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Schweizer Human-Relations-Barometer

English title Swiss Human-Relations-Barometer
Applicant Staffelbach Bruno
Number 170398
Funding scheme Research Infrastructure
Research institution Zentrum für HRM an der Universität Luzern
Institution of higher education University of Lucerne - LU
Main discipline Psychology
Start/End 01.01.2017 - 31.12.2020
Approved amount 738'284.00
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All Disciplines (2)

Discipline
Psychology
Science of management

Keywords (3)

Human Relations; representative employee survey; Human Resource Management

Lay Summary (German)

Lead
In der Schweiz und im europäischen Raum werden zahlreiche Befragungen zur Beschäftigungssituation durchgeführt. Viele der bekannten Repräsentativerhebungen, wie die Schweizerische Arbeitskräfte Erhebung (SAKE), behandeln jedoch die erlebte Arbeitssituation sowie die Beziehung zwischen Arbeitgeber und Arbeitnehmenden nur ausschnittsweise. Bei europäischen Umfragen ist die Schweiz zudem oft nicht integriert, weshalb die Qualität der Arbeitssituation in der Schweiz bislang nur lückenhaft erforscht ist. Diese Ausgangslage bildet die Motivation für den Schweizer Human-Relations-Barometer.
Lay summary

Der Schweizer Human-Relations-Barometer ist ein Kooperationsprojekt der Professur für Arbeits- und Organisationspsychologie der ETH Zürich und dem Lehrstuhl Human Resource Management der Universität Zürich. Mit einer repräsentativen, regelmässig durchgeführten und differenzierten Befragung von Arbeitskräften sollen sowohl die Beschäftigungsbeziehungen als auch die aktuell erlebte Arbeitssituation in Unternehmen der Schweiz ausführlich untersucht werden.

Im Zentrum des theoretischen Untersuchungsmodells steht der psychologische Vertrag. Dieses Konstrukt misst die wechselseitigen Erwartungen und Angebote von Arbeitgeber und Arbeitnehmenden, die über die Verpflichtungen im formalen, juristischen Arbeitsvertrag hinausgehen. Darauf basierend wird analysiert, welche Faktoren die Stabilität dieses Kontrakts beeinflussen und welche Auswirkung eine Vertragserfüllung respektive Nichterfüllung auf das Erleben und Handeln der Beschäftigten hat. Als Einflussfaktoren fungieren nebst den personalen und organisationalen Schlüsselmerkmalen des Schweizerischen Bundesamtes für Statistik speziell auch psychologische Einstellungen wie die Karriereorientierung. Um die Arbeitssituation umfassend zu analysieren, werden zudem Einflussfaktoren des Human Resource Managements wie Arbeitsgestaltung und Führung erfragt. Abschliessend wird ein breites Spektrum von Arbeitseinstellungen und Verhaltensabsichten der Beschäftigten als mögliche Auswirkungen erfasst.

Die empirische Datenerhebung von 1450 Beschäftigten wird im 2-Jahres-Rhythmus anhand eines mixed-mode Ansatzes (CATI und online) durchgeführt. Die dazu verwendete Stichprobe wird aus dem BFS Stichprobenregister gezogen, um eine vollständige Zufallsstichprobe aus der Gesamtpopulation zu garantieren.

Direct link to Lay Summary Last update: 27.07.2016

Responsible applicant and co-applicants

Employees

Publications

Publication
Aiming to leave and aiming to harm: The role of turnover intentions and job opportunities for minor and serious deviance
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, na.
A study of organizational cynicism and how it is affected by social exchange relationships at work
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, joop.12306-joop.12306.
Does leader–member exchange buffer or intensify detrimental reactions to psychological contract breach? The role of employees' career orientation
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.
Task variety and counterproductive work behavior
Morf Manuela, Feierabend Anja, Staffelbach Bruno (2017), Task variety and counterproductive work behavior, in Journal of Managerial Psychology, 32(8), 581-592.

