Documents job satisfaction 515 results

"What Work Means goes beyond the stereotypes and captures the diverse ways Americans view work as a part of a good life. Dispelling the notion of Americans as obsessive workaholics, Claudia Strauss presents a more nuanced perspective. While some live to work, others prefer a diligent 9-to-5 work ethic that is conscientious but preserves time for other interests. Her participants often enjoyed their jobs without making work the focus of their life. These findings challenge laborist views of waged work as central to a good life as well as post-work theories that treat work solely as exploitative and soul-crushing.

Drawing upon the evocative stories of unemployed Americans from a wide range of occupations, from day laborers to corporate managers, both immigrant and native-born, Strauss explores how diverse Americans think about the place of work in a good life, gendered meanings of breadwinning, accepting financial support from family, friends, and the state, and what the ever-elusive American dream means to them. By considering how unemployment experiences diverge from joblessness earlier, What Work Means paves the way for a historically and culturally informed discussion of work meanings in a future of teleworking, greater automation, and increasing nonstandard employment."

"Is work a primordial curse? Or a spiritual calling? Or is it a tedious necessity that technology will abolish, freeing us to indulge lives of leisure?
In this book David A. Spencer argues that work is only an alienating burden because of the nature of work under capitalism. He makes the case not for the abolition of work – which can remain a source of meaning and dignity - but for its lightening. Engaging with thinkers ranging from Marx and William Morris to Keynes and Graeber, he rejects the idea that high-quality work can only be open to a few while the majority are condemned to menial tasks, and sets out an agenda for shortening the working week while also making work a site of creativity, usefulness and joy for all.
This erudite book sets out a compelling agenda for radical change. It's essential reading for anyone interested in the future of their work."

"This paper analyzes the role of works councils as gatekeepers safeguarding employee's interests in the adoption of management practices to monitor employee performance and provide feedback. We first introduce a formal model predicting that (i) the introduction of such management practices leads to a stronger increase (or weaker decrease) in job satisfaction when a works council is in place, (ii) that this effect should be larger the lower the prior level of employee participation and (iii) that works councils increase the likelihood of the implementation of these practices at the level of individual employees. We provide evidence in line with these hypotheses, using linked-employer-employee panel data from Germany. We indeed find that the adoption of formal performance appraisals and feedback interviews is associated with a significantly larger increase in job satisfaction when there is a works council. This pattern is driven by establishments without collective bargaining agreements. The evidence also suggests that works councils indeed facilitate the implementation of such management practices, as codetermined firms have a higher likelihood that a practice implemented on the firm level is actually applied by middle management."
This work is licensed under the terms of the Creative Commons Attribution 4.0 International License (http://creativecommons.org/licenses/by/4.0/).

"At a time when numerous organisations are urging a return to the office while many employees prefer to continue teleworking, it is crucial to ascertain the optimal level of telework intensity. In the present study, we determine this ideal level with respect to self-rated employee attitudes, behaviour, well-being, social relations and professional growth. Drawing on a five-wave longitudinal dataset, we apply fixed effects regression analyses to investigate associations between telework intensity and various dimensions of workplace experience. We offer more robust empirical evidence for favouring hybrid work schedules over an office-only or telework-only regime owing to significant advances in causal interpretation of linear and non-linear associations compared to the majority of existing studies that examine linear associations based on cross-sectional data. Our results point toward an inverted U-shaped association between telework intensity and self-rated job satisfaction, work-life balance, relationships with colleagues and professional development, with optimal levels peaking around 50% teleworking. For task efficiency and work concentration, the association appears to be concave with a plateau, stabilising at teleworking levels above 70%. Only between telework intensity and employer connectedness do we observe a slightly negative linear association."

"Work organization practices, including work flexibility, are changing and can affect worker well-being. Common work flexibility types include working at home, taking time off when needed, and changing one's work schedule. Given the changes in and the importance of work flexibility, the study assesses its prevalence and association with worker well-being in the United States. We used 2002–2018 General Social Survey—Quality of Worklife (GSS-QWL) data, descriptive statistics, and regression analyses to assess the reported likelihood of job stress, job satisfaction, healthy days, and days with activity limitations among workers reporting work flexibility. The prevalence of work flexibility remained relatively stable during the period examined. Working at home increased the likelihood of job stress by 22% and job satisfaction by 65%. Taking time off decreased the likelihood of job stress by 56% and days with activity limitations by 24%, and more than doubled the likelihood of job satisfaction. Changing one's schedule decreased the likelihood of job stress by 20% and increased the likelihood of job satisfaction by 62%. This study used all the available data from GSS-QWL and demonstrated the ongoing importance of work flexibility for well-being."

