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

该项目旨在从三个方面为基于机制的社会不平等解释做出贡献。首先，它将通过在现有的前两波基础上增加第三波，进一步发展现有的“雇主-雇员-伴侣”面板数据集（LEEP）。这一点很重要，因为只有这样，通过区分结果、前因和调节因素，才能从经验上再现表明实质性社会机制的过程；影响的方向性可以被适当地评估。此外，只有更长的时间跨度允许观察足够的家庭和事业事件来系统地分析生活领域之间的相互依赖性。这些数据将在项目结束后提供给其他研究人员。该数据不仅是德国独有的数据集，也是国际比较中独一无二的数据集，必将成为项目组成员自身分析之外的基于组织的不平等研究的宝贵资源。其原因是职业结构的广泛覆盖与大量案例和关于公司内部行为和流程的密集信息的独特结合。其次，我们的目标是通过比较关系群体和不平等维度之间的机制来推进对社会不平等的理论理解。我们将关系不平等理论作为一种新的社会学理论，在理论和实证组织研究中获得了重要意义，以理解工作组织及其特征如何消除和夸大不平等。第三，我们在收入不平等、工作-生活界面和就业关系三个研究主题上进行了实证分析。关于收入不平等，我们询问在互动和组织机制的交集中，哪些因素会减弱或夸大不同群体之间的收入不平等。对工作-生活界面的分析探讨了组织不平等对工作和个人生活之间感知干扰的产生机制以及个人生活对工作满足需求的影响。它还指对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，我们在抽象的雇主、直接主管和团队成员的层次上调查了员工与工作组织之间雇佣关系的各个方面。与基于职业的研究相比，对雇主与雇员关系的研究更多地考虑了公司层面的谈判以及努力的货币和非货币满足之间的关系。

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.