Suchprofil: Arbeitsmarktflexibilität Durchsuchter Fertigstellungsmonat: 11/22 Sortierung: 1. SSCI-JOURNALS 2. SONSTIGE REFERIERTE ZEITSCHRIFTEN 3. SONSTIGE ZEITSCHRIFTEN 4. ARBEITSPAPIERE/DISCUSSION PAPER 5. MONOGRAPHISCHE LITERATUR 6. BEITRÄGE ZU SAMMELWERKEN **************** 1. SSCI-JOURNALS **************** @Article{Castellacci:2022:IAS, Journal= {Journal of Economic Surveys}, Number= {online first}, Author= {Fulvio Castellacci}, Title= {Innovation and social welfare: A new research agenda}, Year= {2022}, Pages= {1-36}, Annote= {URL: https://doi.org/10.1111/joes.12537}, Annote= {URL: https://doi.org/10.1111/joes.12537}, Abstract= {"Innovation research is motivated by the understanding that new technologies contribute to address societal challenges and foster welfare. Extant research in the economics of innovation has, however, adopted a narrow definition of social welfare, which focuses on economic performance and material well-being, and that mostly disregards distributional impacts of innovation. This paper critically reviews the concept of social welfare in the economics of innovation literature, and it outlines a new research agenda that will investigate the impacts of innovation on individuals' well-being and aggregate social welfare. The new research program has two major pillars. First, it adopts a broader notion of agents' well-being that comprises also non-economic factors and capabilities alongside income and material wealth. Second, it argues that welfare analyses of innovation must explicitly take into account equity and social justice in addition to efficiency and economic performance. This new research agenda opens up several novel questions for future innovation research and policy-making, pointing to the existence of trade-offs and dilemmas between efficiency and equity, and between short- and long-run impacts of innovation on social welfare." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))}, Annote= {Schlagwörter: Innovation; gesellschaftliche Wohlfahrt; Zufriedenheit; Wirkungsforschung; Forschungsansatz; Forschungsprogramm; individuelle Wohlfahrt; Arbeitszufriedenheit; Arbeitszeitflexibilität; Work-Life-Balance; Gesundheitszustand; Capability Approach; Umwelteffekte; Konsum; neue Medien; Auswirkungen; }, Annote= {Sprache: en}, Annote= {IAB-Sign.: Z 2256}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K221108VHE}, } @Article{Jacobi:2022:MOU, Journal= {Social policy and administration}, Number= {online first}, Author= {Aljoscha Jacobi}, Title= {Markets or unions? De-unionisation and German firms' provision of flexible working-time policies from 2002 to 2016}, Year= {2022}, Pages= {1-17}, Annote= {URL: https://doi.org/10.1111/spol.12870}, Annote= {URL: https://doi.org/10.1111/spol.12870}, Abstract= {"Working-time regimes structure time-use and (gender) inequality, but processes shaping the availability of flexible working-hours arrangements remain poorly understood. This study adopts a longitudinal perspective to investigate change in the provision of long- and short-term working-time accounts by firms in Germany between 2002 and 2016. In this period, flexibility policies became more common, but union coverage declined, motivating the question: Are unions losing their influence on working-time arrangements? And if so, is availability increasingly determined by firms' agency? Dualization theory implies that while unions have a narrowing sphere of influence, their collective bargaining power remains intact. By contrast, the classical assumption is that reduced coverage leads to a reduced bargaining power. A third line of argument holds that where unions' influence declines, firms' agency driven by factors such as competition for skilled employees or the need to retain female employees becomes more important. Using the German IAB Establishment Panel this study decomposes the overall expansion of flexibility policies in parts accruing to changes in firms' behaviour and changes in industrial relations and labour market conditions. The study finds that increased competition for employees contributed to better working conditions. The penalty for firms employing a high share of women decreased slightly, but not for the most legally protected policies. Erosion of collective bargaining is found to have a small negative impact on working-time arrangements. Overall, the findings confirm that despite a diminished sphere of influence, union's bargaining power remained relatively stable." