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This study explicitly explores the moderating role of management quality, at multiple organizational levels, in the relationship between telework and job satisfaction.

This study employs fixed effects regression with clustered robust standard errors at the departmental level to account for the multilevel nature of the data.

The results of fixed effects analyses suggest that when the quality of one's direct supervisor and the quality of their supervisor's manager is high, the relationship between job satisfaction and telework frequency becomes stronger and positive.

This research illuminates the crucial moderating role of management quality at multiple organizational levels in the relationship between telework and employee job satisfaction during an unprecedented workforce shock.

When union representatives are included in government procurement procedures for contracting-out of social welfare services, organizational diversity is enhanced if the job quality parameter, as reflected in the contract, is improved. Asking how unions are treated in government procurement procedures, this paper discusses an approach to diversity management based on the inclusion of unions.

As part of a broader research project, interviews were conducted with six budget administrators and 16 occupational standards administrators employed by the Israeli ministries of Welfare, Education and Health; and with eight trade union activists. Grounded theory was applied for data analysis, revealing meanings of “trade unions” and “job quality.”

Budgeting administrators manifested diversity resistance by means of only partially supporting trade union demands to enhance job quality. Their power position enabled them to prioritize the profit imperative of service providers; the diverse labor force operating the contracted-out service were consequently denied the ostensible benefits of workplace diversity.

Unionization, and trade union participation in social welfare procurement processes, is a potentially effective path to improving job quality and enhancing workplace diversity. However, more must be done to develop the institutional-level processes that will ensure that this potential is utilized to the full.

Including trade unions in social welfare procurement processes is a potentially effective path to improving job quality and enhancing workplace diversity. However, specific actions are required to develop the willingness of budgeting administrators to recognize the association between union participation, job quality and the acknowledged benefit of promoting organizational diversity.

An institutional work perspective was used to detail how budgeting administrators involved in public procurement processes resisted diversity by undermining trade union action for job quality. By identifying three social processes deployed to side-track trade union campaigns for improved job quality, this research shows how the power struggle between budgeting administrators and union representatives ultimately undermines workplace diversity.

The purpose of this paper is to explore how recent graduates of a university's tourism management programme in New Zealand perceive job quality in the tourism industry.

Semi‐structured interviews are used to examine graduates' assessments of the quality of their current jobs. These assessments are informed by their personal expectations and experiences. Understanding job quality requires an approach that takes into account both economic and non‐economic variables.

The interviews indicate the importance of job content and its compatibility with interests and preferences. Graduates associate job quality with opportunities to consume tourism products, assist tourists, acquire valued knowledge, confront challenges, and perform meaningful work. The quality of a job is influenced by the types of tasks graduates are required to undertake. However, graduates also consider a job's ability to provide access to a better job in the future.

Although graduates were able to share their views in an in‐depth fashion through the interviews, the size of the sample prevents the author from determining whether the interviews uncover sweeping trends or the experiences of only a small group of individuals.

The study incorporates the voices of university graduates into the study of job quality in the tourism industry. An important determinant of job quality revealed through this research is the extent to which graduates receive intrinsic rewards from their jobs. Even though the findings of the study diverge from the view that jobs in the tourism industry are mainly of poor quality, a number of graduates would still prefer to see some improvement in the quality of their jobs.

The purpose of this paper is to examine the school-to-work transition of young people from subsequent school exit cohorts between 2001 and 2012 in Egypt, thus, presenting an early evidence on the adjustments of the labor market in terms of patterns of youth transition to a first job following the 2011 Egyptian uprising.

The analysis compares the early employment outcomes of those who left school after the January 25, 2011 uprising to that of those who left before 2011. The authors also separately control for the cohorts who left school in 2008 and 2009, in an attempt to disentangle any labor market adjustments that might have happened following the financial crisis, and before the revolution. Using novel and unexploited representative data from the 2014 Survey of Young People in Egypt (SYPE), the authors estimate the probability of transition to any first job within 18 months from leaving education and that of the transition to a good-quality job, controlling for the year of school exit. The authors also estimate the hazard of finding a first job and a good-quality job using survival analysis.

