Happiness, stress, and age: how the U curve varies across people and places

Graham, Carol; Pozuelo, Julia Ruiz

doi:10.1007/s00148-016-0611-2

Cited by 142 publications

(140 citation statements)

References 17 publications

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“…Residents in East Germany report lower levels of SWB (a pattern already seen in Frijters et al, 2004). Our data confirm the existence of the well-known U-shape relationship between age and SWB (e.g., Blanchflower andOswald, 2008, Graham andPozuelo, 2017), with the "minimum" level of happiness occurring around the age 40-45.…”

Section: Resultssupporting

confidence: 84%

Ethnic diversity and well-being

et al. 2016

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This paper investigates how ethnic diversity, measured by immigrants' nationalities, influences the well-being of the host country. Using panel data from Germany from 1998 to 2012, we find a positive effect of ethnic diversity on the well-being of German natives. Our finding is robust to alternative definitions of ethnic diversity and to the non-random selection of natives and immigrants into regions. The positive effect of ethnic diversity is stronger for immigrant groups that are culturally and economically closer to Germany. Consistent with this result, we document the existence of two mechanisms explaining the influence of ethnic diversity on well-being: productivityas captured by immigrants' skills and assimilation -and social capital -particularly in relation to the creation of a multicultural environment. JEL codes: C90, D63, J61

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Section: Resultssupporting

confidence: 84%

Ethnic diversity and well-being

et al. 2016

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“…The result also potentially fits with a well-known conclusion (see later in the article) in labor economics that job satisfaction tends to be lower in larger workplaces. Middle-aged workers assign the lowest ratings to their bosses, which seems consistent, in principle, with the low well-being levels reported more generally by those who are in their midlife years (as in Blanchflower and Oswald [2008], and Graham and Pozuelo [2017]). This might be a form of leniency bias or reflect genuinely better bosses at higher levels in an organizational hierarchy.…”

Section: Figure 2 the Cumulative Distribution Of Assessed Boss Qualitsupporting

confidence: 70%

“…The estimated age profile in Table 1 is U-shaped. Middle-aged workers assign the lowest ratings to their bosses, which seems consistent, in principle, with the low well-being levels reported more generally by those who are in their midlife years (as in Blanchflower and Oswald [2008], and Graham and Pozuelo [2017]).…”

Section: Econometric Boss Quality Equationssupporting

confidence: 70%

How Common Are Bad Bosses?

Artz

Goodall²,

Oswald

2020

Industrial Relations

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Bosses play a fundamental role in workplaces. Yet, almost nothing is known about an important and basic question in labor economics and industrial relations. Are the right people promoted to be supervisors, team leaders, and managers? The infamous Peter Principle claims that incompetent bosses are likely to be all around us, but is that true? This article provides the first statistically representative international estimates—taking comparable data on thirty‐five nations—of the extent to which employees have “bad bosses.” Using a natural measure, the article calculates that approximately 13 percent of Europe’s workers have a bad boss. Such bosses are most common in large organizations, in organizations without employee‐representation committees, in the transport sector, and where workers themselves have no supervisory responsibility. Last, the article offers a practical finding as a potential aid to human resource training and hiring. Contrary to media portrayals, bad bosses are rated least bad on “respect for workers” and worst on their ability to get the job done. Lack of competence, not lack of consideration, appears to be the key problem.

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“…We find that the U-shape in the relationship between life satisfaction and age (Blanchflower and Oswald 2008;Piper 2015;Graham and Pozuelo 2017) exists for both the married and unmarried but is deeper for the unmarried, and the difference between 13 Dush and Amato (2005) find a similar ranking, but a greater difference between marriage and living together, for their US sample. 14 We are grateful to a referee for suggesting this useful extension.…”

Section: Marriage and The U-shape In Agementioning

confidence: 62%

How’s Life at Home? New Evidence on Marriage and the Set Point for Happiness

Grover¹,

Helliwell²

2017

J Happiness Stud

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Subjective well-being research has often found that marriage is positively correlated with well-being. Some have argued that this correlation may be result of happier people being more likely to marry. Others have presented evidence suggesting that the well-being benefits of marriage are short-lasting. Using data from the British Household Panel Survey, we control individual pre-marital well-being levels and find that the married are still more satisfied, suggesting a causal effect at all stages of the marriage, from prenuptual bliss to marriages of long-duration. Using new data from the United Kingdom's Annual Population Survey, we find that the married have a less deep U-shape in life satisfaction across age groups than do the unmarried, indicating that marriage may help ease the causes of the mid-life dip in life satisfaction and that the benefits of marriage are unlikely to be short-lived. We explore friendship as a mechanism which could help explain a causal relationship between marriage and life satisfaction, and find that well-being effects of marriage are about twice as large for those whose spouse is also their best friend.

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Happiness, stress, and age: how the U curve varies across people and places

Cited by 142 publications

References 17 publications

Ethnic diversity and well-being

Ethnic diversity and well-being

How Common Are Bad Bosses?

How’s Life at Home? New Evidence on Marriage and the Set Point for Happiness

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