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))}, Annote= {Schlagwörter: Arbeitszeitgestaltung; Arbeitszeitpolitik; IAB-Betriebspanel; Arbeitszeitflexibilität; Arbeitszeitmodell; Gewerkschaft; Tarifvertrag; Betriebsrat; Betriebsvereinbarung; Arbeitsbeziehungen; Regulierung; Arbeitszeitkonto; Organisationsgrad; Auswirkungen; Bundesrepublik Deutschland; }, Annote= {Bezugszeitraum: 2002-2016}, Annote= {Sprache: en}, Annote= {IAB-Sign.: Z 2257}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K221109VH2}, } @Article{Kreiner:2022:DFR, Journal= {The Journal of Economic Perspectives}, Volume= {36}, Number= {4}, Author= {Claus Thustrup Kreiner and Michael Svarer}, Title= {Danish Flexicurity: Rights and Duties}, Year= {2022}, Pages= {81-102}, Annote= {URL: https://doi.org/10.1257/jep.36.4.81}, Abstract= {"Denmark is one of the richest countries in the world and achieves this in combination with low inequality, low unemployment, and high-income security. This performance is often attributed to the Danish labor market model characterized by what has become known as flexicurity. This essay describes and evaluates Danish flexicurity. The Danish experience shows that flexicurity in itself, that is, flexible hiring and firing rules for firms combined with high income security for workers, is insufficient for successful outcomes. The flexicurity policy also needs to include comprehensive active labor market programs (ALMPs) with compulsory participation for recipients of unemployment compensation. Denmark spends more on active labor market programs than any other OECD country. We review theory showing how ALMPs can mitigate adverse selection and moral hazard problems associated with high income security and review empirical evidence on the effectiveness of ALMPs from the ongoing Danish policy evaluation, which includes a systematic use of randomized experiments. We also discuss the aptness of flexicurity to meet challenges from globalization, automation, and immigration and the trade-offs that the United States (or other countries) would face in adopting a flexicurity policy." (Author's abstract, IAB-Doku) ((en))}, Annote= {Schlagwörter: Flexicurity; Arbeitsmarktpolitik; Arbeitslosenversicherung; Arbeitslose; Aktivierung; internationaler Vergleich; OECD; Arbeitsmarktentwicklung; Reformpolitik; öffentliche Ausgaben; berufliche Reintegration; Auswirkungen; Krisenmanagement; Automatisierung; Einwanderung; Globalisierung; Workfare; Tarifverhandlungen; Kündigungsschutz; Dänemark; USA; }, Annote= {Bezugszeitraum: 1980-2020}, Annote= {JEL-Klassifikation: E24 ; J38 ; J51 ; J53 ; J63 ; J65 ; J23}, Annote= {Sprache: en}, Annote= {IAB-Sign.: Z 938}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K221114VLT}, } @Article{Pulignano:2022:ZAI, Journal= {Work, employment and society}, Number= {online first}, Author= {Valeria Pulignano and Glenn Morgan}, Title= {The 'Grey Zone' at the Interface of Work and Home : Theorizing Adaptations Required by Precarious Work}, Year= {2022}, Pages= {1-17}, Annote= {URL: https://doi.org/10.1177/09500170221122507}, Abstract= {"This conceptual article develops a framework based on the 'total social organization of labour' for analysing the implications precarious work in the public sphere has for the reorganization of the private domestic sphere. The core proposition is that a 'grey zone' of unpaid labour exists which needs to be negotiated 'or at least tolerated' within a household to engage in precarious