"Le confinement du printemps 2020 lié à la pandémie de la COVID-19 a eu des répercussions sur l'organisation du travail. Les entreprises ont dû adapter leur mode de fonctionnement à la crise sanitaire (télétravail, modification des horaires de travail, renforcement des normes d'hygiène et de sécurité, …) ce qui a eu des implications sur les conditions de travail des salariés. Ces nouvelles conditions de travail ont eu, au Luxembourg, des conséquences négatives sur la qualité de l'emploi, comme en témoigne la baisse de l'indice global de la qualité du travail (Chambre des salariés Luxembourg, 2021)"

"Depuis le mois de mars 2020, la pandémie de la Covid-19 a profondément modifié l'organisation du travail des personnes en emploi en impactant de manière variée les différentes catégories de travailleur.e.s. Au gré de la crise sanitaire, les situations de travail des salarié.e.s ont plus ou moins évolué sans qu'une ligne directrice prédomine. Mais alors que de nouvelles formes d'organisation de l'activité se sont développées, le rapport au travail des salarié.e.s a-t-il été bouleversé ? Si oui, comment et pour qui ?

À partir d'une analyse statistique des données de l'observatoire Evrest et d'une recherche qualitative menée sur le vécu du premier confinement pour des familles, ce numéro de Connaissance de l'emploi cherche à comprendre les facteurs de variabilité du rapport au travail en lien avec la crise sanitaire traversée. Cette étude montre des effets inégaux et contrastés, en particulier selon le genre et de la classe sociale des salarié.e.s."

"This study investigates the political spillover and stealth democracy hypotheses as complementary mechanisms to account for any relationship between workplace democracy and democratic legitimacy in Europe from micro (employee-level) and macro (country-level) perspectives. The results from the micro-level analyses reveal that neither workplace democracy nor self-reported membership in trade unions has any direct impact on democratic legitimacy; rather, past union membership produces a negative impact. However, the effect of workplace democracy on democratic legitimacy becomes salient only when mediated by job satisfaction and political interest. On the other hand, the macro-level analysis demonstrates that union density, a measure of workplace democracy at the country level, plays a significant role in explaining democratic legitimacy. The relevance of union density may indicate that employees wish to keep democratic institutions in check by recruiting into the trade unions and applying legal and mobilizational pressure on the mainstream political institutions."

"This paper analyzes the role of works councils as gatekeepers safeguarding employee's interests in the adoption of monitoring practices. We first introduce a formal model predicting that (i) the introduction of monitoring practices leads to a stronger increase (or weaker decrease) in job satisfaction when a works council is in place, (ii) that this effect should be larger the lower the prior level of employee participation and (iii) that works councils increase the likelihood of the implementation of monitoring practices at the level of individual employees. We provide evidence in line with these hypotheses using linked-employer-employee panel data from Germany. We indeed find that the adoption of formal performance appraisals and feedback interviews is associated with a significantly larger increase in job satisfaction when there is a works council. This pattern is driven by establishments without collective bargaining agreements. The evidence also suggests that works councils indeed facilitate the implementation of monitoring practices, as codetermined firms have a higher likelihood that a practice implemented on the firm level is actually applied by middle management."

"En 2001, le sommet de Laeken instaure la qualité de l'emploi en tant qu'objet de politiques publiques à l'échelle européenne. Cette notion inclut des dimensions non-pécuniaires dans l'analyse des emplois, tels que les conditions de travail ou la sécurité de l'emploi et permet l'identification de déterminants « objectifs » d'un « bon emploi ». Simultanément, la notion de « satisfaction au travail » se développe comme un outil d'analyse complémentaire, permettant la prise en compte de critères subjectifs et des disparités existant dans les préférences des individus.

Ce document de travail propose une analyse croisant les apports de l'économie du bonheur à la question de la qualité de l'emploi à l'échelle européenne à travers l'exploitation des enquêtes Sens du travail III et IV réalisées par l'International Social Survey Programme en 2005 et 2015. Six dimensions de la qualité de l'emploi sont recensées, et leur effet sur la satisfaction au travail est étudié chez 11 525 travailleurs de dix-neuf pays européens. L'analyse des deux enquêtes réalisées à dix ans d'écart permet également d'étudier l'évolution des effets de ces dimensions.

Les résultats confirment l'effet positif de chacune des dimensions de la qualité de l'emploi sur la satisfaction au travail, bien que certaines aient un effet plus marqué que d'autres. Les deux dimensions le plus fortement associées à la satisfaction au travail des travailleurs européens sont les conditions de travail, dimension composée notamment du stress au travail et des relations de travail, ainsi que le « sens du travail ». Viennent ensuite la rémunération, ainsi que la conciliation entre vie personnelle et vie professionnelle dont l'effet est bien plus marqué chez les femmes. Les opportunités de formation et la sécurité de l'emploi sont moins liées à la satisfaction au travail que les autres dimensions.

De 2005 à 2015, l'effet de la rémunération, du sens du travail, ainsi que des conditions de travail sur la satisfaction au travail ont augmenté. Les niveaux de satisfaction au travail ont également augmenté dans toute l'Europe sur la période étudiée, hormis au Royaume-Uni et en Allemagne."