We leverage the flexibility enactment theory to study the link between working arrangements and job satisfaction. We propose that this link is moderated by individual inclination to non-standard working arrangements. Thus, we provide novel insights on the (mis)match between preferred and actual working arrangements. We apply this approach to data from the European Working Conditions Survey and empirically characterize the extent of mismatch in working arrangements across European countries. We shed new light on several phenomena. First, the extent of mismatch is substantial and reallocating workers between jobs could substantially boost overall job satisfaction in European countries. Second, the mismatch more frequently affects women and parents. Finally, we demonstrate that the extent of mismatch differs across European countries, which hints that one-size-fits-all policies, whether they deregulate or curb non-standard arrangements, are not likely to maximize the happiness of workers.
Matching it up: working arrangements and job satisfactionGRAPE
We leverage the flexibility enactment theory to study empirically the link between working arrangements and job satisfaction. We provide novel insights on the match between the individual inclination to work in non-standard working arrangements and the factual conditions of employment. We thus reconcile the earlier literature, which found both positive and negative effects of non-standard employment on job satisfaction. Using data from the European Working Conditions Survey we characterize the extent of mismatch between individual inclination and factual working arrangements. We provide several novel results. First, the extent of mismatch is substantial and reallocating workers between jobs could substantially boost overall job satisfaction in European countries. Second, the mismatch more frequently plagues women and parents. Finally, we demonstrate that the extent of mismatch is heterogeneous across countries, which shows that one-size-fits-all policies are not likely to maximize the happiness of workers, whether flexibility is increased or reduced.
Pushed into necessity? Gender gaps in the labor market and entrepreneurship o...GRAPE
Robust evidence for link between GEG/GWG and necessity self-employment among women
Weak or no evidence for aspirations
Previous results were due to country specificity (no macro effects once accounting for country fixed effects)
Pushed into necessity? Gender gaps in the labor market and entrepreneurship o...GRAPE
1. The study examines whether gender gaps in labor markets "push" women into necessity entrepreneurship or self-employment out of lack of alternatives.
2. The results show a positive and robust effect of gender employment gaps on necessity entrepreneurship for women, but no link for aspirational entrepreneurship.
3. Specifically, the multi-level regressions find that larger gender employment gaps are associated with higher rates of necessity self-employment among women, providing evidence that gender inequality in labor markets can push women into starting businesses out of necessity rather than by choice.
Economies and societies become more interdependent, the need to enhance our understanding of the world of work becomes increasingly important. Timely and focused information on the world's labor markets is essential. So Developed a project on Employment Trends
Session 7 a pabilonia paper presented by gaoIARIW 2014
This document summarizes a research paper that examines the work hours of unincorporated self-employed workers in the US using data from the Current Population Survey (CPS) and American Time Use Survey (ATUS). The paper finds that (1) work hours of the unincorporated self-employed are procyclical and correlate with GDP and unemployment rates, and (2) the ATUS data provides a more accurate measure of work hours for this group than the CPS, though both surveys have limitations. The paper also discusses two competing theories about how self-employment relates to the business cycle and aims to determine which theory the data supports.
Introduction to Factor Analysis for and With Mixed Methods: British Academy ...Wendy Olsen
In this presentation, we set up the aims and mechanisms of the Workshop on Integrated Mixed Methods Research held at University of Manchester (Nov. 3, 2014); it specifically focuses on Factor Analysis, which creates a scale for a gender norm about labour markets. We show how a classical scale and a factor are similar, how they relate to regression and to labour supply, and how NVIVO can be used to follow up a mixed methods workshop or focus group. This creates a mixed-methods approach to gender norms in the labour market. Quite original and very promising. The workshop was a huge success running from 10 am to 3 pm following by an extra hour discussing how this leads to possible research opportunities.
The document summarizes a study that examined how career orientation shapes the relationship between job satisfaction and turnover intention. The study found that career orientation moderated these relationships such that the negative relationship between job satisfaction and turnover intention was stronger for independent employees compared to loyalty-focused employees. Additionally, changes in job satisfaction more strongly predicted changes in turnover intention for independent employees than loyalty-focused employees. The study contributed to understanding job satisfaction and turnover intention by showing how these factors are influenced by career orientation and employee type.
Matching it up: working arrangements and job satisfactionGRAPE
We leverage the flexibility enactment theory to study empirically the link between working arrangements and job satisfaction. We provide novel insights on the match between the individual inclination to work in non-standard working arrangements and the factual conditions of employment. We thus reconcile the earlier literature, which found both positive and negative effects of non-standard employment on job satisfaction. Using data from the European Working Conditions Survey we characterize the extent of mismatch between individual inclination and factual working arrangements. We provide several novel results. First, the extent of mismatch is substantial and reallocating workers between jobs could substantially boost overall job satisfaction in European countries. Second, the mismatch more frequently plagues women and parents. Finally, we demonstrate that the extent of mismatch is heterogeneous across countries, which shows that one-size-fits-all policies are not likely to maximize the happiness of workers, whether flexibility is increased or reduced.
Pushed into necessity? Gender gaps in the labor market and entrepreneurship o...GRAPE
Robust evidence for link between GEG/GWG and necessity self-employment among women
Weak or no evidence for aspirations
Previous results were due to country specificity (no macro effects once accounting for country fixed effects)
Pushed into necessity? Gender gaps in the labor market and entrepreneurship o...GRAPE
1. The study examines whether gender gaps in labor markets "push" women into necessity entrepreneurship or self-employment out of lack of alternatives.
2. The results show a positive and robust effect of gender employment gaps on necessity entrepreneurship for women, but no link for aspirational entrepreneurship.
3. Specifically, the multi-level regressions find that larger gender employment gaps are associated with higher rates of necessity self-employment among women, providing evidence that gender inequality in labor markets can push women into starting businesses out of necessity rather than by choice.
Economies and societies become more interdependent, the need to enhance our understanding of the world of work becomes increasingly important. Timely and focused information on the world's labor markets is essential. So Developed a project on Employment Trends
Session 7 a pabilonia paper presented by gaoIARIW 2014
This document summarizes a research paper that examines the work hours of unincorporated self-employed workers in the US using data from the Current Population Survey (CPS) and American Time Use Survey (ATUS). The paper finds that (1) work hours of the unincorporated self-employed are procyclical and correlate with GDP and unemployment rates, and (2) the ATUS data provides a more accurate measure of work hours for this group than the CPS, though both surveys have limitations. The paper also discusses two competing theories about how self-employment relates to the business cycle and aims to determine which theory the data supports.