paid work. A 'grey zone' is theorized as a necessary transition space under conditions of precarious work requiring temporal and spatial adaptations within the family household. The article explains how adaptations in 'time' and 'space' within a 'grey zone' context in the private domestic sphere entail new forms of unpaid labour. Employers have increasingly divested themselves of responsibilities to provide security through the wage relation; families and their pre-existing socio-economic position have adapted to support the unpaid labour necessary to access and survive under precarious work conditions." (Author's abstract, IAB-Doku) ((en))}, Annote= {Schlagwörter: prekäre Beschäftigung; Beruf und Familie; Work-Life-Balance; geschlechtsspezifische Faktoren; sozioökonomische Faktoren; private Haushalte; Unsicherheit; Auswirkungen; Nichterwerbsarbeit; Entgrenzung; Arbeitszeitflexibilität; Mehrfachbeschäftigung; }, Annote= {Sprache: en}, Annote= {IAB-Sign.: Z 917}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K221103VCW}, } @Article{Reynolds:2022:GWA, Journal= {Work and occupations}, Number= {online first}, Author= {Jeremy Reynolds and Reilly Kincaid}, Title= {Gig Work and the Pandemic: Looking for Good Pay from Bad Jobs During the COVID-19 Crisis}, Year= {2022}, Pages= {1-37}, Annote= {URL: https://doi.org/10.1177/07308884221128511}, Abstract= {"COVID-19 led to work hour reductions and layoffs for many Americans with wage/salary jobs. Some gig work, however, which is usually considered precarious, remained available. We examine whether people doing gig microtasks right before the pandemic increased their microtask hours during COVID-19 and whether those changes helped them financially. Using data from workers on Amazon's Mechanical Turk platform from February, March, and April of 2020, we find that roughly one third of existing workers increased their microtask hours. Increases were larger for people who lost household income or wage/salary hours. Spending more time on microtasks, however, did little to help workers financially. Furthermore, the people most reliant on microtasks before the pandemic had worse financial outcomes than others. In short, even though microtask work might seem like a good way for people to recoup lost income during the pandemic, it was of limited utility even for the experienced workers in our sample." (Author's abstract, IAB-Doku) ((en))}, Annote= {Schlagwörter: Pandemie; Auswirkungen; Beschäftigungseffekte; prekäre Beschäftigung; Plattformökonomie; Arbeitszeitentwicklung; internetbasierte Arbeitsorganisation; Einkommenseffekte; Haushaltseinkommen; Beruf und Familie; Niedriglohn; Arbeitszeitflexibilität; USA; }, Annote= {Bezugszeitraum: 2020-2020}, Annote= {Sprache: en}, Annote= {IAB-Sign.: Z 1346}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K221018U0H}, } @Article{Schmidt:2022:FWF, Journal= {Journal of Family Research}, Volume= {34}, Number= {2}, Author= {Eva-Maria Schmidt}, Title= {Flexible working for all? How collective constructions by Austrian employers and employees perpetuate gendered inequalities}, Year= {2022}, Pages= {615-642}, Annote= {URL: https://doi.org/10.20377/jfr-668}, Annote= {URL: https://doi.org/10.20377/jfr-668}, Abstract= {"Objective: This paper pursues the question as to how extended flexible working possibilities in the labor market are legitimized among employers and employees and whether they have potential to mitigate inequalities. Background: Persistent and increasing gendered inequalities in Austria are reflected in the unequal division of unpaid family work in parental couples and in men's stable full-time employment while women increasingly work part-time. In recent years, employers have expanded flexible working possibilities for all employees, regardless of their gender, also in leading positions and especially for those with family responsibilities. Method: We conducted six focus groups and 16 semi-structured interviews with employers (n=30) and employees (n=25) from 29 contrasting companies across Austria. An in-depth reconstructive analysis facilitated our exploration of collective notions and concepts associated with flexible work and career opportunities. Results: The respondents constructed part-time and flexible work as a new norm strongly connected to women with (potential) children. At the same time, employers and employees legitimized that these women must be protected from penalties resulting from the ideal worker norm still in force and must be variously supported by employers. However, men – the partners of women they could support by making use of these options and taking over childcare – are not constructed as a target group. Conclusion: In a cultural context such as Austria, family-friendly flexible working opportunities perpetuate rather than level gendered inequalities, as men's need for those opportunities do not emerge in the constructions. The lack thereof is neither explicitly addressed nor challenged." (Author's abstract, IAB-Doku) ((en))}, Annote= {Schlagwörter: Arbeitszeitflexibilität; geschlechtsspezifische Faktoren; Beruf und Familie; Teilzeitarbeit; Legitimation; Arbeitgeber; abhängig Beschäftigte; Einstellungen; soziale Normen; Mütter; erwerbstätige Frauen; kulturelle Faktoren; Gleichstellung; Geschlechterrolle; Rollenverständnis; Väter; erwerbstätige Männer; Telearbeit; Österreich; }, Annote= {Bezugszeitraum: 2019-2019}, Annote= {Sprache: en}, Annote= {IAB-Sign.: Z 1259}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K221019U0N}, } ************************************ 2. SONSTIGE REFERIERTE ZEITSCHRIFTEN ************************************ @Article{Ikonen:2022:NJD, Journal= {Community, work & family}, Number= {online first}, Author= {Hanna-Mari Ikonen and Minna Salminen-Karlsson and Gilda Seddighi}, Title= {Not just daycare: nordic mothers in research, development and innovation navigating work and childcare}, Year= {2022}, Pages= {1-17}, Annote= {URL: https://doi.org/10.1080/13668803.2022.2138739}, Abstract= {"Nordic welfare policies mitigate work-childcare reconciliation; however, they are not enough for mothers working in intensive work cultures. In addition, there are differences among the three Nordic states in both work-family policies and cultural norms as to how they should be used. In this article, we study the resources mothers who work in research, development and innovation (R&D&I) in Finland, Norway and Sweden rely on in their work-childcare reconciliation. Thematic analysis of interviews with 74 professionals resulted in identifying four main resources: father involvement, parental leave system and daycare, flexible working, and grandparent help and networks. Our analysis brings to view the blind spots in work and childcare reconciliation that Nordic care policies and flexible work schemes do not cover in the case of professional R&D&I mothers. We find that the role of fathers is overarching, as it regulates which of the other resources are used and how. We also argue that the role grandparents play as a resource is understudied." (Author's abstract, IAB-Doku) ((en))}, Annote= {Schlagwörter: erwerbstätige Frauen; Mütter; Hochqualifizierte; Wissenschaftler; Beruf und Familie; internationaler Vergleich; Kinderbetreuung; Familienpolitik; Auswirkungen; kulturelle Faktoren; soziale Normen; Forschung und Entwicklung; Väter; Arbeitsteilung; Elternzeit; institutionelle Faktoren; soziales Netzwerk; Arbeitszeitflexibilität; Unternehmenskultur; Finnland; Norwegen; Schweden; }, Annote= {Bezugszeitraum: 2017-2020}, Annote= {Sprache: en}, Annote= {IAB-Sign.: X 745}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K221108VGR}, } @Article{Lott:2022:RCW, Journal= {Transfer}, Number= {online first}, Author= {Yvonne Lott and Clare Kelliher and Heejung Chung}, Title= {Reflecting the changing world of work? A critique of existing survey measures and a proposal for capturing new ways of