Job Quality Conceptual Frameworks and Theories · 2018. 9. 24. · •OECD (2017), OECD Guidelines...

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Job Quality Conceptual Frameworks and Theories Paris, 4/6/2018 Francis Green, LLAKES Centre, UCL Institute of Education

Transcript of Job Quality Conceptual Frameworks and Theories · 2018. 9. 24. · •OECD (2017), OECD Guidelines...

Page 1: Job Quality Conceptual Frameworks and Theories · 2018. 9. 24. · •OECD (2017), OECD Guidelines on Measuring the Quality of the Working Environment, OECD Publishing, Paris. •United

Job Quality

Conceptual Frameworks and Theories

Paris, 4/6/2018

Francis Green, LLAKES Centre, UCL Institute of Education

Page 2: Job Quality Conceptual Frameworks and Theories · 2018. 9. 24. · •OECD (2017), OECD Guidelines on Measuring the Quality of the Working Environment, OECD Publishing, Paris. •United

Outline

•What makes a good or a bad job?

•Theoretical frameworks: economic, psychological, sociological; interdisciplinary approach

•Principles and methodologies for researching the quality of working lifeMethodologiesDomain indicesValidity, reliability and comparability

•From theory to framework: from Eurofound to ILO

Page 3: Job Quality Conceptual Frameworks and Theories · 2018. 9. 24. · •OECD (2017), OECD Guidelines on Measuring the Quality of the Working Environment, OECD Publishing, Paris. •United

What's a good job? A bad job?

• the worker's perspective

• meeting needs/ leading to personal fulfilment through work• material

• psychological

• 'Quality of work life'• 'Job quality'

• 'Employment quality'

• Labour market quality

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Job quality is constituted by the features of jobs that

meet workers' needs from work

Eurofound, 2012.

Quality of employment can be defined as the entirety of

aspects of employment that may affect the well-being

of employed persons.

United Nations, 2015

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Quiz: which of the following are part of job quality? Of employment quality?

1. safe working conditions

2. task discretion

3. job satisfaction

4. opportunity to take time off for family emergencies?

5. match between worker skills and job skills

6. worker efficiency

7. hourly pay

Page 6: Job Quality Conceptual Frameworks and Theories · 2018. 9. 24. · •OECD (2017), OECD Guidelines on Measuring the Quality of the Working Environment, OECD Publishing, Paris. •United

The interdisciplinary advantage

• needs from working life are interdisciplinary: job quality is multi-dimensional

• the scientific methods for testing and evaluation should be the same across disciplines;

• single-discipline work focuses work on specific problems, but ignores findings from outside the community

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The 'capabilities' approach (Amartya Sen)

Wages and working

conditions

Range of these &

Freedom to choose among them

Agency goals: the

aims of the jobRange &

Freedom to choose among aims

"high quality job affords high capability: the ability and flexibility to perform a range of tasks ..., to

draw on the comradeship of others working in cooperation, to choose from and pursue a range of

agency goals, and to command an income that delivers high capability for meeting material needs"

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Economics

• Utility• the narrow road

• Individual preference satisfaction and compensating differentials

• job satisfaction??

• Revealed preferences, and ‘objective’, observable data:• Primacy of pay

Page 9: Job Quality Conceptual Frameworks and Theories · 2018. 9. 24. · •OECD (2017), OECD Guidelines on Measuring the Quality of the Working Environment, OECD Publishing, Paris. •United

Sociology

• skills and fulfilment: Marx and other traditions• compared with instinctive work, the union of conception

and execution of work as the essence of human work; separation implies alienation

• emphasis on participation, control and discretion

• skills utilisation: skills matching best• over-skilling: boredom, inability to satisfy agency goals

etc.• under-skilling: stress, fear of job loss etc.

Page 10: Job Quality Conceptual Frameworks and Theories · 2018. 9. 24. · •OECD (2017), OECD Guidelines on Measuring the Quality of the Working Environment, OECD Publishing, Paris. •United

Psychology 1: Demand-control-support theory

• key variables: • decision latitude

• job demands

• demand-control-support theory• supplementary key variable: social support

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Psychology 2 Effort-reward imbalance

• Effort-Reward imbalance theory• Need for social reciprocity and social justice, in context of work; possibly has

evolutionary origins

• Negative consequences of imbalance between effort and rewards:• Ischemic heart disease

• depression

• Not just job quality, since effort includes motivation, a personal characteristic

Siegrist, J. 2017. 'The Effort–Reward Imbalance Model.' In C. L. Cooper & J. C. Quick. (Eds.) The handbook of stress and health : a guide to research and practice. Chichester: Wiley-Blackwell.