Introduction to Factor Analysis for and With Mixed Methods: British Academy ...Wendy Olsen
In this presentation, we set up the aims and mechanisms of the Workshop on Integrated Mixed Methods Research held at University of Manchester (Nov. 3, 2014); it specifically focuses on Factor Analysis, which creates a scale for a gender norm about labour markets. We show how a classical scale and a factor are similar, how they relate to regression and to labour supply, and how NVIVO can be used to follow up a mixed methods workshop or focus group. This creates a mixed-methods approach to gender norms in the labour market. Quite original and very promising. The workshop was a huge success running from 10 am to 3 pm following by an extra hour discussing how this leads to possible research opportunities.
The document summarizes a study that examined how career orientation shapes the relationship between job satisfaction and turnover intention. The study found that career orientation moderated these relationships such that the negative relationship between job satisfaction and turnover intention was stronger for independent employees compared to loyalty-focused employees. Additionally, changes in job satisfaction more strongly predicted changes in turnover intention for independent employees than loyalty-focused employees. The study contributed to understanding job satisfaction and turnover intention by showing how these factors are influenced by career orientation and employee type.
This paper examines how peer working time relates to labor supply and happiness for Dutch men using data from the Dutch CentER panel. The results of fixed-effects models show that men work longer hours when their male peers work longer hours, supporting a "conspicuous work" model where men derive status from their working time. Additionally, men who work longer hours than their peers report greater happiness. However, peers' working time is negatively associated with individual happiness, providing evidence for status and social comparison effects. The paper provides an update on peer effects in labor supply and contributes to the literature on social interactions and reference groups.
Paying for ideal discretion: a framed field experiment on working time arrang...GRAPE
The notion of ideal worker necessitates being available at the discretion of the employer in terms of time. By contrast, the ability to set one's own schedule is widely considered a cornerstone of work-life balance and job satisfaction. We provide causal evidence on the pecuniary and social valuation of the discretion to decide about working schedules. We embed our study in the context of gender and compare employee-initiated and employer-initiated request for a change towards more discretion over working hours. We show that employer-initiated availability should be reflected in higher wages, but the premium is small. There appears to be no penalty to employee-initiated request for autonomy to decide about working schedules. While our results lend support to the ideal worker model, they cast doubt on explanations linking gender wage inequality to labor market flexibility.
This study examined how congruence between employee and supervisor perceptions of pay justice affects organizational commitment, job satisfaction, and intention to remain at a job. The researchers tested three propositions: 1) agreement between employee and supervisor perceptions increases positive outcomes, 2) increased discrepancy decreases outcomes, and 3) outcomes are lower when supervisors rate justice higher. Proposition 1 was supported, proposition 2 was partially supported for organizational commitment, and proposition 3 was not supported. The results provide some evidence that congruence between employee and supervisor views of pay justice benefits work attitudes.
This document discusses various antecedents of job satisfaction from environmental, personality, and person-job fit perspectives. Regarding environmental antecedents, it examines job characteristics theory and finds that characteristics like skill variety, autonomy, and feedback are positively correlated with satisfaction. However, the effects of changing job characteristics may be short-lived. Pay level also influences satisfaction, particularly pay satisfaction, though fairness is more important. Regarding personality antecedents, traits like negative affectivity and external locus of control can influence how positively one views their job. Demographic factors like gender and age generally show few differences in satisfaction. Person-job fit perspectives suggest satisfaction occurs when people's attributes match their job's demands.
Paying for ideal discretion: a framed field experiment on working time arrang...GRAPE
We conduct a field experiment in Poland to tease out the valuation of time flexibility. We asked participants to recommend wage changes in different situations. We find that employees are expected to see (small) wage cuts when requesting flexibility, whereas employers should provide increases when they require a flexible work arrangement. We do not find evidence of differences across genders. We interpret these findings under the light of an ideal worker model. The further away workers drift from this ideal, the lower the compensation should be.
This document discusses work-life balance and summarizes several research papers on the topic. It begins by defining work-life balance and outlining its positive and negative effects. It then reviews literature that has studied work-life balance among married women and dual-earner couples. The document also summarizes the objectives, methodologies, findings, and conclusions of the reviewed research. Overall, the research emphasizes the need for organizations to support work-life balance policies to improve employee satisfaction and performance.
Running head Organization behaviorOrganization behavior 2.docxtoltonkendal
Running head: Organization behavior
Organization behavior 2
Organization behavior
Name:
Institution:
Course:
Date:
Organizational behavior analyzes the environment in different perspectives in order to come up with policies which make the organization convenient in its business operations. The organization must analyze various factors which affect it in order to frame the different policies. This means finding out the challenges or problems which an individual face in an organization and also the problems that groups faces in the organization. In this context, organization behavior is simply the way which an organization uses to solve the problems in its environment (Kreitner 2012). This discussion will involve Apple Inc.
One of the challenges facing Apple Inc. is managing human resources. Human resources in Apple Inc. are an invaluable asset and are always associated with the organization. Apple had experienced problems in managing its human resources. Some of the issues it experienced include failing to retain employees’ talents, not observing diverse recruitment to its fullest, non-performance among employees and employees not getting their benefits appropriately (O'Grady 2015). This went hand in hand with violation of rules governing employees, code of conduct and features which keep the value of team and organization high. The individuals’ and organization’s wellbeing depend highly on each other. This means that what people do while in the organization should reflect what is in their mind. The organizational value highly depends on social responsibility which the organization is portraying. They should put up policies for protecting the organizational environment. The issue has affected the behavior of Apple and the human resource management sorted them out (O'Grady 2015).
Managing human resources and employees ethics is a very important issue and a backbone of any organization. If managed well, the organization is likely to succeed easily. If not managed well, the issues will spoil the organization’s reputation completely and the organization may not undergo dissolution (Kreitner 2012).
References
Kreitner, Angelo Kinicki & Robert. 2012. Organization behavior. New York: Wiley.
O'Grady, Jason D. 2015. Apple Inc. Westport, Conn: Greenwood Press.
DataIDSalaryCompaMidpoint AgePerformance RatingServiceGenderRaiseDegreeGender1GrStudents: Copy the Student Data file data values into this sheet to assist in doing your weekly assignments.The ongoing question that the weekly assignments will focus on is: Are males and females paid the same for equal work (under the Equal Pay Act)? Note: to simplfy the analysis, we will assume that jobs within each grade comprise equal work.The column labels in the table mean:ID – Employee sample number Salary – Salary in thousands Age – Age in yearsPerformance Rating - Appraisal rating (employee evaluation score)Service – Years of service (rounded)Gender – 0 = male, 1 = female Midpoi ...
