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We estimate the impact of temperatures on work-related accident rates in Italy by using daily data on weather conditions matched to administrative daily data on work-related accidents. The identification strategy of the causal effect relies on the plausible exogeneity of short-term daily temperature variations in a given spatial unit. We find that both high and cold temperatures impair occupational health by increasing workplace injury rates. The positive effect of warmer weather conditions on work-related accident rates is larger for men, in manufacturing and service sectors, and for workplace injuries. Colder temperatures lead to a substantial increase in commuting accidents, especially during rainy days.

A satisfação com o teletrabalho é um tema que necessita ser explorado não só pela prática do mesmo ter aumentado nos últimos dois anos, como também porque a satisfação dos indivíduos afeta a sua produtividade e bem-estar o que tem um impacto direto no sucesso pessoal e organizacional. A necessidade de compreender qual o melhor regime de teletrabalho é crescente, uma vez que esta é uma prática em ascensão e as empresas precisam de criar planos que fomentem a sua boa implementação. Como tal, este estudo tem como objetivos compreender ea satisfação com o teletrabalho consoante o regime de teletrabalho e identificar se existem diferenças nesse âmbito, compreender em que medida a satisfação com o teletrabalho está relacionada com as interações organizacionais e compreender em que medida a satisfação com o teletrabalho se relaciona com a motivação. Neste seguimento, foi realizado um estudo quantitativo (N=223) junto de indivíduos com experiência em teletrabalho. As hipóteses suportadas pelos dados recolhidos identificam que a satisfação com o teletrabalho está relacionada com regime de teletrabalho mostrando que quanto maior é o tempo que os indivíduos passam em teletrabalho maior é a sua satisfação. Foi apurado que existem diferenças na importância que os mesmos atribuem às vantagens e desvantagens do teletrabalho consoante o regime de teletrabalho. Adicionalmente, foi identificado nesta amostra que as interações organizacionais não são totalmente eficazes em teletrabalho e que as mesmas estão positivamente relacionadas com a satisfação. Telework satisfaction is a topic that needs to be explored, not only because it has increased in the last two years, but also because the fact that individual satisfaction affects productivity and their well-being, which has a direct impact on the personal and organizational success. The need to understand the best telework model is growing, as this is a growing practice and companies need to create plans that encourage its successful implementation. As such, this study aims to understand the telework satisfaction according to the telework model and identify if there are differences in this context, understand to what extent satisfaction with telework is related to organizational interactions and understand to what extent telework satisfaction is related to motivation. A quantitative study (N=223) was carried out with individuals with experience in telework. The hypotheses supported by the collected data identify that telework satisfaction is related to the telework model, showing that the greater the time that individuals spend in telework, the greater is their satisfaction. It was found that there are differences in the importance that they attribute to the advantages and disadvantages of teleworking depending on the telework model. Additionally, it was identified in this study that organizational interactions are not fully effective in telework and that they are positively related to satisfaction.

The main goal of this thesis is to understand the impact that flexible work arrangements and the discrepancy between what is expected by employees and what they are getting in the reality of post Covid-19, have on organizational commitment, job satisfaction, and work-life balance. Moreover, the mechanism role of psychological contract breach. Sample of one hundred and thirty people from America and Europe participated in an online survey. Findings showed that what employees are expecting and what they are receiving is different in terms of flexibility, which has a positive relationship with a psychological contract breach. Thus, the findings confirm the importance that flexible work arrangements have on psychological contracts to prevent their breach and reduce negative effects that this may cause on organizational commitment, job satisfaction, and work-life balance. This is relevant for organizations to comprehend the effects of not fulfilled flexibility employees' expectations and recognize that not all employees want the same flexible options, so they need to be adapted for what they want. Moreover, we highlight the benefits that flexible work arrangements have for employment relationships. O principal objetivo desta tese é compreender o impacto das opções de trabalho flexível e a discrepância entre o que é esperado pelos colaboradores e o que eles estão a obter na realidade pós-Covid-19, e o efeito que têm no comprometimento organizacional, na satisfação no trabalho e o equilíbrio da vida. Além disso, o papel do mecanismo de quebra de contrato psicológico. Uma amostra de cento e trinta pessoas da América e Europa participaram num inquérito online. Os resultados mostraram que o que os funcionários estão a esperar e o que estão a receber é diferente em termos de flexibilidade, o que tem uma relação positiva com uma quebra do contrato psicológico. Assim, os resultados confirmam a importância que as opções de trabalho flexíveis têm nos contratos psicológicos para evitar sua quebra e reduzir os efeitos negativos que isso pode causar no comprometimento organizacional, na satisfação no trabalho e no equilíbrio entre vida profissional e pessoal. Isso é relevante para que as organizações compreendam os efeitos da flexibilidade não atendida nas expectativas dos funcionários e reconheçam que nem todos os funcionários desejam as mesmas opções flexíveis, portanto, precisam ser adaptadas para o que desejam. Além disso, destacamos os benefícios que os arranjos de trabalho flexíveis trazem para as relações de trabalho.

