matching – Suchprozesse am Arbeitsmarkt
Offene Stellen bei gleichzeitiger Arbeitslosigkeit - was Arbeitsmarkttheorien u. a. mit "unvollkommener Information" begründen, ist für Unternehmen und Arbeitsuchende oft nur schwer nachzuvollziehen: Unternehmen können freie Stellen nicht besetzen, trotzdem finden Arbeitsuchende nur schwer den passenden Job. Wie gestalten sich die Suchprozesse bei Unternehmen und Arbeitsuchenden, welche Konzessionen sind beide Seiten bereit einzugehen, wie lässt sich das "matching" verbessern?
Diese Infoplattform bietet wissenschaftliche Literatur zur theoretischen und empirischen Auseinandersetzung mit dem Thema.
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Literaturhinweis
Application Flows (2024)
Davis, Steven J.; Samaniego de la Parra, Brenda;Zitatform
Davis, Steven J. & Brenda Samaniego de la Parra (2024): Application Flows. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 16903), Bonn, 61 S.
Abstract
"We build and analyze a new U.S. database that links 125 million applications to job vacancies and employer-side clients on Dice.com, an online platform for jobs and workers in software design, computer systems, engineering, financial analysis, management consulting, and other occupations that require technical skills. We find, first, that posting durations are quite short, often only two or three days, with a median of seven days. Second, labor market tightness has tiny effects on posting durations. Third, job seekers display a striking propensity to target new postings, with almost half of applications flowing to openings posted in the past 48 hours. Fourth, applications per posting are much too uneven to reflect random search, even within narrow market segments and job categories. Moreover, posted offer wages play no role in explaining the deviations from a random-search benchmark. Fifth, intermediaries play a huge role on both sides of the platform: Recruitment and staffing firms account for two-thirds of all postings and attract most of the applications. We relate these and other findings to theories of labor market search." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
"New Plan", berufliche Weiterentwicklung und die Rolle von Informationen (2024)
Zitatform
Dohmen, Thomas, Eva Kleifgen, Steffen Künn & Gesine Stephan (2024): "New Plan", berufliche Weiterentwicklung und die Rolle von Informationen. (IAB-Forschungsbericht 01/2024), Nürnberg, 33 S. DOI:10.48720/IAB.FB.2401
Abstract
"In der sich wandelnden Arbeitswelt reicht es in der Regel nicht mehr aus, einmal im Leben einen Beruf zu erlernen. Oft ist im bisherigen Beruf eine Weiterentwicklung sinnvoll oder sogar erforderlich; eventuelle Berufswechsel erfordern dann häufig den Erwerb neuer Kenntnisse und Fähigkeiten. Um die Chancen und Herausforderungen einschätzen zu können, ist eine gute Informationsbasis erforderlich. Die Bundesagentur für Arbeit (BA) hat im Rahmen ihrer Berufsberatung im Erwerbsleben (BBiE) das Online-Tool New Plan entwickelt. Dieses soll Menschen dabei helfen im Beruf voranzukommen, die eigenen Stärken zu erkennen und neue Perspektiven zu finden. Das Tool besteht aus drei Bereichen: „Möglichkeiten testen“, „Inspirieren lassen“, „Weiterbildung suchen“. Der Bereich „Inspirieren“ stellt dabei auf Berufsebene umfassende Informationen für eine mögliche berufliche Umorientierung zur Verfügung. Dieser Forschungsbericht stellt Ergebnisse aus einer Online-Befragung von Beschäftigten und Personen, die Arbeitslosengeld bezogen, vor. Die Befragung hat unter anderem erhoben, ob Personen New Plan kannten und nutzten, an beruflicher Weiterentwicklung interessiert waren und sich gut über ihre Verdienst- und Beschäftigungsmöglichkeiten informiert fühlten. Der Bericht geht zudem der Frage nach, ob Personen diese Fragen anders beantworteten, wenn sie zuvor ein Informationsschreiben zu New Plan erhalten hatten. Zu der Befragung wurden im Juni 2022 Personen eingeladen, die im Januar 2022 zu einer der folgenden vier Gruppen gehörten: sozialversicherungspflichtig Vollzeitbeschäftigte (einschließlich Personen in Helfertätigkeiten), sozialversicherungspflichtig Vollzeitbeschäftigte in Helfertätigkeiten, Arbeitslosengeldempfänger*innen (einschließlich Personen ohne Berufsabschluss), Arbeitslosengeldempfänger*innen ohne Berufsabschluss. Insgesamt umfasst das hier ausgewertete Analysesample gut 4.400 Personen. Im Ergebnis zeigt sich, dass New Plan den Vollzeitbeschäftigten im Schnitt deutlich seltener bekannt war als den Personen, die zum damaligen Zeitpunkt bzw. davor Arbeitslosengeld bezogen hatten – ohne vorheriges Informationsschreiben betrugen die Anteile rund 2 bzw. 11 Prozent. Der Bekanntheitsgrad von New Plan stieg deutlich, wenn Personen zuvor ein Informationsschreiben erhalten hatten – bei den Vollzeitbeschäftigten und Arbeitslosengeldempfänger*innen nahm der Bekanntheitsgrad jeweils um 14 Prozentpunkte zu. Vollzeitbeschäftigte hatten New Plan ohne vorheriges Informationsschreiben mit 0,3 Prozent anteilig deutlich seltener angeschaut als Arbeitslosengeldempfänger*innen mit 8 Prozent. Hochgerechnet auf die aktuellen Grundgesamtheiten hätten demnach etwa 63.000 Vollzeitbeschäftigte und 61.000 Arbeitslosengeldempfänger*innen New Plan bereits einmal angeschaut. Auch hier zeigt sich, dass das vorher verschickte Informationsschreiben