Long‐term Effects of Unpaid Overtime

Pannenberg, Markus

doi:10.1111/j.0036-9292.2005.00340.x

Cited by 38 publications

(27 citation statements)

References 15 publications

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“…Bauer/Zimmermann 1999;Pannenberg/Wagner 2000;Schank/Schnabel 2004;Gold 2004) and those which deal with the socio-economic consequences of overtime work (cf. Pannenberg/Wagner 2001;Anger 2005aAnger , 2006aPannenberg 2005). The results show that individual factors, such as the employee's age or level of qualification, are correlated with overtime work.…”

Section: Introductionmentioning

confidence: 93%

Individual and Workplace-Specific Determinants of Paid and Unpaid Overtime Work in Germany

Zapf

2015

SSRN Journal

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Standard-Nutzungsbedingungen:Die Dokumente auf EconStor dürfen zu eigenen wissenschaftlichen Zwecken und zum Privatgebrauch gespeichert und kopiert werden.Sie dürfen die Dokumente nicht für öffentliche oder kommerzielle Zwecke vervielfältigen, öffentlich ausstellen, öffentlich zugänglich machen, vertreiben oder anderweitig nutzen.Sofern die Verfasser die Dokumente unter Open-Content-Lizenzen (insbesondere CC-Lizenzen) zur Verfügung gestellt haben sollten, gelten abweichend von diesen Nutzungsbedingungen die in der dort genannten Lizenz gewährten Nutzungsrechte. Terms of use: Documents in SOEPpapers on Multidisciplinary Panel Data Research at DIW BerlinThis series presents research findings based either directly on data from the German SocioEconomic Panel study (SOEP) or using SOEP data as part of an internationally comparable data set (e.g. CNEF, ECHP, LIS, LWS, CHER/PACO). SOEP is a truly multidisciplinary household panel study covering a wide range of social and behavioral sciences: economics, sociology, psychology, survey methodology, econometrics and applied statistics, educational science, political science, public health, behavioral genetics, demography, geography, and sport science.The decision to publish a submission in SOEPpapers is made by a board of editors chosen by the DIW Berlin to represent the wide range of disciplines covered by SOEP. There is no external referee process and papers are either accepted or rejected without revision. Papers appear in this series as works in progress and may also appear elsewhere. They often represent preliminary studies and are circulated to encourage discussion. Citation of such a paper should account for its provisional character. A revised version may be requested from the author directly.Any opinions expressed in this series are those of the author(s) and not those of DIW Berlin.Research disseminated by DIW Berlin may include views on public policy issues, but the institute itself takes no institutional policy positions. J21, J24, J81Keywords: Overtime work, internal flexibility Abstract:In Germany, overtime work is a well-established instrument for varying working hours of employees and is of great importance for establishments as a measure of internal flexibility.However, not all employees are affected to the same degree by a variation of the work effort through overtime work. Besides socio-demographic factors, workplace-specific factors that provide information about the position of employees in the establishment play an important role, too. So far, we do not know enough how these workplace-specific factors are associated with overtime work. This question is at the center of this study. In the analysis, women and part-time employees are taken into account, while previous studies mostly focused on full-time employees and/or male workers. On the basis of the data of the German Socio-Economic Panel (SOEP), the results show a significant negative correlation between women and paid overtime and between part-time employees and unpaid overtime. If the employees p...

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Section: Introductionmentioning

confidence: 93%

Individual and Workplace-Specific Determinants of Paid and Unpaid Overtime Work in Germany

Zapf

2015

SSRN Journal

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“…Three different explanations have been put forward: the development of human capital (Booth et al, 2003), the signalling behaviour of the employer and the employee (Anger, 2008;Sousa-Poza and Ziegler, 2003) and the response to forward-looking incentives (Pannenberg, 2005). Researchers try to disentangle these different motives empirically, which is a difficult job as each of the explanations predicts future wage growth.…”

Section: Unpaid Overtimementioning

confidence: 99%

“…The best test of the effects of unpaid overtime on wage growth is presented by Pannenberg (2005). Using the German SOEP panel data, he estimates fixed effects models to compute the wage growth effects of unpaid overtime during a ten-year period.…”

Section: Unpaid Overtimementioning

confidence: 99%

Unpaid overtime in the Netherlands: forward- or backward-looking incentives?

Meer

Wielers

2015

International Journal of Manpower

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Purpose -The purpose of this paper is to test forward-looking incentives against backward-looking incentives. Design/methodology/approach -Wage growth model to estimate forward-looking effects of unpaid overtime and a probit model of participation in unpaid overtime controlling for excessive pay to estimate backward-looking effects. The authors use data form the OSA labour supply panel (years 1994, 1996 and 1998). Findings -The importance of backward-looking incentives is demonstrated in an empirical analysis of participation in unpaid overtime. The authors show that employees who have relatively good wages now or who have had relatively good wages in the recent past participate more often in unpaid overtime. The authors also show that participation in unpaid overtime does not lead to extra wage growth. Research limitations/implications -These results imply that involvement in unpaid overtime is to be explained from backward-looking incentives, not from forward-looking incentives. The paper concludes that backward-looking incentives deserve more attention in the economic literature, especially as they are well-accepted as work motivation devices by employees. Limitations are the length of the panel study (four years) and the fact that the data are restricted to one country (the Netherlands). Social implications -Personnel policies should focus more on the intrinsic motivation of personnel rather than on extrinsic motivation. Originality/value -This is the first paper to test both forward-and backward-looking incentives simultaneously.

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“…Landers et al (1996) demonstrates that long working hours may be used as indicators of work effort in promotion decisions, leading to a 'rat race'. Several empirical studies examined the investment character of working overtime hours and found a positive relationship between overtime hours and the incidence of promotion (Francesconi, 2001;Booth et al, 2003;Pannenberg, 2005).…”

Section: Work Effortmentioning

confidence: 99%

Time preferences and career investments

Huizen

Alessie²

2015

Labour Economics

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We examine how time preferences affect career investments and mobility.• Workers can invest in work effort and on-the-job search.• Patience is positively related to work and search effort.• The relation between patience and job mobility is ambiguous. a b s t r a c tThis paper examines the role of time preferences in career investments. We focus on the effects of patience on two types of career investments: work effort and on-the-job search. Whereas the former increases the probability of obtaining a promotion, the latter affects the chance of receiving an outside job offer. We propose a theoretical career model which allows for these two distinct career paths. To test the theoretical predictions, we make use of the DNB Household Survey. This large Dutch longitudinal survey contains detailed information on individual time preferences, on-the-job search behaviour and indicators of work effort. The results show that on-the-job search and work effort increase with patience. The relation between patience and job mobility is more ambiguous. These findings may be hard to reconcile with standard on-the-job search models but can be rationalized by models in which work effort and on-the-job search are substitutes.

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Long‐term Effects of Unpaid Overtime

Cited by 38 publications

References 15 publications

Individual and Workplace-Specific Determinants of Paid and Unpaid Overtime Work in Germany

Individual and Workplace-Specific Determinants of Paid and Unpaid Overtime Work in Germany

Unpaid overtime in the Netherlands: forward- or backward-looking incentives?

Time preferences and career investments

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