We analyze the task-content of occupations operating in about 600 sectors of the economy with a focus on the dimensions that expose workers to contagion risks during the COVID-19 epidemic. We do so in the Italian context, leveraging extremely detailed and granular information from ICP, the Italian equivalent of O*Net (the survey that describes the task content of US occupations). We find that several sectors need physical proximity to operate, mainly in services and retail trade. Workers at risk of complications from COVID-19 (mainly males above the age of 50) are concentrated in sectors characterized by little physical proximity or where working from home is feasible. We then study the sectoral lockdowns put in place by the Italian Government in March 2020. We find that governmental restrictions hit the sectors where the risk of contagion in the workplace was more widespread: the effect is stronger for proximity to the public than that with co-workers. The share of workers who have the possibility to work from home is higher in sectors that were not forced to close. The evidence we provide is useful to identify which activities pose larger risks for contagion among workers in the workplace and where to reinforce safety measures. Supplementary Information The online version contains supplementary material available at 10.1007/s40797-021-00164-1.

Employees' wellbeing is important to the firms. Analysis of job satisfaction may give insight into various aspect of labor market behavior, such as worker productivity, absenteeism and job turn over. Little empirical work has been done on the relationship between structure of working environment and job satisfaction. This paper investigates the relationship between working environment, firm size and worker job satisfaction. We use a unique data of 28,240 British employees, Workplace Employee Relations Survey. In this data set the employee questionnaire is matched with the employer questionnaire. Four measures of job satisfaction considered are satisfaction with influence over job, satisfaction with amount of pay, satisfaction with sense of achievement and satisfaction with respect from supervisors. They are all negatively related to the firm size implying lower levels of job satisfaction in larger firms. The firm size in return is negatively related to the degree of flexibility in the working environment. The small firms have more flexible work environments. This is the first study that explore the effect of work amenities. We further find that, contrary to the previous results lower levels of job satisfaction in larger firms can not necessarily be attributed to the inflexibility in their structure of working environment.

A rich literature has studied the effect of job insecurity on health. However the causal link between these two variables remains unclear. We study the relationship between perceived job insecurity and health using longitudinal data on around 30 thousand older workers from 20 European countries covering a period of 14 years. The unprecedented size and nature of the dataset compared to previous studies on job insecurity and health allows us to apply different estimation methods and compare the results obtained. We do so using a wide range of health outcomes that include objective and subjective measures. Using pooled OLS, we estimate a strong association between job insecurity and health outcomes. A fixed effect estimator yields precisely estimated zeros with the exception of a few mental conditions. Additionally, we test the robustness of an IV strategy that uses an index for employment protection legislation (EPL) as an instrument for job insecurity. We conclude that the direct causal link between job insecurity and health for older workers is in any case rather weak and discuss several reasons for our findings.

Um das Ausmaß und die Auswirkungen der pandemiebedingten Änderungen und Belastungen auf Hochschulbeschäftigte zu untersuchen, haben wir im Juni 2021 eine Umfrage an 13 deutschsprachigen Hochschulen in Deutschland und Österreich durchgeführt. Befragt wurden hierbei wissenschaftliche sowie nichtwissenschaftliche Beschäftigte privater und öffentlicher Hochschulen aus den Bereichen Wirtschaftswissenschaften, Naturwissenschaften, Geistes- und Sozialwissenschaften. Die Umfrageteilnehmer wurden unter anderem zu Veränderungen in den Bereichen Arbeitsort, Arbeitsbelastung, Lehre und Arbeitszufriedenheit befragt. Deutlich wurde, dass sie allgemein eine Erhöhung von Stress und Belastung wahrnahmen. Das Arbeiten von Zuhause aus ebenso wie weitere Veränderungen während der Pandemie, beispielsweise die mangelnde Kinderbetreuung, hatten Auswirkungen auf die Hochschulbeschäftigten. Dabei gab es auch positive Ergebnisse. Vielen de Befragten sagte die Arbeit im Homeoffice zu und auch Prüfungs- und Evaluationsergebnisse blieben nach Aussage der teilnehmenden Lehrenden weitestgehend unverändert. Unterschiede scheint es vor allem zu geben zwischen Lehrenden und Nicht-Lehrenden sowie bei Personen, die sich mit den Änderungen der Digitalisierung schwertun, gegenüber solchen, denen die Digitalisierung leichtfällt., To examine the extent and the impact of the pandemic-related changes and burdens on university employees we conducted a survey at 13 German-speaking universities in Germany and Austria in June 2021. Academic and non-academic employees from private and public universities in the fields of economics, natural sciences, humanities and social sciences were surveyed. Participants were asked about changes in the areas of work location, workload, teaching and job satisfaction, among other things. It became clear that they perceived an increase in stress and workload in general. Working from home as well as other changes during the pandemic, such as the lack of childcare, have had an impact on university staff. However, there were also positive results. Many of those surveyed enjoyed working from home and, according to the participating university teachers, the examination and evaluation results remained largely unchanged. The main differences seem to exist between teachers and non-teachers, as well as between people who find it difficult to deal with the changes brought about by digitisation versus those who find it easy.

