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The objective of this article is to estimate the relationship between working from home (WFH) and the subjective well-being of Chilean workers. In particular, the relationship between WFH and life satisfaction, job satisfaction and mental health problems is evaluated. The results show that women who work from home are more satisfied with their lives. Additionally, both men and women are more satisfied with their jobs. A positive relationship is found between working from home and mental health problems in the case of men. When we explore the existence of other heterogeneous results, it can be seen that for those who have children aged between 6 and 17 years, there is a positive relationship between WFH and job satisfaction. The same thing can be seen in homes where there is no overcrowding, and also among married people. For married women, a negative relationship is observed between working from home and mental health problems; however, this relationship is positive for single women. [ABSTRACT FROM AUTHOR]

Job satisfaction is sensitive to economic fluctuations; it rises during economic growth and falls in recessions. Job satisfaction also depends on relative comparisons. For workers less affected by business cycles-as is typical in the public sector-job satisfaction may thus be countercyclical due to comparisons with other sectors. Previous laboratory results confirm this countercyclical trend. This study reports new results from the German Socio-Economic Panel confirming the overall countercyclical job satisfaction trend but also revealing this trend is present only among men, not women. We consider three possible drivers of this gender gap. Competitiveness and pro-sociality differ between men and women both in the laboratory and in the field and plausibly interact with job satisfaction countercyclicality. Another potential explanation of countercyclicality is that men are more commonly the primary household providers. We conducted an experiment to explore these three channels. The experiment replicated the countercyclical job satisfaction trend. While identifying a significant gender gap in competitiveness, pro-sociality, and job satisfaction, we found no difference in job satisfaction cyclicality between men and women, nor a correlation with these traits. Our findings suggest that the fundamental gender differences we identified in the laboratory do not drive the gender differences observed in the survey data. [ABSTRACT FROM AUTHOR]

The rise of the platform economy has raised concerns about workers' conditions and job satisfaction. In this study, we examine the relationship between working hours and job satisfaction using unique data from on-demand delivery couriers. Our analysis shows that long working hours negatively affect job satisfaction, particularly among those with prior full-time employment, limited courier experience, third-party recruitment, and marital status. To address endogeneity concerns, we employ an instrumental variable approach, using monthly precipitation and working hours of peers as instruments, which confirms the robustness of our findings. The mechanism analysis further suggests that the negative effect of long working hours is mediated by factors such as physical health status and career identity. Our study highlights the need for regulatory measures to protect platform economy workers from excessive workloads and to enhance job satisfaction. [ABSTRACT FROM AUTHOR]

This study distinguishes itself from existing organizational culture studies by investigating the relatively under-studied theoretical relationship between organizational culture and employer attractiveness. To capture the holistic nature of organizational culture theory, this study adopts configurational analysis, which contrasts resourceful cultural attributes (collaborative, employee development, and fair-compensation cultures) with demanding attributes (result-oriented, overworked, and job-insecurity cultures). This study proposes three configurational propositions of employer attractiveness and employs review-based topic modeling and fuzzy-set quality comparative analysis (fsQCA) to overcome the limitations of traditional survey-based measurement and regression analysis. For the empirical analysis, this study constructs an industry-wide dataset comprising 2209 quarterly samples from 157 hotels over six years, utilizing 54,889 employee reviews posted on Glassdoor in the United States. Topic modeling analysis adopting Latent Dirichlet Allocation extracts the probabilities of six cultural attributes. Finally, the fsQCA generates three groups of 13 configurations, leading to employer attractiveness: a fully resourced culture, a resourced and low-demanding culture, and a fairly compensated overwork culture. The findings confirm the core concepts of configurational analysis in contrast to regression analysis and present novel theoretical, methodological, and practical implications.

This study examines the effects of ethical leadership on individual unlearning, explorative learning, and exploitative learning. We test the mediating role of affective supervisory commitment in the relationship between ethical leadership and these three types of learning. Structural equation modeling and bootstrapping are used to test these interrelationships based on three-wave survey data collected from 508 employees at five dental and surgical manufacturing firms in Pakistan. The results show that ethical leadership positively affects unlearned, explorative, and exploitative learning. We also find that affective commitment significantly mediates the effects of ethical leadership on unlearning and explorative learning but not the effect of ethical leadership on exploitative learning. In addition to the theoretical implications, this study has practical implications, especially for managers who are concerned about employees’ destructive behaviors and practices and who want to enhance employees’ skills and knowledge, as well as their organizations’ knowledge base.

