Suchergebnisse

Zusammenfassung
Mit rund 2,6 Millionen Beschäftigten und einer Frauenquote von 75 Prozent ist der Nonprofit-Sektor ein wachsender Arbeitsmarkt speziell für Frauen. Allerdings, so die Ergebnisse empirischer Studien, arbeitet die Mehrheit der Frauen in Teilzeit und befristeten Beschäftigungsverhältnissen. Auf den Führungsebenen der NPOs sind Frauen, analog zu den Konkurrenzsektoren Markt und Staat, kaum vertreten, so die Ergebnisse einer qualitativen durch das BMFSFJ geförderten Studie.Es gilt die Faustregel:"Je wichtiger das Gremium, desto weniger Frauen!" Neben allgemeingesellschaftlichen Faktoren, insbesondere Geschlechterstereotypen, wirken sich Strukturbesonderheiten von NPOs z. T. negativ auf die Aufstiegschancen von Frauen aus. Einerseits bevorzugen überwiegend männlich besetzte ehrenamtliche Vorstände Männer in Rekrutierungsverfahren. Andererseits ermöglichen NPOs selbstbestimmtes Arbeiten und attraktive Positionen auch unterhalb der Top-Leitungsebene, sodass sich Karriere nur bedingt lohnt. Politik wie NPOs sind gefordert, aktiv zu werden und insbesondere eine Quotierung für Führungspositionen einzuführen.

Abstract
Die Arbeitsbedingungen von wissenschaftlichen Mitarbeiterinnen und Mitarbeitern in Deutschland sind durch eine ambivalente Mischung aus hoher Autonomie und interessanten Arbeitsinhalten einerseits, unsicheren Arbeitsverhältnissen und unklaren Karriereaussichten andererseits geprägt. Wir analysieren die Einflussfaktoren der work-life balance in dieser Gruppe und beziehen sowohl den Konflikt von Arbeit und Privatleben (work-life conflict) als auch die wechselseitige Bereicherung (work-life enrichment) ein. Für die empirischen Analysen verwenden wir Daten einer Onlinebefragung von 96 wissenschaftlichen Mitarbeiterinnen und Mitarbeitern in den Sozial- und Wirtschaftswissenschaften einer deutschen Universität aus dem Jahr 2015. Mit linearen Regressionsanalysen untersuchen wir, wie Arbeitsbedingungen und -ressourcen work-life conflict und work-life enrichment beeinflussen. Zentrales Ergebnis unserer Analyse ist, dass insbesondere befristete Verträge und Wochenendarbeit den work-life conflict erhöhen. Eine gute Arbeitsatmosphäre im Team trägt hingegen zu einer Bereicherung des Privatlebens bei.

The aim of the study is to analyse the working conditions of social workers and their health. The data basis for secondary analysis is the representative 2018 BIBB/BAuA survey of employed persons in Germany. Three hundred forty-one of the interviewed 20,012 employed persons were social workers. They were on average 42.7 years old. Seventy-one per cent of social workers were women. Ten per cent of social workers have officially recognised disabilities. The cognitive and emotional demands were greater for social workers than for other professions. Social workers reported more often than other professions that their job frequently puts them in emotionally stressful situations (23% vs. 12%). The emotional demands were associated with general state of health. Forty-one per cent of social workers often felt emotionally exhausted in the past 12 months (vs. 26% in other professions). This proportion strongly increased with the number of conditions on work intensity. A quarter of the social workers complained about both frequent physical and emotional exhaustion during the past 12 months. Their sickness rate was disproportionately high. These results show occupational health risks and potentials for behavioural and situational prevention in social work. More health promotion, company integration management and risk assessments at work are recommended.

