Well-Being and Trust in the Workplace
Tóm tắt
This paper uses life satisfaction regressions based on three surveys in two countries (Canada and the United States) to estimate the relative values of financial and non-financial job characteristics. The well-being results show strikingly large values for non-financial job characteristics, especially workplace trust and other measures of the quality of social capital in workplaces. For example, an increase of trust in management that is about one tenth of the scale has a value in terms of life satisfaction equivalent to an increase of more than 30% in monetary income. We find that these values differ significantly by gender and by union status. We consider the reasons for such large values, and explore their implications for employers, employees, and policy-makers.
Tài liệu tham khảo
Böckerman, P., & Ilmakunnas, P. (2009). Job disamenities, job satisfaction, quit intentions, and actual separations: Putting the pieces together. Industrial Relations, 48(1), 73–96.
Bonhomme, S., & Jolivet, G. (2009). The pervasive absence of compensating differentials. Journal of Applied Econometrics, 24(5), 763–795.
Bryson, A., Cappellari, L., & Lucifora, C. (2004). Does union membership really reduce job satisfaction? British Journal of Industrial Relations, 42(3), 439–459.
Clark, A. E. (1997). Job satisfaction and gender: Why are women so happy at work? Labour Economics, 4, 341–372.
Clark, A. E. (2001). What really matters in a job? Hedonic measurement using quit data. Labour Economics, 8(2), 223–242.
Corneliben, T. (2009). The interaction of job satisfaction, job search, and job changes. An empirical investigation with German panel data. Journal of Happiness Studies, 10, 367–384.
Fortin, N. (2005). Gender role attitudes and the labour market outcomes of women across OECD countries. Oxford Review of Economic Policy, 21(3), 416–438.
Frey, B. S., & Stutzer, A. (2004). Economic consequences of mispredicting utility. Working paper 218. University of Zurich: Institute for Empirical Research in Economics.
Halpern, D. (2005). Social capital. Cambridge: Polity Press.
Helliwell, J. F., & Huang, H. (2010). How’s the job? Well-being and social capital in the workplace. Industrial and Labor Relations Review, 63(2), 205–227.
Helliwell, J. F., & Putnam, R. D. (2004). The social context of well-being. Philosophical transactions of the Royal Society of London Series B 359: 1435–1446. Reprinted in F. A. Huppert, B. Kaverne & N. Baylis (Eds.) (2005) The science of well-being (pp. 435–459). London: Oxford University Press.
Hwang, H.-S., Reed, W. R., & Hubbard, C. (1992). Compensating wage differentials and unobserved productivity. Journal of Political Economy, 100(4), 835–858.
Kramer, R. M. (1999). Trust and distrust in organizations: Emerging perspectives, enduring questions. Annual Review of Psychology, 50, 569–598.
Putnam, R. D. (2000). Bowling alone: The collapse and revival of American community. New York: Simon and Schuster.
Soroka, S., Helliwell, J. F., & Johnston, R. (2006). Measuring and modelling interpersonal trust. In Kay. Fiona & Johnston. Richard (Eds.), Diversity, social capital and the welfare state (pp. 95–132). Vancouver: UBC Press.
Van Praag, B. M. S., & Baarsma, B. E. (2005). Using happiness surveys to value intangibles: The case of aircraft noise. Economic Journal, 115, 224–246.
Villanueva, E. (2007). Compensating wage differentials and voluntary job changes: Evidence from Germany. Industrial and Labor Relations Review, 60(4), 544–561.
Ziffane, R., & Connell, J. (2003). Trust and HRM in the new millennium. International Journal of Human Resource Management, 14(1), 3–11.