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...
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| Main Authors: | , , , |
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| Format: | Article (Journal) |
| Language: | English |
| Published: |
25 July 2022
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| 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 
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| Author Notes: | Raphael M. Herr, Luisa Leonie Brokmeier, Joachim E. Fischer and Daniel Mauss |
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| 245 | 1 | 4 | |a The benefits of an employee-friendly company on job attitudes and health of employees |b findings from matched employer-employee data |c Raphael M. Herr, Luisa Leonie Brokmeier, Joachim E. Fischer and Daniel Mauss |
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| 520 | |a 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. | ||
| 650 | 4 | |a company level | |
| 650 | 4 | |a employee-friendly company | |
| 650 | 4 | |a health | |
| 650 | 4 | |a human resources (HR) management | |
| 650 | 4 | |a job attitudes | |
| 650 | 4 | |a matched employer-employee data | |
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| 700 | 1 | |a Fischer, Joachim E. |d 1957- |e VerfasserIn |0 (DE-588)1029135800 |0 (DE-627)732480620 |0 (DE-576)37658775X |4 aut | |
| 700 | 1 | |a Mauss, Daniel |e VerfasserIn |0 (DE-588)1035225581 |0 (DE-627)746994362 |0 (DE-576)382837274 |4 aut | |
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