The Refinement of the DGB Good Work Index

Holler, Markus; Krüger, Thomas; Mußmann, Frank

doi:10.1007/bf03374442

Cited by 7 publications

(4 citation statements)

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“…Possibility to set up own work station [68] Should be maximized Access to all relevant information [69] Transparency of algorithmic decision making [70] (Re-) Configuration of workforce and skills [71] Generation of new jobs, demise of obsolete ones Creation of jobs for high and low skilled workers Inclusiveness [66,72] Accessibility [73] Barrier-free access to all usage units for diverse groups of population Should be high/ given Adaptable usability/flexibility [74] Conversion potential of buildings: Percentage of support-free floor plants Should be maximized Socio-cultural and functional quality [72,75,76] Building culture diversity/aesthetic [76,77] Public and/or expert evaluation [76] Evaluation carried out Urban development quality [76,77] Wellbeing [78] Public spaces in the building [77] Number of areas and number of seats available in relation to number of users should be maximized [79] Social quality refers to buildings and construction processes and their respective capacity to enable social justice and a good life for a diverse workforce and user community. Social quality thus concerns work processes in construction and the built spaces (the buildings) which (materially) structure social life for the users.…”

Section: Requirements Quality Characteristic Exemplary Parameters Crimentioning

confidence: 99%

“…Decent work requires fairness and a guarantee of fundamental rights. It refers, among other things, to the workers' control capacity in the form of being able to influence and configure options, training and development opportunities, organization of working times, physical and psychological job requirements, work intensity, and employment security [68]. Since the Co-Design construction process is supposed to include a high proportion of computational and robotic processes, quality characteristics that refer to the nature of automated processes, such as transparency and access to relevant information, are particularly relevant.…”

Section: Holistic Quality Model Setupmentioning

confidence: 99%

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Quality as Driver for Sustainable Construction—Holistic Quality Model and Assessment

et al. 2020

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Facing rising building demands due to a fast-growing world population and significant environmental challenges at the same time, the building sector urgently requires innovation. The Cluster of Excellence Integrative Computational Design and Construction for Architecture at the University of Stuttgart tackles these challenges through a Co-Design approach for integrating computational design and engineering and robotic construction. Within this research framework, a Holistic Quality Model is developed to ensure the technical, environmental, and social quality of Co-Design processes and products. Up to now, quality models that consider and integrate all these three aspects throughout the life cycle of buildings are still missing. The article outlines the concept of holistic quality assessment based on a Holistic Quality Model for sustainable construction. A key mechanism for sustainable quality assessment in the Holistic Quality Model is the definition of control and decision points in the construction process where critical decisions are made that will affect the quality of the building throughout its entire life-cycle. Firstly, subject-specific quality concepts are defined and their interrelations are conceptualized. Subsequently, these interrelations and their effects on the overall Co-Design construction processes and products are explained using the example of the semi-robotic production of concrete slabs. Examples for control and decision points are given as well. The outline presented here serves as a basis for further advancing and concretizing the Holistic Quality Model and its applications in Co-Design for a functioning, liveable, and sustainable high-quality construction and building culture.

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Section: Requirements Quality Characteristic Exemplary Parameters Crimentioning

confidence: 99%

Section: Holistic Quality Model Setupmentioning

confidence: 99%

Quality as Driver for Sustainable Construction—Holistic Quality Model and Assessment

et al. 2020

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“…Erstmals für den Bereich der Erwachsenen-und Weiterbildung wurden im wb-perso- nalmonitor auch Belastungen und Beanspruchungen erhoben. Die dazu verwendete Skala orientiert sich am Index "Gute Arbeit" des DGB (Holler, 2013) und ermöglicht den Vergleich mit anderen Tätigkeitsfeldern, Branchen und Berufen. Eine wichtige Dimension in Bezug auf den Zusammenhang von Tätigkeit und Lebensumständen stellt zudem die soziale Absicherung dar.…”