UNICA "Impact of COVID-19 on gender equality in research and academia" SUPERA project
Presentation held by Barbara Barbieri (UNICA) during the online event "How COVID-19 impacted on gender equality in academia", organised by SUPERA on 9 June 2021.
More info about the event are available here: https://www.superaproject.eu/covid-19-impact-on-gender-equality-in-academia-on-9-06-an-online-event-to-present-the-surveys-results/
This paper investigates the links between a number of subjective measures of worker wellbeing and within establishment wage dispersion. These may be linked either because wage dispersion influences the way in which individuals perceive their own relative and prospective income or because they are concerned about fairness in general. The analysis is based on a data set where the Quality of Work Survey is matched with register-based information on individuals and establishments. The results show that there is no significant overall association. Some significant relationships, however, can be found if the method of pay is assumed to be performance pay that is based on individual or group performance. The results also suggest that the question as to whether wages are public knowledge can be of importance.
The document discusses a study examining the impact of health related events, stress, transport issues, and job satisfaction on employee absenteeism. It outlines the research design, data collection methods, and results of analyzing data from 30 employees regarding these factors and their relationship to absenteeism. The results found that health issues, stress, transportation problems, and low job satisfaction were all positively correlated with higher rates of employee absenteeism.
This document provides information and examples related to interpreting interaction effects in statistical models. It begins with an overview of how to interpret numerical interaction terms and then provides several examples of interactions between variables and their interpretation. These include examples involving intrinsic motivation and autonomy on learning, number of choices and maximizing strategy on satisfaction, language proficiency and word frequency on translation accuracy, and more. It then shifts to discussing model comparison, including nested models, hypothesis testing using likelihood ratio tests, and comparing models.
This document summarizes a research study that examines the relationship between job satisfaction and organizational performance. The study analyzes data from 40 large and medium Croatian companies with 5,806 employees. The results show a clear but weak connection between job satisfaction and organizational performance in both directions. Detailed analysis found the connection between job satisfaction and organizational performance to be stronger than the connection between organizational performance and job satisfaction. Therefore, the study concludes that job satisfaction has a greater impact on determining organizational performance than organizational performance does on determining job satisfaction.
This document discusses job satisfaction and its measurement. It defines job satisfaction as positive feelings about one's job and explores factors that influence satisfaction levels, including personal factors, organizational factors, and job components. It also examines several theories of job satisfaction, such as content theories focusing on needs fulfillment, process theories related to expectations, and situational theories. Popular methods for measuring satisfaction are reviewed, like single global ratings and facet scales that assess specific job elements. The Minnesota Satisfaction Questionnaire and Job Descriptive Index are highlighted as widely used measurement tools.
The file contains a research proposal written on Employee turnover in Unilever, Pakistan addressing the following problem statement and research queries:
Research Objective:
The purpose of the study is:
‘’To investigate the factors influencing the employees turnover in Unilever Pakistan’’.
Research Questions:
1. To what extent unskilled labor leads to employee turnover?
2. Does work-life balance effects the employee turnover?
3. What contributions wage rate have toward employee turnover?
4. How much influence age have on employee turnover?
can be contacted at: summaya.sharif123@gmail.com
HR Bundles for Effective Work Life Balance: An Empirical Studyscmsnoida5
Work Life Balance (WLB) is one of the most
important issues at workplace in today’s
competitive business environment. A large
number of studies have been carried out on WLB
in the human resource and other academic fields.
Most of the studies find major factors related to
the work life balance. This paper, however tries
to find the HR bundles related to various factors
of WLB. The bundles basically club the major
items affecting WLB under limited number
of broad constructs. This study basically works
on the variables related to Job Motivation,
Organizational Culture, Flexi Workings, and
Work Culture etc. For the purpose of this study
data has been collected from 125 IT professionals
from Delhi-NCR. The sampling method is
judgmental sampling where only those employees
have been selected that are married and have at
least one child. Factor analysis and Descriptive
have been used for data analysis. The paper
significantly contributes in the literature by establishing relationship between HR bundles
and Work Life Balance. Further, the study
also finds and elaborates the reasons why these
variables have come up the most important and
bundled together under one broad construct.
Proofed Paper ntp192135 - Mon Feb 27 202029 EST 2017.docxhallettfaustina
The document provides feedback on a student's economics essay about whether the US has achieved full employment. The feedback notes that the student's definition of full employment and analysis of unemployment rates needs improvement. Specifically, the student incorrectly defined the natural rate of unemployment and drew the wrong conclusion from comparing actual and natural unemployment rates. The feedback recommends reexamining the definitions of natural and actual unemployment rates and the underlying statistics. The student is given the opportunity to revise and resubmit the paper.
The study examined the relationship between work-family conflict and selected demographic variables among female factory workers in East London, South Africa. A questionnaire was used to measure work-family conflict and demographic variables. 100 female factory workers participated. Age, number of children, and age of youngest child were positively correlated with work-family conflict. Contrary to previous research, marital status was not significantly related to work-family conflict. The study provides insight into improving circumstances for female employees and understanding the relationship between demographics and work-family conflict.
This document summarizes research on workplace flexibility policies and trends. It finds that:
1) The availability of flexibility has increased over time, though use remains lower, varying by factors like industry, occupation, and demographics.
2) Flexibility is associated with benefits like reduced stress and higher engagement for employees, as well as lower turnover and absenteeism for businesses.
3) While the business case for flexibility is strong, further research could help minimize stigma and better quantify the costs and benefits of different organizational approaches to flexibility.
4) It remains unclear what will drive flexibility to become standard practice in more workplaces, whether through policy changes, social pressure, companies acting in self-interest, or
Within occupation wage inequality and task dispersionGRAPE
This document summarizes a study on the relationship between task dispersion within occupations and wage inequality. It finds that occupations with more routine tasks have lower wage dispersion, supporting the first hypothesis. The second hypothesis, that task dispersion within occupations is positively related to wage inequality, receives mixed support, as only non-routine task dispersion seems to matter. The conclusions call for formalizing the intuitions, extending the analysis to other countries, and analyzing changes in task dispersion and wage inequality over time.