den Anteil der Befragten, der das Tool bereits angeschaut hatte, um etwa 10 Prozentpunkte erhöhen konnte. Die Befragung zeigt auch: Vollzeitbeschäftigte waren – mit knapp zwei Drittel – in etwas geringerem Ausmaß an beruflicher Weiterentwicklung interessiert als Arbeitslosengeldempfänger*innen. Deren Anteil lag hier bei knapp drei Vierteln – relativ unabhängig davon, ob die Befragten vorher ein Informationsschreiben erhalten hatten oder nicht. Die befragten Vollzeitbeschäftigten fühlten sich schließlich zu deutlich mehr als 50 Prozent (eher) gut über ihre Verdienst- und – in etwas höherem Umfang – über ihre Beschäftigungschancen informiert. Auch bei den Arbeitslosengeldempfänger*innen fühlten sich mehr als 50 Prozent (eher) gut informiert, bei wiederum nur geringen Unterschieden zwischen Personen mit oder ohne vorherigem Informationsschreiben." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Arbeitslose im Fokus: Wege zur Fachkräftesicherung (2024)
Tiedemann, Jurek; Werner, Dirk;Zitatform
Tiedemann, Jurek & Dirk Werner (2024): Arbeitslose im Fokus: Wege zur Fachkräftesicherung. (KOFA kompakt / Kompetenzzentrum Fachkräftesicherung 2024,01), Köln, 5 S.
Abstract
"Nicht für alle Arbeitslosen gibt es zum Zeitpunkt ihrer Arbeitssuche eine offene Stelle in ihrem angestrebten oder erlernten Beruf. Der vorliegende KOFA Kompakt beleuchtet die Entwicklung dieses Arbeitslosenüberhangs." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Gender-age differences in hiring rates and prospective wages: Evidence from job referrals to unemployed workers (2023)
Zitatform
Bamieh, Omar & Lennart Ziegler (2023): Gender-age differences in hiring rates and prospective wages. Evidence from job referrals to unemployed workers. In: Labour Economics, Jg. 83. DOI:10.1016/j.labeco.2023.102395
Abstract
"This paper uses matched worker-vacancy data to study gender differences in hiring outcomes of jobseekers in Austria. When registered at the public employment office, jobseekers are assigned caseworkers who refer them to suitable vacancies. Our findings show that female and male jobseekers are equally likely to get hired via such a referral, but it takes women longer to get a job offer. Most of the observed gender differences stem from younger jobseekers (below age 35) and are explained by rejections of employers. Young women are also less often hired for better-paying jobs. We argue that these differences are consistent with hiring discrimination against women in their fertile age. Our analysis shows that young female jobseekers are much more likely to go on parental leave in the future, while men almost never take extended parental leave. Consistent with this hypothesis, we find that hiring differences are larger for jobs associated with higher replacement costs and smaller in tight labor markets." (Author's abstract, IAB-Doku, © 2023 Elsevier) ((en))
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Literaturhinweis
Matching Through Search Channels (2023)
Zitatform
Carillo-Tudela, Carlos, Leo Kaas & Benjamin Lochner (2023): Matching Through Search Channels. (IAB-Discussion Paper 10/2023), Nürnberg, 85 S. DOI:10.48720/IAB.DP.2310
Abstract
"Firmen und Arbeitnehmer/-innen finden überwiegend über Stellenanzeigen, persönliche Kontaktnetzwerke oder die Bundesagentur für Arbeit zueinander. All diese Suchkanäle tragen dazu bei, Friktionen am Arbeitsmarkt zu verringern. In diesem Papier untersuchen wir, inwieweit diese Suchkanäle unterschiedliche Auswirkungen auf den Arbeitsmarkt haben. Anhand einer neuen Datenverknüpfung aus administrativer Daten und Umfragedaten zeigen wir: (i) Niedriglohnfirmen und Niedriglohnbeziehende finden vermehrt über Netzwerke oder die Bundesagentur für Arbeit zueinander, währendessen Hochlohnfirmen und Hochlohnbeziehende häufiger über Stellenanzeigen zusammenkommen. (ii) Dabei nutzen Firmen Stellenanzeigen vor allem bei der Abwerbung und Gewinnung von Hochlohnbeziehenden. Im Vergleich zu anderen Suchkanälen, werden Stellenanzeigen auch vermehrt von Beschäftigten beim Aufstieg auf der Karriereleiter genutzt. Um die Auswirkungen dieser Beobachtungen auf die aggregierte Beschäftigung, die Löhne und die Arbeitsmarktsortierung zu bewerten, schätzen wir strukturell ein Gleichgewichtsmodell, das sich durch Karriereleitern, zweiseitige Heterogenität, mehrere Suchkanäle und endogene Einstellungsintensität auszeichnet. Die Schätzung zeigt, dass Netzwerke der kosteneffizienteste Kanal sind, der es Firmen ermöglicht, schnell einzustellen, aber auch Arbeitskräfte mit geringeren durchschnittlichen Fähigkeiten anzuziehen. Stellenanzeigen sind der kostspieligste Kanal, erleichtern die Einstellung von Arbeitnehmern/-innen mit höheren Fähigkeiten und sind für die Sortierung zwischen Beschäftigten und Firmen am wichtigsten. In kontrafaktischen Berechnungen zeigt sich, dass obwohl die Bundesagentur für Arbeit die geringste Einstellungswahrscheinlichkeit bietet, ihre hypothetische Abschaffung beträchtliche Folgen hätte. Die Gesamtbeschäftigung würde um mindestens 1,4 Prozent sinken und die Lohnungleichheit steigen." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Matching Through Search Channels (2023)
Zitatform
Carrillo-Tudela, Carlos, Leo Kaas & Benjamin Lochner (2023): Matching Through Search Channels. (CESifo working paper 10761), München, 32 S.
