The benefits of an employee-friendly company on job attitudes and health of employees: findings from matched employer-employee data
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 Pers...
Saved in:
| Main Authors: | , , , |
|---|---|
| Format: | Article (Journal) |
| Language: | English |
| Published: |
25 July 2022
|
| In: |
International journal of environmental research and public health
Year: 2022, Volume: 19, Issue: 15, Pages: 1-10 |
| ISSN: | 1660-4601 |
| DOI: | 10.3390/ijerph19159046 |
| Online Access: | Verlag, kostenfrei, Volltext: https://doi.org/10.3390/ijerph19159046 Verlag, kostenfrei, Volltext: https://www.mdpi.com/1660-4601/19/15/9046 
|
| Author Notes: | Raphael M. Herr, Luisa Leonie Brokmeier, Joachim E. Fischer and Daniel Mauss |
| Summary: | 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. |
|---|---|
| Item Description: | Dieser Artikel gehört zum Special issue: Workplace health, wellbeing and productivity Gesehen am 23.10.2023 |
| Physical Description: | Online Resource |
| ISSN: | 1660-4601 |
| DOI: | 10.3390/ijerph19159046 |