Seminar: Gender Board Diversity through Ownership NetworksGRAPE
Seminar on gender diversity spillovers through ownership networks at FAME|GRAPE. Presenting novel research. Studies in economics and management using econometrics methods.
The European Unemployment Puzzle: implications from population agingGRAPE
We study the link between the evolving age structure of the working population and unemployment. We build a large new Keynesian OLG model with a realistic age structure, labor market frictions, sticky prices, and aggregate shocks. Once calibrated to the European economy, we quantify the extent to which demographic changes over the last three decades have contributed to the decline of the unemployment rate. Our findings yield important implications for the future evolution of unemployment given the anticipated further aging of the working population in Europe. We also quantify the implications for optimal monetary policy: lowering inflation volatility becomes less costly in terms of GDP and unemployment volatility, which hints that optimal monetary policy may be more hawkish in an aging society. Finally, our results also propose a partial reversal of the European-US unemployment puzzle due to the fact that the share of young workers is expected to remain robust in the US.
More Related Content
Similar to Matching it up: non-standard work and job satisfaction.pdf
This paper examines how peer working time relates to labor supply and happiness for Dutch men using data from the Dutch CentER panel. The results of fixed-effects models show that men work longer hours when their male peers work longer hours, supporting a "conspicuous work" model where men derive status from their working time. Additionally, men who work longer hours than their peers report greater happiness. However, peers' working time is negatively associated with individual happiness, providing evidence for status and social comparison effects. The paper provides an update on peer effects in labor supply and contributes to the literature on social interactions and reference groups.
Paying for ideal discretion: a framed field experiment on working time arrang...GRAPE
The notion of ideal worker necessitates being available at the discretion of the employer in terms of time. By contrast, the ability to set one's own schedule is widely considered a cornerstone of work-life balance and job satisfaction. We provide causal evidence on the pecuniary and social valuation of the discretion to decide about working schedules. We embed our study in the context of gender and compare employee-initiated and employer-initiated request for a change towards more discretion over working hours. We show that employer-initiated availability should be reflected in higher wages, but the premium is small. There appears to be no penalty to employee-initiated request for autonomy to decide about working schedules. While our results lend support to the ideal worker model, they cast doubt on explanations linking gender wage inequality to labor market flexibility.
This study examined how congruence between employee and supervisor perceptions of pay justice affects organizational commitment, job satisfaction, and intention to remain at a job. The researchers tested three propositions: 1) agreement between employee and supervisor perceptions increases positive outcomes, 2) increased discrepancy decreases outcomes, and 3) outcomes are lower when supervisors rate justice higher. Proposition 1 was supported, proposition 2 was partially supported for organizational commitment, and proposition 3 was not supported. The results provide some evidence that congruence between employee and supervisor views of pay justice benefits work attitudes.
This document discusses various antecedents of job satisfaction from environmental, personality, and person-job fit perspectives. Regarding environmental antecedents, it examines job characteristics theory and finds that characteristics like skill variety, autonomy, and feedback are positively correlated with satisfaction. However, the effects of changing job characteristics may be short-lived. Pay level also influences satisfaction, particularly pay satisfaction, though fairness is more important. Regarding personality antecedents, traits like negative affectivity and external locus of control can influence how positively one views their job. Demographic factors like gender and age generally show few differences in satisfaction. Person-job fit perspectives suggest satisfaction occurs when people's attributes match their job's demands.
Paying for ideal discretion: a framed field experiment on working time arrang...GRAPE
We conduct a field experiment in Poland to tease out the valuation of time flexibility. We asked participants to recommend wage changes in different situations. We find that employees are expected to see (small) wage cuts when requesting flexibility, whereas employers should provide increases when they require a flexible work arrangement. We do not find evidence of differences across genders. We interpret these findings under the light of an ideal worker model. The further away workers drift from this ideal, the lower the compensation should be.
This document discusses work-life balance and summarizes several research papers on the topic. It begins by defining work-life balance and outlining its positive and negative effects. It then reviews literature that has studied work-life balance among married women and dual-earner couples. The document also summarizes the objectives, methodologies, findings, and conclusions of the reviewed research. Overall, the research emphasizes the need for organizations to support work-life balance policies to improve employee satisfaction and performance.
Running head Organization behaviorOrganization behavior 2.docxtoltonkendal
Running head: Organization behavior
Organization behavior 2
Organization behavior
Name:
Institution:
Course:
Date:
Organizational behavior analyzes the environment in different perspectives in order to come up with policies which make the organization convenient in its business operations. The organization must analyze various factors which affect it in order to frame the different policies. This means finding out the challenges or problems which an individual face in an organization and also the problems that groups faces in the organization. In this context, organization behavior is simply the way which an organization uses to solve the problems in its environment (Kreitner 2012). This discussion will involve Apple Inc.
One of the challenges facing Apple Inc. is managing human resources. Human resources in Apple Inc. are an invaluable asset and are always associated with the organization. Apple had experienced problems in managing its human resources. Some of the issues it experienced include failing to retain employees’ talents, not observing diverse recruitment to its fullest, non-performance among employees and employees not getting their benefits appropriately (O'Grady 2015). This went hand in hand with violation of rules governing employees, code of conduct and features which keep the value of team and organization high. The individuals’ and organization’s wellbeing depend highly on each other. This means that what people do while in the organization should reflect what is in their mind. The organizational value highly depends on social responsibility which the organization is portraying. They should put up policies for protecting the organizational environment. The issue has affected the behavior of Apple and the human resource management sorted them out (O'Grady 2015).
Managing human resources and employees ethics is a very important issue and a backbone of any organization. If managed well, the organization is likely to succeed easily. If not managed well, the issues will spoil the organization’s reputation completely and the organization may not undergo dissolution (Kreitner 2012).
References
Kreitner, Angelo Kinicki & Robert. 2012. Organization behavior. New York: Wiley.
O'Grady, Jason D. 2015. Apple Inc. Westport, Conn: Greenwood Press.
DataIDSalaryCompaMidpoint AgePerformance RatingServiceGenderRaiseDegreeGender1GrStudents: Copy the Student Data file data values into this sheet to assist in doing your weekly assignments.The ongoing question that the weekly assignments will focus on is: Are males and females paid the same for equal work (under the Equal Pay Act)? Note: to simplfy the analysis, we will assume that jobs within each grade comprise equal work.The column labels in the table mean:ID – Employee sample number Salary – Salary in thousands Age – Age in yearsPerformance Rating - Appraisal rating (employee evaluation score)Service – Years of service (rounded)Gender – 0 = male, 1 = female Midpoi ...
