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Organizational Inequalities and Interdependencies Between Capabilities in Work and Personal Life: A Study of Employees in Different Work Organizations

组织不平等以及工作能力和个人生活能力之间的相互依赖性：不同工作组织中员工的研究

基本信息

批准号：
373090005
负责人：
Dr. Anja-Kristin Abendroth
金额：
--
依托单位：
Arbeitsbereich 5: Sozialstruktur und soziale Ungleichheit
依托单位国家：
德国
项目类别：
Research Grants
财政年份：
2017
资助国家：
德国
起止时间：
2016-12-31 至 2020-12-31
项目状态：
已结题

来源：
https://gepris.dfg.de/gepris/projekt/373090005?language=en
关键词：
Organizational Inequalities Interdependencies Between Capabilities

项目摘要

The project aims to contribute to mechanism-based explanations of social inequality in three respects. First, it will develop an already existing linked-employer-employee-partner panel data set (LEEP) further by adding a third wave to the already existing first two waves. This is important because only then processes indicating substantive social mechanisms can be empirically reproduced, by distinguishing outcomes, antecedents, and moderators; and the directionality of influences can be properly assessed. Moreover, only the longer time span allows for observing enough family and career events to systematically analyze interdependencies between life domains. This data will be made available to other researchers after the project has ended. As a unique data set not only for Germany, but also in international comparison, the data will certainly become a valuable resource for organization-based inequality research beyond the analyses done by the project team members themselves. The reason is the unique combination of a large coverage of the occupational structure with a high number of cases and dense information about within-firm behaviors and processes.Secondly, we aim to advance the theoretical understanding of social inequalities by comparing mechanisms across relational groups and inequality dimensions. We refer to Relational Inequality Theory as a novel sociological theory that has gained importance in theoretical and empirical organizational research to understand how work organizations and their characteristics mute and exaggerate inequality.Thirdly, we contribute to the field by own empirical analyses in three research topics: earning inequality, work-life interface, and employment relationships. With regard to earnings inequality, we ask which factors at the intersection of interactional and organizational mechanisms mute or exaggerate earnings inequalities between different groups. Analyses on the work-life interface investigate organizational inequality generating mechanisms for perceived interferences between work and personal life and implications of personal life demands for work gratifications. It refers also to the vivid discussion about organizational work-life policies and their multifaceted implications for different employee groups. Finally, we investigate various facets of the employment relationships between employee and the work organization at the levels of an abstract employer, direct supervisors, and team members. More than occupation-based studies research on the relation between employer and employees takes into account negotiations at the firm-level and the relation between monetary and non-monetary gratifications for efforts.

该项目旨在从三个方面对基于机制的社会不平等解释作出贡献。首先，它将通过在现有的前两波中增加第三波来进一步开发现有的联系雇主-企业-合作伙伴面板数据集（LEEP）。这一点很重要，因为只有这样，表明实质性社会机制的过程才能通过区分结果、前因和调节因素而在经验上重现;影响的方向性才能得到适当的评估。此外，只有更长的时间跨度允许观察足够的家庭和职业事件，系统地分析生活领域之间的相互依存关系。这些数据将在项目结束后提供给其他研究人员。作为一个独特的数据集，不仅对德国，而且在国际比较中，数据肯定会成为一个宝贵的资源，以组织为基础的不平等研究超出了项目小组成员自己所做的分析。其原因在于，职业结构的覆盖面大，案例数量多，企业内部行为和过程的信息密集。其次，通过比较关系群体和不平等维度的机制，推进对社会不平等的理论理解。我们将关系不平等理论称为一种新颖的社会学理论，它在理论和实证组织研究中发挥了重要作用，以了解工作组织及其特征如何掩盖和夸大不平等。第三，我们通过三个研究主题的实证分析为该领域做出了贡献：收入不平等、工作与生活界面和就业关系。关于收入不平等，我们要问的是，在干预和组织机制的交叉点上，哪些因素掩盖或夸大了不同群体之间的收入不平等。工作-生活界面的分析调查组织不平等的产生机制，工作和个人生活之间的干扰和个人生活需求的工作满意度的影响。它还提到了关于组织工作生活政策及其对不同员工群体的多方面影响的生动讨论。最后，我们调查了员工和工作组织之间的雇佣关系的各个方面，在一个抽象的雇主，直接主管和团队成员的水平。除了基于职业的研究之外，对雇主和雇员之间关系的研究还考虑到公司一级的谈判以及对努力的货币和非货币满足之间的关系。