Job Characteristics Of Workers Research Articles

Working in the for-profit versus not-for-profit sector: what difference does it make? An inquiry on preferences of voluntary and involuntary movers

We investigate the drivers of the for-profit/not-for-profit wage differential by comparing judgments of job characteristics of workers who voluntarily or involuntarily moved from the former to the latter sector. We define voluntary movers as those who applied for a job in a not-for-profit organization and, when successful, resigned from a for-profit position, while involuntary movers have either been laid off by their company or resigned without already having a job offer in the not-for-profit sector. We observe that a large share of voluntary movers do not end up with higher wages but, surprisingly, do have higher job satisfaction after the change. The vast majority of voluntary movers find significantly higher time flexibility, improved relationships with stakeholders and closer conformity to educational skills in their new jobs. Our findings support the forprofit/not-for-profit compensating differential hypothesis and shed light on mechanisms that are beyond the job donation behavior of intrinsically motivated workers.

Working in the Profit Versus Not-For-Profit Sector: What Difference Does it Make? An Inquiry on Preferences of Voluntary and Involuntary Movers

We investigate what is behind the profit/not–for-profit wage differential by comparing judgments on job characteristics of workers who voluntarily or involuntarily moved from the former to the latter. We define voluntary movers as those who applied for a job in a not-for-profit organization and, when successful, resigned from their for profit position, while involuntary movers can either have been laid off by the company or have resigned without already having a job offer in the not-for-profit sector when leaving the firm. We observe that almost half of voluntary movers end up without higher wages, but with higher job satisfaction after the change. A vast majority of them exhibit significantly higher time flexibility, improved relationships with stakeholders, closer consistency with educational skills and higher satisfaction of intrinsic motivations in the new job. Our findings support the profit/no profit compensating differential hypothesis and shed light on mechanisms which are beyond the donative behaviour of intrinsically motivated workers.

What Drives Telecommuting?

A 2002 survey of Southern California residents was analyzed to evaluate the relative importance of factors that determined a worker's propensity to telecommute and telecommuting frequency. The survey collected a wealth of individual demographic information as well as job type, industry, and employer characteristics from about 5,000 residents. In agreement with previous studies, the propensity to telecommute was found to increase with worker age and educational attainment. At the same time, it was concluded that the propensity to telecommute depended to a large extent on a worker's job characteristics and that the quantitative effects of job characteristics were at least as important as demographic factors. The factors that affected telecommuting frequency were also studied based on a 1-week commuting diary of the telecommuters in the survey. The industry and occupation categories that played a significant role in affecting the propensity to telecommute did not have similar effects on telecommuting frequency. On the contrary, some other job-related factors showed substantial influences.

The Effects of Social Worker's Job Characteristics on Their Organizational Citizenship Behavior

The Effects of Social Worker's Job Characteristics on Their Organizational Citizenship Behavior

Do Temporary Contracts Increase Work Accidents? A Microeconometric Comparison between Italy and Spain

Abstract. This paper analyses the effect of contract type on the rate of work‐related accidents in Italy and Spain, using the 1999 Labour Force Survey ‘ad hoc module’. We find that, once personal and job characteristics of workers are controlled for, the differences in the probability of suffering a work accident between open‐ended and temporary workers vanish. Furthermore, following a novel decomposition analysis by Yun, we obtain that personal and job characteristics tend to increase the probability of having an accident for temporary workers, but the specific influence of contract type favours the latter, who show a lower probability on this account.

Do Temporary Contracts Increase Work Accidents? A Microeconometric Comparison Between Italy and Spain

This paper analyses the effect of contract type on the rate of work-related accidents in Italy and Spain, using the 1999 Labour Force Survey 'ad hoc module'. We find that, once personal and job characteristics of workers are controlled for, the differences in the probability of suffering a work accident between open-ended and temporary workers vanish. Furthermore, following a novel decomposition analysis by Yun, we obtain that personal and job characteristics tend to increase the probability of having an accident for temporary workers, but the specific influence of contract type favours the latter, who show a lower probability on this account.