Employer / Employee survey - DGB

Employer / Employee survey

A multi-level multi-method action research programme

geert.vanhootegem@soc.kuleuven.be

Work with certain

characteristicsPeople with certain

characteristics

Consequences

age, sex, education, job security, career, pay, work orientation

Division of labour, technology, …

Satisfaction, commitment, absenteism, turnover, …

Judging quality of work

Approach 1: Look how work is experienced

» Does work meet motives of worker satisfied worker

» Work satisfaction: central indicator of quality of work

» Purpose: fit between worker wishes and what organization can

offer

» Task HRM is to detect worker motives and adapt work to it

Approach 1: Problems

» Research on work satisfaction: 70% - 80% is satisfied

» After improvement /deterioration stabilisation returns at 70% - 80%

» Workers adapt to the work situation

» No relationship between satisfaction, absenteism, stress or turnover

» No distinctive power between organizations with high and low

quality of work

» No starting point for the organization of work

Approach 2: Look how work supports development

» Motives are dependent on the situation, no fixed personal

charactertistics

» Work is able to mobilise motives and develop them

» Organize work in such a way that it is able to develop commitment

through intrinsic motivation

» Quality of work = the ability of an organization to mobilise commitment

from workers

» This is possible by means of regulation capacity: the central indicator

for quality of work

Organization as an interaction network

» An organization is a social interaction network with workplaces

as nodes occupied by people

» Important for the quality of work is the regulation capacity on

such a node

» This regulation capacity is the space determined by the network

to regulate one’s own work

» This is a dynamic approach: the structure of this interaction

network determines the opportunities for the development of

motives

» This structure is determined by the division of labour

The organization of work determines the quality of work

Division of labour Design of jobs

Learningopportunities

Stress risks

Measurement ofquality of work

Measurement ofwork organization

Multi-level / Multi-method

Start of projectEnd of project + 6 months

Case

AuditType of intervention

Case Case Case Case CaseQuick scan

Measurement ofWork organization

Employee questionnaireMeasurement of quality of work

(Dis)aggregation (Dis)aggregation

Future? International comparison

Start of projectEnd of project + 6 months

Case

AuditType of intervention

Case Case Case Case Case

Quick scanMeasurement of

Work organization

Employee questionnaireMeasurement of quality of work

(Dis)aggregation (Dis)aggregation

Flanders

Germany

Netherlands

Norway

Sweden

…

Karasek-model

Low strain work

A Stress risks

High

Low

Low

High

High strain work

Active work

Passive work

Work pressure

(control )

B Learning possibilities

Quality of work: measurement

» WEBA-analysis investigates a job on the following characteristics:

» Professional completeness

» Organizing tasks

» Short cycled tasks

» Difficulty

» Autonomy

» Contact possibilities

» Information provision

Example: well-being profile

Information

Contact

Autonomy

Difficulty

Cycle time

Organizing tasks

Completeness

Survey questionnaire: topics

» Employee and employment characteristics

» Nature of work (WEBA)

Short-cycled workComplexityPredictabilityVariabilityCompletenessAutonomyContactOrganizing tasksSupply of information

» Well-being at work

Time pressureEmotional workloadJob insecurityRecovery needLearning possibilitiesWell-beingSatisfactionInnovative work behaviour Intention to quit

Survey: Invitation mail

Survey: Start

Survey: Introduction

Questionnaire (1)

Questionnaire (2)

Questionnaire (3)

Questionnaire (4)

Questionnaire (5)

Questionnaire (6)

Organizations involved (industry, profit & non-profit services / large and small)

TYCO 266

Vzw Feniks/De Regenboog 146

BWA 142

Picanol 108

Rust- en verzorgingstehuis St. Monica 106

De Vierklaver 97

Deceuninck 91

Caradon Grade International NV 72

Roelandt 70

Caritas 68

Familiehulp 63

Bombardier Transportation Belgium 59

Eribel 44

KOMPAS 41

Barco 41

Express Medical 39

VOKA-Kamer van Koophandel O-Vl. 38

Conix Architects 36

Memo 33

WAAK BW 32

Alken-Maes 29

CESO 25

De Nekker 24

Tereos 20

TTL De Gelder 18

De Oesterbank 18

Scapino 16

PC Caritas 16

Tandtechnisch Labo Camerlynck 15

Diensten aan huis 15

Westlease 15

Team Prosource 13

Roltex NV 13

Centea 12

Novy 11

Jozef Burrick 10

Resoc Mechelen 9

New Print 8

Post 8

Still running

Fracarita 76

Durabrik 47

De Roeve 42

Slots Deco 35

VOKA 18

Distriled 12

‘t Plankske 10

Vivixtum 8

Ad domus 7

TOTAL RESPONS 2138

TOTAL ORGANISATIONS 43

Quick-scan organization: topics

» Characteristics of the organization

» Characteristics of products / services

» Structure of production process

» Tasks and responsibilities of groups

» Internal division of labour within groups

» Working conditions

» Performance indicators

Use of typologies: Structure of process

Line

Functional

Flow

Module

Phase

Use of typologies: Group hierarchy

logistics technology

organizationquality

Fixed boss

Fixed cooperating boss

Shifting boss

Star model

Use of typologies: division of labour within groups

No division of labour

Division according to indirect tasks

Integration of indirect tasks