Guarantee of autonomy and stability of economic subjects from the government can be considered an important gauge of state security. Due to the financial, migration and energy crisis, we can observe a notable increase of social problems, which gives more importance to the policy for social security of the population. In this article we address the ongoing problem of an excessively high number of debts owed to the Slovak Social Insurance Agency in recent years. The social security system for trade-licence holders, its financing and the method of enforcement are briefly characterised. The development of the payment/non-payment of taxes and levies to the Social Insurance Agency is tracked against the background of legislative changes. In the conclusion, the ineffectiveness of selected legal provisions and processes of exacting taxes and social security contributions is evaluated in terms of their impact on the financial disciplines of trade-licence holders in the Slovak Republic. Severity of the deficit in money collected on social insurance poses a threat in several areas, such as providing social security to all citizens in some required quality as guaranteed by the government, or sustainability of the public finance which poses a risk for the whole economic security of the country.

We use diary data from representative samples from the USA to examine determinants and historical trends in time-weighted happiness. To do so, we combine fine-grained information on self-reported happiness at the activity level with data on individuals’ time use. We conceptually distinguish time-weighted happiness from evaluative measures of wellbeing and provide evidence of the validity and distinctiveness of this measure. Although time-weighted happiness is largely uncorrelated with economic variables like unemployment and income, it is predictive of several health outcomes and shares many other determinants with evaluative wellbeing. We illustrate the potential use of time-weighted happiness by assessing historical trends in the gender wellbeing gap. For the largest part of the period between 1985 and 2021, women’s time-weighted happiness improved significantly relative to men’s. This is in stark contrast to prominent findings from previous work. However, our recent data from 2021 indicates that about half of women’s gains since the 1980s were lost during the COVID-19 pandemic. Hence, as previously shown for several other outcomes, women appear to have been disproportionally affected by the pandemic. Our results are replicable in UK data and robust to alternative assumptions about respondents’ scale use. [ABSTRACT FROM AUTHOR]

Work-leisure balances are beneficial to society. A partial equilibrium job search model is developed to explain desired work-leisure tradeoffs for single-job holders and multiple-job holders. Significant work-leisure mismatches are found: 63% of the observations underwork by an average of 17 hours per week, while 37% overwork by 8.5 hours. The value of leisure is approximately four times the average hourly real wage when a single job is held, and it drops by one-third when multiple jobs are held. Models ignoring possibilities of multiple jobholding overstate the elasticity of leisure and understate the value of leisure.

Sex workers have historically faced harm from clients. However, sex workers have claimed that internet platforms, such as Craigslist erotic services (ERS), reduced that violence. Using the staggered rollout of ERS for identification, we find that it is likely that ERS reduced female homicides by between 12 and 18 percent and (reported) female rape offenses by between 7 and 9 percent. We hypothesize that this was due to more transactions occurring indoors, better screening efforts, and more efficient matching. Our results suggest that some internet platforms may mitigate the historical risks sex workers have faced. [ABSTRACT FROM AUTHOR]

We empirically analyse the relation between language proficiency and job level of migrants in the Netherlands. A lack of language skills may induce the migrant to work in jobs of a lower level leading to lower job satisfaction. We analyse information about job satisfaction, the fit between the migrant's education and skill level and the job, and professional level. Men with a higher proficiency level are more satisfied with their type of work and are employed at a higher professional level. For women, no impact of language proficiency can be found. [ABSTRACT FROM AUTHOR]

I measure the effect of contract changes on selected fishery resources in the Gulf of Mexico (GoM). I apply the difference-in-difference approach to commercial fishery panel data. My cross-sectional units use the red snapper and grouper-tilefish fisheries in the GoM as treatment groups and the fisheries from same group of species in the U.S. South Atlantic (SA) as the control group. The results show that the grouper-tilefish individual fishing quota has improved commercial fishing safety in the GoM. The modest effect from the red snapper individual fishing quota program seems to be due to interrelatedness and economies of scope stemming from the multispecies nature of the reef fish fishery in the GoM.

The paper investigates the impact of firms' wage structures and workers' wage fairness perceptions on workers' well-being. For this purpose, worker and establishment surveys are linked with administrative social security data. Four variables are generated, using approximately half a million worker-year observations, that describe firms' wage structures and workers' positions within the wage structures: own absolute wages, internal reference wages within firms, external reference wages, and the wage dispersion in firms. The interrelations between these wage structure variables, workers' perceived wage fairness, and job satisfaction are then analyzed using regressions. Interpersonal wage comparisons between co-workers in the same firm and across firms as well as wage fairness perceptions are found to be significant determinants of workers' well-being. The overall findings suggest that equity and social status considerations as well as altruistic preferences towards co-workers and inequality aversion are more important than signal considerations in this context. [ABSTRACT FROM AUTHOR]