working}, Year= {2022}, Pages= {1-17}, Annote= {URL: https://doi.org/10.1177/10242589221130597}, Annote= {URL: https://doi.org/10.1177/10242589221130597}, Abstract= {"In den vergangenen Jahrzehnten haben wir signifikante und ganz unterschiedliche Veränderungen in der Arbeitswelt gesehen. Als bedeutendster Wandel ist hier die Erosion des Normalarbeitsverhältnisses zu nennen. Diese Veränderungen stellen die traditionelle Bedeutung von 'Beschäftigung', 'Arbeitgeber:innen', 'Arbeitnehmer:innen', 'Arbeitsplatz' und 'Arbeitstag' in Frage. Viele der aktuell verwendeten Befragungsinstrumente basieren aber nach wie vor auf dem Konzept des Normalarbeitsverhältnisses. Der vorliegende Artikel beschreibt einige der Einschränkungen bestehender Konzeptualisierungen und Definitionen flexibler Arbeitsarrangements und der zu ihrer Erfassung in großen Befragungen verwendeten Instrumente. Der Artikel zeigt ebenfalls Wege auf, wie diese Einschränkungen zu überwinden sind. Der Hinweis auf die potenziellen Grenzen bestehender Befragungsinstrumente soll die Nutzer:innen dieser Daten dazu veranlassen, genauer darüber nachzudenken, welche Erkenntnisse diese Ergebnisse wirklich vermitteln und welche nicht. Darüber hinaus sollen die Designer:innen dieser Umfragen dazu motiviert werden, die bisher verwendeten Instrumente zu modifizieren und neue Instrumente zu entwickeln, um moderne Realitäten wie Mehrfachbeschäftigung sowie Internet- und Plattformarbeit besser zu erfassen." (Autorenreferat, IAB-Doku)}, Abstract= {"In recent decades we have seen significant and varied changes in the world of work. Most prominent among these is the diminishing prevalence of the standard employment relationship. These changes challenge traditional notions of what constitute 'employment', 'employers', 'employees', the 'workplace' and the 'working day'. Many current survey instruments are still based on the concept of the standard employment relationship, however. This article illustrates some limitations of existing conceptualisations and definitions of flexible work arrangements and of the instruments used to measure them in major surveys. It also suggests ways of tackling these limitations. The aim of highlighting potential limitations of existing survey instruments is to enable data users to be more reflective about what the results actually do and do not report, and to encourage survey designers to modify existing instruments and develop new instruments to better capture contemporary realities, including multiple jobholding and internet and platform work." (Author's abstract, IAB-Doku) ((en))}, Annote= {Schlagwörter: Arbeitswelt; Erwerbsformenwandel; atypische Beschäftigung; sozialer Wandel; Berufsverlauf; Lebensweise; Arbeitsbeziehungen; Mehrfachbeschäftigung; internetbasierte Arbeitsorganisation; Plattformökonomie; Arbeitsmarktforschung; Forschungsmethode; Arbeitsverhältnis; berufliche Autonomie; berufliche Flexibilität; Zukunft der Arbeit; mobiles Arbeiten; Arbeitszeitflexibilität; Befragung; }, Annote= {Sprache: en}, Annote= {IAB-Sign.: Z 1180}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K221114VLU}, } @Article{Rashmi:2021:WBS, Journal= {The international journal of sociology and social policy}, Volume= {42}, Number= {11/12}, Author= {Kumari Rashmi and Aakanksha Kataria}, Title= {Work-life balance: a systematic literature review and bibliometric analysis}, Year= {2021}, Pages= {1028-1065}, Annote= {URL: https://doi.org/10.1108/IJSSP-06-2021-0145}, Abstract= {"Purpose: The purpose of this paper is to provide a clear view of current dynamics and research diversification of extant literature in the field of work-life balance (WLB). This paper provides a systematic and critical analysis of WLB literature using bibliometric analysis. Design/methodology/approach: Scopus database has been used for carrying out this review that is based on 945 research papers published from 1998 to 2020. The prominence of the research is assessed by studying the publication trend, sample