Human Relations; representative employee survey; Human Resource Management
Sender Anna, Morf Manuela, Feierabend Anja (2020), Aiming to leave and aiming to harm: The role of turnover intentions and job opportunities for minor and serious deviance, in Journal of Business and Psychology
Pfrombeck Julian, Doden Wiebke, Grote Gudela, Feierabend Anja (2020), A study of organizational cynicism and how it is affected by social exchange relationships at work, in Journal of Occupational and Organizational Psychology
Doden Wiebke, Grote Gudela, Rigotti Thomas (2018), Does leader–member exchange buffer or intensify detrimental reactions to psychological contract breach? The role of employees' career orientation, in Journal of Vocational Behavior
, 106, 192-208.
Morf Manuela, Feierabend Anja, Staffelbach Bruno (2017), Task variety and counterproductive work behavior, in Journal of Managerial Psychology
, 32(8), 581-592.
Numerous surveys of the labor situation are conducted in Switzerland and across countries in Europe. Many of the well-known panel studies such as the Swiss Labor Force Survey (SAKE), however, provide only very rough indicators of working conditions, while the more detailed surveys undertaken within the European Union mostly do not include Switzerland. Thus, data on the quality of the labor situation in Switzerland have been murky at best. This situation spawned the Swiss Human-Relations-Barometer, a cooperative project between the professor of Work and Organizational Psychology at ETH Zurich (Prof. Dr. Gudela Grote) and the professor of Human Resource Management of the University of Zurich (Prof. Dr. Bruno Staffelbach). As a representative and in-depth survey of employment relations in Switzerland conducted on a regular basis since 2006, the Swiss Human-Relations-Barometer facilitates systematic research on the quality of working conditions in Switzerland, as well as its precursors and consequences over time. Our research model is based on the well-established theoretical concept of the psychological contract (Rousseau, 1995). This concept refers to the mutual expectations and inducements between employers and employees, which go beyond the reciprocal commitments specified in formal legal contracts. We analyze which factors influence the stability of this contract, and what the effects of (non-)fulfilled contracts are on employees’ work attitudes and behavioral intentions. Influencing factors include the key socio-demographic and organizational features used by the Swiss Federal Statistical Office (BFS) as well as psychological factors such as career orientations. Human resource management practices are included as mediators and moderators, where applicable. Finally, a broad spectrum of work attitudes and employee behavioral intentions are measured as outcome variables. In addition to the regularly measured content contained in our research model, the surveys also include a focal topic providing insights into a timely issue of the employment and labor situation in Switzerland. The survey is conducted in 2-year intervals to record relevant changes in employment relations and working conditions with the backdrop of changes in the labor market and general economic situation. Survey data are collected from 1,450 employees who are randomly selected from the German-, French-, and Italian-speaking regions of Switzerland. Furthermore, a mixed-methods approach is used (web-based questionnaire and paper-and-pencil questionnaire). The years between surveys are dedicated to special follow-up analyses, which are provided to institutional decision-makers and the interested public via an independently run website and a newsletter.