The unemployment theory of Pissarides-Mortensen-Diamond is applied to the close-by geographic comparison identification strategy to analyze the effect of the minimum wage in New York State. The increase in the minimum wage in 2018 is estimated to raise the natural rate of unemployment almost 20 percent. The elasticity of the unemployment rate with respect to the minimum wage is 2.11 in New York City and 3.3 in the suburbs. To account for varying local labor market conditions, the minimum wage rise was phased in and geographically differentiated, which permits a within-state comparison. A labor market matching function and a Beveridge-type market tightness equation are estimated in an environment of low and falling unemployment rates, thus posing a strong natural experiment test of the hypothesis that the minimum wage causes negligible employment effects. It is estimated that the higher two of the three wage tiers caused a loss of about 39,000 jobs, which is in contrast to the dominant narrative of no effect when using the geographic comparison technique. [ABSTRACT FROM AUTHOR]

The urgent lockdowns introduced by many countries at the beginning of 2020 to contain the rapid diffusion of the COVID-19 pandemic overturned many paradigms, significantly affecting workers’ daily routines. Since regulations, policies, habits, and practices have changed, it is legitimate to wonder what will happen, in the long run, to the high percentage of employees who used to work remotely. We analyzed flexibility in time, place, and contract, to examine the complex constellation of hybrid work arrangements through its essential and commonly understood elements (flexibility types) and their interconnections, distinguishing between workers usually based in the office and those based off-site. Adopting the Socio-Technical-System (STS) framework, the paper investigates whether and to what extent companies have changed their structures by designing new functions, roles, and services, such as a head of agile work, work-life balance policies, and psychological support services. We empirically analyze the hybrid work phenomenon through a micro-survey of indirect questions involving approximately 600 Italian respondents. Italy is an interesting analysis domain because radical changes have been introduced because of the COVID-19 pandemic. The paper presents three main theoretical advancements. First, the study advances the research on flexibility in terms of space, time, and contracts, finding different types of interdependencies with on-site and off-site working. Second, the study extends the theories on the STS framework to flexible work, identifying whether and to what extent interdependencies occur among its main components: the social structure, people, technology, and tasks of hybrid work. The STS framework has also been used to explain the evolution of organizational priorities during the pandemic phases, revealing a relationship between the new role of “head of remote/hybrid workforce” and place flexibility. Third, the paper proves micro-surveys effectiveness with indirect questions in investigating socioeconomic and organizational phenomena. From a practical point of view, the collected data show that Italian organizations need to prepare to deal with the new work scenario because new recommendations should be given to human resource departments about managing hybrid work.

We investigate the role of the local media in curtailing undesirable behaviors of local corporations. We examine the effects of local newspaper layoffs on the workplace safety levels of local firms, finding that firms' total case rates of workplace injuries increase following newspaper layoffs. We also show the mechanisms of reductions in safety‐related expenditures and increased workloads. Cross‐sectional tests find that the monitoring role of these newspapers is more important for firms with weaker labor unions or lower institutional ownership. Overall, our results suggest that local newspapers serve as key corporate monitors and essential information intermediaries, mitigating firms' undesirable behavior. [ABSTRACT FROM AUTHOR]

Intentional violence against healthcare workers inflicts a physical and mental toll, motivating legislative proposals to better regulate these occupational risks. This article uses this context to address two novel issues for benefit assessment raised by injuries from assailants: potential heterogeneity in valuation based on the context of the injury risk and possible reductions in self-reported valuations when the exposed population has been trained to feel responsible for the risk. This article presents experimental evidence on workers' preferences over the form of intervention: protection (risk reduction) or insurance (cost-sharing). The experiment also elicits worker valuations of occupational health care risks, calculating the value of a statistical injury (VSI), based on local wage-risk tradeoffs, in the general range of $200,000. Workers accord a premium to risk reductions that might eliminate the risk of injuries. Both the physical harm and the process by which the injury occurs may affect benefit assessments for the regulation of workplace violence. Non-healthcare participants require a $40,000 premium per expected injury resulting from intentional harm. While health care workers do not generally require such a premium, health care workers in clinical positions require more compensation to face occupational risks. Insurance coverage for monetary losses is more highly valued than protective measures for accidental harms, though there is no significant comparable preference for insurance against intentional harms. The results have important practical implications for addressing the concerning phenomenon of violence against healthcare workers, suggesting that expanding insurance compensation would be desirable, as would assigning an intentionality premium to intentional injuries. [ABSTRACT FROM AUTHOR]