O atual contexto pandémico provocou profundas alterações económicas e sociais mundialmente, introduzindo alterações sobre o mercado de trabalho na ótica da procura e oferta de emprego. Por sua vez, também relacionado com a temática do trabalho, surge o conceito de condições de trabalho, tornando-se relevante perceber de que forma é que estas se alteraram, considerando que as mesmas têm profundos impactos no bem-estar e produtividade dos colaboradores, o que poderá representar em última instância, alterações nos resultados económicos empresariais. Assim sendo, o presente estudo dedica-se a efetuar uma análise micro da empresa Adecco Portugal relativamente à forma como as condições de trabalho se alteraram, comparando o universo temporal pré-pandemia e o atual contexto pandémico, tratando-se assim de um estudo de caso com âmbito de aplicação empresarial. Para efeitos de recolha de dados, foi aplicado um questionário aos colaboradores da Adecco e foi realizada uma entrevista a uma colaboradora por via digital. A análise dos dados permitiu constatar a existência de alterações nas condições de trabalho, permitindo detalhar as mesmas. Desta forma, compreender-se-á aprofundadamente a realidade dos colaboradores da Adecco, o que poderá ser útil para melhorar as mesmas por parte da introdução de ações corretivas no âmbito empresarial, para aprofundar os conhecimentos sobre os impactos da pandemia, potenciar o desenvolvimento de políticas de recursos humanos por parte de outras empresas, bem como na construção de políticas públicas com o aprofundamento do conhecimento sobre o mercado de trabalho português. The current pandemic context has caused profound economic and social changes worldwide, causing changes in the labor market from the perspective of job demand and supply. Also related to the theme of work, the concept of working conditions arises, making it relevant to realize that the way they have changed, considering they have profound impacts on the well-being and productivity of employees, which may ultimately represent changes in business economic results. Therefore, this study is dedicated to conducting a micro analysis of the company Adecco Portugal related about working conditions have changed, comparing the pre-pandemic context and the current pandemic context. For data purposes, a questionnaire was provided to Adecco employees and an interview was conducted with an employee by digital resources. The analysis of data verify the existence of changes in working conditions. In this way, the reality of Adecco employees will be thoroughly understood, which can be useful to improve how to solve by introducing corrective actions in the business sphere, to deepen knowledge about the impacts of the pandemic, to enhance the development of human resources policies by other companies, as well as in the construction of public policies with the deepening of knowledge about the Portuguese labour market.

We investigate the relationship between cognitive load and occupational injuries. Cognitive load is defined in the literature as a tax on bandwidth which reduces cognitive resources. We proxy cognitive load with the number of non-professional tasks that individuals perform during weekdays. The underlying assumption is that when individuals perform many of those tasks, this requires mental organization which reduces available cognitive resources. We show that being cognitively loaded is associated with an increase in the risk of occupational injury for both males and females. The effect is stronger for individuals in high-risk occupations and, among those, for low-educated workers.

Dass der soziale Zusammenhalt und das berufliche Miteinander im Betrieb für das Wohlbefinden und die Arbeitszufriedenheit der Beschäftigten sehr wichtig sind, hat die Corona-Pandemie wie mit einem Brennglas verdeutlicht. Gerade für Menschen mit Behinderungen ist die berufliche Teilhabe eine tragende Säule gesellschaftlicher Inklusion. Kurzarbeit, erzwungenes Homeoffice und soziale Distanz stellen mit der damit verbundenen Isolation für sie eine besondere Herausforderung dar: Vielfach gingen Gemeinschaftsgefühl und die Verbundenheit mit dem Team verloren. Die vorliegende Studie geht auf Basis der BIBB/BAuA-Erwerbstätigenbefragung 2018 der Frage nach, welche Bedeutung ein unterstützendes und inklusives Betriebsklima auf die Arbeitszufriedenheit von Beschäftigten hat und welchen Stellenwert verschiedene Einflussfaktoren insbesondere für Menschen mit Behinderungen einnehmen. Dabei zeigt sich: Eine häufig wahrgenommene Unterstützung durch den Vorgesetzten sowie ein häufig erlebtes Gemeinschaftsgefühl erhöhen die Zufriedenheit mit den Möglichkeiten des Einsatzes eigener Fähigkeiten signifikant. Für Beschäftigte mit Behinderungen gilt dies in stärkerem Maß als für Beschäftigte ohne Behinderungen. Personalmaßnahmen wie das Angebot betrieblicher Gesundheitsförderung verbessern darüber hinaus die Wahrscheinlichkeit, mit der Arbeitssituation generell zufrieden zu sein - und zwar signifikant stärker für Menschen mit Behinderungen als für Menschen ohne Behinderungen. The Coronavirus pandemic has shone a spotlight on the extreme importance of social cohesion and professional interaction in the workplace for employees' well-being and job satisfaction. Occupational participation is a mainstay of social inclusion, and this is especially true for people with disabilities. Furlough schemes, being forced to work from home, social distancing and the consequent isolation pose a particular challenge for those with impairments, since in many cases they thus forfeit a sense of community and opportunities to bond with a team. Based on the 2018 BIBB/BAuA Employment Survey, this study examines the significance of a supportive and inclusive working atmosphere for employee job satisfaction and the importance of various influencing factors, particularly for people with disabilities. The results show that staff members who regularly perceive their superiors as supportive and frequently experience a sense of community are significantly more satisfied with the opportunities offered by their work to make use of their skills. This applies to a greater extent to employees with disabilities than to those without. Personnel measures such as the offer of workplace health promotion also increase the likelihood that employees will be generally satisfied with their work situation - again, this is significantly more often the case for staff with disabilities than for those with none.

