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\"Die vorliegende Abhandlung beschreibt die Untersuchung von Kompetenzen, Technologie und Managementpraktiken (Skills, Technology, and Management Practices - STAMP), die die Nutzung verhaltensspezifischer Fragen als ein Mittel unterstreicht, um die Qualität von Arbeitsplatzmaßnahmen zu verbessern. Solche Maßnahmen führen zu einem besseren Verständnis der absoluten Arbeitsanforderungen im Vergleich zu Skalen mit willkürlichen Einheiten, die außerhalb einer speziellen Studie keine eindeutige Bedeutung haben. STAMP-Maßnahmen zeigen, dass die meisten Angestellten einfache Mathematik für ihre Arbeit nutzen. Zugleich gibt es zwei Gruppen von Arbeitsplätzen im Hinblick auf die Komplexität der erforderlichen Kompetenzen im Bereich Lesen und insbesondere Schreiben. Abgesehen von Managementpositionen und Fachkräften erscheint das absolute Niveau an theoretischen Kenntnissen, das für die meisten Arbeitsplätze erforderlich ist, nicht sonderlich hoch. Ebenso ist die Nutzung von Computern weit verbreitet, wobei die meisten Menschen Computer für eher schlichte Büroarbeiten verwenden als für komplexere Aufgaben; nur wenige Arbeitnehmer nutzen Formen automatisierter Betriebsmittel bei ihrer Arbeit. Fortgeschrittene Methoden zur Mitarbeiterbeteiligung wie eigenständige Teams betreffen rund ein Fünftel bis ein Viertel der Erwerbstätigen. Sehr wenige Arbeitnehmer berichten, dass sie direkt von Outsourcing betroffen sind und die Anzahl derer, die ihren Arbeitsplatz verlieren, weil ihre Aufgaben von neuen Technologien übernommen werden, ist verschwindend gering.\" (Autorenreferat, © Springer-Verlag). Die Untersuchung enthält quantitative Daten. Forschungsmethode: empirisch-quantitativ; empirisch; Längsschnitt. Die Untersuchung bezieht sich auf den Zeitraum 2004 bis 2009. \"This paper describes the survey of Skills, Technology, and Management Practices (STAMP), which emphasizes the use of behaviourally specific questions in order to improve the quality of job measures. Such measures yield better understanding of the absolute levels of job demands compared to items or scales with arbitrary units that lack definite meaning outside the framework of a particular survey. STAMP measures reveal most workers use relatively simple levels of math on their jobs, but there is a bifurcation of jobs in terms of the complexity of reading and especially writing that is required. Aside from managerial and professional occupations, the absolute level of academic skills required on most jobs does not appear to be very high. Likewise, computer use is widespread but most people use computers for fairly mundane office duties rather than more complex tasks; few workers use any kind of automated production equipment on their jobs. Well-developed employee involvement practices, such as self-directed teams, cover about one-fifth to one-quarter of the workforce. Very few workers report being affected by outsourcing and the numbers affected by technological displacement are almost imperceptible.\" (Author's abstract, © Springer-Verlag).

Since January 2020, the COVID-19 crisis has affected everyday life around the world, and rigorous government lockdown restrictions have been implemented to prevent the further spread of the pandemic. The consequences of the corona crisis and the associated lockdown policies for public health, social life, and the economy are vast. In view of the rapidly changing situation during this crisis, policymakers require timely data and research results that allow for informed decisions. Addressing the requirement for adequate databases to assess people's  life and work situations during the pandemic, the Institute for Employment Research (IAB) developed the High-frequency Online Personal Panel (HOPP). The HOPP study started in May 2020 and is based on a random sample of individuals drawn from the administrative data of the Federal Employment Agency in Germany, containing information on all labour market participants except civil servants and self-employed. The main goal of the HOPP study is to assess the short-term as well as long-term changes in people's social life and working situation in Germany due to the corona pandemic. To assess individual dynamics the HOPP collected data on a monthly (wave  one to four) and bi-monthly (wave five to seven) basis. Furthermore, respondents were divided into four groups. The different groups of a new wave were invited to the survey at weekly intervals (wave two to four) or bi-weekly intervals (wave five to seven). This gives us the advantage of being able to provide weekly data while each participant only had to participate on a monthly or bi-monthly basis. In this article, we delineate the HOPP study in terms of its main goals and features, topics, and survey design. Furthermore, we provide a summary of results derived from HOPP and the future prospects of the study.

