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How commuting affects subjective wellbeing
Commuting between home and work is routinely performed by workers and any wellbeing impacts of commuting will consequently affect a large proportion of the population. This paper presents findings from analyses of the impact of commuting (time and mode) on multiple aspects of Subjective Well-Being (SWB), including: satisfaction with life overall and the SWB sub-domains of job satisfaction, satisfaction with leisure time availability and self-reported health. Measures of strain and mental health (GHQ-12) are also examined. Six waves of individual-level panel data from Understanding Society (2009/10 to 2014/15) are analysed, providing a sample of over 26,000 workers living in England. Associations between commuting and SWB are identified, paying particular attention to those arising from individual changes in commuting circumstances over the six waves. It is found that longer commute times are associated with lower job and leisure time satisfaction, increased strain and poorer mental health. The strongest association is found for leisure time satisfaction. Despite these negative associations with the SWB sub-domains, longer commute times were not associated with lower overall life satisfaction (except where individuals persisted with them over all six waves). Workers in England appear to be successful in balancing the negative aspects of commuting against the wider benefits, e.g. access to employment, earnings and housing. Differences amongst selected population sub-groups are also examined. The job satisfaction of younger adults and lower income groups are not found to be negatively associated with longer commute times; longer commute times are more strongly negatively associated with the job satisfaction of women compared to men. With respect to mode of transport, walking to work is associated with increased leisure time satisfaction and reduced strain. The absence of the commute, via working from home, is associated with increased job satisfaction and leisure time satisfaction. Overall, the study indicates that shorter commute times and walkable commutes can contribute to improved SWB—particularly through the release of leisure time. But life satisfaction overall will only be maintained if the benefits of undertaking the commute (earnings and satisfactory housing/employment) are not compromised.
Journal Article
Anonymity or Distance? Job Search and Labour Market Exclusion in a Growing African City
We showthat helping young job seekers signal their skills to employers generates large and persistent improvements in their labour market outcomes. We do this by comparing an intervention that improves the ability to signal skills (the “job application workshop”) to a transport subsidy treatment designed to reduce the cost of job search. In the short run, both interventions have large positive effects on the probability of finding a formal job. The workshop also increases the probability of having a stable job with an open-ended contract. Four years later, the workshop significantly increases earnings, job satisfaction, and employment duration, but the effects of the transport subsidy have dissipated. Gains are concentrated on individuals who generally have worse labour market outcomes. Overall, our findings highlight that young people possess valuable skills that are unobservable to employers. Making these skills observable generates earnings gains that are far greater than the cost of the intervention.
Journal Article
DOES WORKING FROM HOME WORK? EVIDENCE FROM A CHINESE EXPERIMENT
A rising share of employees now regularly engage in working from home (WFH), but there are concerns this can lead to ‘‘shirking from home.’’ We report the results of a WFH experiment at Ctrip, a 16,000-employee, NASDAQ-listed Chinese travel agency. Call center employees who volunteered to WFH were randomly assigned either to work from home or in the office for nine months. Home working led to a 13% performance increase, of which 9% was from working more minutes per shift (fewer breaks and sick days) and 4% from more calls per minute (attributed to a quieter and more convenient working environment). Home workers also reported improved work satisfaction, and their attrition rate halved, but their promotion rate conditional on performance fell. Due to the success of the experiment, Ctrip rolled out the option to WFH to the whole firm and allowed the experimental employees to reselect between the home and office. Interestingly, over half of them switched, which led to the gains from WFH almost doubling to 22%. This highlights the benefits of learning and selection effects when adopting modern management practices like WFH.
Journal Article
Inequality at Work: The Effect of Peer Salaries on Job Satisfaction
We study the effect of disclosing information on peers' salaries on workers' job satisfaction and job search intentions. A randomly chosen subset of University of California employees was informed about a new website listing the pay of University employees. All employees were then surveyed about their job satisfaction and job search intentions. Workers with salaries below the median for their pay unit and occupation report lower pay and job satisfaction and a significant increase in the likelihood of looking for a new job. Above-median earners are unaffected. Differences in pay rank matter more than differences in pay levels. (JEL I23, J28, J31, J64)
Journal Article
Work engagement and employee satisfaction in the practice of sustainable human resource management – based on the study of Polish employees
Sustainable human resource management (SHRM) views employees as a very important resource for the organisation, while paying close attention to their preferences, needs, and perspectives. The individual is an essential element of SHRM. The article focuses on analyzing selected SHRM issues related to the individual employee's level of job engagement and employee satisfaction. The main objective of our study was to identify individual-level correlations between factors affecting employee satisfaction, such as: workplace well-being, employee development, employee retention, job engagement, and employee satisfaction. Based on the results of a systematic literature review, we posed the following research question: is there any relation between factors affecting employee satisfaction (employee workplace well-being, employee development, employee retention, work engagement) and employee satisfaction in the SHRM context? To answer the research question, we have conducted a quantitative study on the sample of 1051 employees in companies in Poland and posed five hypotheses (H1-H5). The research findings illustrate that higher level of employee workplace well-being (H1), employee development, (H2), employee retention (H3) was related to higher level of employee engagement (H4), which in turn led to higher level of employee satisfaction. The results show the mediating role of employee engagement in the relationship between workplace well-being, employee development, employee retention, and employee satisfaction (H5). The presented results contribute to the development of research on work engagement and job satisfaction in the practice of SHRM. By examining the impact of individual-level factors on job satisfaction, we explain which workplace factors should be addressed to increase an employee satisfaction and work engagement. The set of practical implications for managers implementing SHRM in the organization is discussed at the end of the paper.
Journal Article