diversity and job security. Furthermore, job satisfaction is an important determinant of the self-reported probability of job search, which in turn effectively predicts actual job changes. The effect of job search on the probability of changing jobs varies with job satisfaction and is strongest at low levels of job satisfaction. The effects of job dissatisfaction on job search and of job search on quits are stronger for workers with lower tenure, better educated workers, workers in the private sector and when the economy and labor market are in a good condition." (Author's abstract, IAB-Doku) ((en))

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Cuyper, Nele de, Guy Notelaers & Hans de Witte (2009): Transitioning between temporary and permanent employment. A two-wave study on the entrapment, the stepping stone and the selection hypothesis. In: Journal of Occupational and Organizational Psychology, Jg. 82, H. 1, S. 67-88. DOI:10.1348/096317908X299755

Abstract

"The two-wave study investigates how transitioning between temporary and permanent employment relates to a number of psychological consequences; namely, work engagement, affective organizational commitment, life satisfaction, and turnover intention. We hypothesize that temporary employment associates with unfavourable outcomes when it is a trap (entrapment hypothesis), while no such unfavourable outcomes are expected for those who transition to permanent employment (stepping stone hypothesis). Furthermore, we investigate the assumption that transitioning from permanent to temporary employment relates to unfavourable outcomes. Finally, we investigate dynamics related to selection into temporary or permanent employment. Hypotheses are tested on a sample of 1,475 workers. The results show that continuous temporary employment does not relate to unfavourable outcomes over time, while gaining permanent employment associates with increased work engagement. Also, permanent workers who transition to temporary employment are more engaged and committed after transitioning. No evidence for possible selection mechanisms is found." (Author's abstract, IAB-Doku) ((en))

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Dathe, Dietmar, Christian Hohendanner & Eckhard Priller (2009): Wenig Licht, viel Schatten - der Dritte Sektor als arbeitsmarktpolitisches Experimentierfeld. (WZBrief Arbeit 03), Berlin, 6 S.

Abstract

Der Beitrag untersucht, inwiefern sich unter den gegenwärtigen gesellschaftlichen Bedingungen einer verstärkten Ökonomisierung des Dritten Sektors (oder auch Nonprofit-Sektors) Veränderungen in der Qualität der Beschäftigungsverhältnisse ergeben. Die Analysen zeigen, dass atypische Beschäftigungsverhältnisse wie Teilzeitjobs und befristete Arbeitsverträge den Dritten Sektor mehr und mehr dominieren. In Ostdeutschland sind 16 Prozent der Erwerbstätigen im Dritten Sektor in Ein-Euro-Jobs beschäftigt. Es droht eine weitere Verschlechterung der Arbeitsverhältnisse und die Entwicklung zum Niedriglohnsektor. (IAB)

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Laine, Marjukka, Beatrice I. J. M. van der Heijden, Gustav Wickström, Hans-Martin Hasselhorn & Peter Tackenberg (2009): Job insecurity and intent to leave the nursing profession in Europe. In: The international journal of human resource management, Jg. 20, H. 2, S. 420-438. DOI:10.1080/09585190802673486

Abstract

"To determine the occupational factors affecting nurses' decision to leave their profession before reaching retirement age, a large epidemiological study (Nurses' early exit study - NEXT)1 was carried out in ten European countries. Altogether 32,037 registered nurses answered a questionnaire, covering, for example, questions on job insecurity and intention to leave nursing work. The data were analysed statistically using Chi2 test and binary logistic regression models. Concern about becoming unemployed and difficulties to find a new job if laid off was reported by 40% of the respondents. More than half of the respondents were worried about their qualitative job security (being transferred to another job or changes in work schedule), while less than 40% had concerns about becoming unable to work. Thoughts about leaving the profession were reported by 15% of the respondents. The hypothesis, that nurses will show higher intention to leave if they experience high levels of job insecurity, was partly supported by the results of the study. The concern about the qualitative aspects of job security correlated positively with intent to leave nursing in almost all the participating countries; most strongly among the Finnish and Norwegian nurses. The relationship between the concern about employment security and intent to leave varied from country to country, probably due to differences in the labour market situation. The correlation was positive for the Dutch and British nurses while, for the Polish and German sample, nurses who reported worry about their employment security appeared to be less willing to leave the profession than those who were not too worried. The concern about being unable to work correlated positively with intent to leave in several countries, reflecting the demands of the profession. The effects of job insecurity can be reduced if nurses feel that they are important to the health care institution they work for, and that the institution cares about them, and values their opinion." (Author's abstract, IAB-Doku) ((en))

Zitatform

Lopez Boo, Florencia, Lucia Madrigal & Carmen Pages (2009): Part-time work, gender and job satisfaction. Evidence from a developing country. (IZA discussion paper 3994), Bonn, 39 S.

Abstract

"This paper investigates the relationship between part-time work and job satisfaction using a recent household survey from Honduras. In contrast to previous work for developed countries, this paper does not find a preference for part-time work among women. Instead, both women and men tend to prefer full- time work, although the preference for working longer hours is stronger for men. Consistent with an interpretation of working part-time as luxury consumption, the paper finds that partnered women with children, poor women or women working in the informal sector are more likely to prefer full-time work than single women, partnered women without children, non-poor women or women working in the formal sector. These results have important implications for the design of family and child care policies in low-income countries." (Author's abstract, IAB-Doku) ((en))

Zitatform

Origo, Federica & Laura Pagani (2009): Flexicurity and job satisfaction in Europe. The importance of perceived and actual job stability for well-being at work. In: Labour economics, Jg. 16, H. 5, S. 547-555. DOI:10.1016/j.labeco.2009.02.003

Abstract

"In this paper we study the effect of a micro-level measure of flexicurity on workers' job satisfaction. To this end, using micro-data from the Eurobarometer survey, we disaggregate the sample of workers into different groups according not only to their employment contract (i.e. permanent or temporary), but also to their perceived job security, and we evaluate differences in job satisfaction between these groups. After the potential endogeneity of job type has been controlled for, the results show that what matters for job satisfaction is not just the type of contract, but mainly the perceived job security, which may be independent of the type of contract. The combination 'temporary but secure job' seems preferable to the combination 'permanent but insecure job', indicating that the length of the contract may be less important if the worker perceives that s/he is not at risk of becoming unemployed. Our main conclusions are robust to the use of alternative definitions of workers' types and they generally hold within different welfare regimes and also for different aspects of job satisfaction, mainly those more related to job security." (Author's abstract, IAB-Doku) ((en))