Abstract
"Firms and workers predominately match via job postings, networks of personal contacts or the public employment agency, all of which help to ameliorate labor market frictions. In this paper we investigate the extent to which these search channels have differential effects on labor market outcomes. Using novel linked survey-administrative data we document that (i) low-wage firms and low-wage workers are more likely to match via networks or the public agency, while high-wage firms and high-wage workers succeed more often via job postings; (ii) job postings help firms the most in poaching and attracting high-wage workers and help workers the most in climbing the job ladder. To evaluate the implications of these findings for employment, wages and labor market sorting, we structurally estimate an equilibrium job ladder model featuring two-sided heterogeneity, multiple search channels and endogenous recruitment effort. The estimation reveals that networks are the most cost-effective channel, allowing firms to hire quickly, yet attracting workers of lower average ability. Job postings are the most costly channel, facilitate hiring workers of higher ability, and matter most for worker-firm sorting. Although the public employment agency provides the lowest hiring probability, its removal has sizeable consequences, with aggregate employment declining by at least 1.4 percent and rising bottom wage inequality." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Matching Through Search Channels (2023)
Zitatform
Carrillo-Tudela, Carlos, Leo Kaas & Benjamin Lochner (2023): Matching Through Search Channels. (CEPR discussion paper / Centre for Economic Policy Research 18575), London, 32 S.
Abstract
"Firms and workers predominately match via job postings, networks of personal contacts or the public employment agency, all of which help to ameliorate labor market frictions. In this paper we investigate the extent to which these search channels have differential effects on labor market outcomes. Using novel linked survey-administrative data we document that (i) low-wage firms and low-wage workers are more likely to match via networks or the public agency, while high-wage firms and high-wage workers succeed more often via job postings; (ii) job postings help firms the most in poaching and attracting high-wage workers and help workers the most in climbing the job ladder. To evaluate the implications of these findings for employment, wages and labor market sorting, we structurally estimate an equilibrium job ladder model featuring two-sided heterogeneity, multiple search channels and endogenous recruitment effort. The estimation reveals that networks are the most cost-effective channel, allowing firms to hire quickly, yet attracting workers of lower average ability. Job postings are the most costly channel, facilitate hiring workers of higher ability, and matter most for worker-firm sorting. Although the public employment agency provides the lowest hiring probability, its removal has sizeable consequences, with aggregate employment declining by at least 1.4 percent and rising bottom wage inequality." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
On the ambiguity of job search (2023)
Zitatform
Chan, Ying Tung & Chi Man Yip (2023): On the ambiguity of job search. In: Economic Inquiry, Jg. 61, H. 4, S. 1006-1033. DOI:10.1111/ecin.13150
Abstract
"Who knows the underlying productivity distribution function? Interestingly, this ambiguous function is often referenced to make decisions including job creations, wage determinations, contract formulations, etc. To investigate how ambiguity shapes labor markets, we integrate ambiguity preferences into the Diamond-Mortensen-Pissarides (DMP) model. We find that ambiguity-averse job- and talent-hunters are conservative. Our quantitative analysis indicates that but for the ambiguity, the American unemployment rate would have increased in the postwar era. This paper generalizes the DMP model, enhances our understanding of the labor market, and calls for policies concerning labor market information." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
Neuartige Jobempfehlungssysteme können Suchprozesse am Arbeitsmarkt verbessern (2023)
Zitatform
Fitzenberger, Bernd, Michael Oberfichtner & Michael Stops (2023): Neuartige Jobempfehlungssysteme können Suchprozesse am Arbeitsmarkt verbessern. In: IAB-Forum H. 18.12.2023 Nürnberg. DOI:10.48720/IAB.FOO.20231218.01
