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The Benefits of an Employee-Friendly Company on Job Attitudes and Health of Employees: Findings from Matched Employer–Employee Data

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  • Raphael M. Herr

    (Center for Preventive Medicine and Digital Health (CPD), Medical Faculty Mannheim, Heidelberg University, 68167 Mannheim, Germany
    Department of Medical Informatics, Biometry and Epidemiology, Friedrich-Alexander-Universität Erlangen-Nürnberg (FAU), 91054 Erlangen, Germany)

  • Luisa Leonie Brokmeier

    (Center for Preventive Medicine and Digital Health (CPD), Medical Faculty Mannheim, Heidelberg University, 68167 Mannheim, Germany
    Department of Medical Informatics, Biometry and Epidemiology, Friedrich-Alexander-Universität Erlangen-Nürnberg (FAU), 91054 Erlangen, Germany)

  • Joachim E. Fischer

    (Center for Preventive Medicine and Digital Health (CPD), Medical Faculty Mannheim, Heidelberg University, 68167 Mannheim, Germany)

  • Daniel Mauss

    (Center for Preventive Medicine and Digital Health (CPD), Medical Faculty Mannheim, Heidelberg University, 68167 Mannheim, Germany)

Abstract

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.

Suggested Citation

  • Raphael M. Herr & Luisa Leonie Brokmeier & Joachim E. Fischer & Daniel Mauss, 2022. "The Benefits of an Employee-Friendly Company on Job Attitudes and Health of Employees: Findings from Matched Employer–Employee Data," IJERPH, MDPI, vol. 19(15), pages 1-10, July.
    • Handle: RePEc:gam:jijerp:v:19:y:2022:i:15:p:9046-:d:871275
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    References listed on IDEAS

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    1. Elena Grinza & François Rycx, 2020. "The Impact of Sickness Absenteeism on Firm Productivity: New Evidence from Belgian Matched Employer–Employee Panel Data," Industrial Relations: A Journal of Economy and Society, Wiley Blackwell, vol. 59(1), pages 150-194, January.
    2. Kevin Daniels & David Watson & Cigdem Gedikli, 2017. "Well-Being and the Social Environment of Work: A Systematic Review of Intervention Studies," IJERPH, MDPI, vol. 14(8), pages 1-16, August.
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