UNICA "Impact of COVID-19 on gender equality in research and academia" SUPERA project
Presentation held by Barbara Barbieri (UNICA) during the online event "How COVID-19 impacted on gender equality in academia", organised by SUPERA on 9 June 2021.
More info about the event are available here: https://www.superaproject.eu/covid-19-impact-on-gender-equality-in-academia-on-9-06-an-online-event-to-present-the-surveys-results/
This paper investigates the links between a number of subjective measures of worker wellbeing and within establishment wage dispersion. These may be linked either because wage dispersion influences the way in which individuals perceive their own relative and prospective income or because they are concerned about fairness in general. The analysis is based on a data set where the Quality of Work Survey is matched with register-based information on individuals and establishments. The results show that there is no significant overall association. Some significant relationships, however, can be found if the method of pay is assumed to be performance pay that is based on individual or group performance. The results also suggest that the question as to whether wages are public knowledge can be of importance.
The document discusses a study examining the impact of health related events, stress, transport issues, and job satisfaction on employee absenteeism. It outlines the research design, data collection methods, and results of analyzing data from 30 employees regarding these factors and their relationship to absenteeism. The results found that health issues, stress, transportation problems, and low job satisfaction were all positively correlated with higher rates of employee absenteeism.
This document provides information and examples related to interpreting interaction effects in statistical models. It begins with an overview of how to interpret numerical interaction terms and then provides several examples of interactions between variables and their interpretation. These include examples involving intrinsic motivation and autonomy on learning, number of choices and maximizing strategy on satisfaction, language proficiency and word frequency on translation accuracy, and more. It then shifts to discussing model comparison, including nested models, hypothesis testing using likelihood ratio tests, and comparing models.
This document summarizes a research study that examines the relationship between job satisfaction and organizational performance. The study analyzes data from 40 large and medium Croatian companies with 5,806 employees. The results show a clear but weak connection between job satisfaction and organizational performance in both directions. Detailed analysis found the connection between job satisfaction and organizational performance to be stronger than the connection between organizational performance and job satisfaction. Therefore, the study concludes that job satisfaction has a greater impact on determining organizational performance than organizational performance does on determining job satisfaction.
This document discusses job satisfaction and its measurement. It defines job satisfaction as positive feelings about one's job and explores factors that influence satisfaction levels, including personal factors, organizational factors, and job components. It also examines several theories of job satisfaction, such as content theories focusing on needs fulfillment, process theories related to expectations, and situational theories. Popular methods for measuring satisfaction are reviewed, like single global ratings and facet scales that assess specific job elements. The Minnesota Satisfaction Questionnaire and Job Descriptive Index are highlighted as widely used measurement tools.
The file contains a research proposal written on Employee turnover in Unilever, Pakistan addressing the following problem statement and research queries:
Research Objective:
The purpose of the study is:
‘’To investigate the factors influencing the employees turnover in Unilever Pakistan’’.
Research Questions:
1. To what extent unskilled labor leads to employee turnover?
2. Does work-life balance effects the employee turnover?
3. What contributions wage rate have toward employee turnover?
4. How much influence age have on employee turnover?
can be contacted at: summaya.sharif123@gmail.com
HR Bundles for Effective Work Life Balance: An Empirical Studyscmsnoida5
Work Life Balance (WLB) is one of the most
important issues at workplace in today’s
competitive business environment. A large
number of studies have been carried out on WLB
in the human resource and other academic fields.
Most of the studies find major factors related to
the work life balance. This paper, however tries
to find the HR bundles related to various factors
of WLB. The bundles basically club the major
items affecting WLB under limited number
of broad constructs. This study basically works
on the variables related to Job Motivation,
Organizational Culture, Flexi Workings, and
Work Culture etc. For the purpose of this study
data has been collected from 125 IT professionals
from Delhi-NCR. The sampling method is
judgmental sampling where only those employees
have been selected that are married and have at
least one child. Factor analysis and Descriptive
have been used for data analysis. The paper
significantly contributes in the literature by establishing relationship between HR bundles
and Work Life Balance. Further, the study
also finds and elaborates the reasons why these
variables have come up the most important and
bundled together under one broad construct.
Proofed Paper ntp192135 - Mon Feb 27 202029 EST 2017.docxhallettfaustina
The document provides feedback on a student's economics essay about whether the US has achieved full employment. The feedback notes that the student's definition of full employment and analysis of unemployment rates needs improvement. Specifically, the student incorrectly defined the natural rate of unemployment and drew the wrong conclusion from comparing actual and natural unemployment rates. The feedback recommends reexamining the definitions of natural and actual unemployment rates and the underlying statistics. The student is given the opportunity to revise and resubmit the paper.
The study examined the relationship between work-family conflict and selected demographic variables among female factory workers in East London, South Africa. A questionnaire was used to measure work-family conflict and demographic variables. 100 female factory workers participated. Age, number of children, and age of youngest child were positively correlated with work-family conflict. Contrary to previous research, marital status was not significantly related to work-family conflict. The study provides insight into improving circumstances for female employees and understanding the relationship between demographics and work-family conflict.
This document summarizes research on workplace flexibility policies and trends. It finds that:
1) The availability of flexibility has increased over time, though use remains lower, varying by factors like industry, occupation, and demographics.
2) Flexibility is associated with benefits like reduced stress and higher engagement for employees, as well as lower turnover and absenteeism for businesses.
3) While the business case for flexibility is strong, further research could help minimize stigma and better quantify the costs and benefits of different organizational approaches to flexibility.
4) It remains unclear what will drive flexibility to become standard practice in more workplaces, whether through policy changes, social pressure, companies acting in self-interest, or
Within occupation wage inequality and task dispersionGRAPE
This document summarizes a study on the relationship between task dispersion within occupations and wage inequality. It finds that occupations with more routine tasks have lower wage dispersion, supporting the first hypothesis. The second hypothesis, that task dispersion within occupations is positively related to wage inequality, receives mixed support, as only non-routine task dispersion seems to matter. The conclusions call for formalizing the intuitions, extending the analysis to other countries, and analyzing changes in task dispersion and wage inequality over time.
Similar to Matching it up: non-standard work and job satisfaction.pdf (20)
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Cel: oszacować wpływ inkluzywności władz spółek na ich wyniki.
Co wiemy?
• Większość firm nie ma równosci płci w organach (ILO, 2015)
• Większość firm nie ma w ogóle kobiet we władzach
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effectiveness in promoting gender diversity in corporate Europe.