Abstract
"Neuere, auf maschinellem Lernen basierende Jobempfehlungssysteme sollen Arbeitssuchenden möglichst passende Jobangebote unterbreiten und so die „klassische“ Arbeitsvermittlung und -beratung entlasten oder ergänzen. Die Herausforderungen in der Umsetzung und die Grenzen in der Anwendung sind jedoch in den Blick zu nehmen, um die Potenziale von Jobempfehlungssystemen optimal zu nutzen. Dies zeigen die Erfahrungen mit den Systemen, die derzeit in Dänemark, Frankreich und Schweden erprobt werden." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Finding a job: An intersectional analysis of search strategies and outcomes among U.S. STEM graduates (2023)
Zitatform
Glass, Jennifer, Kara Takasaki, Sharon Sassler & Emily Parker (2023): Finding a job: An intersectional analysis of search strategies and outcomes among U.S. STEM graduates. In: Research in Social Stratification and Mobility, Jg. 83. DOI:10.1016/j.rssm.2023.100758
Abstract
"Many STEM degree holders, especially women and minorities, are not employed in STEM occupations in the United States, and transitions into the STEM labor force among recent graduates have been declining since the 1980′s. We examine transitions from school to work at two large U.S. universities in 2015–16, focusing on the internship experiences and job search strategies of graduating chemistry and chemical engineering majors. Surprisingly, 28% of our STEM respondents had no post-graduation plans, though women were significantly more likely than men to already have a job. Overall race differences in post-graduation plans were insignificant, though Black and Hispanic students were more likely to have no post-graduation plans compared to Whites and Asians. While Black, Hispanic, and LGBT students reported fewer job search behaviors overall, potentially explaining this pattern, no gender differences in job search behaviors or internship experiences emerged to explain women's employment advantage. However, better grades led to early job offers, reducing most of women's initial hiring advantage along with positive internship experiences, which did not alter men's likelihood of a job offer but were associated with a higher likelihood of a job offer among women." (Author's abstract, IAB-Doku, © 2023 Elsevier) ((en))
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Literaturhinweis
Wie Männer und Frauen sich bei der Jobsuche unterscheiden: Bewerbungsverhalten kann die Hälfte der bereinigten Verdienstlücke erklären (2023)
Zitatform
Lochner, Benjamin & Christian Merkl (2023): Wie Männer und Frauen sich bei der Jobsuche unterscheiden: Bewerbungsverhalten kann die Hälfte der bereinigten Verdienstlücke erklären. (IAB-Kurzbericht 8/2023), Nürnberg, 8 S. DOI:10.48720/IAB.KB.2308
Abstract
"Frauen verdienen im Durchschnitt weniger als Männer. Dies wird in der Wissenschaft intensiv analysiert und in der Politik oft debattiert. Dabei findet das geschlechtsspezifische Bewerbungsverhalten bisher kaum Beachtung. Die Analyse detaillierter Betriebsdaten zeigt aber, dass sich Männer und Frauen selbst innerhalb eng definierter Berufe auf Stellen mit unterschiedlichen Eigenschaften bewerben und dass dies einen erheblichen Teil der Verdienstlücke erklärt." (Autorenreferat, IAB-Doku)
Weiterführende Informationen
- Bereinigte Verdienstlücke zwischen Frauen und Männern mit und ohne Berücksichtigung ihres Bewerbungsverhaltens
- Ein begleitendes Interview mit Benjamin Lochner finden Sie im Online-Magazin IAB-Forum, Open Access
- Auswahlwahrscheinlichkeit von Frauen und Männern
- Lohneinbußen von Frauen nach Anteil der Männer im Bewerberpool
- Bewerbungsverhalten von Frauen und Männern
- Pendelverhalten von Männern und Frauen
- Zusammenhang zwischen Stellenanforderungen und geschlechtsspezifischem Bewerbungspool
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Literaturhinweis
Duration Dependence in Finding a Job: Applications, Interviews, and Job Offers (2023)
Zuchuat, Jeremy; Zweimüller, Josef; Pesaresi, Lorenzo; Osikominu, Aderonke; Lalive, Rafael;Zitatform
Zuchuat, Jeremy, Rafael Lalive, Aderonke Osikominu, Lorenzo Pesaresi & Josef Zweimüller (2023): Duration Dependence in Finding a Job: Applications, Interviews, and Job Offers. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 16602), Bonn, 94 S.