School exit cohorts of 2008–2009 (following the financial crisis) and those of 2011–2012 (in the aftermath of the 2011 uprisings) experienced a significantly higher likelihood of finding a first job within 18 months than that of the cohorts of 2001–2007. However, this came at the expense of the quality of job, conditional on having found a first job. The results of the hazard model show that school leavers after 2008 who were not able to transition to a job shortly after leaving school experienced longer unemployment spells than their peers who left school before 2007. The odds of finding a good-quality job appears to decline with time spent in non-employment or in a bad-quality first job.

This paper contributes to a limited, yet growing, literature on how school-to-work transition evolved during the global financial crisis and the Egyptian 2011 revolution. Using data from SYPE 2014, the most recent representative survey conducted in Egypt on youth and not previously exploited to study youth school-to-work transition, the paper investigates the short-term adjustments of the youth labor market opportunities during that critical period of Egypt and the region’s history.

The purpose of this paper is to empirically analyse gender differences in job quality during the first years of the economic crisis in Spain.

The paper uses microdata from the Quality of Working Life Survey. A representative sample of 5,381 and 4,925 Spanish employees (men and women) in 2008 and 2010, and a two-stage structural equation modelling (SEM) are empirically tested.

The study revealed three main results. First, the improvement in job quality was more favourable to men than it was to women. Second, the gender differences in the explanation of job quality increased considerably in favour of men. Third, this increase in gender-related job inequality in favour of men is explained by a worsening of 4 of the 5 explanatory dimensions thereof: intrinsic job quality; work organisation and workplace relationships; working conditions, work intensity and health and safety at work; and extrinsic rewards. Only inequality in the work-life balance dimension remained stable.

The availability of more detailed microdata for other countries and new statistical methods for analysing causal relationships, particularly SEM-PLS, would allow new approaches to be taken.

Public policy measures required to fight against gender inequalities are discussed.

The paper contributes to enrich the understanding of the multidimensional and gender-related determinants of job quality and, in particular, of studying the effects of the first years of the economic crisis.

The purpose of this paper is to analyze the job quality in Benin between 2007 and 2011. To do this, the study constructed a multidimensional measure of job quality and identified the determinants of the quality of the job. The measure adopted by the authors includes four dimensions: wages; extra-wage benefits and regularity of employment; conditions and career opportunities; and, finally, social security. Two methods, including the construction of measure of job quality and the estimation of determinants of the job quality index, were used to test the robustness of the effects. The results show that the quality of job improved slightly between 2007 and 2011 and that factors such as experience, the type of contract, the level of education, the formal character of the company and the work hours explain the job quality of workers in Benin.

The measure adopted by the authors includes four dimensions: wages; extra-wage benefits and regularity of employment; conditions and career opportunities; and, finally, social security. Two methods, including the construction of measure of job quality and the estimation of determinants of the job quality index, were used to test the robustness of the effects.

The results show that the quality of job improved slightly between 2007 and 2011 and that factors such as experience, the type of contract, the level of education, the formal character of the company and the work hours explain the job quality of workers in Benin.

The contribution of this study lies in its analytical approach and in the fact that it reinforces the knowledge that exists on this theme, which is still little studied in African countries.

The purpose of this paper is to examine the relationship between aged care employees’ perceived job quality and intention to stay in current aged care facilities, mediated by work-life interference.

This paper uses the nationally representative employee–employer matched data from the 2012 National Aged Care Workforce Census and Survey in Australia. It applies the theoretical lens of the Job Characteristics Model and a mediation analytical model that controls for a rich set of employee, employer and regional characteristics.

This paper finds that higher perceived job quality positively correlates with greater intention to stay and that work-life interference mediates the relationship between perceived job quality and intention to stay.

This paper cannot make inference about causal relationship. Future studies on the aged care workforce should collect longitudinal data so that time-invariant unobservables can be eliminated in econometric modelling.

Efforts by the aged care sector to design quality jobs are likely to have significant positive correlation with the intention to stay, not only because employees are less likely to leave higher quality jobs per se, but also because higher quality jobs interfere less in the family lives of aged care workers, which itself is associated with greater intention to stay.