statistics, theoretical foundation, the highly cited research articles and journals, most commonly used keywords, research themes of top four recognized clusters, sub-themes within each cluster and thematic overview of WLB corpus formed on the premise of bibliographic coupling. Additionally, content analysis of recently published papers revealed emerging research patterns and potential gaps. Findings: Major findings indicate that the research area consists of four established and emerging research themes based on clusters formed as (1) flexible work arrangements, (2) gender differences in WLB, (3) work-life interface and its related concepts, and (4) WLB policies and practices. Emerging themes identified through content analysis of recent articles include gender discrepancy, the impact of different forms of contextual (situational) factors and organizational culture. Originality/value: This research paper is the first of its kind on the subject of WLB as it provides multifariousness of study fields within the WLB corpus by using varied bibliographic mapping approaches. It also suggests viable avenues for future research." (Author's abstract, IAB-Doku, © Emerald Group) ((en))}, Annote= {Schlagwörter: Work-Life-Balance; Forschungsstand; geschlechtsspezifische Faktoren; Beruf und Familie; Arbeitszeitflexibilität; Personalpolitik; Unternehmenskultur; Erwerbstätige; Forschungsansatz; empirische Sozialforschung; Industrieländer; Entwicklungsländer; Forschungsmethode; Wissenschaftstheorie; }, Annote= {Bezugszeitraum: 1998-2020}, Annote= {Sprache: en}, Annote= {IAB-Sign.: X 450}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K221018UZ0}, } @Article{Tsen:2021:DFW, Journal= {The international journal of sociology and social policy}, Volume= {42}, Number= {11/12}, Author= {Mung Khie Tsen and Manli Gu and Chee Meng Tan and See Kwong Goh}, Title= {Does flexible work arrangements decrease or increase turnover intention? A comparison between the social exchange theory and border theory}, Year= {2021}, Pages= {962-983}, Annote= {URL: https://doi.org/10.1108/IJSSP-08-2021-0196}, Abstract= {"Purpose: More companies embrace flexible work arrangements (FWA) as one of their employee retention strategies, yet its effectiveness is not consistent. Generally, past researchers use the social exchange theory to explain how FWA lowers turnover intention, while the rest adopts the border theory to justify why FWA can be ineffective. Here, the authors compare the competing theories for the first time to differentiate the theoretical reasoning of three forms of FWA (flex time, flex leave and homeworking). Two mediators (organisational commitment and work-family conflicts) are chosen to represent the mechanism of each theory. Design/methodology/approach: The authors employ the latest wave of the International Social Survey Program (ISSP) Work Orientation Module from 2015. Based on nationally representative data from 35 nations and 17,604 participants, the authors employed simple mediation and parallel double-mediation models via bootstrapping procedures to investigate the theoretical reasoning behind each FWA. Findings: The results indicate that organisational commitment and work-family conflicts as significant mediators in all models, supporting both theories. The authors first tested each mediator in separated models. In models concerning the social exchange theory, all FWA lead to increased organisational commitment before lowering turnover intention, implying the beneficial outcomes of FWA. However, findings also support the border theory's perspective where flex time and homeworking increase turnover intention through heightened work-family conflicts. The parallel double-mediation further suggests that all three FWA forms have their unique theoretical framework, impacting turnover intention differently. Originality/value: Both the social exchange theory and border theory are well-developed theories but grounded on different theoretical