Conceiving, designing and trailing a short‐form measure of job quality: a proof‐of‐concept study

Felstead, Alan; Gallie, Duncan; Green, Francis; Henseke, Golo

doi:10.1111/irj.12241

Cited by 31 publications

(31 citation statements)

References 32 publications

(32 reference statements)

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“…While there is increasing consensus on many of the constituents of the quality of work, debates continue regarding the usefulness of certain measures, in particular with respect to objective, for example pay, versus subjective, for example satisfaction with job, indicators. Felstead et al (2019), for example, state the limitations of subjective measures in that they can be affected by individual differences in aspirations and availability of information. However, subjective measures when combined with objective indicators do enable considerable insight into the perceptions of workers regarding their job, and are widely employed in other studies, including Connell and Burgess (2016), Gifford (2018) and Green (2009), and have been recommended, in the case of overall job satisfaction, by the UK Government (see HM Government, 2018: 22).…”

Section: The Quality Of Work and Its Measurementmentioning

confidence: 99%

“…In the UK, the Government commissioned the Taylor Review of Modern Working Practices in 2017 (Taylor et al, 2017), which focused on a number of aspects of 'fair ' and 'good' work. In addition, Thriving at Work: The Stevenson/Farmer Review of Mental Health and Employers (Stevenson and Farmer, 2017) has raised the profile of workplace well-being. Existing research has generated a number of taxonomies of job quality and 'good work', including Bartling (2012), Connell and Burgess (2016), Eurofound (2013), Felstead et al (2019), Gallie et al (2014), Holman (2013), Overell et al (2010), Vidal (2013) and Warhurst et al (2017). However, debates remain over measures of job quality and how they are operationalised in research.…”

Section: Introductionmentioning

confidence: 99%

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Workplace location and the quality of work: The case of urban-based workers in the UK

Wheatley

2020

Urban Studies

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Recent growth in flexible work which is detached from traditional urban workplaces, including homeworking, mobile working and forms of self-employment (gig work), has increased interest in the quality of work. This article compares job quality indicators between urban-based workers in standard (employer/business premises) and non-standard (homeworking, driving/travelling, mobile working) workplaces. Multinomial logistic regression is applied to UK panel data from four waves (2010–2011, 2012–2013, 2014–2015, 2016–2017) of the Understanding Society study. The analysis finds that urban-based employees working at home, predominantly in highly skilled occupations, have jobs which exhibit a number of characteristics of good work. Self-employed homeworkers, more often women, have lower job quality but leisure satisfaction benefits. Mobile working jobs offer greater spatial and temporal flexibility and job satisfaction, but also exhibit lower quality characteristics evident of trade-offs and divisions between forms of mobile work. Driving/travelling jobs exhibit lower job quality characteristics, especially among self-employed urban-based workers.

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Section: The Quality Of Work and Its Measurementmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Workplace location and the quality of work: The case of urban-based workers in the UK

Wheatley

2020

Urban Studies

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“…Job quality is ‘the extent to which a job has work and employment-related factors that foster beneficial outcomes for the employee, particularly psychological wellbeing, physical wellbeing and positive attitudes’ [18]. Good-quality jobs also benefit employers, increasing average tenure and productivity [19]. Work organisation (including demands and resources), wages and payment systems, security and flexibility (e.g.…”

Section: Introductionmentioning

confidence: 99%

“…consultation and voice) have been identified as five main dimensions affecting job quality [18]. Jobs are typically classified as being of good, moderate or poor quality, although job characteristics may vary across employers, and the same job may be good in some respects but not others [19].…”

Section: Introductionmentioning

confidence: 99%

‘Everything was just getting worse and worse’: deteriorating job quality as a driver of doctor emigration from Ireland

et al. 2019

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BackgroundMedicine is a high-status, high-skill occupation which has traditionally provided access to good quality jobs and relatively high salaries. In Ireland, historic underfunding combined with austerity-related cutbacks has negatively impacted job quality to the extent that hospital medical jobs have begun to resemble extreme jobs. Extreme jobs combine components of a good quality job—high pay, high job control, challenging demands, with those of a low-quality job—long working hours, heavy workloads. Deteriorating job quality and the normalisation of extreme working is driving doctor emigration from Ireland and deterring return.MethodsSemi-structured qualitative interviews were conducted with 40 Irish emigrant doctors in Australia who had emigrated from Ireland since 2008. Interviews were held in July–August 2018.ResultsRespondents reflected on their experiences of working in the Irish health system, describing hospital workplaces that were understaffed, overstretched and within which extreme working had become normalised, particularly in relation to long working hours, fast working pace, doing more with less and fighting a climate of negativity. Drawing on Hirschman’s work on exit, voice and loyalty (1970), the authors consider doctor emigration as exit and present respondent experiences of voice prior to emigration. Only 14/40 respondent emigrant doctors intend to return to work in Ireland.DiscussionThe deterioration in medical job quality and the normalisation of extreme working is a key driver of doctor emigration from Ireland, and deterring return. Irish trained hospital doctors emigrate to access good quality jobs in Australia and are increasingly likely to remain abroad once they have secured them. To improve doctor retention, health systems and employers must mitigate a gainst the emergence of extreme work in healthcare. Employee voice (about working conditions, about patient safety, etc.) should be encouraged and used to inform health system improvement and to mitigate exit.

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“…The LFS, on the other hand, provides more scope for secondary analysis given the number of questions asked, its regularity and accessibility. Even so, many non-pay characteristics of jobs, which have a proven link to well-being, are absent (Felstead et al, 2019). These include the intensity of work, the threat of dismissal, the level of managerial support, the ability to take time off for emergencies and the probability of job loss.…”

Section: Existing Evidencementioning

confidence: 99%

Unpredictable times: the extent, characteristics and correlates of insecure hours of work in Britain

Felstead

Gallie

Green

et al. 2020

Industrial Relations Journal

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This article presents new British evidence that suggests that cutting working hours at short notice is twice as prevalent as zero‐hours contracts and triple the number of employees are very anxious about unexpected changes to their hours of work. The pay of these employees tends to be lower, work intensity higher, line management support weaker and the threat of dismissal and job loss greater. In addition, the well‐being of these employees is lower and they are less committed to the organisations that employ them. However, the prevalence of insecure working hours is reduced by workplace level employee involvement exercised individually or through collective representation.

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Conceiving, designing and trailing a short‐form measure of job quality: a proof‐of‐concept study

Cited by 31 publications

References 32 publications

Workplace location and the quality of work: The case of urban-based workers in the UK

Workplace location and the quality of work: The case of urban-based workers in the UK

‘Everything was just getting worse and worse’: deteriorating job quality as a driver of doctor emigration from Ireland

Unpredictable times: the extent, characteristics and correlates of insecure hours of work in Britain

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