Suchergebnisse

This article examines job quality and job satisfaction for individuals who are employed at workplaces located in Scotland. Using a series of indices constructed from responses in the survey of employees associated with the 2011 Workplace and Employment Relations Study, it investigates how job quality and job satisfaction differ across individuals. It also examines whether job quality and job satisfaction for individuals employed in Scotland are different from individuals employed elsewhere in Britain. Individuals employed at workplaces in Scotland are seen to have positive perspectives about the quality of their jobs. Although most maintain that they work very hard, nonetheless they are seen to have considerable control over most aspects of their jobs; are confident about their job security; and view their workplace managers as being supportive. In terms of differences across individuals, who have higher (lower) levels of job quality depends upon the index of job quality used. With the exception of their pay, individuals are seen to be satisfied with all aspects of their jobs, although the level of satisfaction does vary across individuals. There is little difference between employees located in Scotland and employees located elsewhere in Britain with respect to either job quality or job satisfaction.

This article shows how an analysis of job types can deepen our understanding of job quality and how job quality varies across 27 European countries. First, using the European Working Conditions Survey 2005, a taxonomy of six job types is developed and their quality established. This taxonomy suggests that there are different types of high- and low-quality jobs. Second, institutional theory is drawn on to examine why job quality varies cross-nationally. The results of a multilevel analysis indicate that national differences in institutional regimes (social democratic, continental, liberal, southern European, transitional) result in cross-national variation in both the level of job quality (i.e. the overall proportions of high- and low-quality jobs) and the nature of job quality (i.e. the particular types of high- and low-quality jobs found). It is concluded that institutional theory is able to explain the level but not the nature of cross-national variation in job quality. © The Author(s) 2013.

Purpose
The purpose of this paper is to analyze the job quality in Benin between 2007 and 2011. To do this, the study constructed a multidimensional measure of job quality and identified the determinants of the quality of the job. The measure adopted by the authors includes four dimensions: wages; extra-wage benefits and regularity of employment; conditions and career opportunities; and, finally, social security. Two methods, including the construction of measure of job quality and the estimation of determinants of the job quality index, were used to test the robustness of the effects. The results show that the quality of job improved slightly between 2007 and 2011 and that factors such as experience, the type of contract, the level of education, the formal character of the company and the work hours explain the job quality of workers in Benin.


Design/methodology/approach
The measure adopted by the authors includes four dimensions: wages; extra-wage benefits and regularity of employment; conditions and career opportunities; and, finally, social security. Two methods, including the construction of measure of job quality and the estimation of determinants of the job quality index, were used to test the robustness of the effects.


Findings
The results show that the quality of job improved slightly between 2007 and 2011 and that factors such as experience, the type of contract, the level of education, the formal character of the company and the work hours explain the job quality of workers in Benin.


Originality/value
The contribution of this study lies in its analytical approach and in the fact that it reinforces the knowledge that exists on this theme, which is still little studied in African countries.

This article shows how an analysis of job types can deepen our understanding of job quality and how job quality varies across 27 European countries. First, using the European Working Conditions Survey 2005, a taxonomy of six job types is developed and their quality established. This taxonomy suggests that there are different types of high- and low-quality jobs. Second, institutional theory is drawn on to examine why job quality varies cross-nationally. The results of a multilevel analysis indicate that national differences in institutional regimes (social democratic, continental, liberal, southern European, transitional) result in cross-national variation in both the level of job quality (i.e. the overall proportions of high- and low-quality jobs) and the nature of job quality (i.e. the particular types of high- and low-quality jobs found). It is concluded that institutional theory is able to explain the level but not the nature of cross-national variation in job quality.

Job quality is a timely issue because of its potential impact on individual, firm and national well-being. This renewed interest underscores the need for robust conceptualization of job quality. This article provides background to the renewed interest in job quality and, drawing on the contributions to the Special Issue, starts to map the dimensions of job quality, the factors that influence job quality, and the outcomes or impacts of job quality. We identify a number of emergent themes. First, job quality is a multidimensional phenomenon. Second, multiple factors and forces operating at multiple levels influence job quality. Third, the study of job quality is an inherently multi-disciplinary endeavour. Fourth, job quality is a contextual phenomenon, differing among persons, occupations and labour market segments, societies and historical periods. Our mapping of job quality, and the articles in the Special Issue, provide a foundation and springboard for understanding better the theoretically challenging and policy-relevant issue of job quality.

This book takes a fresh look at the issue of job quality, analyzing employer behaviour and discussing the agenda for policy intervention. Between 1997 and 2002, more than twelve million new jobs were created in the European Union and labour market participation increased by more than eight million. Whilst a good deal of these new jobs have been created in high-tech and/or knowledge-intensive sectors providing workers with decent pay, job security, training and career development prospects, a significant share of jobs, particularly in labour-intensive service sector industries fail to do so. This volume provides new perspectives on this highly debated and policy relevant issue.

PurposeThe purpose is to review the effects of employee participation (EP) in decision-making, ownership and profit on job quality, worker well-being and productivity, and derive policy recommendations from the findings.Design/methodology/approachThe authors summarise results of "declining labour power", plus theoretical arguments and empirical evidence for the benefits of EP for job quality, satisfaction and productivity.FindingsWorker well-being and job satisfaction are ignored unless they contribute directly to profitability. EP is needed to remedy this situation when employers have market power and unions are weak. The result can be a rise in both productivity and well-being.Research limitations/implicationsThe chief issue here is that there are data limitations, particularly on the well-being effects of participation.Practical implicationsLots of encouraging examples in many countries need legislative help to multiply.Social implicationsIt is quite possible that there could be major implications for welfare and employment.Originality/valueThe authors make the case for public sector subsidies for employee buyouts and new cooperative start-ups, as well as legislation for works councils and profit sharing.

Literaturverz. S. 15 - 16

Abstract.Since 1995, low‐wage employment has increased in Germany, and employers have tended to seek "exit options" from regulatory frameworks, in order to save on labour costs. This article reports on studies of six call centres (four from utilities, two from financial services), exploring the respective impact of institutional frameworks (notably collective wage agreements and works councils) on work organization, and pay and working conditions in in‐house call centres and external service providers. The wide variations in pay in German call centres are explained, and the repercussions of outsourcing on wages are discussed.