Section: Ziele Und Herausforderungen Einer Erhebung Zumunclassified

Das Personal in der Weiterbildung

wb-Personalmonitor¹

2016

DIE Survey. Daten Und Berichte Zur Weiterbildung

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Ob Praxis, Administration, Politik oder Wissenschaft -für alle Akteure der Erwachsenen-und Weiterbildung ist es unerlässlich, Informationen über das Handlungsfeld zu haben, in dem sie tätig sind. Welche Anbieter und Angebote gibt es? Wer sind die Beschäftigten und unter welchen Bedingungen arbeiten sie? Wer nimmt teil und wer nicht? Welche Finanzierungsmodelle existieren, welche werden von wem genutzt? Lohnt sich die Teilnahme an Weiterbildung, und wenn ja, für wen? Forschung und Bildungsberichterstattung geben zu manchen der aufgeworfenen Fragen verlässliche und regelmäßige Antworten; in anderen Feldern fehlt es jedoch an Informationen. Die institutionelle Vielfalt der Erwachsenen-und Weiterbildung und das Episodische vieler ihrer Aktivtäten erschweren eine systematische und kontinuierliche Dokumentation. Das gilt zumal für das in diesem Bildungsbereich tätige Personal.Mit einer zweistufigen Erhebung verfolgte das Projekt "Personal in der Weiterbildung: Beschäftigungssituation und Tätigkeiten -wb-personalmonitor" nun erstmals den Anspruch, repräsentative Daten zum Personal in der Erwachsenen-und Weiterbildung zu erheben. In einem ersten Schritt erfolgte der Zugang zu den Beschäftigten über die Arbeit-und Auftraggeber, d.h. die Weiterbildungseinrichtungen. Diese Erhebung wurde an die vom Bundesinstitut für Berufsbildung (BIBB) und Deutschen Institut für Erwachsenenbildung (DIE) unter Weiterbildungsanbietern jährlich durchgeführte Umfrage zum wb-personalmonitor 2014 gekoppelt. In einem zweiten Schritt wurde eine vertiefte Personalbefragung durchgeführt, die sich direkt an die erfassten Beschäftigten wandte. Der Fokus des wb-personalmonitors liegt auf der Qualifikation des Personals, auf der Beschäftigungssituation sowie auf den Arbeitsbedingungen und ihrer Bewertung durch die Befragten. Die Befragung wurde durch betriebliche Fallstudien vorbereitet, die die Entwicklung der Fragen und Items der standardisierten Hauptstudie fundierten. Die qualitativen Fallstudien ermöglichten es darüber hinaus, die Analyse institutioneller Geschäftslagen offen zugänglicher Weiterbildungsanbieter mit den individuellen Erwerbslagen des dort eingesetzten Personals zu verschränken. Um die Erhebungen durchführen zu können, war die Unterstützung von Berufs-und Trägerverbänden, von zahlreichen Weiterbildungseinrichtungen und von den in der Weiterbildung tätigen Personen nötig. Wir bedanken uns auf diesem Wege sehr herzlich bei all den teilnehmenden Einrichtungen und Personen, die den Fragebogen ausgefüllt, uns in Interviews Einblick in ihr Arbeitsleben gegeben oder als Vermittler zwischen Forschenden und Befragten fungiert haben. Ohne ihre Mitwirkung wäre die Erhebung nicht in diesem Ausmaß möglich gewesen. Der wb-personalmonitor ist ein vom Bundesministerium für Bildung und Forschung (BMBF) gefördertes Forschungsprojekt, das in Zusammenarbeit des Deutschen Instituts für Erwachsenenbildung -Leibniz-Zentrum für Lebenslanges Lernen (DIE) mit dem Bundesinstitut für Berufsbildung (BIBB) und dem Fachgebiet Wirtschaftspädagogik/Berufliche Aus-u...

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“…They showed that these different indicators are designed based on different research tradition and from scientists from different disciplines (e.g., Sociology, Political Science, Economics), and are, thus, quite diverse. They vary regarding the number of indicators (from six to over one hundred) [ 21 , 22 ], the focus of the indicators (work quality, employment quality) [ 23 , 24 , 25 ], the design (cross-sectional, longitudinal) [ 21 , 26 , 27 , 28 ]. Further, Muñoz de Bustillo et al [ 19 ], as well as Cazes et al [ 20 ] presented a more extensive summary of the major national and international frameworks, for example from the European Commission [ 29 ], UNICE [ 30 ], Leschke et al (ETUI) [ 23 ], EMCO [ 31 ], ILO [ 32 ], Eurofound [ 4 , 33 ], and UNECE [ 34 ].…”

Section: Introductionmentioning

confidence: 99%

The Quality of Work Index and the Quality of Employment Index: A Multidimensional Approach of Job Quality and Its Links to Well-Being at Work

Steffgen

Sischka

Henestrosa

2020

IJERPH

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(1) Background: Job quality is a multidimensional and elusive concept that is back in vogue among social scientists and policymaker. The current study proposes a new job quality approach that is compared with the European Working Conditions Survey framework and structured with the help of the Job Demands-Resources model. Two new measures of job quality, the Quality of Work Index (QoW) and the Quality of Employment Index (QoE) are developed and validated in three different languages (German, French, Luxembourgish). The QoW is composed of 43 items, focusing on four areas of work—work intensity, job design, social conditions, and physical conditions (subdivided in eleven components)—which are particularly important for employees’ well-being. The QoE is composed of 13 items that cover training opportunities, career advancement, job security, employability, work life conflict, and income satisfaction. (2) Methods: Data were collected via computer-assisted telephone interviews in a representative sample of 1522 employees working in Luxembourg (aged 17–67 years; 57.2% male). (3) Results: Confirmatory factor analysis confirmed the proposed factors structure and scalar measurement invariance for the three different language versions. Internal consistencies were satisfactory for all subscales (Cronbach’s α between 0.70 and 0.87). Correlations and hierarchical regression analyses with different psychological health measures (i.e., burnout, general well-being, psychosomatic complaints, work satisfaction, vigor) and subjective work performance confirmed the construct validity of the new instruments. (4) Conclusions: The QoW and the QoE are globally and on the level of the sub-categories effective tools to measure job quality, which could be used to compare job quality between organizations and different countries. Furthermore, the current study confirms associations between the different components of the QoW and QoE and employees’ health.

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The Refinement of the DGB Good Work Index

Cited by 7 publications

References 6 publications

Quality as Driver for Sustainable Construction—Holistic Quality Model and Assessment

Quality as Driver for Sustainable Construction—Holistic Quality Model and Assessment

Das Personal in der Weiterbildung

The Quality of Work Index and the Quality of Employment Index: A Multidimensional Approach of Job Quality and Its Links to Well-Being at Work

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