A small literature has shown that individual wellbeing varies with the price of company stock, but it is unclear whether this is due to wealth effects among those holding stock, or more general effects on sentiment, with individuals taking rising stock prices as an indicator of improvements in the economy. We contribute to this literature by using two data sets to establish the relationship between share prices on the one hand and worker wellbeing on the other. First, we use data on share price movements and employee stock holding in a single corporation and provide suggestive evidence that an increase in the firm's stock price increases the wellbeing of those who belong to its employee share purchase plan (ESPP), and that these effects are greatest among those making the largest monthly contributions to the program who have the most to gain (or lose) from stock price fluctuations. There is also some tentative evidence that the wellbeing effects of a rise in the share price are greatest among those with the largest shareholdings. We then use almost 30 years of British panel data to show that employee job satisfaction moves with share prices among those whose pay is partly determined by company fortunes. Taken together these results suggest that the well-being effects of share prices work at least partly via changes in wealth.

Regulatory agencies overseeing the labor market often rely on worker complaints to direct their enforcement. However, if workers face differential barriers to complain, this system could result in ineffective targeting and create disparities in working conditions. To investigate these implications, we examine how the onset of Secure Communities - a localized immigration enforcement program - affected occupational safety and health. Counties' participation in Secure Communities substantially reduced complaints to government safety regulators, but increased injuries, at workplaces with Hispanic workers. We show that these effects are most consistent with employers reducing safety inputs in response to workers' decreased willingness to complain.

Evidence shows that working time mismatch, i.e. the difference between actual and desired working hours, is negatively related to employees' job satisfaction. Using longitudinal data from the German Socio-Economic Panel, we examine the potential moderating effect of working time autonomy on this relation and we also consider the corresponding role of gender. First, individual fixed effects panel estimations reaffirm both the negative link of working hours mismatch and the positive relation of working time autonomy to employees' job satisfaction. Second, our results show a positive moderating relation of working time autonomy on the link between mismatch and job satisfaction. Third, our analyses hint at gender-specific differences: particularly women seem to benefit from the moderation role of working time autonomy.

We present theoretical and empirical evidence challenging results from early studies that found unions were detrimental to workplace innovation. Under our theoretical model, which extends the Cournot duopoly innovation model, local union wage bargaining is more conducive to innovation - particularly product innovation - than competitive pay setting. We test the theory with workplace data for Britain and Norway. Results are consistent with the theory: local union bargaining is positively associated with product innovations in both countries. In Norway, local union bargaining is also positively associated with process innovation.

This paper analyses several dimensions of workers' safety that are relevant in the context of a pandemic. We provide a classification of occupations according to the risk of contagion: by considering a wider range of job characteristics and a more nuanced assessment of infection risk, we expand on the previous literature that almost exclusively looked at feasibility of working from home. We apply our classification to the United States and to European countries and we find that roughly 50% of jobs in our sample can be considered safe, although a large cross-country variation exists, notably in the potential incidence of remote working. We find that the most economically vulnerable workers (low-educated, low-wage workers, immigrants, workers on temporary contracts, and part-timers) are over-represented in unsafe jobs, notably in non-essential activities. We assess the nature of the reallocation of workers from unsafe to safe jobs that is likely to take place in the years to come, and the policies that could mitigate the social cost of this reallocation.

While a considerable number of employees across the globe are being forced to work from home due to the COVID-19 crisis, it is a guessing game as to how they are experiencing this current surge in telework. Therefore, we examined employee perceptions of telework on various life and career aspects, distinguishing between typical and extended telework during the COVID-19 crisis. To this end, we conducted a state-of-the-art web survey among Flemish employees. Notwithstanding this exceptional time of sudden, obligatory and high-intensity telework, our respondents mainly attribute positive characteristics to telework, such as increased efficiency and a lower risk of burnout. The results also suggest that the overwhelming majority of the surveyed employees believe that telework (85%) and digital conferencing (81%) are here to stay. In contrast, some fear that telework diminishes their promotion opportunities and weakens ties with their colleagues and employer.