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The document then outlines the research agenda, which is to characterize optimal contracts when agents have interdependent preferences and to provide recommendations for contract design based on whether preferences are positively or negatively interdependent. Finally, it presents some general results, finding that independent contracts are no longer optimal when preferences are interdependent, and that contracts should incorporate both individual performance bonuses and team
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Gender board diversity spillovers and the public eyeGRAPE
A range of policy recommendations mandating gender board quotas is based on the idea that "women help women". We analyze potential gender diversity spillovers from supervisory to top managerial positions over three decades in Europe. Contrary to previous studies which worked with stock listed firms or were region locked, we use a large data base of roughly 2 000 000 firms. We find evidence that women do not help women in corporate Europe, unless the firm is stock listed. Only within public firms, going from no woman to at least one woman on supervisory position is associated with a 10-15\% higher probability of appointing at least one woman to the executive position. This pattern aligns with the Public Eye Managerial Theory, suggesting that external visibility influences corporate gender diversity practices. The study implies that diversity policies, while impactful in public firms, have limited effectiveness in promoting gender diversity in corporate Europe.
The European Unemployment Puzzle: implications from population agingGRAPE
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Evidence concerning inequality in ability to realize aspirations is prevalent: overall, in specialized segments of the labor market, in self-employment and high-aspirations environments. Empirical literature and public debate are full of case studies and comprehensive empirical studies documenting the paramount gap between successful individuals (typically ethnic majority men) and those who are less likely to “make it” (typically ethnic minority and women). So far the drivers of these disparities and their consequences have been studied much less intensively, due to methodological constraints and shortage of appropriate data. This project proposes significant innovations to overcome both types of barriers and push the frontier of the research agenda on equality in reaching aspirations.
Overall, project is interdisciplinary, combining four fields: management, economics, quantitative methods and psychology. An important feature of this project is that it offers a diversified methodological perspective, combining applied microeconometrics, as well as experimental methods.
- The document discusses the optimal assignment of property rights when a social planner cannot commit to future trading mechanisms. This lack of commitment results in ex-post inefficiency and inefficient investment decisions due to hold-up problems.
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The document presents a framework for studying the optimal design of contractual property rights using mechanism design. It discusses how property rights determine agents' outside options in economic interactions and impact ex-post efficiency and investment incentives when the social planner cannot commit to future mechanisms. The authors analyze how to design property rights to alleviate these frictions in a setting with one-sided private information and bargaining power. A key result is that the optimal property right is often simple but flexible, featuring an option to own the resource.
The document presents a framework for studying the optimal design of contractual property rights. It discusses how property rights determine agents' outside options in economic interactions and impact ex-post efficiency and investment incentives when a social planner cannot commit to future mechanisms. The authors' contribution is characterizing the optimal property right from a non-parametric class in a setting with one-sided private information and bargaining power, finding that flexible rights featuring an option to own are often optimal.
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Economic Risk Factor Update: June 2024 [SlideShare]Commonwealth
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South Dakota State University degree offer diploma Transcriptynfqplhm
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A toxic combination of 15 years of low growth, and four decades of high inequality, has left Britain poorer and falling behind its peers. Productivity growth is weak and public investment is low, while wages today are no higher than they were before the financial crisis. Britain needs a new economic strategy to lift itself out of stagnation.
Scotland is in many ways a microcosm of this challenge. It has become a hub for creative industries, is home to several world-class universities and a thriving community of businesses – strengths that need to be harness and leveraged. But it also has high levels of deprivation, with homelessness reaching a record high and nearly half a million people living in very deep poverty last year. Scotland won’t be truly thriving unless it finds ways to ensure that all its inhabitants benefit from growth and investment. This is the central challenge facing policy makers both in Holyrood and Westminster.
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Matching it up: non-standard work and job satisfaction.pdf
1. Matching it up: non-standard work and job satisfaction
Matching it up:
non-standard work and job satisfaction
Katarzyna Bech Magdalena Smyk Joanna Tyrowicz Lucas van der Velde
Income and wealth inequality: drivers and consequences
Gdansk, September 2023
2. Matching it up: non-standard work and job satisfaction
Introduction
Motivation
Ambiguity haunts empirical work on job satisfaction and flexibility
Wheatley (2017): correlations positive for M and negative for W
Bellmann and Hübler (2020): patterns for JS unclear, correlations with WLB negative.
Hayman (2009): correlations with FWC and WFC lower
3. Matching it up: non-standard work and job satisfaction
Introduction
Motivation
Ambiguity haunts empirical work on job satisfaction and flexibility
Wheatley (2017): correlations positive for M and negative for W
Bellmann and Hübler (2020): patterns for JS unclear, correlations with WLB negative.
Hayman (2009): correlations with FWC and WFC lower
Workers offered flexibility are happy
(Atkinson et al. 2011, Bloom et al. 2015, O’Connor and Cech 2018, Hamplová 2019)
4. Matching it up: non-standard work and job satisfaction
Introduction
Motivation
Ambiguity haunts empirical work on job satisfaction and flexibility
Wheatley (2017): correlations positive for M and negative for W
Bellmann and Hübler (2020): patterns for JS unclear, correlations with WLB negative.
Hayman (2009): correlations with FWC and WFC lower
Workers offered flexibility are happy
(Atkinson et al. 2011, Bloom et al. 2015, O’Connor and Cech 2018, Hamplová 2019)
(Some) People lack boundary management strategies and suffer when forced to set them
(Lee et al. 2002, Kossek et al. 2004, Bainbridge and Townsend 2020)
5. Matching it up: non-standard work and job satisfaction
Contribution
Our contribution
Flexibility enactment theory → match between a person and work arrangements
1 Inclination to specific working arrangements (WA) is:
individual,
6. Matching it up: non-standard work and job satisfaction
Contribution
Our contribution
Flexibility enactment theory → match between a person and work arrangements
1 Inclination to specific working arrangements (WA) is:
individual, potentially time-varying,
7. Matching it up: non-standard work and job satisfaction
Contribution
Our contribution
Flexibility enactment theory → match between a person and work arrangements
1 Inclination to specific working arrangements (WA) is:
individual, potentially time-varying, and unobservable
8. Matching it up: non-standard work and job satisfaction
Contribution
Our contribution
Flexibility enactment theory → match between a person and work arrangements
1 Inclination to specific working arrangements (WA) is:
individual, potentially time-varying, and unobservable
2 Machine learning to uncover latent link between JS and WA ...
3 ... and obtain counterfactual levels of JS ...