The results add to a small literature that has investigated how work-family variables can mediate between interventions that organisations put in place to improve work-life balance, and employee outcomes.

The purpose of this paper is to analyse the determinants of the quality of the first job in Flanders (Belgium). The authors differentiate between circumstances on the one hand – individual characteristics beyond the control of the individuals such as gender or the unemployment rate at labour market entry – and efforts on the other hand – characteristics that are at least partly under the individuals’ control such as their educational attainment or labour motivation. The authors specifically take into account the fact that the former might influence the latter. A better understanding of the effects of these determinants can help to formulate (labour market) policy proposals (to ameliorate the school-to-work transition) that are responsibility-sensitive. The authors use the distance function to construct a one-dimensional measure of job quality – based on a list of job characteristics – and explain the variation in job quality in terms of circumstances and efforts. The empirical analysis is based on the 1978 birth cohort of the Flemish SONAR data. The results show that the quality of the first job is to a large extent depending on personal efforts and that circumstances have a considerable influence on the efforts. For this reason circumstances influence job quality twice. This is especially the case for gender and for the educational attainment of the individual’s mother. The labour market situation at labour market entry also plays a considerable role.

The authors use the distance function to construct a one-dimensional measure of job quality – based on a list of job characteristics – and explain the variation in job quality in terms of circumstances and efforts. The empirical analysis is based on the 1978 birth cohort of the Flemish SONAR data.

The results show that circumstances have a considerable influence on the efforts and for this reason circumstances influence job quality twice. This is especially the case for gender and for the educational attainment of the individual’s mother. The labour market situation at labour market entry also plays a considerable role.

The paper contributes to the literature in several ways. First, it analyses the quality of the first job individuals get after leaving school and uses an equality of opportunity framework. This approach differs from an approach based on search duration or job satisfaction. Second, job quality is evaluated in a multidimensional way using the distance function. Third, the relation between job quality and circumstances – issues for which the individual is not responsible – and efforts – issues for which the individual is at least partly responsible – is investigated. The authors specifically take into account the fact that circumstances might influence efforts and investigate the consequences for labour market policy.

The purpose of this paper is to explore how community aged care workers evaluate job quality using a job quality framework.

The study uses a qualitative approach. Data were collected using semi-structured interviews and focus groups from a large aged care organisation.

Perceptions of job quality are influenced by individual motivations, match between life-stage and work flexibility, as well as broader community views of the value of this type of work. Intrinsic factors (e.g. autonomy, job content) moderate the impact of extrinsic factors such as pay and job security.

The sample is relatively small and the study is based on data from one aged care organisation which may not reflect employment conditions in other organisations.

Attraction and retention of community care workers can be improved by addressing factors associated with remuneration (including employment contracts and hours of work) and career structures. Skill and experience-based career structures would help build organisational capacity as well as making these jobs more attractive.

The demand for community care will continue to increase. Attracting, retaining and managing this workforce will be critical to meeting society’s expectations regarding the future care needs of older people.

This research explores an under-researched workforce group in a critical area of aged care management. It highlights two key areas with the potential to improve employee perceptions of job quality and therefore address issues related to attraction, retention, job satisfaction and ultimately organisational performance.

The purpose of this paper is to analyse the actual variability of job quality in Spanish call centers (CCs) and to examine the factors that determine the existence of better quality jobs in this sector.

Data are collected via survey. The analysis takes place in two stages: First, a standardised index of job quality is generated; second, an ordinary least squares regression analysis is used to evaluate the extent to which the independent variables identified in the literature affect the degree of job quality in CCs.

There is considerable variability in the quality of jobs in Spanish CCs. This means that the sector cannot be stereotyped as providing either dead‐end or highly professionalized jobs.

Indeed, this variability depends on the type of management model in use and the participation of managers in professional associations/networks. No relationships are found between the strategy followed by the CC and the quality of jobs provided.

One of the main contributions of this paper is the index of job quality it proposes. For management and policy makers, the paper moves the discussion on the sector beyond the importance of CCs as a source of job creation, and considers the type of jobs that are being provided and under which conditions.