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Evaluating Intrinsic Quality of Employment: Enhancing Job Satisfaction and Meaningful Work

Explore indicators for job quality focusing on meaningful work, job motivation, and skill variety. Understand the importance of work satisfaction, autonomy, and responsibility for work outcomes in the European Union.

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Evaluating Intrinsic Quality of Employment: Enhancing Job Satisfaction and Meaningful Work

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  1. Measuring quality of employment: intrinsic nature of work 1st Meeting of the Working Group on the Measurement of Quality of Employment INSEE, Paris, June 2008 Greet Vermeylen and Maija Lyly-Yrjanainen European Foundation for the Improvement of Living and Working Conditions (Eurofound)

  2. Challenge • Develop indicators for this dimension • Example was given • we might not toil in low pay, long hours, unsafe conditions if we knew that the work we do was of significant influence (e.g. military work) -> Meaningful work? -> Link with job motivation

  3. . (For some…) Work is about a daily search for meaning as well as daily bread, for recognition as well as cash, for astonishment rather than torpor, in short for a sort of life rather than a Monday to Friday sort of thing (Studs Terkel, Working, 1970)

  4. European Union: intrinsic job quality (2001) • Transitions between employment and non-employment or within employment by pay level (ECHP, key indicator) • Transitions between non-employment and employment and within employment by contract (ECHP, context indicator) • Satisfaction with type of work in present job (ECHP, context indicator)

  5. A search for inspiration in the literature: Job characteristics model of work motivation (Hackman and Oldman, taken from Furnham)

  6. Experienced meaningfulness of the work • Skill variety: • Learning new things and applying your new ideas: • learning new things • apply own ideas in work • Multiskilling • Monotonous work • Task identity: • opportunity to do what you do best • opportunity to learn and grow at work • skills match • Task significance: • feeling of work well done • feeling of doing useful work

  7. Skill variety:Does your job involve learning new things?

  8. Are you able to apply your own ideas in your work?

  9. Skills – duties match

  10. Multitasking, multiskilling

  11. Task identity:Do you have at work the opportunity to do what you do best?

  12. Do you have opportunities to learn and grow at work ?

  13. Task significance:Does your job give you the feeling of work well done?

  14. Do you have the feeling of doing useful work?

  15. Experienced responsibility for outcomes of the work • Autonomy: • choose or change order of tasks • choose or change methods of work • choose or change speed of work

  16. Experienced responsibility for the outcomes of the work: Job autonomy

  17. Knowledge of the actual results of the work Feedback: • discussion with boss about work performance • formal assessment of work performance • discussing work-related problems with boss

  18. Knowledge about results of work: feedback : discussion with boss, formal assessment etc

  19. Outcomes Satisfaction with work • satisfaction with working conditions

  20. Outcomes: satisfaction with working conditions

  21. How to move forward? • 1 general indicator: • job satisfaction (outcome of work motivation) • Combination of indicators on meaningfulness of work and experienced responsibility for the outcomes of the work • Skill variety: eg multitasking • Task significance: eg work well done or useful work • Responsibility for the work: autonomy • Knowledge on results/performance/results : not at this stage ?

  22. Thank you Email: gve@eurofound.europa.eu

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