We analyse the content of Italian occupations operating in about 600 sectors with a focus on the dimensions that expose workers to contagion risks during the COVID-19 epidemics. To do so we leverage extremely detailed and granular information from ICP, the Italian equivalent of O*Net. We find that several sectors need physical proximity to operate: the workers employed in Italy in sectors whose physical proximity index is above the national average are more than 6.5 million (most of them in retail trade). Groups at risk of contagion and complications from COVID-19 (mainly male above the age of 50) work in sectors that are little exposed to physical proximity, currently under lockdown or can work remotely. The sectoral lockdowns put in place by the Italian Government in March 2020 seem to have targeted sectors who operate in physical proximity, but not those directly exposed to infections (the health industry is not subject to lockdown). Most workers who can operate from home have not been put under lockdown and are currently working. Therefore, the number of workers who are not in workplaces could be up to 3 million higher than those whose sector has been shutdown. This version: April 12, 2020

The present research uses data from European Union Labour Force Survey to analyse job quality of Portuguese health professionals, comparing data from the years 2011 and 2015. The data from both years were processed separately through Fuzzy Clustering Analysis, which enabled the identification of employment profiles within each year. The empirical findings identified sets of three and four profiles to 2011 and 2015, respectively. In these sets, the duality of bad and good jobs is distinguishable. The bad jobs are characterized by affecting mainly young professionals and are identified by the existence of precarious situations such as limited duration contracts, part-time jobs and having low income. Good jobs have the opposite characteristics. The good jobs are mainly occupied by the older professionals. These professionals have permanent and full-time jobs and are taking home wages placed within the highest deciles of income in the Portuguese society. Medical Doctors is the professional category with better contractual and income indicators, though is the category to be clearly identified as having more weekly working hours. The category Other Health Professionals is the one more affected by the precariousness in the early years of practice, which indicates the need of a deeper research on who these other professionals are, and if there are other relevant differences within the category. Apart from the found duality, this research also found a duality within the duality, which is the existence of atypical work within the profiles with better jobs, creating a distinction between professionals. A presente pesquisa utiliza dados do "European Union Labour Force Survey" para analisar a qualidade do emprego dos profissionais de saúde portugueses, comparando dados dos anos de 2011 e 2015. Os dados de cada ano foram tratados através de "Fuzzy Clustering Analysis", que permitiu a identificação de conjuntos de perfis de emprego dentro de cada ano. Os resultados empíricos identificaram conjuntos de três e quatro perfis de emprego para 2011 e 2015, respetivamente. Nestes conjuntos observa-se a existência da dualidade dos maus e bons empregos. Os maus empregos caracterizam-se por afetar jovens profissionais e são identificados pela existência de situações precárias, como contratos de tempo limitado, empregos a tempo parcial e salários de baixo valor. Os bons empregos são ocupados principalmente pelos profissionais de saúde mais antigos. Estes profissionais têm empregos com contratos sem termo e a tempo inteiro, levando para casa salários colocados nos níveis mais altos de rendimento em Portugal. Os médicos são a categoria profissional com melhores indicadores contratuais e de rendimento mensal, embora seja a categoria que é claramente identificada como tendo mais horas semanais de trabalho. A categoria dos outros profissionais da saúde é a mais afetada pela precariedade nos primeiros anos de prática, o que indicia a necessidade de uma pesquisa aprofundada sobre quem são esses outros profissionais, e se existem outras diferenças relevantes mesmo dentro da categoria. Encontrou-se, ainda, uma dualidade dentro da dualidade, que é a existência de trabalho atípico em alguns dos perfis dos bons empregos, criando separação entre os profissionais.

Der fortschreitende Wandel der Arbeitswelt zeichnet sich durch steigende Flexibilitätsanforderungen und ein höheres Maß an eigenverantwortlichem Handeln aus. Verantwortung, Flexibilität und neue Freiräume im Job werden auch von vielen Erwerbstätigen geschätzt - aber nicht von allen. Der vorliegende Beitrag zeigt, dass die Arbeitszufriedenheit nicht allein mit den Eigenschaften des Arbeitsplatzes zusammenhängt, sondern auch damit, wie sehr diese Eigenschaften den Präferenzen des jeweiligen Arbeitnehmers entsprechen. Beschäftigte mit wenig Flexibilität und Eigenverantwortung können somit grundsätzlich genauso zufrieden mit ihrer Arbeit sein wie Arbeitnehmer mit viel Flexibilität und Eigenverantwortung.

From a theoretical viewpoint, there can be market failures resulting in an underprovision of occupational health and safety. Works councils may help mitigate these failures. Using establishment data from Germany, our empirical analysis confirms that the incidence of a works council is significantly associated with an increased likelihood that the establishment provides more workplace health promotion than required by law. This result also holds in a recursive bivariate probit regression accounting for the possible endogeneity of works council incidence. Furthermore, analyzing potentially moderating factors such as collective bargaining coverage, industry, type of ownership, multi-establishment status and product market competition, we find a positive association between works councils and workplace health promotion for the various types of establishments examined. Finally, we go beyond the mere incidence of workplace health promotion and show that works councils are positively associated with a series of different measures of workplace health promotion.

