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Firm Specific Formalisation Structures and their Impact on the Job Satisfaction and Health of Women and Men – Analyses with the SOEP-LEE

公司特定的正规化结构及其对女性和男性工作满意度和健康的影响 â 使用 SOEP-LEE 进行分析

基本信息

批准号：
279007293
负责人：
Professorin Dr. Petra Stein, since 4/2019
金额：
--
依托单位：
Institut für Soziologie
依托单位国家：
德国
项目类别：
Research Grants
财政年份：
2015
资助国家：
德国
起止时间：
2014-12-31 至 2020-12-31
项目状态：
已结题

来源：
https://gepris.dfg.de/gepris/projekt/279007293?language=en
关键词：
Firm Specific Formalisation Structures their

项目摘要

For example with regard to the Gender Pay Gap, women in the German labor market suffer worse labor market opportunities compared to men. Despite their objectively worse job opportunities women are more satisfied with their work. Usually, this so called gender-job satisfaction paradox is explained with women`s lower expectations about their job. The planned follow-up project adopts a perspective on establishments and examines how establishment structures affect the job satisfaction of female and male employees and possibly mitigate the negative effects of unfavourable working conditions on their well-being (job satisfaction and health). Here, we especially consider possible gender specific effects. The project focuses establishment structures on formalisation and guidelines for equal opportunities and diversity (“formalisation structures”). On the one hand it can be presumed that these structures have negative effects on the well-being of the employees. Following neo-institutionalists arguments, it can be expected that establishments copy certain structures, such as equity and diversity policies, of other successful establishments, but that these structures are not consistently practiced. Besides, it can theoretically be assumed that formalisation affects employees job satisfaction negatively because such structures reduce employee`s decision latitude. On the contrary, formalisation structures can have positive effects on well-being as well, since they can diminish discrimination resulting from stereotyping, for example because decision makers can to a lesser extent decide on the basis of their own preferences. In addition, formalisation in general, and representation of interests at the establishments in particular, can by means of the so-called collective-voice-function increase the assertiveness of the interests of employees, and here maybe especially of disadvantaged employees. Above that, beside those positive direct effects of formalisation on well-being, those establishment structures also possibly mitigate the negative effects of unfavourable working conditions within establishments and balance out an effort-reward imbalance of employees. These theoretical assumptions will be analysed using the linked employer-employee survey of the Socio-Economic Panel Study (SOEP-LEE) and the Socio-Economic Panel Study (SOEP). In addition to the central dependent and explanatory variables, differentiated information at the firm level (e.g. measures on reconciliation) and at the level of employees (e.g. gross hourly wages and the importance of life domains) can be taken into account and statistically controlled in the analyses.

例如，在性别薪酬差距方面，与男性相比，德国劳动力市场上的女性在劳动力市场上遭受的机会更少。尽管女性的工作机会客观上更差，但她们对自己的工作更满意。通常，这种所谓的性别-工作满意度悖论可以解释为女性对工作的期望值较低。计划中的后续项目采用了对机构的看法，审查机构结构如何影响男女雇员的工作满意度，并可能减轻不利工作条件对其福祉(工作满意度和健康)的负面影响。在这里，我们特别考虑可能的性别特定影响。该项目将编制结构的重点放在机会平等和多样性的正规化和指导方针(“正规化结构”)上。一方面，可以推定这些结构对员工的福祉有负面影响。根据新制度主义者的观点，可以预期，机构会效仿其他成功机构的某些结构，如股权和多样性政策，但这些结构并没有得到始终如一的实践。此外，理论上可以假设，形式化会对员工的工作满意度产生负面影响，因为这种结构缩小了员工的决策空间。相反，正规化结构也可以对福祉产生积极影响，因为它们可以减少因刻板印象而产生的歧视，例如，因为决策者可以在较小程度上根据自己的偏好做出决定。此外，通过所谓的集体发声功能，总体上的正规化，特别是机构的利益代表，可以增加员工利益的自信，在这里可能尤其是对处于不利地位的员工的利益。除此之外，除了正规化对福祉的积极直接影响外，这些编制结构还可能缓解机构内部不利工作条件的负面影响，并平衡员工的努力与回报失衡。这些理论假设将使用社会经济小组研究的相关雇主-雇员调查(SOEP-Lee)和社会经济小组研究(SOEP)进行分析。除中央因变量和解释变量外，在公司一级(如对账措施)和雇员一级(如总时薪和生活领域的重要性)的不同信息可在分析中加以考虑和统计控制。