reasoning. This is the first paper that compares both theoretical perspectives in the context of FWA. It offers a new perspective in explaining the inconclusive effectiveness of FWA and provides future researchers a more integrated interpretation and prediction of FWA's impact on turnover intention." (Author's abstract, IAB-Doku, © Emerald Group) ((en))}, Annote= {Schlagwörter: Arbeitszeitflexibilität; Telearbeit; Auswirkungen; Kündigungsabsicht; Arbeitsplatzwechsel; Mitarbeiterbindung; Commitment; Beruf und Familie; internationaler Vergleich; Arbeitsmarkttheorie; Entgrenzung; Reziprozität; Arbeitsbeziehungen; Freistellung; Welt; }, Annote= {Bezugszeitraum: 2015-2015}, Annote= {Sprache: en}, Annote= {IAB-Sign.: X 450}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K221018UZZ}, } ************************* 3. SONSTIGE ZEITSCHRIFTEN ************************* @Article{Bundesministerium:2022:PBI, Journal= {Deutscher Bundestag. Drucksachen}, Number= {Dr 20/3671 v 26 09 2022}, Institution={Bundesministerium f{\"u}r Arbeit und Soziales ; Deutscher Bundestag. Fraktion Die Linke}, Title= {Psychische Belastungen in der Arbeitswelt : Antwort der Bundesregierung auf die Kleine Anfrage der Abgeordneten und der Fraktion DIE LINKE(Drucksache 20/3374)}, Year= {2022}, Pages= {1-30}, Annote= {URL: https://dserver.bundestag.de/btd/20/036/2003671.pdf}, Abstract= {Mit der Kleinen Anfrage sollen der aktuelle Stand psychischer Belastungen in der Arbeitswelt und die diesbezüglichen Vorhaben der Bundesregierung erfragt werden. Die Fragen betreffen Arbeitsunfähigkeitstage und Ausfallzeiten aufgrund von psychischen und Verhaltensstörungen, differenziert nach Altersgruppen und Wirtschaftszweigen, Rentenzugänge wegen verminderter Erwerbsfähigkeit nach psychischen und Verhaltensstörungen, Schätzungen der volkswirtschaftlichen Kosten im Sinne des Produktionsausfalls durch Arbeitsunfähigkeit. Auf Befragungen basierende Daten liefern Aussagen zur Häufigkeit der psychische Belastungen durch (a) Termin- oder Leistungsdruck, (b) verschiedene Arbeiten gleichzeitig betreuen zu müssen, (c) häufig bei der Arbeit gestört, unterbrochen zu werden, (d) Arbeiten an der Grenze der Leistungsfähigkeit, (e) Unterforderung (hinsichtlich fachlicher Kenntnisse und Arbeitsmenge), (f) monotones Arbeiten. Dargestellt wird weiterhin die Anzahl der Beschäftigten, die häufig Einfluss auf die Arbeitsmenge haben, die häufig selbst entscheiden, wann Pause gemacht wird, häufig eigene Arbeit selbst planen und einteilen, häufig Hilfe und Unterstützung von Kollegen/-innen oder von ihrem/ihrer direkten Vorgesetzten erhalten. Weitere Themen sind überlange Arbeitszeiten (mehr als 48 Wochenstunden) nach Wirtschaftszweigen (2015-2021) und Auswirkungen der Corona-Pandemie. (IAB)}, Annote= {Schlagwörter: Arbeitsbelastung; psychische Faktoren; arbeitsbedingte Krankheit; Verhaltensstörung; Arbeitsbedingungen; Stress; Stressbewältigung; Rentenzugänge; Berufsunfähigkeit; Erwerbsminderung; volkswirtschaftliche Kosten; Arbeitsausfall; Arbeitsunfähigkeit; Unterforderung; monotone Arbeit; Überstunden; Arbeitsintensität; individuelle Arbeitszeit; abhängig Beschäftigte; psychische Störung; Bundesrepublik Deutschland; }, Annote= {Bezugszeitraum: 2001-2020}, Annote= {Sprache: de}, Annote= {IAB-Sign.: Z 198}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K221026U5G}, } @Article{Qian:2022:GAE, Journal= {Socius}, Volume= {8}, Author= {Yue Qian and Liana C. Sayer}, Title= {Gender and Educational Variation in How Temporal Dimensions of Paid Work Affect Parental Child Care Time}, Year= {2022}, Annote= {URL: https://doi.org/10.1177/23780231221132383}, Annote= {URL: https://doi.org/10.1177/23780231221132383}, Abstract= {"Using the 2017?2018 American Time Use Survey, the authors investigate how a comprehensive set of temporal conditions of paid work affects parental child care time, with attention to gender and education. Temporal work conditions include access to leave, inflexible start and end