Zusammenfassung Ziel dieses Beitrages ist es zu untersuchen, wie die Einfuhrung neuer Technologien mit der Arbeitsintensitat, der Autonomie und den monotonen Aufgaben von Beschaftigten zusammenhangt. Weiterhin wird untersucht, ob und inwieweit der empirisch gut dokumentierte Zusammenhang zwischen diesen Arbeitsbedingungen und dem Wohlbefinden der Beschaftigten durch die Einfuhrung neuer Technologien moderiert wird. Die Analysen basieren auf der BIBB/BAuA-Erwerbstatigenbefragung 2006, 2012 und 2018, die es ermoglicht, zwischen neu eingefuhrten Computerprogrammen und neu eingefuhrten Fertigungs- oder Verfahrenstechnologien zu unterscheiden. OLS-Ergebnisse deuten darauf hin, dass die Einfuhrung neuer Technologien mit einer erhohten Arbeitsintensitat verbunden ist. Hinsichtlich der Autonomie und monotonen Tatigkeiten gibt es Unterschiede je nach Art der eingesetzten Technologie. Die Analysen zeigen ferner, dass die Einfuhrung neuer Computerprogramme den Zusammenhang zwischen Arbeitsbedingungen und Arbeitsunzufriedenheit bzw. psychosomatischen Gesundheitsbeschwerden teilweise moderiert. Zusammenfassend zeigen die Ergebnisse, dass die Einfuhrung neuer Technologien mit Chancen und Risiken sowohl fur die Arbeitssituation als auch fur das Wohlbefinden der Mitarbeiter verbunden ist und in den Aushandlungsprozessen der Sozialpartner starker berucksichtigt werden sollten. Schlagworter: Arbeitsanforderungen, Intensivierung, Wohlbefinden, Digitalisierung, Neue Technologien ----- Work intensification and autonomy in the digitized working world ‒ A challenge for the well-being of employees? Abstract The aim of this paper is to examine how the introduction of new technologies is related to employee’s work intensity, job autonomy and monotonous tasks. Further, we examine whether and to what extent the empirically well-documented relationship between these working conditions and employee wellbeing is moderated by the introduction of new technologies. The analyses are based on the BIBB/BAuA employment survey 2006, 2012 and 2018, that allow us to distinguish between newly introduced computer programmes and newly introduced production/process technologies. Results of OLS models indicate that the introduction of new technologies is associated with increased work intensity. Regarding job autonomy and monotonous tasks there are differences according to the type of introduced technology.The analyses further reveal that the introduction of new computer programmes partially moderates the association between working conditions and job dissatisfaction or psychosomatic health complaints, respectively. In sum, the results indicate that new technologies are associated with both, opportunities and risks for the work situation as well as the well-being of employees and should be given greater consideration in social partnership negotiation processes. Keywords: job autonomy, work intensity, employee well-being, digital working world. JEL: J28, J81, O33 ----- Bibliographie: Meyer, Sophie-Charlotte/Tisch, Anita/Hunefeld, Lena: Arbeitsintensivierung und Handlungsspielraum in digitalisierten Arbeitswelten – Herausforderung fur das Wohlbefinden von Beschaftigten?, Industrielle Beziehungen. Zeitschrift fur Arbeit, Organisation und Management, 2-2019, S. 207-231. https://doi.org/10.3224/indbez.v26i2.06

The introduction of the statutory minimum wage in Germany directly affected firms with wage earners paid less than EUR 8.50 per hour. This paper studies a variety of responses by employers and employees to adapt to this shock, in particular changes in compensation packages, employment at the extensive and intensive margin, working conditions, and position in product markets. Strategies of non-compliance are also in focus. The analysis is qualitative and based on 131 semi-structured, in-depth interviews with firm representatives, workers and members of work councils. A key finding is that while many firms and workers changed behavior with the introduction of the minimum wage, these changes are less response to concomitant changes in labor costs. Rather, it appears that the reform at many workplaces served as a catalyst to trigger or accelerate pending change processes.