Abstract
"The job finding rate declines with the duration of unemployment. While this is a well established fact, the reasons are still disputed. We use monthly search diaries from Swiss public employment offices to shed new light on this issue. Search diaries record all applications sent by job seekers, including the outcome of each application – whether the employer followed up with a job interview and a job offer. Based on more than 600,000 applications sent by 15,000 job seekers, we find that job applications and job interviews decrease, but job offers (after an interview) increase with duration. A model with statistical discrimination by firms and learning from search outcomes by workers replicates these empirical duration patterns closely. The structurally estimated model predicts that 55 percent of the decline in the job finding rate is due to "true" duration dependence, while the remaining 45 percent is due to dynamic selection of the unemployment pool. We also discuss further drivers of the observed duration patterns, such as human capital depreciation, stock-flow matching, depletion of one's personal network, and changes in application targeting or quality." (Author's abstract, IAB-Doku) ((en))
Beteiligte aus dem IAB
Osikominu, Aderonke; -
Literaturhinweis
The Direct and Indirect Effects of Online Job Search Advice (2022)
Altmann, Steffen; Sebald, Alexander; Mahlstedt, Robert; Glenny, Anita Marie;Zitatform
Altmann, Steffen, Anita Marie Glenny, Robert Mahlstedt & Alexander Sebald (2022): The Direct and Indirect Effects of Online Job Search Advice. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 15830), Bonn, 44 S.
Abstract
"We study how online job search advice affects the job search strategies and labor market outcomes of unemployed workers. In a large-scale field experiment, we provide job seekers with vacancy information and occupational recommendations through an online dashboard. A clustered randomization procedure with regionally varying treatment intensities allows us to account for treatment spillovers. Our results show that online advice is highly effective when the share of treated workers is relatively low: in regions where less than 50% of job seekers are exposed to the treatment, working hours and earnings of treated job seekers increase by 8.5–9.5% in the year after the intervention. At the same time, we find substantial negative spillovers on other treated job seekers for higher treatment intensities, resulting from increased competition between treated job seekers who apply for similar vacancies." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
How wage announcements affect job search: a field experiment (2022)
Belot, Michele; Kircher, Philipp; Muller, Paul;Zitatform
Belot, Michele, Philipp Kircher & Paul Muller (2022): How wage announcements affect job search. A field experiment. In: American Economic Journal. Macroeconomics, Jg. 14, H. 4, S. 1-67. DOI:10.1257/mac.20200116
Abstract
"In a field experiment, we study how job seekers respond to posted wages by assigning wages randomly to pairs of otherwise similar vacancies in a large number of professions. Higher wages attract significantly more interest. Still, a nontrivial number of applicants only reveal an interest in the low-wage vacancy. With a complementary survey, we show that external raters perceive higher-wage jobs as more competitive. These findings qualitatively support core predictions of theories of directed/competitive search, though in the simplest calibrated model, applications react too strongly to the wage. We discuss extensions such as on-the-job search that rectify this." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Evidence on Job Search Models from a Survey of Unemployed Workers in Germany (2022)
Zitatform
DellaVigna, Stefano, Jörg Heining, Johannes F. Schmieder & Simon Trenkle (2022): Evidence on Job Search Models from a Survey of Unemployed Workers in Germany. In: The Quarterly Journal of Economics, Jg. 137, H. 2, S. 1181-1232., 2021-09-11. DOI:10.1093/qje/qjab039
Abstract
"Die Wahrscheinlichkeit eine neue Beschäftigung zu finden nimmt für Bezieher von Leistungen aus der Arbeitslosenversicherung in den ersten Monaten der Arbeitslosigkeit zunächst ab, steigt dann aber zum Ende der Bezugsdauer wieder an, um danach erneut abzuflachen. Zahlreiche theoretische Ansätze wurden bisher vorgeschlagen, um dieses Muster zu erklären, jedoch ist dies kaum möglich sofern dafür nur Daten über die Tatsache der Arbeitsaufnahme an sich herangezogen werden. Um die zugrundeliegenden Mechanismen besser zu verstehen, haben wir mittels SMS-Kurznachrichten eine groß angelegte Befragung von Arbeitslosen durchgeführt. Insgesamt wurden über 6.800 Leistungsbezieher zweimal pro Woche über jeweils vier Monate über den zeitlichen Aufwand bei der Suche nach einem neuen Arbeitsplatz befragt. Aufgrund der resultierenden Panelstruktur war es uns nun möglich Erkenntnisse zu sammeln, wie sich dieser zeitliche Aufwand auf individueller Ebene über die Dauer der Arbeitslosigkeit hinweg entwickelt. Unsere drei Hauptergebnisse lauten: 1) Der Suchaufwand verläuft flach zu Beginn der Arbeitslosigkeit. 2) Weiter steigt der Suchaufwand zum Ende der Bezugsdauer an, nimmt im Anschluss daran jedoch wieder ab. 3) Es gibt keine Anzeichen dafür, dass Leistungsbezieher die Aufnahme einer neuen Beschäftigung bewusst an das Ende der Bezugsdauer verzögern. Insbesondere das zweite und das dritte dieser Ergebnisse lassen sich kaum mit den Standardmodellen zur Arbeitssuche basierend auf unbeobachteter Heterogenität bzw. so genannten Storable Offer Modellen erklären. Dagegen können die genannten Ergebnisse gut mittels eines Suchmodells mit Reference Dependence erklärt werden." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Evaluating Self-Presentation: Gatekeeping Recognition Work in Hiring (2022)
Keere, Kobe De;Zitatform
