Documents Müller, Andreas 6 results

"This discussion paper recommends deriving occupational exposure limits for psychosocial hazards based on indicators of early symptom onset of adverse effects rather than mental disorders. It calls for standardization and harmonization of currently disjointed research efforts as well as policy actions to foster collaborative decision-making based on the full spectrum of scientific evidence."

This work is licensed under the terms of the Creative Commons Attribution 4.0 International License (http://creativecommons.org/licenses/by/4.0/).

"The life-span model of selection, optimization, and compensation (SOC) provides a valuable theoretical framework for understanding organizational behaviour related to coping with age-related changes. Although previous research has demonstrated that SOC strategies at work contribute positively to individual outcomes, the role of workplace characteristics has been insufficiently addressed. This study investigated direct and indirect effects of SOC strategies at work and two important job resources (i.e., learning and developmental opportunities and autonomy at work) in predicting work engagement. All variables were assessed through employee self-reports based on standardized survey measures. Data collected from 118 flight attendants showed that SOC strategies were positively associated with work engagement (r=0.28, p<0.05). Learning and developmental opportunities (r=0.35, p<0.01) and job control (r=0.31, p<0.01) were also related to work engagement. Additionally, we found meaningful mediation effects, such that positive associations of job resources with work engagement were significantly mediated through SOC use. These findings suggest that the application of successful aging strategies and enhanced job resources are conducive to engagement at work. Theoretical and practical implications regarding the joint effects of SOC strategies and job resources for successful aging in the workplace are discussed."

"A cross-sectional study design was applied on 273 nurses to investigate associations of physical job demands, age, and musculoskeletal disorders (MSDs) in nursing. Concurrently, participants reported on various physical job demands with a standardized questionnaire for Hospital Work. As a special contribution, this investigation illustrates findings on MSDs provided by a standardized physical examination to questionnaire data. MSD located in the lower back (8.7%) had the highest frequency, followed by the neck (7.3%), the shoulders (6.9%), and the knees (2.2%). There were significant differences in the frequencies of MSD between the young/middle age-group and the old age-group in most locations, while the only significant difference between the young and the middle age-group was found for shoulder-MSD. Furthermore high levels of physical job demands increased the risk of MSD significantly (OR = 5.7, 1.55–20.96) in all age-groups. The study provides further indication for development of age-adapted preventive measures."

"Der Beitrag untersucht auf der Basis von Fallstudien, standardisierten Befragungen von Beschäftigten sowie von Personalräten die Einführung, die Akzeptanz und die Funktionalität von leistungsorientierter Bezahlung (LOB) im öffentlichen Dienst am Beispiel der Kommunen Nordrhein-Westfalens. Angeknüpft wird an die von David Marsden aufgeworfene Frage, weshalb im öffentlichen Sektor an LOB festgehalten werde, obgleich das Ausbleiben von Motivationseffekten evident sei. Es wird konstatiert, dass zwar tatsächlich bestenfalls schwache Anreizeffekte auftreten, sich die Absichten der LOB-Befürworter jedoch auch nicht auf die Motivationssteigerung beschränken. Die Arbeitgeberverbände beabsichtigen eine Fortführung der Verwaltungsmodernisierung mit tarifpolitischen Mitteln. Zudem finden sich nicht-antizipierte positive Folgen für die Mitbestimmung, Arbeitnehmerbeteiligung und kooperative betriebliche Arbeitsbeziehungen. Alle Effekte bleiben jedoch schwach. "

"Der erste Schritt hin zu einem Entgeltsystem, das Art. 3 ILO Übereinkommens 100 und Art. 4 Abs. 2 RL 2006/54/EG umsetzt, ist die Entwicklung eines gewichtenden Systems zur Bewertung völlig unterschiedlicher Stellen nach identischen obj. Kriterien. Die Weiterentwicklungen des Genfer Schemas durch TV wie ERA und REGA sind solche Systeme zur Bewertung völlig unterschiedlicher Stellen nach identischen obj. Kriterien. Die Aufstellung solcher Systeme ist mitbestimmungspflichtig. Aus der Struktur der Kriterien heraus muss sich die Gewichtung der Kriterien zueinander ableiten lassen. Soll diskriminierungsfreie Vergütung erreicht werden, ist zunächst zu ermitteln, was bereits durch die Tarifvertragsparteien erarbeitet worden ist.
Der REGA enthält wichtige Grundlagen für eine diskriminierungsfreie Vergütung, insbes. ein gewichtendes System zur Bewertung unterschiedlichster Stellen nach identischen obj. Kriterien. Diese sind den Tarifkriterien zuzuordnen, damit die Stellen bewertet werden können. Die Methodik zur Ermittlung der stellenbezogenen Anforderungen ist betrieblich zu entwickeln. Defizitäre und wertende Zuschreibungen sind eine Ursache des Gender Pay Gaps. Das bestätigt die Bedeutung einer für alle Beschäftigten gleichen Ermittlung der stellenbezogenen Anforderungen für die Entgeltgerechtigkeit bei der Implementierung des REGA.
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The first step to a salary system which implements Art. 3 ILO Convention 100 and Art. 4 paragraph 2 Directive 2006/54/EG is the development of a weighted system for scoring different jobs following objective criteria. The further development of the Geneva scheme via collective agreements like ERA and REGA are such systems for scoring different jobs via identic objective criteria. The implementation of such systems is subject to works councils`co-determination. The weighting of the criteria has to be deduced from the structure of such systems. With the aim of a salary free of discrimination, it has to be identified what has been worked out by the parties to the collective agreement.
The REGA contains important elements for a salary free of dicrimination, particularly a system for scoring different jobs via equivalent objective criteria. These have to be correlated to the criteria of the collective agreement, in order to score the jobs. The method to identify the job-related requirements has to be developed operationally. Deficient and assessing attributions are a cause for the gender pay gap. This con 52 firms the importance of a determination of the job-related requirements, equally effected for all employees, for implementing salary equality by REGA."