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

例如，关于性别工资差距，德国劳动力市场上的妇女比男子面临更差的劳动力市场机会。尽管客观上她们的工作机会更差，但女性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用女性对工作的期望值较低来解释。计划的后续项目采用了对企业的看法，审查企业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利（工作满意度和健康）的负面影响。在这里，我们特别考虑了可能的性别特定影响。该项目的重点是建立正规化结构和平等机会和多样性准则（“正规化结构”）。一方面，可以假定这些结构对员工的幸福感有负面影响。按照新制度主义者的观点，可以预期，机构会复制其他成功机构的某些结构，如公平和多样性政策，但这些结构并没有得到持续的实践。此外，理论上可以假设正规化会对员工的工作满意度产生负面影响，因为这种结构降低了员工的决策自由度。相反，正规化结构也可以对福利产生积极影响，因为它们可以减少定型观念造成的歧视，例如因为决策者可以在较小程度上根据自己的偏好作出决定。此外，一般来说，正规化，特别是机构的利益代表，可以通过所谓的集体声音功能增加员工利益的自信，在这里可能特别是弱势员工。除此之外，除了正规化对幸福感的积极直接影响外，这些企业结构还可能减轻企业内部不利工作条件的负面影响，并平衡员工的努力-回报不平衡。这些理论假设将使用社会经济小组研究（SOEP- lee）和社会经济小组研究（SOEP）的关联雇主-雇员调查进行分析。除了中心因变量和解释变量之外，还可以在分析中考虑到公司层面（例如调节措施）和员工层面（例如毛时薪和生活领域的重要性）的差异化信息并进行统计控制。

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.