To get a more nuanced picture of the effects of high-performance work practices (HPWPs), this paper analyzes how gender moderates the relationships between HPWPs and job satisfaction. HPWPs are theoretically linked to gender concepts, followed by an empirical analysis of whether these HPWPs have different effects on job satisfaction for men and women. The results of the theoretical analysis highlight that HPWPs are primarily oriented to the male gender concept. The empirical analysis is based on data from the European Working Condition Survey for Germany (N = 1,044). The results show that gender partially acts as a moderator in the relationships between HPWPs and job satisfaction. The study contributes to the literature by providing deeper and differentiated insights into the relationships between HPWPs and job satisfaction by providing a comprehensive theoretical framework for how HPWPs can affect men and women differently and by empirically analyzing the extents of these relationships.
This study complements the discussion on changes in work values by insights about the dimension of altruistic work values, which to date has been largely neglected. In particular, we analyze how a change in the structure of the workforce (gender, age, and generation) has affected the importance of altruistic work values in the past decades. Using German data from four different years (1989, 1997, 2006, and 2016), we found that work values’ importance has increased during the observed periods, while extrinsic work values have become less important and intrinsic work values have not changed. An increase of women and an aging workforce marginally have contributed to a change in altruistic work values, while shifting generational distribution had no effect. Overall, the explanatory powers of the included determinants are, despite their importance in theoretical discussions, fairly small. Thus, we discuss alternatives for explaining the change in altruistic work values.
Although research has established a positive link between spirituality or religiousness and job satisfaction, this influence’s pathways remain a ‘black box’. Whether it is an effect of a trait- relationship or of a need-satisfaction-relationship remains an open question. Additionally, data and results for West European countries are largely missing. Following King and Williamson (2005), and with a large-scale dataset for Germany (N = 2,551), we empirically assess the link between religiousness and job satisfaction, considering individual employees’ desire to express religiousness and actual expression at work in a serial mediation model, scrutinizing also the influences of discrimination experiences and perceived employers’ stances on religiousness at work. Results strongly support the needs-satisfaction perspective, implying high relevance of workplace spirituality for human resource management (HRM) but also of the research field of management, spirituality and religion in general. Contrary to our expectations, experiences of religious-based discrimination and the perception of a negative employer stance influence the desire to express religiousness at work and de facto expressions positively.
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