4 thus identify individuals who are (mis)matched
Hypotheses
H1 Ability to actively manage boundaries is higher for women and parents.
H2 Overall job satisfaction with NWAs is higher than in a scenario eliminating NWAs.
9. Matching it up: non-standard work and job satisfaction
Data & methods
European Working Conditions Survey
Spans 2001-2015; every five years, 36 countries, approx. 1000 workers
salaried workers, aged between 18 and 65 years of age, private employer
10. Matching it up: non-standard work and job satisfaction
Data & methods
European Working Conditions Survey
Spans 2001-2015; every five years, 36 countries, approx. 1000 workers
salaried workers, aged between 18 and 65 years of age, private employer
Broad range of individual and HH characteristics:
gender, age, education, HH-structure, tenure, health
11. Matching it up: non-standard work and job satisfaction
Data & methods
European Working Conditions Survey
Spans 2001-2015; every five years, 36 countries, approx. 1000 workers
salaried workers, aged between 18 and 65 years of age, private employer
Broad range of individual and HH characteristics:
gender, age, education, HH-structure, tenure, health
Rich on work characteristics:
occupation, industry, temporary/permanent, (long) hours, work on weekends, commute, direct hazards, discomfort
(tedious tasks, etc), wearing protective gear, hours fit schedules, supportive colleagues, enough time to finish tasks, etc.
12. Matching it up: non-standard work and job satisfaction
Data & methods
European Working Conditions Survey
Spans 2001-2015; every five years, 36 countries, approx. 1000 workers
salaried workers, aged between 18 and 65 years of age, private employer
Broad range of individual and HH characteristics:
gender, age, education, HH-structure, tenure, health
Rich on work characteristics:
occupation, industry, temporary/permanent, (long) hours, work on weekends, commute, direct hazards, discomfort
(tedious tasks, etc), wearing protective gear, hours fit schedules, supportive colleagues, enough time to finish tasks, etc.
Job satisfaction: 4-level categorical scale
Descriptive statistics
13. Matching it up: non-standard work and job satisfaction
Data & methods
Job satisfaction across countries in waves in EWCS
14. Matching it up: non-standard work and job satisfaction
Data & methods
Non-standard working arrangements (NWAs)
Six non-standard working arrangements (NWAs):
varying hours,
nights,
long hours,
Sundays
15. Matching it up: non-standard work and job satisfaction
Data & methods
Non-standard working arrangements (NWAs)
Six non-standard working arrangements (NWAs):
varying hours,
nights,
long hours,
Sundays
long & varying hours
Sundays & nights
16. Matching it up: non-standard work and job satisfaction
Data & methods
NWAs across countries in EWCS
17. Matching it up: non-standard work and job satisfaction
Data & methods
Methods
The link between NWAs and JS is ambiguous and endogeneous
1 ML model of JS: low level of arbitrariness, use all available variables
individual and household characteristics + job characteristics
18. Matching it up: non-standard work and job satisfaction
Data & methods
Methods
The link between NWAs and JS is ambiguous and endogeneous
1 ML model of JS: low level of arbitrariness, use all available variables
individual and household characteristics + job characteristics
2 Estimate it for people who work in standard WAs (reference group, NWA=0)
ML model works well
19. Matching it up: non-standard work and job satisfaction
Data & methods
Methods
The link between NWAs and JS is ambiguous and endogeneous
1 ML model of JS: low level of arbitrariness, use all available variables
individual and household characteristics + job characteristics
2 Estimate it for people who work in standard WAs (reference group, NWA=0)
ML model works well
3 Obtain counterfactual JS for each individual with NWA as if no NWA
20. Matching it up: non-standard work and job satisfaction
Data & methods
Methods
The link between NWAs and JS is ambiguous and endogeneous
1 ML model of JS: low level of arbitrariness, use all available variables
individual and household characteristics + job characteristics
2 Estimate it for people who work in standard WAs (reference group, NWA=0)
ML model works well
3 Obtain counterfactual JS for each individual with NWA as if no NWA
4 Compare the actual and the counterfactual levels of JS:
∆JSi = Factual JSi − Counterfactual JSi
21. Matching it up: non-standard work and job satisfaction
Results
Does taking away NWAs improve job satisfaction?
A counterfactual experiment of taking away NWA.
Example 1: dissatisfied to very satisfied = 4 - 1 = 3
Example 2: very satisfied to dissatisfied = 1 - 4 = -3
Improvement(Y /N)i = β0 + βw × woman + βp × parent + γi woman × parent + δX + ϵi (M1)
∆JSi = β0 + βw × woman + βp × parent + γi woman × parent + δX + ϵi (M2)
22. Matching it up: non-standard work and job satisfaction
Results
Mismatch in working arrangements
We classify workers into:
actual and counterfactual job satisfactions are the same – indifferent
a worker is just as well off with and without NWA
23. Matching it up: non-standard work and job satisfaction
Results
Mismatch in working arrangements
We classify workers into:
actual and counterfactual job satisfactions are the same – indifferent
a worker is just as well off with and without NWA
job satisfaction is higher in actual than in counterfactual – matched
a worker is better of keeping NWA and would lose from having standard working arrangements
24. Matching it up: non-standard work and job satisfaction
Results
Mismatch in working arrangements
We classify workers into:
actual and counterfactual job satisfactions are the same – indifferent
a worker is just as well off with and without NWA
job satisfaction is higher in actual than in counterfactual – matched
a worker is better of keeping NWA and would lose from having standard working arrangements
job satisfaction is lower in actual than in counterfactual – mismatched
a worker would benefit from changing from NWA to standard working arrangements
We aggregate the individuals to country-level measures.
25. Matching it up: non-standard work and job satisfaction
Results
Does taking away NWAs improve job satisfaction?
