Charlotte K Marx
Biographic Data
| ID | 3559321 |
|---|---|
| NAME | Charlotte K Marx |
| GIVEN NAMES | Charlotte K |
| FAMILY NAME | Marx |
| SIGNATURE | MARX C K |
| AFFILIATIONS | Bielefeld University |
| ORCID | 0000-0002-9590-0911 |
| VERIFIED | Yes |
| TOTAL WORKS | 5 |
| TOTAL CITATIONS | 8 |
| AUTHOR COUNT | 5 |
| EDITOR COUNT | 0 |
| FIRST PUBLICATION YEAR | 2020 |
| LATEST PUBLICATION YEAR | 2026 |
| H-INDEX | 2 |
The Social Structuring of Digital Monitoring: How Resource‐Rich Employees Are Shielded From More Invasive Levels of Digital Monitoring
Digital monitoring represents a new dimension of external control. We focus on variation in the experiences and perceptions of digital monitoring among employees with differing access to resources due to their embeddedness in differentially resource‐rich organizations and jobs. Based on German linked employer–employee survey data, our results suggest that employees in resource‐rich organizations that are able and willing to pay relatively high wa…
Measuring Digital Work in (German) Employee Surveys: An Overview and Proposal of Systematization
Innovative measurements in representative surveys are needed to draw meaningful conclusions about the prevalence of digital work and its consequences for employees’ job demands and resources. Since the digitalization of work encompasses a variety of technological developments and possible implications for employment, there are many different approaches to its operationalization. Within this article, we (1) provide a scheme for classifying differe…
What Works? How Combining Equal Opportunity and Work-Life Measures Relates to the Within-Firm Gender Wage Gap
In this paper, we investigate how organizational equal opportunity and work-life measures when combined are associated with the gender wage gap within large German establishments. By looking at both kinds of measures as parts of a comprehensive personnel strategy, we provide a novel way to distinguish between a career-supportive implementation of work-life measures versus implementation as a compensating differential. Using a linked employer-empl…
Do Work-Life Measures Really Matter? The Impact of Flexible Working Hours and Home-Based Teleworking in Preventing Voluntary Employee Exits
Numerous studies have demonstrated the importance of work-life measures, which are designed to contribute to job quality and help reconcile employees' work and personal lives. In our study, we asked whether such measures can also work as inducements to prevent employees from voluntarily leaving a firm. We considered flexible working hours and home-based teleworking as flexibility measures that are potentially attractive to all employees. To addre…
Work-to-family and family-to-work conflicts among employed single parents in Germany
Purpose The purpose of this paper is to examine whether and how employed single-parents differ from parents in two-parent families in their experience of work-to-family conflict (WFC) and family-to-work conflict (FWC). Looking at job-related as well as family-related demands and resources, this research investigated to what degree these demands and resources contribute to differences in WFC and FWC, how their relevance in predicting conflicts var…
What Works? How Combining Equal Opportunity and Work-Life Measures Relates to the Within-Firm Gender Wage Gap
In this paper, we investigate how organizational equal opportunity and work-life measures when combined are associated with the gender wage gap within large German establishments. By looking at both kinds of measures as parts of a comprehensive personnel strategy, we provide a novel way to distinguish between a career-supportive implementation of work-life measures versus implementation as a compensating differential. Using a linked employer-empl…
Do Work-Life Measures Really Matter? The Impact of Flexible Working Hours and Home-Based Teleworking in Preventing Voluntary Employee Exits
Numerous studies have demonstrated the importance of work-life measures, which are designed to contribute to job quality and help reconcile employees' work and personal lives. In our study, we asked whether such measures can also work as inducements to prevent employees from voluntarily leaving a firm. We considered flexible working hours and home-based teleworking as flexibility measures that are potentially attractive to all employees. To addre…
Work-to-family and family-to-work conflicts among employed single parents in Germany
Purpose The purpose of this paper is to examine whether and how employed single-parents differ from parents in two-parent families in their experience of work-to-family conflict (WFC) and family-to-work conflict (FWC). Looking at job-related as well as family-related demands and resources, this research investigated to what degree these demands and resources contribute to differences in WFC and FWC, how their relevance in predicting conflicts var…
Work-to-family and family-to-work conflicts among employed single parents in Germany
Purpose The purpose of this paper is to examine whether and how employed single-parents differ from parents in two-parent families in their experience of work-to-family conflict (WFC) and family-to-work conflict (FWC). Looking at job-related as well as family-related demands and resources, this research investigated to what degree these demands and resources contribute to differences in WFC and FWC, how their relevance in predicting conflicts var…
Do Work-Life Measures Really Matter? The Impact of Flexible Working Hours and Home-Based Teleworking in Preventing Voluntary Employee Exits
Numerous studies have demonstrated the importance of work-life measures, which are designed to contribute to job quality and help reconcile employees' work and personal lives. In our study, we asked whether such measures can also work as inducements to prevent employees from voluntarily leaving a firm. We considered flexible working hours and home-based teleworking as flexibility measures that are potentially attractive to all employees. To addre…
Measuring Digital Work in (German) Employee Surveys: An Overview and Proposal of Systematization
Innovative measurements in representative surveys are needed to draw meaningful conclusions about the prevalence of digital work and its consequences for employees’ job demands and resources. Since the digitalization of work encompasses a variety of technological developments and possible implications for employment, there are many different approaches to its operationalization. Within this article, we (1) provide a scheme for classifying differe…
What Works? How Combining Equal Opportunity and Work-Life Measures Relates to the Within-Firm Gender Wage Gap
In this paper, we investigate how organizational equal opportunity and work-life measures when combined are associated with the gender wage gap within large German establishments. By looking at both kinds of measures as parts of a comprehensive personnel strategy, we provide a novel way to distinguish between a career-supportive implementation of work-life measures versus implementation as a compensating differential. Using a linked employer-empl…
The Social Structuring of Digital Monitoring: How Resource‐Rich Employees Are Shielded From More Invasive Levels of Digital Monitoring
Digital monitoring represents a new dimension of external control. We focus on variation in the experiences and perceptions of digital monitoring among employees with differing access to resources due to their embeddedness in differentially resource‐rich organizations and jobs. Based on German linked employer–employee survey data, our results suggest that employees in resource‐rich organizations that are able and willing to pay relatively high wa…
Psychology (3 works) · Work-Family Balance Challenges (3 works) · Computer Science (2 works) · Engineering (2 works) · Gender Diversity and Inequality (2 works) · German (2 works) · Social Psychology (2 works) · Work (physics (2 works) · Applied Psychology (1 works) · Applied Psychology (1 works)