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Page 14: Job Quality Conceptual Frameworks and Theories · 2018. 9. 24. · •OECD (2017), OECD Guidelines on Measuring the Quality of the Working Environment, OECD Publishing, Paris. •United

Psychology 3: Demands-Resources model

• Demands: • physical, psychological, social or organisational factors that require sustained effort or skills

• Resources: physical, psychological, social or organisational factors that:• help to achieve work goals• reduce job demands and the detrimental effects of job demands• stimulate personal growth, learning, etc.

Thus:

• both positive and negative; with each incorporating its underlying psychological processes/theories

• more broad in the way it implements job demands, and resources are broader than rewards

• embraces some complexity, including in the interactions proposed

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Methodological principles 1: jq compared with wb?

• JQ affects job-related wb; and employment quality affects wb.

• BUT: jq/employment quality is not the same as job-related wb. • so: we do not measure jq/eq by measuring wb

• RATHER: the relationship between jq and measures of wb –especially, job-related wb – is one means of validating measures of jq

• Imperfect, because there are multiple conceptions of wb:• job satisfaction; Depression-Enthusiasm + Anxiety-Contentment; worker

engagement; organisational commitment .....;

• hedonic well-being: happiness: pleasure attainment, pain avoidance

• eudaimonic well-being: meaning, self-realisation, 'human flourishing'

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Methodological principles 2:'objective' vs 'subjective'

• Measurements of wb are often 'subjective': e.g. emotional states, feelings

• Measurements of jq are 'objective', even if they are reported by the job-holders• Balance between well-informed vs potential for social esteem bias

Page 18: Job Quality Conceptual Frameworks and Theories · 2018. 9. 24. · •OECD (2017), OECD Guidelines on Measuring the Quality of the Working Environment, OECD Publishing, Paris. •United

Advantages of a job characteristics-based framework for job quality

• level of job (contractual site; level of job design; level of many regulations)

• characteristics of jobs related to satisfying people's needs from work

• can be constructed at individual as well as aggregate societal levels

• objective, not subjective; in principle verifiable by 3rd parties, even if self-reported

• Internationally comparable (with care!)

Non-consensual issue:

• just outcomes, or outcomes & procedures?

Page 19: Job Quality Conceptual Frameworks and Theories · 2018. 9. 24. · •OECD (2017), OECD Guidelines on Measuring the Quality of the Working Environment, OECD Publishing, Paris. •United

Core elements of a job quality framework

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• Earnings

• Prospects

• Intrinsic Job Quality- Skills and Discretion

- Social environment

- Physical environment

- Work intensity

• Working Time Quality

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Work intensification

More skilled

Physical better

Worse job control

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Example: Work Intensification in Britain, 1992-2012

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0

10

20

30

40

50

60

70

1992 1997 2001 2006 2012

% o

f jo

bs

High pressure Hard work High speed

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Real Wage Reversal

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Improving working time quality – until recently

Page 24: Job Quality Conceptual Frameworks and Theories · 2018. 9. 24. · •OECD (2017), OECD Guidelines on Measuring the Quality of the Working Environment, OECD Publishing, Paris. •United

Related frameworks

• ETUI Job Quality

• OECD Quality of Work Environment

• EMCONET Fair employment

• UNCECE Quality of employment

• ILO Decent Work

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Job Characteristics

e.g.: size, location

Job Quality: Wages, Prospects, Intrinsic JQ, Working Time Quality

EUROFOUND Job Quality

Page 26: Job Quality Conceptual Frameworks and Theories · 2018. 9. 24. · •OECD (2017), OECD Guidelines on Measuring the Quality of the Working Environment, OECD Publishing, Paris. •United

Job Characteristics

e.g.fit with hours needs

Person-job

match

e.g.: size, location

Job Quality: Wages, Prospects, Intrinsic JQ, Working Time Quality

ETUI Job Quality

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Job Characteristics

Relativities.e.g. Wage inequality

External context

OECD Quality of the Work Environment

e.g.: size, location

Job Quality: Wages, Prospects, Intrinsic JQ, Working Time Quality

Page 28: Job Quality Conceptual Frameworks and Theories · 2018. 9. 24. · •OECD (2017), OECD Guidelines on Measuring the Quality of the Working Environment, OECD Publishing, Paris. •United