All NWA samples
Logit OLogit
woman (βw ) -0.17*** -0.19***
(0.03) (0.03)
parent (βp) -0.24*** -0.23***
(0.05) (0.04)
woman × parent (γ) 0.13*** 0.13***
(0.07) (0.06)
Observations 27 729
27. Matching it up: non-standard work and job satisfaction
Results
Mismatch in working arrangements across countries
-.6
-.4
-.2
0
.2
.4
.6
Austria
Belgium
Bulgaria
Cyprus
Czech
Republic
Denmark
Estonia
Finland
France
Germany
Greece
Hungary
Ireland
Italy
Latvia
Lithuania
Luxembourg
Malta
Netherlands
Poland
Portugal
Romania
Slovakia
Slovenia
Spain
Sweden
United
Kingdom
Women: Men:
taking away NWA raises JS taking away NWA raises JS
taking away NWA reduces JS taking away NWA reduces JS
net change net change
28. Matching it up: non-standard work and job satisfaction
Results
Mismatch in working arrangements across countries
-.6
-.4
-.2
0
.2
.4
.6
Austria
Belgium
Bulgaria
Cyprus
Czech
Republic
Denmark
Estonia
Finland
France
Germany
Greece
Hungary
Ireland
Italy
Latvia
Lithuania
Luxembourg
Malta
Netherlands
Poland
Portugal
Romania
Slovakia
Slovenia
Spain
Sweden
United
Kingdom
Parents: Non-parents:
taking away NWA raises JS taking away NWA raises JS
taking away NWA reduces JS taking away NWA reduces JS
net change net change
29. Matching it up: non-standard work and job satisfaction
Conclusions
Summary
Build on flexibility enactment theory
Study match between workers and WA
women and parents would not benefit from a removing NWAs;
across countries: substantial room for raising JS by better aligning workers with WA;
30. Matching it up: non-standard work and job satisfaction
Conclusions
Summary
Build on flexibility enactment theory
Study match between workers and WA
women and parents would not benefit from a removing NWAs;
across countries: substantial room for raising JS by better aligning workers with WA;
no one-size-fits-all policy
31. Matching it up: non-standard work and job satisfaction
Conclusions
Questions or suggestions?
Thank you!
w: grape.org.pl
t: grape org
f: grape.org
e: j.tyrowicz@grape.org.pl
32. Matching it up: non-standard work and job satisfaction
References
References I
Atkinson, C., Lucas, R. and Hall, L.: 2011, Flexible working and happiness in the nhs, Employee Relations 33, 88–105.
Bainbridge, H. T. and Townsend, K.: 2020, The effects of offering flexible work practices to employees with unpaid caregiving
responsibilities for elderly or disabled family members, Human Resource Management 59(5), 483–495.
Bellmann, L. and Hübler, O.: 2020, Working from home, job satisfaction and work–life balance–robust or heterogeneous links?,
International Journal of Manpower .
Bloom, N., Liang, J., Roberts, J. and Ying, Z. J.: 2015, Does working from home work? evidence from a chinese experiment,
The Quarterly Journal of Economics 130(1), 165–218.
Hamplová, D.: 2019, Does work make mothers happy?, Journal of Happiness Studies 20(2), 471–497.
Hayman, J. R.: 2009, Flexible work arrangements: Exploring the linkages between perceived usability of flexible work schedules
and work/life balance, Community, work & family 12(3), 327–338.
Kossek, E. E., Lautsch, B. A. and Eaton, S. C.: 2004, Chapter 12: Flexibility enactment theory: Implications of flexibility type,
control, and boundary management for work-family effectiveness, Work and Life Integration: Organizational, Cultural and
Individual Perspectives, Psychology Press.
Lee, M. D., MacDermid, S. M., Williams, M. L., Buck, M. L. and Leiba-O’Sullivan, S.: 2002, Contextual factors in the success
of reduced-load work arrangements among managers and professionals, Human Resource Management 41(2), 209–223.
O’Connor, L. T. and Cech, E. A.: 2018, Not just a mothers’ problem: The consequences of perceived workplace flexibility bias
for all workers, Sociological Perspectives 61(5), 808–829.
Wheatley, D.: 2017, Employee satisfaction and use of flexible working arrangements, Work, Employment and Society
31(4), 567–585.
33. Matching it up: non-standard work and job satisfaction
References
Descriptive statistics
Variable
Full
sample
Reference
group
Varying
hours
Nights
Long
hours
Sundays
Long &
varying h.
Sundays
& nights
% satisfied with their job 82.9 85.1 84.6 75.5 81.0 78.3 83.7 76.2
Personal characteristics:
% of women 40.4 46.1 46.4 23.7 27.7 52.0 20.3 25.6
% of single hh 10.3 10.2 11.5 10.3 9.5 9.4 11.6 10.0
% of hh with a child aged¡7 yo 12.3 12.0 12.8 13.1 12.2 11.6 14.0 12.2
% of hh with an elder member 1.5 1.5 1.0 1.8 1.1 1.6 1.8 2.2
Job characteristics:
% working part-time 11.2 11.8 18.5 6.8 4.0 17.5 2.8 7.9
% working on Saturdays 37.6 23.1 30.9 35.8 33.8 89.7 33.5 90.7
% report hours fit schedules 81.9 89.5 86.4 74.7 78.4 71.6 71.1 58.1
% report supportive colleagues 92.7 92.5 91.1 92.4 95.1 92.6 93.2 93.2
% report enough time for tasks 92.8 94.1 93.6 93.5 89.6 92.4 88.1 91.9
% with long commute 29.7 27.0 30.6 28.1 36.2 26.3 40.6 32.0
hazardous conditions (count) 3.03 2.95 2.67 4.00 3.23 3.19 2.78 3.53
NWAs:
% working in varying hours 11.9 0 100 0 0 0 0 0
% working nights 3.6 0 0 100 0 0 0 0
% working in long hours 8.1 0 0 0 100 0 0 0
% working on Sundays 8.4 0 0 0 0 100 0 0
% working long&varying hours 8.7 0 0 0 0 0 100 0
% working on Sunday nights 8.5 0 0 0 0 0 0 100
Observations 56 107 28 378 6 312 1 728 4 461 5 577 4 408 5 243
34. Matching it up: non-standard work and job satisfaction
References
ML works: true vs model JS in the sample
ML - Random Forest
Predicted JS
Parametric (OLogit)
Predicted JS
Actual JS 1 2 3 4 1 2 3 4
Cell % Cell % Cell % Cell % Cell % Cell % Cell % Cell %
very satisfied (1) 15.6 3.9 1.9 1.2 2.3 20.7 0.0 0.0
satisfied (2) 11.1 35.2 10.2 6.1 1.8 58.7 0.2 0.0
dissatisfied (3) 1.2 1.4 8.3 1.3 0.1 13.0 0.2 0.0
very dissatisfied (4) 0.1 0.1 0.2 2.3 0.0 2.6 0.2 0.0
N 8 302 11 094 5 932 3 050 1 218 26 965 187 8