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Measuring quality of employment: intrinsic nature of work

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).

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Measuring quality of employment: intrinsic nature of 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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