*4.4. Cognitive Demands, Interactions with Other Working Conditions, and Well-Being*

Table 4 reports the results of the interaction models with each column presenting the results of a separate regression. The models presented in Table 4 differ from the model estimated in Table 3, as the other cognitive demands (new tasks and improve work) are not included. For this reason, we also report the results for the relationship between unlearned things and the indicators for well-being where work intensity and autonomy have not been included (Table 4, Column 1, 3, 5). However, the estimates are quantitatively and qualitatively comparable to those presented in Table 4.


**Table 4.** Cognitive Demands, Interactions with Work Intensity and Autonomy, and Well-Being (OLS Regression).

Note: \* *p* < 0.05, \*\* *p* < 0.01, \*\*\* *p* < 0.001; Robust standard errors in parentheses; control variables included gender as well as dummies for age group, schooling, occupational status, and sector (see Table 2). Source: Own calculations based on the BIBB/BAuA Employment Survey 2018, unweighted results.

The interaction terms (Table 4, Column 2, 4, 6) revealed that work autonomy likely buffers the adverse relationship between cognitive demands (i.e., doing unlearned things) and employee well-being to some extent. While doing unlearned things was related to a 12.3 percentage point higher probability of feeling fatigued for those employees experiencing little autonomy at work, the association was reduced by 4.4 percentage points for those individuals reporting a high level of job autonomy. The same was also true with respect to overall health and job satisfaction. For instance, while doing unlearned things was related to a 5.8 percentage point lower probability of being in good health for individuals with a low level of job autonomy, the negative association was about half as strong for employees with a high level of autonomy. Regarding work intensity, the interactions turned out to be insignificant and quantitatively negligible.
