Well-being and trust in the workplace / John F. Helliwell, Haifang Huang.
Material type:
TextSeries: Working paper series (National Bureau of Economic Research) ; no. 14589.Publication details: Cambridge, Mass. : National Bureau of Economic Research, 2008Description: 17, [8] p. : ill. ; 22 cmSubject(s): Well-being -- Econometric models | Job satisfaction -- Econometric models | TrustLOC classification: HB1 | .N38 no. 14589Online resources: Click here to access online Summary: This paper summarizes and extends our recent work using life satisfaction regressions to estimate the relative values of financial and non-financial job characteristics. The well-being results show strikingly large values for non-financial job characteristics, especially workplace trust and other measures of the quality of social capital in workplaces. For example, an increase of trust in management that is about one tenth of the scale is equivalent to more than 30% increase in monetary income. We find that these values differ significantly by gender and by union status. We consider the reasons for such large values, and explore their implications for employers, employees, and policy-makers.
| Item type | Current library | Collection | Call number | Copy number | Status | Date due | Barcode |
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University of Macedonia Library Βιβλιοστάσιο Β (Stack Room B) | Research Papers | HB1.N38 no. 14589 (Browse shelf (Opens below)) | 1 | Available | 0013116465 |
Includes bibliographical references (p. 16-17).
This paper summarizes and extends our recent work using life satisfaction regressions to estimate the relative values of financial and non-financial job characteristics. The well-being results show strikingly large values for non-financial job characteristics, especially workplace trust and other measures of the quality of social capital in workplaces. For example, an increase of trust in management that is about one tenth of the scale is equivalent to more than 30% increase in monetary income. We find that these values differ significantly by gender and by union status. We consider the reasons for such large values, and explore their implications for employers, employees, and policy-makers.
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