Keere, Kobe De (2022): Evaluating Self-Presentation: Gatekeeping Recognition Work in Hiring. In: Cultural sociology, Jg. 16, H. 1, S. 86-110. DOI:10.1177/17499755211032527
Abstract
"This study investigates how employee gatekeepers decode cultural signals applicants send out during job selection procedures. By focusing on declarative and non-declarative cultural signals such as leisure activities and presentation style, this article examines how recruiters and hiring managers do their gatekeeping recognition work. This is done by in-depth interviewing of 40 HR managers and recruiters, from the cultural and corporate sector in the Netherlands, using a video-elicitation method. The interviews revealed (1) the importance of a fun-factor, (2) that leisure activities not only serve as status markers or indicators for competence but enter as important interactional tools, (3) that gatekeepers look for authentic self-presentation but that this varies between fields and the perceived gender of the candidate. In addition, the comparative design uncovered significant sector variations. Corporate gatekeepers are characterized by the way they decoded sport activities as a signal for a work mentality, valued self-presentation in terms of representativeness and repeatedly relied on competence as an evaluative principle. Cultural gatekeepers, on the other hand, used leisure activities more often as way of cultural matching and were more drawn to a fun-factor while displaying a clear disdain for formal presentation styles." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Methoden der Stellensuche und Stellensucherfolg: Arbeitsmarktstudie (2022)
Zitatform
Liechti, David, Mirjam Suri, Thomas Möhr, Patrick Arni & Michael Siegenthaler (2022): Methoden der Stellensuche und Stellensucherfolg. Arbeitsmarktstudie. (Grundlagen für die Wirtschaftspolitik / Staatssekretariat für Wirtschaft SECO 33), Bern, 104 S.
Abstract
"Die Studie setzt sich mit der Frage auseinander, wie beim RAV gemeldete Stellensuchende nach Stellen suchen und was eine erfolgreiche Suche ausmacht. Die Analyse wurde mittels Befragungen von Stellensuchenden (Anmeldungen 2019, bzw. wiederholte Befragung Anmeldungen Mai 2021) sowie Daten der Arbeitslosenstatistik durchgeführt. Im Durchschnitt setzen Stellensuchende wöchentlich etwa 19 Stunden für Bewerbungen ein, etwas weniger als die Hälfte (knapp neun Stunden) werden für die Identifikation von passenden Stellen aufgewendet, die weiteren knapp zehn Stunden werden in das Verfassen von Bewerbungen investiert. Über 95 Prozent der Stellensuchenden nutzen sowohl analoge als auch Online-Suchkanäle. Die Kanäle, welche am häufigsten genutzt werden, sind allgemeine Jobbörsen, Suchmaschinen im Internet, Webseiten von Arbeitgebern, das persönliche Netzwerk sowie Initiativ-bewerbungen. Rund 62 Prozent aller Befragten nutzen arbeit.swiss/Job-Room – die Jobplattform der öffentlichen Arbeitsvermittlung – mehrmals monatlich für die Stellensuche. Die Nutzung der Plattform ist bei Geringqualifizierten und Personen ohne Kenntnisse der Landessprachen bedeutend geringer. Generell selten werden beispielsweise Inserate in Zeitungen als Suchkanal genutzt. Rund drei Viertel der Stellensuchenden nutzen zwischen sieben und elf Kanäle parallel (von zwölf in dieser Studie differenzierten Suchkanälen). Am häufigsten kam der entscheidende Hinweis auf die Stelle, welche angetreten werden konnte, aus dem persönlichen Netzwerk oder die Stelle wurde auf einer allgemeinen Jobbörse identifiziert. Regelmässig werden die Stellensuchenden aber auch von Personalvermittlungsfirmen oder Arbeitgebern direkt kontaktiert und kommen so an eine neue Stelle. Es zeigen sich Auffälligkeiten nach Untergruppen: Stellensuchende ab 55 Jahren nutzen im Vergleich zu jüngeren Stellensuchenden etwas seltener Online-Kanäle, sichten dafür aber häufiger Zeitungsinserate. In Bezug auf den Erfolg von Suchkanälen weichen die älteren Stellensuchenden allerdings nicht vom Durchschnitt ab (die drei erfolgreichsten Kanäle entsprechen denjenigen des Durchschnitts). Weiter sind Personen, welche nicht mindestens eine Landessprache gut beherrschen, mit Jobbörsen im Internet kaum erfolgreich. Da diese Gruppe aber Jobbörsen nicht signifikant seltener nutzt, interpretieren wir dies nicht als Hürde bei der Nutzung, sondern als Hindernis beim Erstellen des Bewerbungsdossiers. Zudem gehen beispielsweise für Initiativbewerbungen bei Hilfsarbeitskräften eine hohe Nutzung und hohe Erfolgsraten einher. Die gewählten Strategien unterscheiden sich kaum zwischen Stellensuchenden, die eine Stelle gefunden haben und solchen, die keine gefunden haben. Die Suchstrategie wird über eine längere Suchdauer teilweise angepasst. Kurzfristig, bzw. in den ersten Monaten der Arbeitslosigkeit, ist die Veränderung allerdings sehr gering (bezüglich Suchintensität und auch Wahl der genutzten Kanäle). Generell scheint es, dass eher das Suchfeld verbreitert wird und keine Anpassungen bezüglich der Wahl der Suchkanäle stattfindet." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Occupational Matching and Cities (2022)
Papageorgiou, Theodore;Zitatform
Papageorgiou, Theodore (2022): Occupational Matching and Cities. In: American Economic Journal. Macroeconomics, Jg. 14, H. 3, S. 82-132. DOI:10.1257/mac.20180122
Abstract
"In this paper, I document that workers in larger cities have significantly more occupational options than workers in smaller ones. They are able to form better occupational matches and earn higher wages. I also note differences in occupation reallocation patterns across cities. I develop a dynamic model of occupation choice that microfounds agglomeration economies and captures the empirical patterns. The calibration of the model suggests that better occupational match quality accounts for approximately 35 percent of the observed wage premium and one-third of the greater inequality in larger cities." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Search Costs and Wage Inequality (2022)
