The benefits of an employee-friendly company on job attitudes and health of employees

• Verfasst von: Herr, Raphael [VerfasserIn]
• Verfasst von: Brokmeier, Luisa Leonie [VerfasserIn]
• Verfasst von: Fischer, Joachim E. [VerfasserIn]
• Verfasst von: Mauss, Daniel [VerfasserIn]
• Titel: The benefits of an employee-friendly company on job attitudes and health of employees
• Titelzusatz: findings from matched employer-employee data
• Verf.angabe: Raphael M. Herr, Luisa Leonie Brokmeier, Joachim E. Fischer and Daniel Mauss
• E-Jahr: 2022
• Jahr: 25 July 2022
• Umfang: 10 S.
• Fussnoten: Dieser Artikel gehört zum Special issue: Workplace health, wellbeing and productivity ; Gesehen am 23.10.2023
• Titel Quelle: Enthalten in: International journal of environmental research and public health
• Ort Quelle: Basel : MDPI AG, 2004
• Jahr Quelle: 2022
• Band/Heft Quelle: 19(2022), 15, Artikel-ID 9046, Seite 1-10
• ISSN Quelle: 1660-4601
• DOI: doi:10.3390/ijerph19159046
• Datenträger: Online-Ressource
• Sprache: eng
• Sach-SW: company level
• Sach-SW: employee-friendly company
• Sach-SW: health
• Sach-SW: human resources (HR) management
• Sach-SW: job attitudes
• Sach-SW: matched employer-employee data
• K10plus-PPN: 1867258307

Abstract

Background: This study explored the association of an employee-friendly work environment with employees’ job attitudes (engagement, commitment, turnover intentions, and job satisfaction), and health (mental and general health), applying matched employer-employee data. Methods: The German Linked Personnel Panel (LPP; n = 14,182) survey simultaneously captures the data of employees and the human resources (HR) management of companies. A two-step cluster analysis of 16 items of the HR valuation identified relatively more- and less-employee-friendly companies (EFCs). Logistic regressions tested differences between these companies in the assessment of job attitudes and health of their employees. Results: Compared to less-EFCS, more-EFCS had a reduced risk of poorer job attitudes and substandard health of their employees. For example, the risk for higher turnover intentions was reduced by 33% in more-EFCS (OR = 0.683, 95% C.I. = 0.626-0.723), and more-EFCS had an 18% reduced chance of poor mental health reporting of their employees (OR = 0.822, 95% C.I. = 0.758-0.892). Conclusions: More-EFCS have more motivated and healthier employees. The most distinct factors for more-EFCS were: the existence of development plans for employees, opportunities for advancement and development, and personnel development measures.