Individual and Workplace-Specific Determinants of Paid and Unpaid Overtime Work in Germany

Abstract

Standard-Nutzungsbedingungen:Die Dokumente auf EconStor dürfen zu eigenen wissenschaftlichen Zwecken und zum Privatgebrauch gespeichert und kopiert werden.Sie dürfen die Dokumente nicht für öffentliche oder kommerzielle Zwecke vervielfältigen, öffentlich ausstellen, öffentlich zugänglich machen, vertreiben oder anderweitig nutzen.Sofern die Verfasser die Dokumente unter Open-Content-Lizenzen (insbesondere CC-Lizenzen) zur Verfügung gestellt haben sollten, gelten abweichend von diesen Nutzungsbedingungen die in der dort genannten Lizenz gewährten Nutzungsrechte. Terms of use: Documents in SOEPpapers on Multidisciplinary Panel Data Research at DIW BerlinThis series presents research findings based either directly on data from the German SocioEconomic Panel study (SOEP) or using SOEP data as part of an internationally comparable data set (e.g. CNEF, ECHP, LIS, LWS, CHER/PACO). SOEP is a truly multidisciplinary household panel study covering a wide range of social and behavioral sciences: economics, sociology, psychology, survey methodology, econometrics and applied statistics, educational science, political science, public health, behavioral genetics, demography, geography, and sport science.The decision to publish a submission in SOEPpapers is made by a board of editors chosen by the DIW Berlin to represent the wide range of disciplines covered by SOEP. There is no external referee process and papers are either accepted or rejected without revision. Papers appear in this series as works in progress and may also appear elsewhere. They often represent preliminary studies and are circulated to encourage discussion. Citation of such a paper should account for its provisional character. A revised version may be requested from the author directly.Any opinions expressed in this series are those of the author(s) and not those of DIW Berlin.Research disseminated by DIW Berlin may include views on public policy issues, but the institute itself takes no institutional policy positions. J21, J24, J81Keywords: Overtime work, internal flexibility Abstract:In Germany, overtime work is a well-established instrument for varying working hours of employees and is of great importance for establishments as a measure of internal flexibility.However, not all employees are affected to the same degree by a variation of the work effort through overtime work. Besides socio-demographic factors, workplace-specific factors that provide information about the position of employees in the establishment play an important role, too. So far, we do not know enough how these workplace-specific factors are associated with overtime work. This question is at the center of this study. In the analysis, women and part-time employees are taken into account, while previous studies mostly focused on full-time employees and/or male workers. On the basis of the data of the German Socio-Economic Panel (SOEP), the results show a significant negative correlation between women and paid overtime and between part-time employees and unpaid overtime. If the employees p...

Impact of Performance Climate on Overtime Behaviors of New Generation Employees: The Moderating Effect of Perceived Employability and Mediating Role of Job Insecurity

“…At last, based on new generation employees' low loyalty towards the organization and their pursuit of happiness and freedom, this research introduces perceived employability as a moderating variable that influences the impact intensity of job insecurity. Previous investigation into different personnel's overtime behaviors generally focused on the influence of the country, 57 gender and position 58 et al on overtime behaviors, while ignoring the differences of values among employees at different ages. Different from the old generation employees who keep on the rails, new generation employees are less likely to compromise with their poor conditions when their individual resources are abundant, and when new generation employees perceive job insecurity, their commitment to the organization will be dramatically changed, 15 thus influencing their individual overtime behaviors.…”

Antecedents of overtime work: The case of junior academics

“…With respect to overtime patterns of part-time compared to full-time employees, there is hardly any empirical evidence, in particular for the subsample of junior academics. Using representative data of the German Socio-Economic Panel (SOEP), Zapf (2015) finds a significant negative correlation between part-time employment and unpaid overtime hours, but a positive association between part-time employment and paid overtime in general.…”

Antecedents of Overtime Work: The Case of Junior Academics

“…There is a substantial body of research on the antecedents of overtime work which focuses on the group of managers in particular, on the issue of work-life balance and on the reimbursement of overtime work (e.g. Feldman, 2002;Greenhaus et al, 2012;Ylijoki, 2013;Zapf, 2015). Empirical evidence for the group of academics and scientists is rather limited, though.…”

“…With respect to overtime patterns of part-time compared to full-time employees, there is hardly any empirical evidence, in particular for the subsample of junior academics. Using representative data of the German Socio-Economic Panel (SOEP), Zapf (2015) finds a significant negative correlation between part-time employment and unpaid overtime hours, but a positive association between part-time employment and paid overtime in general. Whereas the positive link hints at the role of overtime as compensation instrument for low wages in part-time employment, the negative relationship rather points at the lower willingness of part-time employees to invest in human capital.…”