times, short advance notice of work schedules, types of work shifts, and usual days worked. Among mothers, the only significant relationship is between usual days worked and routine care time. Among fathers, lacking access to paid leave and having inflexible start and end times are associated with reduced routine care time, and working on variable days of the week is related to less developmental care time. Temporal work conditions also shape the educational gap in parental child care time. Importantly, nonstandard shifts and working on weekends widen the educational gradient in mothers? developmental care time. The findings imply that temporal work conditions amplify gender inequality in work-family lives and families as agents of class reproduction." (Author's abstract, IAB-Doku) ((en))}, Annote= {Schlagwörter: Kinderbetreuung; Familienarbeit; Arbeitszeitflexibilität; Väter; Mütter; Teilzeitarbeit; Arbeitszeitverteilung; Erwerbsarbeit; geschlechtsspezifische Faktoren; soziales Verhalten; Geschlechterrolle; Zeitbudget; Auswirkungen; Beruf und Familie; qualifikationsspezifische Faktoren; USA; }, Annote= {Bezugszeitraum: 2017-2018}, Annote= {Sprache: en}, Annote= {IAB-Sign.: Z 2378}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K221103VDD}, } ********************************** 4. ARBEITSPAPIERE/DISCUSSION PAPER ********************************** @Book{Bech:2022:MIU, Institution={Group for Research in Applied Economics (Hrsg.)}, Author= {Katarzyna Bech and Magdalena Smyk and Lucas van der Velde and Joanna Tyrowicz}, Title= {Matching it up: non-standard work and job satisfaction}, Year= {2022}, Pages= {37}, Address= {Warszawa}, Series= {GRAPE working paper / Group for Research in Applied Economics}, Number= {72}, Annote= {URL: https://ideas.repec.org/p/fme/wpaper/72.html}, Annote= {URL: https://ideas.repec.org/p/fme/wpaper/72.html}, Abstract= {"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." (Author's abstract, IAB-Doku) ((en))}, Annote= {Schlagwörter: atypische Beschäftigung; Arbeitszufriedenheit; geschlechtsspezifische Faktoren; internationaler Vergleich; Arbeitszeitgestaltung; Arbeitszeitflexibilität; Auswirkungen; Elternschaft; Beruf und Familie; Europa; }, Annote= {Bezugszeitraum: 2001-2015}, Annote= {JEL-Klassifikation: J16 ; J71 ; J32}, Annote= {Sprache: en}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K221025U4M}, } @Book{Habelitz:2022:FZA, Institution={Hans-B{\"o}ckler-Stiftung (Hrsg.)}, Author= {Nora Habelitz}, Title= {Forschungsmonitoring "Arbeit der Zukunft" : April bis Juni 2022 (Berichtszeitraum) : Forschungsstelle "Arbeit der Zukunft"}, Year= {2022}, Pages= {119}, Address= {D{\"u}sseldorf}, Series= {Hans-B{\"o}ckler-Stiftung. Working paper Forschungsf{\"o}rderung}, Number= {257}, Annote= {URL: http://hdl.handle.net/10419/265396}, Annote= {URL: http://hdl.handle.net/10419/265396}, Abstract= {"Das Forschungsmonitoring Nr. 18 gibt einen Überblick über aktuelle Studien und Publikationen zur Arbeitswelt der Zukunft für den Berichtszeitraum April bis Juni 2022. Es orientiert sich an den Schwerpunkten der Forschungsstelle "Arbeit der Zukunft": Digitalisierung und Arbeit der Zukunft, Standards für digitale Arbeitsformen, Beschäftigung im Wandel, Aufwertung der Arbeit, Humanisierung der Arbeit 4.0, Atmende Arbeitszeiten und Zeitarrangements, Künstliche Intelligenz und Sozial-ökologische Transformation." (Autorenreferat, IAB-Doku)}, Annote= {Schlagwörter: technischer Wandel; Auswirkungen; Zukunft der Arbeit; Digitale Arbeitswelt; Humanisierung der Arbeit; Forschungsstand; Industrie; Dienstleistungsbereich; Beschäftigungseffekte; Plattformökonomie; Erwerbsformenwandel; Mitbestimmung; Tätigkeitswandel; Berufswandel; Lohnfindung; Prävention; Arbeitszeitflexibilität; künstliche Intelligenz; Ethik; Pandemie; Klimaschutz; Bundesrepublik Deutschland; Welt; }, Annote= {Sprache: de}, Annote= {Quelle: IAB, SB Dokumentation und Bibliothek, LitDokAB, K221108VG0}, } 14 von 473 Datensätzen ausgegeben.