Leseprobe ----- Zusammenfassung Arbeitszeitkonten ermoglichen eine variable Arbeitszeitverteilung in Betrieben, womit sich Nachfrageschwankungen abfedern und der Arbeitseinsatz an das Arbeitsaufkommen anpassen lassen. Im Zuge der Finanz- und Wirtschaftskrise 2008/09 wurden sie umfangreich genutzt, um Arbeitszeiten vorubergehend zu verkurzen. Vor diesem Hintergrund haben sie als Instrument zur Arbeitszeitflexibilisierung einen neuen Aufschwung in der offentlichen und wissenschaftlichen Diskussion erfahren. Damit stellt sich die Frage nach den Bestimmungsfaktoren von Arbeitszeitkonten. Mit Daten des Betriebspanels des Instituts fur Arbeitsmarkt- und Berufsforschung und logistischen sowie OLS-Regressionen wird untersucht, welche Faktoren das Auftreten von Arbeitszeitkonten in Betrieben und die Verbreitungsquote bei Beschaftigten erklaren. Die industriellen Beziehungen sind ein wesentlicher Bestimmungsfaktor fur Arbeitszeitkonten in Betrieben. Ebenfalls steigt mit einem zunehmenden Anteil an Leiharbeitern und qualifizierten Beschaftigten die Wahrscheinlichkeit von Arbeitszeitkonten, wahrend sie mit zunehmendem Anteil befristet Beschaftigter sinkt. Die Verbreitungsquote bei Beschaftigten hangt positiv mit einem Betriebs-/Personalrat sowie dem Anteil an Leiharbeitern und negativ mit dem Anteil befristet Beschaftigter zusammen. Schlagworter: Arbeitszeit, Arbeitszeitflexibilisierung, Arbeitszeitkonten, Work-Life Balance ----- Distribution of working-time accounts and its establishment-specific determinants Abstract Working-time accounts offer variable distributions of hours worked in establishments. Using working-time accounts allows companies to absorb fluctuations in demand and adjust the work effort to the workload. During the financial and economic crisis of 2008/09 establishments used working-time accounts to temporarily reduce working hours. Against this background, working-time accounts have become a topic of interest and discussion in the public and scientific domains. For this reason, questions have arisen about determinants that influence working-time accounts. Drawing on data from the company survey panel collected by the Institute for Employment Research and applying logistic and OLS-regression models, the article examines working-time account determinants and the distribution of such accounts among employees. We outline how industrial relations factors play an important role in influencing working-time accounts in establishments. In addition, we contend that an increasing share of agency workers and of qualified employees raises the probability that working-time accounts are used, whereas an increase in the share of employees on fixed-term contracts is likely to decrease. Further, whilst the distribution among employees is positively associated with the presence of a works council and agency workers; it is negatively associated with the share of employees on fixed-term contracts. Key words: Working time, working-time flexibility, working-time accounts, work-life balance (JEL: J28, J81) ----- Bibliographie: Zapf, Ines: Verbreitung und betriebliche Bestimmungsfaktoren von Arbeitszeitkonten, Industrielle Beziehungen, 1-2018, S. 51-81. https://doi.org/10.3224/indbez.v25i1.03

Empirical analyses using cross-sectional and panel data found significantly higher levels of job satisfaction for the self-employed than for employees. We argue that by neglecting anticipation and adaptation effects estimates in previous studies might be misleading. To test this, we specify models accounting for anticipation and adaptation to self-employment and general job changes. In contrast to recent literature we find no specific long-term effect of self-employment on job satisfaction. Accounting for anticipation and adaptation to job changes in general, which includes changes between employee jobs, reduces the effect of self-employment on job satisfaction by two-thirds. When controlling for anticipation and adaptation to job changes, we find a positive anticipation effect of self-employment and a positive effect of self-employment on job satisfaction in the first years of self-employment. After 3 years, adaptation eliminates the higher satisfaction of being self-employed. According to our results, previous studies overestimate the positive long-term effects of self-employment on job satisfaction. Empirical analyses using cross-sectional and panel data found significantly higher levels of job satisfaction for the self-employed than for employees. We argue that by neglecting anticipation and adaptation effects estimates in previous studies might be misleading. To test this, we specify models accounting for anticipation and adaptation to self-employment and general job changes. In contrast to recent literature we find no specific long-term effect of self-employment on job satisfaction. Accounting for anticipation and adaptation to job changes in general, which includes changes between employee jobs, reduces the effect of self-employment on job satisfaction by two-thirds. When controlling for anticipation and adaptation to job changes, we find a positive anticipation effect of self-employment and a positive effect of self-employment on job satisfaction in the first years of self-employment. After 3 years, adaptation eliminates the higher satisfaction of being self-employed. According to our results, previous studies overestimate the positive long-term effects of self-employment on job satisfaction.

We show that worker wellbeing is determined not only by the amount of compensation workers receive but also by how compensation is determined. While previous theoretical and empirical work has often been preoccupied with individual performance-related pay, we find that the receipt of a range of group-performance schemes (profit shares, group bonuses and share ownership) is associated with higher job satisfaction. This holds conditional on wage levels, so that pay methods are associated with greater job satisfaction in addition to that coming from higher wages. We use a variety of methods to control for unobserved individual and job-specific characteristics. We suggest that half of the share-capitalism effect is accounted for by employees reciprocating for the “gift”; we also show that share capitalism helps dampen the negative wellbeing effects of what we typically think of as “bad” aspects of job quality.