Collaboration

Group / person Country
Types of collaboration
Prof. Susan Jackson United States of America (North America)
- in-depth/constructive exchanges on approaches, methods or results
Cranfield Network on International Human Resource Management (CRANET) Switzerland (Europe)
- in-depth/constructive exchanges on approaches, methods or results
- Publication
Swiss Foundation for Research in Social Sciences (FORS) Switzerland (Europe)
- Research Infrastructure
University of Lucerne Switzerland (Europe)
- Research Infrastructure
Prof. Randall S. Schuler United States of America (North America)
- in-depth/constructive exchanges on approaches, methods or results
Swiss Economic Institute (KOF) Switzerland (Europe)
- in-depth/constructive exchanges on approaches, methods or results
- Publication
Sozial- und Marktforschungsinstitut Link Switzerland (Europe)
- Research Infrastructure
Swiss Federal Statistical Office (BFS) Switzerland (Europe)
- Research Infrastructure
Prof. Arnold Bakker Netherlands (Europe)
- in-depth/constructive exchanges on approaches, methods or results
Prof. David E. Guest Great Britain and Northern Ireland (Europe)
- in-depth/constructive exchanges on approaches, methods or results
Global Leadership and Organizational Behavior Effectiveness Project (GLOBE) Canada (North America)
- in-depth/constructive exchanges on approaches, methods or results
- Publication
Prof. Ingrid Fulmer United States of America (North America)
- in-depth/constructive exchanges on approaches, methods or results
- Publication
- Exchange of personnel
European Institute for Advanced Studies in Management (EIASM) Belgium (Europe)
- in-depth/constructive exchanges on approaches, methods or results
- Publication

Scientific events

Active participation

Title Type of contribution Title of article or contribution Date Place Persons involved
11th AOW Congress Talk given at a conference Eine Studie zur Verteilung von Karriereorientierungen in Deutschland, Frankreich, Italien und der Schweiz 25.09.2019 Braunschweig, Germany Pfrombeck Julian;
51st Conference of the German Psychological Society (DGPs) Talk given at a conference Social exchange relationships as predictors of organizational cynicism 15.09.2019 Frankfurt, Germany Pfrombeck Julian;
79th Annual Meeting of the Academy of Management (AOM) Talk given at a conference How cultural and economic differences influence career orientations: A comparative study across France, Germany, Italy, and Switzerland 09.08.2019 Boston, United States of America Pfrombeck Julian;
79th Annual Meeting of the Academy of Management (AOM) Talk given at a conference Effects of trst in employment relations on employees' attitudes and intentions: A multipe -foci and dynamic trust approach 09.08.2019 Boston, United States of America Feierabend-Brüschweiler Anja;
19th Congress of the European Association of Work and Organizational Psychology (EAWOP) Talk given at a conference How to design jobs in sustainable careers? The combined effects of task significance and job autonomy for employees in their late career 29.05.2019 Turin, Italy Pfrombeck Julian;
19th Congress of the European Association of Work and Organizational Psychology (EAWOP) Talk given at a conference Career orientations in macroeconomic context: A comparative study across France, Germany, Italy, and Switzerland 29.05.2019 Turin, Italy Pfrombeck Julian;
Workshop on Research Advances in OB and HRM Talk given at a conference The relationship between self-initiated expatriates and employers: A mediated moderation 21.05.2019 Paris, France Staffelbach Bruno;
77th Annual Meeting of the Academy of Management (AOM) Talk given at a conference All that glitters is not gold: Job insecurity and the role of HR devolution 04.08.2017 Atlanta, United States of America Feierabend-Brüschweiler Anja;
77th Annual Meeting of the Academy of Management (AOM) Talk given at a conference Bridging the gap between pay communication and pay reactions: Pay information seeking behavior 04.08.2017 Atlanta, United States of America Feierabend-Brüschweiler Anja;
77th Annual Meeting of the Academy of Management (AOM) Talk given at a conference If Leaving is not an option: The role of unemployment rates in the relationship between turnover intentions and organizational deviance 04.08.2017 Atlanta, United States of America Feierabend-Brüschweiler Anja;
Workshop on Research Advances in OB and HRM Talk given at a conference Not all that glitters is gold: job insecurity and HR devolution 23.05.2017 Paris, France Feierabend-Brüschweiler Anja;