Pi, Jiancai; Zhang, Kaiqi;Zitatform
Pi, Jiancai & Kaiqi Zhang (2022): Search Costs and Wage Inequality. In: The B.E. Journal of Theoretical Economics, Jg. 22, H. 1, S. 67-104. DOI:10.1515/bejte-2019-0168
Abstract
"This paper analyzes how search costs affect skilled-unskilled wage inequality. In the basic model, we find that an increase in skilled labor's search costs will decrease wage inequality if the skilled labor market and the unskilled labor market are separated. In the extended model, our findings are as follows: (i) Even if there exists free entry into the unskilled labor market or the endogenous provision of public goods, an increase of search costs in the skilled labor market will decrease wage inequality; and (ii) if skilled search costs are negatively related to the skilled wage, wage inequality will be increased." (Author's abstract, IAB-Doku, © De Gruyter) ((en))
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Literaturhinweis
Demand-side consequences of unemployment and horizontal skill mismatches across national contexts: An employer-based factorial survey experiment (2022)
Zitatform
Shi, Lulu P. & Senhu Wang (2022): Demand-side consequences of unemployment and horizontal skill mismatches across national contexts: An employer-based factorial survey experiment. In: Social science research, Jg. 104. DOI:10.1016/j.ssresearch.2021.102668
Abstract
"With growing flexibilization in the labour market, continuous and consistent career trajectories have become less the norm, and workers facing unemployment may need to look for employment opportunities outside the occupation they are trained in. But what are their employment chances? And what are the chances of returning to the occupation they were trained in after having worked in a different occupation? Despite much research on how employers evaluate job candidates with vertical skill mismatches (e.g. over-qualification and under-qualification) and unemployment, there is little research to investigate how employers view horizontal mismatch in comparison to unemployment, and whether a combination of both generates multiplicative negative effects. Using data gathered from an employer survey experiment in Switzerland and Greece, we find that in Switzerland both unemployment and horizontal mismatch significantly reduce employment chances, but the scarring effect of horizontal mismatch is much stronger. In contrast, in Greece horizontal mismatch significantly reduces employment chances but unemployment does not. Furthermore, we found that horizontal mismatch scarring is significantly stronger in Switzerland than in Greece. These findings suggest that the scarring effects of both unemployment and horizontal mismatch vary across contexts. Further analyses show that, rather than experiencing multiplicative scarring effects, unemployment does not add further disadvantages to mismatched candidates in either country, highlighting the importance of occupational specificity of skills in labour market matching. Overall, these findings facilitate a more nuanced understanding of demand-side labour market processes, highlighting the distinct interactive effects of unemployment and horizontal mismatch across national contexts." (Author's abstract, IAB-Doku, © 2022 Elsevier) ((en))
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Literaturhinweis
Job Search during a Pandemic Recession: Survey Evidence from the Netherlands (2021)
Zitatform
Balgová, Mária, Simon Trenkle, Christian Zimpelmann & Nico Pestel (2021): Job Search during a Pandemic Recession: Survey Evidence from the Netherlands. (IZA discussion paper 14180), Bonn, 36 S.
Abstract
"This paper studies job search behavior in the midst of a pandemic recession. We use long-running panel data from the Netherlands (LISS) and complement the core survey with our own COVID-specific module, conducted in June 2020, surveying job search effort of employed as well as unemployed respondents. We estimate an empirical model of job search over the business cycle over the period 2008-2019 to explore the gap between predicted and actual job search behavior in 2020. We find that job search during the pandemic recession differs strongly from previous downturns. The unemployed search significantly less than what we would normally observe during a recession of this size, while the employed search mildly more. Expectations about the duration of the pandemic seem to play a key role in explaining job search effort for the unemployed in 2020. Furthermore, employed subjects affected by changes in employment status due to COVID-19 are more likely to search for a job. Conversely, beliefs about infection risk do not seem to be related to job search in a systematic way." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Job search intensity of unemployed Workers and the business cycle (2021)
Zitatform
Bransch, Felix (2021): Job search intensity of unemployed Workers and the business cycle. In: Economics Letters, Jg. 205, S. 1-4. DOI:10.1016/j.econlet.2021.109927
Abstract
"This paper provides empirical evidence for the cyclicality in the job search intensity of unemployed workers using data on job search behavior from the Dutch National Bank Household Survey (DHS), an annual panel survey, for the years 1993 until 2018. I find that job search intensity is counter-cyclical, adding to the mixed results of prior studies that mainly rely on data from the US. This finding is robust to using different measures of search intensity and business cycle indicators. The counter-cyclical pattern seems to be driven by changes in the composition of searchers." (Author's abstract, IAB-Doku, © 2021 Elsevier) ((en))
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Literaturhinweis
Contagious Unemployment (2021)
Engbom, Niklas;Zitatform
Engbom, Niklas (2021): Contagious Unemployment. (NBER working paper 28829), Cambridge, MA, 46, 24 S.
