Demanding Work: The Paradox of Job Quality in the Affluent Economy

By F. Green. 2005

543 citations recorded by the source corpus.

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In General Health Professions

Citations in the corpus

What makes work meaningful and why economists should care about it (2020, background): “According to the objective approach, worker well-being is about having the capabilities and freedoms that allow individuals to meet specific needs, such as autonomy and skills development (Brown et al., 2007, 2012; Green, 2006).”
The Polarization Myth: Occupational Upgrading in Germany, Spain, Sweden, and the UK, 1992–2015 (2019, background): “Besides autonomy and control, five dimensions of job quality are commonly singled out: skill, work effort, personal discretion, pay, and security (Gallie, 2012; Green, 2006).”
The performance effects of coaching: a multilevel analysis using hierarchical linear modeling (2009, background): “Increased time pressure and workloads (Green 2001, 2006) lead managers to be more focused on their business-related activities rather than on developing the relationship with their employees and developing a foundation for long-term performance.”
Immigrant over-education: evidence from Denmark (2007, unknown): “Somewhat contrary to other more recent studies on immigrant performance in Canada, Green (2005) finds very little 3 Also considering returns to labour market experience, Chiswick (1978) - one of the very early assimilation studies - found that experience acquired in English-speaking countries of…”
Recent Advances in the Economics of Individual Subjective Well-Being (2010, background): “A large literature documents the importance of self-reported job security on individuals’ well-being (see, for example, De Witte 1999, Duncan Gallie et al. 1998, Green 2006).”
Between a rock and a hard place: Freedom, flexibility, precarity and vulnerability in the gig economy in Africa (2020, unknown): “Work intensity understood as pace of work and effort (Green, 2006); long and irregular working hours; emotional and time demands (Boxall and Macky, 2014) are key indicators of job quality.”
Occupational segregation and gender inequality in job quality: a multi-level approach (2014, background): “…flexibility, skill utilization, physical and emotional conditions, as well as job security and the more general notion of job satisfaction (Brown et al., 2012; Clark, 2005; Esser and Olsen, 2011; Gallie, 2007a, 2007b; Gallie et al., 2012; Green, 2006; Munoz de Bustillo et al., 2011; Stier, 2012).”
The mobile phone, perpetual contact and time pressure (2009, unknown): “Secondly, the use of ICTs is seen as contributing to the intensification of work (Green, 2005).”
Work, Jobs and Well-Being Across the Millennium (2009, background): “Harter and Arora (2008) find a negative correlation between hours and their measures of both evaluative and experienced well-being.”
Job types and job quality in Europe (2013, methodology): “1 In this article job quality is defined as the extent to which a job has work and employment-related factors that foster beneficial outcomes for the employee, particularly, psychological well-being, physical well-being and positive attitudes such as job satisfaction (Green, 2006; Warr, 1990).”