Job Characteristics

e.g. employabilityperson skills

e.g.fit with hours needs

Personal

Person-job

match

EU Employment Cttee (EMCO): Quality of Work

e.g.: size, location

Job Quality: Wages, Prospects, Intrinsic JQ, Working Time Quality

Page 29: Job Quality Conceptual Frameworks and Theories · 2018. 9. 24. · •OECD (2017), OECD Guidelines on Measuring the Quality of the Working Environment, OECD Publishing, Paris. •United

e.g.: size, location

Job Characteristics

Job Quality: Wages, Prospects, Intrinsic JQ, Working Time Quality

e.g. employabilityperson skills

e.g.fit with hours needs

Personal

Person-job

match

External context

Institutionale.g. social protection

UNECE Quality of Employment

Page 30: Job Quality Conceptual Frameworks and Theories · 2018. 9. 24. · •OECD (2017), OECD Guidelines on Measuring the Quality of the Working Environment, OECD Publishing, Paris. •United

e.g.: size, location

Job Characteristics

Job Quality: Wages, Prospects, Intrinsic JQ, Working Time Quality

e.g. employabilityperson skills

e.g.fit with hours needs

Personal

Person-job

match

External context

Institutionale.g. social protection

ILO Decent Work

Labour markete.g. unemployment

rate

Page 31: Job Quality Conceptual Frameworks and Theories · 2018. 9. 24. · •OECD (2017), OECD Guidelines on Measuring the Quality of the Working Environment, OECD Publishing, Paris. •United

Some readings:

Frameworks:

• Green, F (2006) Demanding Work: The Paradox of Job Quality in the Affluent Economy, Princeton: Princeton University Press. Chapter 1.

• Siegrist, J. 2017. 'The Effort–Reward Imbalance Model.' In C. L. Cooper & J. C. Quick. (Eds.) The handbook of stress and health : a guide to research and practice. Chichester: Wiley-Blackwell.

• Häusser, J. A., Mojzisch, A., Niesel, M., & Schulz-Hardt, S. (2010). Ten years on: A review of recent research on the Job Demand–Control (-Support) model and psychological well-being. Work & Stress, 24(1), 1-35.

• Bakker, A.B., & Demerouti, E. (2007). The Job Demands-Resources model: State of the art. Journal of Managerial Psychology, 22, 309–328

Relating theory to measurement:

• Eurofound (2012). Trends in Job Quality in Europe. Luxembourg, Publications Office of the European Union.

• OECD (2017), OECD Guidelines on Measuring the Quality of the Working Environment, OECD Publishing, Paris.

• United Nations Economic Commissions for Europe (2015). Handbook on Measuring Quality of Employment. New York and Geneva, United Nations.

Page 32: Job Quality Conceptual Frameworks and Theories · 2018. 9. 24. · •OECD (2017), OECD Guidelines on Measuring the Quality of the Working Environment, OECD Publishing, Paris. •United

Thanks for listening (if you have been!)

Page 33: Job Quality Conceptual Frameworks and Theories · 2018. 9. 24. · •OECD (2017), OECD Guidelines on Measuring the Quality of the Working Environment, OECD Publishing, Paris. •United

Earnings

•Monthly earnings (salary/ net profits)

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Prospects

• Job security•Career progression•Open-ended job contract

Challenge: Are we capturing well enough the dimensions of

insecurity?[OECD suggestion to return to]

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Page 35: Job Quality Conceptual Frameworks and Theories · 2018. 9. 24. · •OECD (2017), OECD Guidelines on Measuring the Quality of the Working Environment, OECD Publishing, Paris. •United

Intrinsic Job Quality (IJQ)

- Skills and Discretion

- skills use (problem-solving, complexity)), learning and training, discretion and influence over own work, occupation (incl. average education level in occupation)

- Good Social Environment

- good support, absence of bad social relationships

- Good Physical Environment

- inverted count of environmental and posture-related hazards

- Work Intensity

- high effort requirements (including emotional demands), multiple work pressure sources

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Page 36: Job Quality Conceptual Frameworks and Theories · 2018. 9. 24. · •OECD (2017), OECD Guidelines on Measuring the Quality of the Working Environment, OECD Publishing, Paris. •United

IJQ Challenges/Issues

• Skills and discretion.• discretion question scales remain weak; trapped by trend needs?

• training: nothing on training volume; difficult but important.

• skills utilisation

[OECD suggestion to return to]

• Social environment index[OECD suggestion to return to]

Other aspects still very good.

Page 37: Job Quality Conceptual Frameworks and Theories · 2018. 9. 24. · •OECD (2017), OECD Guidelines on Measuring the Quality of the Working Environment, OECD Publishing, Paris. •United

Working Time Quality

• length of working week• weekend, evening & night work• working time arrangements (control and change)• time flexibility (emergency time-off; working in "free time")

Challenge: identifying gig economy workers, and other new forms of quasi-or fake self-employment. • Is their WTQ enhanced or diminished

Issue: perspective on very short working hours. • per se, no different from normal working hours, but associated with low

earnings/low JQ. Hence: we use monthly earnings.• very short hrs may be less than desired (underemployment); but this is

not in the Eurofound JQ, (though would be in the ETUI JQ frame)

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