"The composite indicator 'Quality of work' for comparing European countries is constructed from data of the Third European Survey on Working Conditions. The main findings are as follows: (a) European countries differ with respect to working conditions statistically more significantly than with respect to earnings; it implies a quite accurate discrimination threshold in ranking countries with respect to quality of work, (b) working conditions and earnings positively depend over the whole of Europe but little correlate within single countries; it indicates at the prevailing role of national determinants over professional or social specificities as contributing to the average quality of work, (c) earnings play no role in subjective satisfaction from work which exclusively depends on working conditions; consequently, more attention should be paid to improving the latter, (d) working conditions of women are significantly better than that of men, which is explained by their inclination to service occupations. Processing ordinal rather than metrical data requires an addendum to the methodology of composite indicators. The corresponding mathematical model is proposed." (author's abstract)

Background and introduction: Resident medical training following medical school is a period of great importance in the instruction and education of young physicians, but also the first step into the labour market for doctors. Unfortunately, the long educational curricula as well as the low economic remuneration render medical training attractive only in some European countries: often low salaries accompany endless weekly working hours with a wide range of differences among the European countries. The aim of this study was to analyse the different economic conditions for resident trainees by reporting the different salaries and the weekly burden of working hours, and also comparing the different costs of living in eight European countries and in Israel. Materials and methods: A questionnaire was sent to resident medical doctors working in large university hospitals in eight European countries (Denmark, France, Germany, Greece, Italy, Spain, Switzerland and the UK) and Israel, and data on the monthly salary, number of weekly working hours and general satisfaction were collected. Purchase power parity (PPP) in US dollar (USD) adjustment was calculated according to the latest Organisation for Economic Co-operation and Development (OECD) tables. Results: Among the different countries, working hours per week ranged from 37 to 56. The net pay report had a median value of 2,000€ per month. The net monthly wage ranged between 1,000 and 3,000€. Power purchase parity in USD-corrected salaries varied from 1,388.80 (Greece) to 5,788.30 (UK), mean 2,562.30. Conclusions: Taking into account PPP-adjusted wages, France, Greece and Italy are below the median continental values. The trend of migration of medical trainees to countries where the economic situation is more favourable seems reasonable. Because of both the high salary and the language, the UK represents the most attractive training destination.

"A composite indicator 'Working conditions' for comparing European countries is constructed from data of the Third European Survey on Working Conditions. The main findings are as follows: (a) European countries differ with respect to working conditions statistically more significantly than with respect to earnings; it implies a quite accurate discrimination threshold in ranking countries with respect to working conditions, (b) working conditions and earnings positively correlate over the whole of Europe but correlate little within single countries; it indicates at the prevailing role of national determinants over professional or social specificities as contributing to the average working conditions, and (c) earnings play no essential role in subjective estimations, including job satisfaction, which mainly depends on working conditions; consequently, more attention should be paid to improving the latter. The same approach is applied to constructing a three-dimensional indicator of Working time, reflecting its aspects duration, location (abnormality), and flexibility. It is found that abnormality and flexibility compensate each other, whereas the duration is not affected by two other factors." (author's abstract)

"Composite indicators of Decent work for 31 European countries are constructed with
the data of the Fourth European Working Conditions Survey 2005 (EWCS 2005). Partial
indices reflect 15 aspects of working conditions as in the recently published German DGB-index Gute-Arbeit. In a sense, the German indicator is extended to European data. Two
methodologies, of the OECD and of the Hans Böckler Foundation, differing in scaling,
give very similar results. The main findings are as follows:
1. Evaluation of working conditions. Working conditions are evaluated on the
average with 61 conditional % (= low medium level), ranging from 51 in Turkey
(inferior level) to 67 in Switzerland (upper medium level). A good evaluation (> 80)
is inherent only in the meaningfulness of work (81). Two aspects got a bad evaluation
(< 50): qualification and development possibilities (33) and career chances (49).
2. Importance of different aspects of working conditions. Stepwise regression
reveals that job stability is the most important factor for the satisfaction with work-
ing conditions. Strains, career chances, meaningfulness of work go next. Income and
collegiality are ranked 5th or 6th, depending on the evaluation method. Creativity
and industrial culture make no statistically significant impact. Learning and good
management are regarded as shortcomings rather than as advantages.
3. Disparities among countries and social groups. The evaluation shows significant disparities among European countries and social groups. Those who work in finances have by far better working conditions, even comparing with the next best
group of business people, women have worse working conditions than men with respect to 9 of 15 aspects, and all types of atypical employees (other than permanent
employees) have working conditions below the European average, to say nothing of
those with permanent contract.
4. Insufficient quality of work. The evaluation reveals bad qualification possibilities
(33) and career chances (49), low transparency (51), emotional strains (52), inconvenient time arrangements (55), and modest income (55) show how far is Europe from
creating 'more and better jobs' for the Agenda 2010. In particular, poor qualification and development possibilities mean that the European Employment Strategy
oriented towards flexible employment and life-long learning is not yet consistently
implemented.
5. Role of strong trade unions for job stability. A high job stability is observed in
some countries with relaxed employment protection and strong trade unions. At the
same time, a low job stability is inherent in some countries with strict employment
protection but weak trade unions. It means that the institutional employment
protection alone does not guarantee job stability, and other factors, like strong
trade unions, can be even more important.
To stimulate employers to equalize working conditions it is proposed to introduce a
workplace tax for bad working conditions which should protect 'the working environment' in the same way as the green tax protects the natural environment. Indexing working conditions at every workplace developed in our study can be regarded as prototype measuring
the 'social pollution' and used to determine the tax amount." (author's abstract)