Knowledge transfer events

Active participation

Title Type of contribution Date Place Persons involved
The good, the bad and the ugly - Swiss Business Innovation Week Talk 01.10.2019 Zürich, Switzerland Staffelbach Bruno;
Schweizer HR-Barometer 2018 - ZGP Abendforum Talk 02.10.2018 Zürich, Switzerland Staffelbach Bruno; Grote Gudela;
Der ideale Mitarbeitende - Zentralschweizer Wirtschaftsforum Talk 07.09.2017 Luzern, Switzerland Staffelbach Bruno;
Nicht alles was Gold ist, glänzt - ZGP Trendforum Talk 22.07.2017 Zürich, Switzerland Feierabend-Brüschweiler Anja;


Communication with the public

Communication Title Media Place Year
Media relations: print media, online media Expats sind gut integriert HR Today German-speaking Switzerland 2019
Media relations: print media, online media Psychologische Verträge im Vergleich: Unterschiede zwischen Schweizer und ausländischen Beschäftigte personalSCHWEIZ German-speaking Switzerland 2019
Print (books, brochures, leaflets) Schweizer HR-Barometer Frühlingsnewsletter 2019 Rhaeto-Romanic Switzerland Italian-speaking Switzerland International German-speaking Switzerland Western Switzerland 2019
Print (books, brochures, leaflets) Schweizer HR-Barometer Herbstnewsletter 2019 Western Switzerland Italian-speaking Switzerland International Rhaeto-Romanic Switzerland German-speaking Switzerland 2019
Print (books, brochures, leaflets) Stadtluft macht frei: Eine arbeitspsychologische Analyse Italian-speaking Switzerland Rhaeto-Romanic Switzerland German-speaking Switzerland International Western Switzerland 2019
Print (books, brochures, leaflets) Ausgesprochene Kontinuität und Stabilität German-speaking Switzerland Western Switzerland Rhaeto-Romanic Switzerland Italian-speaking Switzerland International 2018
Print (books, brochures, leaflets) Schweizer HR-Barometer 2018: Integration und Diskriminierung Rhaeto-Romanic Switzerland International Italian-speaking Switzerland German-speaking Switzerland Western Switzerland 2018
Print (books, brochures, leaflets) Zynismus am Arbeitsplatz Western Switzerland Italian-speaking Switzerland Rhaeto-Romanic Switzerland German-speaking Switzerland International 2018
New media (web, blogs, podcasts, news feeds etc.) HR-Barometer Projektwebseite Rhaeto-Romanic Switzerland Western Switzerland Italian-speaking Switzerland International German-speaking Switzerland 2017
Media relations: radio, television Langeweile macht die Arbeit schwer Luzerner Zeitung German-speaking Switzerland 2017
Print (books, brochures, leaflets) Schweizer HR-Barometer Frühlingsnewsletter 2017 Western Switzerland Rhaeto-Romanic Switzerland Italian-speaking Switzerland German-speaking Switzerland International 2017
Print (books, brochures, leaflets) Schweizer HR-Barometer Herbstnewsletter 2017 German-speaking Switzerland Rhaeto-Romanic Switzerland Western Switzerland International Italian-speaking Switzerland 2017

Associated projects

Number Title Start Funding scheme
198051 Swiss Human-Relations Barometer 01.01.2021 Research Infrastructure
140377 Schweizer Human-Relations-Barometer 01.07.2012 Research Infrastructure

Abstract

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.
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