A growing literature seeks to explain differences in individuals' self-reported satisfaction with their jobs. The evidence so far has mainly been based on cross-sectional data and when panel data have been used, individual unobserved heterogeneity has been modelled as an ordered probit model with random effects. This article makes use of longitudinal data for Denmark, taken from the waves 1995-1999 of the European Community Household Panel, and estimates fixed effects ordered logit models using the estimation methods proposed by Ferrer-i-Carbonel and Frijters (2004) and Das and van Soest (1999). For comparison and testing purposes a random effects ordered probit is also estimated. Estimations are carried out separately on the samples of men and women for individuals' overall satisfaction with the jobs they hold. We find that using the fixed effects approach (that clearly rejects the random effects specification), considerably reduces the number of key explanatory variables. The impact of central economic factors is the same as in previous studies, though. Moreover, the determinants of job satisfaction differ considerably between the genders, in particular once individual fixed effects are allowed for.

/pdf/an-analysis-of-the-determinants-of-job-satisfaction-when-2fzk91sie7.pdf

An Analysis of the Determinants of Job Satisfaction When Individuals' Baseline Satisfaction Levels May Differ

The authors explore the effects of organizational change on employee well-being using multivariate analyses of linked employer-employee data for Britain, with particular emphasis on whether unions moderate these effects. Nationally representative data consist of 13,500 employees in 1,238 workplaces. Organizational changes are associated with increased job-related anxiety and lower job satisfaction. The authors find that job-related anxiety is ameliorated when employees work in a unionized workplace and are involved in the introduction of the changes.

/pdf/the-effects-of-organizational-change-on-worker-well-being-1bzka1pz6t.pdf

The Effects of Organizational Change on Worker Well-Being and the Moderating Role of Trade Unions:

An analysis of the determinants of job satisfaction when individuals' baseline satisfaction levels may differ.

OBJECTIVE:: The healthy worker effect implies that healthy workers go "up" in employment status whereas less healthy workers go "down" into precarious temporary employment or unemployment. These hypotheses were tested during an economic recession, by predicting various upward and downward contract trajectories, based on workers' health status, work-related well-being, and work ability. METHODS:: Two waves (2008 and 2009) of the Netherlands Working Conditions Cohort Study (N = 7112) were used and logistic regression analyses were performed to test the hypothesis of this study. RESULTS:: Lower general health and higher emotional exhaustion at baseline predicted future unemployment among permanent employees. Various downward trajectories were also predicted by lower work-related well-being and lower work ability, whereas the opposite was true for one of the upward trajectories. CONCLUSIONS:: Workers with lower health, lower work-related well-being, or lower work ability are at risk for ending up in precarious temporary employment or unemployment. Copyright © 2012 by American College of Occupational and Environmental Medicine.

Employment contracts and health selection: unhealthy employees out and healthy employees in?

Study aim
We hypothesise that due to a lower quality of working life and higher job insecurity, the health and work-related attitudes of temporary workers may be less positive compared to permanent workers. Therefore, we aimed to (1) examine differences between contract groups (i.e. permanent contract, temporary contract with prospect of permanent work, fixed-term contract, temporary agency contract and on-call contract) in the quality of working life, job insecurity, health and work-related attitudes and (2) investigate whether these latter contract group differences in health and work-related attitudes can be explained by differences in the quality of working life and/or job insecurity.

/pdf/can-labour-contract-differences-in-health-and-work-related-1dp0s85vm6.pdf

Can labour contract differences in health and work-related attitudes be explained by quality of working life and job insecurity?

We investigate the effect of employer job security guarantees on employee perceptions of job insecurity. Using linked employer–employee data from the 1998 British Workplace Employee Relations Survey, we find job security guarantees reduce employee perceptions of job insecurity. This finding is robust to endogenous selection of job security guarantees by employers engaging in organizational change and workforce reductions. Furthermore, there is no evidence that increased job security through job guarantees results in greater work intensification, stress, or lower job satisfaction.

Workers' Perceptions of Job Insecurity: Do Job Security Guarantees Work?

We investigate the effect of union membership on job satisfaction. We account for the endogenous selection induced by the sorting of workers into unionised jobs and use different methodologies to address the question of how the membership decision is related to overall job satisfaction and to satisfaction with pay. We analyse linked employer-employee data from the 1998 British Workplace Employee Relations Survey (WERS) using Propensity Score Matching and Instrumental Variables techniques. Both the linked structure of the data analysed and the estimation strategies employed allow us to deal with the limitations characterising the existing literature. We find that once the endogeneity of membership is accounted for, the unhappiness of union members disappears, suggesting that their reported dissatisfaction stems from individual unobservable attributes rather than from the union status, i.e. unionisation has no causal effect on satisfaction. When satisfaction with pay is considered, the union/non-union satisfaction differential drops considerably, consistently with the existence of wage premia in favour of members.

Why so Unhappy? The Effect of Union Membership on Job Satisfaction *

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Workers' Perceptions of Job Insecurity: Do Job Security Guarantees Work?

Why so Unhappy? The Effect of Union Membership on Job Satisfaction *