"Bei den im Folgenden vorgestellten empirischen Ergebnissen des zuletzt von der Robert Bosch Stiftung
geförderten Projekts, welches neben einer eigenen Erhebung auf zwei weitere in einer Zeitreihe
befindliche Pflegekräftebefragungen aus dem Projekt "Wandel von Medizin und Pflege im
DRG-System" (WAMP) zurückgreift, handelt es sich um Ergebnisse der Untersuchung einer Reihe
von Hypothesen, die vor allem die gesundheitspolitisch intendierten Veränderungen der Erbringung
akut-stationärer Leistungen aufgreifen.
Im Zentrum der politisch intendierten Veränderungen steht die Umstellung vom Kostendeckungsprinzip
hin zu einer prospektiven Finanzierung von Krankenhausleistungen, d. h. anstelle des Anspruchs
auf Vergütung aller notwendigen akut-stationären Ausgaben, werden auf der Basis vergangener
Ausgaben sowohl die Höhe der erstattungsfähigen künftigen Ausgaben als auch die Regeln,
nach denen gestiegene Ausgaben erstattungsfähig sind, festgelegt. In den 90er Jahren wurde zu diesem
Zweck der Grundsatz der Beitragsatzstabilität in das SGB V aufgenommen, der sowohl für die
Steigerung der Gesamtausgaben der GKV als auch die der erstattungsfähigen Ausgaben der Leistungserbringer
bedarfsunabhängige Grenzen setzt. Für die einzelnen Krankenhäuser bedeutete dies
die Einführung krankenhausindividueller Budgets, die vor allem eine Deckelung der Steigerungsrate
der Gesamtvergütung eines Hauses mit sich brachte. Nachdem mit chirurgischen Fallpauschalen
experimentiert worden war, wurde ab 2003 ein diagnoseorientiertes Fallpauschalensystem (DRG)
eingeführt, welches für alle akut-stationären Leistungen (ausgenommen: Psychiatrie) pauschalierte
Entgelte definiert, sodass nun auch auf der Ebenen des einzelnen Behandlungsfalles prospektiv und
vom Einzelbedarf unabhängig vergütet wird. Die Einführung der Diagnosis Related Groups (DRG)
als Basis eines neuen Entgeltsystems schließt somit die Lücke zwischen prospektiver Gesamtvergütung
und aufwandsabhängiger Einzelfallvergütung. Dies ist der Zeitraum wo unsere Untersuchung
der Lage der Pflege in Krankenhäusern einsetzt (2003) und in den Folgejahren wiederholt wird
(2006 und 2008), um Veränderungen der Arbeitsbedingungen, der pflegerischen Abläufe und der
Pflegequalität unter den Bedingungen der Umstellung auf die vollständige prospektive Finanzierung
von Krankenhausleistungen in Deutschland (DRG) zu messen.(...)" [Autorenreferat]