Die Arbeitszufriedenheit signalisiert, ob die Beschäftigten die Qualität des eigenen Arbeitsplatzes als gut einschätzen. Der Anteil der Arbeitnehmer in einem Land, die mit ihrer Arbeit zufrieden sind, ist damit ein Gradmesser für die Qualität der Arbeitsplätze in einer Volkswirtschaft insgesamt. Die Qualität der Arbeit ist vor diesem Hintergrund in der Europäischen Union und in den einzelnen Mitgliedstaaten hoch. Rund 86 Prozent der Arbeitnehmer in der Europäischen Union sind mit ihrem Beschäftigungsverhältnis zufrieden. In Deutschland sind es mit 88 Prozent etwas mehr. Dies entspricht dem Wert aus dem Jahr 2010. In vielen Ländern, insbesondere in Ostmitteleuropa, ist das Ausmaß der Arbeitszufriedenheit zwischen 2010 und 2015 von einem relativ niedrigen auf ein vergleichbares Niveau wie in Deutschland angestiegen. Für eine schleichende Verschlechterung der Qualität der Arbeit fehlt daher sowohl hierzulande als auch in der Europäischen Union insgesamt der empirische Beleg. Politischer Handlungsdruck existiert von dieser Seite nicht. Ökonometrische Schätzungen mit den Beschäftigtenstichproben für die Europäische Union und für Deutschland zeigen, dass die Wertschätzung und die Anerkennung, die in Geld, Aufstiegsperspektiven und Worten ausgedrückt werden, ein hohes Gewicht bei der Frage erhalten, ob ein Arbeitnehmer mit dem Job zufrieden ist. Eine ähnlich hohe Bedeutung fällt einem guten sozialen Umfeld am Arbeitsplatz zu. Die empirischen Befunde lassen zudem vermuten, dass vielerorts als eher belastend empfundene Arbeitsplatzmerkmale, die für sich genommen mit einer niedrigeren Arbeitszufriedenheit einhergehen, durch andere als unterstützend empfundene Arbeitsbedingungen kompensiert werden. Dadurch wird die Qualität der Arbeit von den Beschäftigten in diesen Fällen bei einer ganzheitlichen Betrachtung als gut wahrgenommen.

Between 2002 and 2015, temporary employment in Poland more than doubled. Poland became the country with the highest share of temporary jobs in the EU. In this paper, we study how this process affected job quality and job quantity. We analyse the gaps between temporary and permanent workers in six dimensions of jobs quality, adopting measures proposed by the OECD and Eurofound. Of these gaps, the differences in earnings quality, job security, and work scheduling quality were the most pronounced. Job quality has improved for both groups of workers, but the gaps have not closed completely. Firms in Poland prefer to employ temporary rather than permanent workers because of the lower firing costs, tax wedges, and wages associated with temporary contracts. We use a stylised labour demand model to quantify the upper bound of a potential job creation effect due to lower labour costs incurred through the use of temporary contracts. We find that this effect did not exceed 4% of dependent employment in 2015. We cannot rule out the possibility that the net employment effect was zero. Our findings show that even if the availability of less-costly temporary contracts caused some additional jobs to be created, temporary workers suffered from lower job quality in several dimensions.

Working time arrangements are key elements of working conditions and determine the possibilities for employees to balance work with their other life spheres. Therefore, this paper examines the level of working time satisfaction of employees and identifies the factors that may facilitate or impede satisfaction with working time using crosssectional data from the German BIBB/BAuA-Employment Survey. The analytical basis is a generalized ordered logistic regression model. The main results indicate that individual time-sovereignty is positively linked with a high level of working time satisfaction. Worker-friendly working time arrangements, which lead to less stress, insecurity and mental pressure, increase satisfaction levels, whereas atypical working time arrangements, such as unpaid overtime and working shifts, weekends and under high intensity, reduce satisfaction levels. Die Arbeitszeit und ihre Ausgestaltung sind Kernelemente von Arbeitsbedingungen und geben den Rahmen vor, der Beschäftigten für die Vereinbarkeit von Beruf und Privatleben zur Verfügung steht. Wir analysieren auf Basis der BiBB/BAuA-Erwerbstätigenbefragung die Zufriedenheit von Beschäftigten mit ihrer Arbeitszeit und welche Bestimmungsfaktoren diese erhöht bzw. verschlechtert. Die Ergebnisse der Ordered- Logit-Modelle zeigen, dass das Zufriedenheitslevel deutlich höher liegt, wenn Beschäftigte über eine hohe individuelle Zeitsouveränität verfügen und die Lage ihrer Arbeitszeit beeinflussen und mitgestalten können. Auch vorteilhafte Arbeitsbedingungen und -anforderungen mit einem geringen Maß an Stress, Unsicherheit und psychischen Druck erhöhen das Maß an Zufriedenheit, während atypische Arbeitszeitregelungen wie unbezahlte Überstunden, Schicht- und Wochenendarbeit sowie eine hohe Arbeitsintensität die Arbeitszeitzufriedenheit reduzieren.

Job insecurity is a serious stressor in the work environment, with negative work-related outcomes. The effects of job insecurity strongly depend on the country’s economic condition. The present study investigated the relationship among job insecurity, job satisfaction, and the intention to quit as well as possible mediating variables (resources/recovery and stress). The samples of 251 Slovene and 219 Austrian workers were analyzed. The data indicated that job insecurity is related to higher stress and intention to quit as well as to lower resources/recovery at the workplace. Stress is an important mediator in the relationship between resources/recovery and job satisfaction as well as intention to quit. These relationships were found in both samples.