Domiciliary carers are paid care workers who travel to the homes of older people to assist with personal routines. Increasingly, over the past 20 years, the delivery of domiciliary care has been organised according to market principles and portrayed as the ideal type of formal care; offering cost savings to local authorities and independence for older people. Crucially, the work of the former 'home help' is transformed as domiciliary carers are now subject to the imperative of private, competitive accumulation which necessitates a constant search for increases in labour productivity. Drawing on qualitative data from domiciliary carers, managers and stakeholders, this article highlights the commodification of caring labour and reveals the constraints, contradictions and challenges of paid care work. Labour Process Theory offers a means of understanding the political economy of care work and important distinctions in terms of the formal and informal domiciliary care labour process.

Research studies on academic work and the COVID-19 crisis have clearly shown that the pandemic crisis contributed to exacerbating pre-existing gender gaps. Although the research has been extensive in this regard, it has focused more on the widening of the “motherhood penalty”, while other groups of academics are blurred. Even more underinvestigated and not yet fully explained are the intersections between further axes of diversity, often because the research conducted during the pandemic was based on a small volume of in-depth data. By drawing on interview data from a wider national research project, this article aims to contribute to this debate by adopting an intersectional approach. In investigating daily working life and work–life balance during the pandemic of a highly heterogeneous sample of 127 Italian academics, this article sheds light on how gender combines with other axes of asymmetry, particularly class (precarious versus stable and prestigious career positions) and age (individuals’ life-course stage), to produce specific conditions of interrelated (dis)advantage for some academics. The analysis reveals three household and family life course types that embody the interlocking of gender, class, and age within a specific social location with unequal, and possibly long-term, consequences for the quality of working life, well-being, and careers of academics, living alone or with parents, couples without children or with grown-up children, and couples with young children and other family members in need of care.

Goldthorpe's class theory suggests that social class arises from employment relations in industrialised societies. This article assesses whether class in urban China can be approached from the same perspective by addressing three issues: (1) whether employment relations can capture China's class structure; (2) how differently class is shaped by occupational structure in China; and (3) how useful class is to help us understand income inequality. Based on a recent Chinese social survey, the analysis finds three clusters of Chinese employees that fit into the 'service', 'Intermediate' and 'labour contract' class typologies suggested by Goldthorpe's class theory. Also, there is evidence that class links to occupational structures in a similar way between Chinese and western societies. Finally class, when directly measured from employment relations, displays a reasonable degree of explanatory power for inter-class income inequality whereas the Goldthorpe class classification fails to differentiate between intermediate and labour class positions.

This book examines and evaluates various private initiatives to enforce fair labor standards within global supply chains. Using unique data (internal audit reports and access to more than 120 supply chain factories and 700 interviews in 14 countries) from several major global brands, including NIKE, HP and the International Labor Organization's Factory Improvement Programme in Vietnam, this book examines both the promise and the limitations of different approaches to actually improve working conditions, wages and working hours for the millions of workers employed in today's global supply chains. Through a careful, empirically grounded analysis of these programs, this book illustrates the mix of private and public regulation needed to address these complex issues in a global economy.

Involuntary periods of unemployment represent major negative experiences for many individuals. Therefore, it is important to identify factors determining the speed job seekers are able to find new employment. The present study focused on cognitive and non-cognitive abilities of job seekers that determine their reemployment success. A sample of German adults (N = 1366) reported on their employment histories over the course of six years and provided measures on their fluid and crystallized intelligence, mathematical and reading competence, and the Big Five of personality. Proportional hazard regression analyses modeled the conditional probability of finding a new job at a given time dependent on the cognitive and personality scores. The results showed that fluid and crystallized intelligence as well as reading competence increased the probability of reemployment. Moreover, emotionally stable job seekers had higher odds of finding new employment. Other personality traits of the Big Five were less relevant for reemployment success. Finally, crystallized intelligence and emotional stability exhibited unique predictive power after controlling for the other traits and showed incremental effects with regard to age, education, and job type. These findings highlight that stable individual differences have a systematic, albeit rather small, effect on unemployment durations (Orig.).

Drawing on a range of employee and employer surveys, this study presents an examination of the conditions, attitudes, and experiences of British employees over the last twenty years. Based on the ‘Future of Work’ research programme this book aims to shape understanding of employment in Britain for the foreseeable future.