Abstract
"Recent micro evidence of how workers search for jobs is shown to have critical implications for the macroeconomic propagation of labor market shocks. Unemployed workers send over 10 times as many job applications in a month as their employed peers, but are less than half as likely per application to make a move. I interpret these patterns as the unemployed applying for more jobs that they are less likely to be a good fit for. During periods of high unemployment, it consequently becomes harder for firms to assert who is a good fit for the job. By raising the cost of recruiting, a short-lived adverse shock has a persistent negative impact on the job finding rate. I provide evidence that firms spend more time on recruiting when unemployment is high, quantitatively consistent with the theory." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Recruiting Intensity, Hires, and Vacancies: Evidence from Firm-Level Data (2021)
Zitatform
Forsythe, Eliza & Russell Weinstein (2021): Recruiting Intensity, Hires, and Vacancies: Evidence from Firm-Level Data. (IZA discussion paper 14138), Bonn, 42 S.
Abstract
"We investigate employer recruiting behavior, using detailed firm-level data from a national survey of employers hiring recent college graduates. We show employers adjust recruiting effort, hiring standards, and compensation with the business cycle, beliefs about tightness, and their own hiring plans. We then show that firms expending greater recruiting effort hire more individuals per vacancy. The results suggest that when firms want to increase hires they adjust vacancies and recruiting intensity per vacancy, which may help explain the breakdown in the standard matching function during the Great Recession. Our measure of recruiting effort explains roughly 16% of the residual elasticity of the vacancy yield with respect to hires." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Matching for three: big data evidence on search activity of workers, firms, and employment service (2021)
Zitatform
Hartl, Tobias, Christian Hutter & Enzo Weber (2021): Matching for three: big data evidence on search activity of workers, firms, and employment service. (IAB-Discussion Paper 01/2021), Nürnberg, 14 S.
Abstract
"Wir generieren Maße für die Suchintensität von Arbeitgebern und Arbeitssuchenden und zum ersten Mal - für die Vermittlungsintensität von Arbeitsagenturen. Zu diesem Zweck greifen wir auf Big Data zu Online-Aktivitäten aus der Online Jobbörse der Bundesagentur für Arbeit und ihrer internen Vermittlungssoftware zurück. Wir verwenden diese Daten, um eine erweiterte Matchingfunktion zu schätzen, bei der der Effizienzparameter mit den Such- und Vermittlungsintensitäten variiert. Die Ergebnisse zeigen, dass alle drei Intensitätsmaße erheblich zur Erklärung der Job-findings-Variation beitragen." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Cyclicality of labour market search: a new big data Approach (2021)
Zitatform
Hutter, Christian (2021): Cyclicality of labour market search: a new big data Approach. In: Journal for labour market research, Jg. 55, 2020-12-11. DOI:10.1186/s12651-020-00283-9
Abstract
"This paper exploits big data on online activity from the job exchange of the German Federal Employment Agency and its internal placement-software to generate measures for search activity of employers and job seekers and - as a novel feature - for placement activity of employment agencies. In addition, the average search perimeter in the job seekers’ search profiles can be measured. The data are used to estimate the behaviour of the search and placement activities during the business and labour market cycle and their seasonal patterns. The results show that the search activities of firms and employment agencies are procyclical. By contrast, job seekers’ search intensity shows a countercyclical pattern, at least before the COVID-19 crisis." (Author's abstract, © 2021 Springer) ((en))
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Literaturhinweis
Flexible work practices and organizational attractiveness in Germany: The mediating role of anticipated organizational support (2021)
Zitatform
Kröll, Claudia, Stephan Nüesch & J. Nils Foege (2021): Flexible work practices and organizational attractiveness in Germany. The mediating role of anticipated organizational support. In: The International Journal of Human Resource Management, Jg. 32, H. 3, S. 543-572. DOI:10.1080/09585192.2018.1479876
Abstract
"This study analyzes how flexible work practices (FWPs) such as flexible work schedules, telecommuting, and sabbaticals affect the organizational attractiveness of companies to job seekers in the German job market. We apply conservation of resource theory to propose that FWPs are positively related to perceived organizational attractiveness. Furthermore, we use organizational support theory to suggest that this link is mediated by job seekers' anticipated organizational support. We test our predictions using two complementary studies among German job seekers: A field study (N = 188) at two job fairs and an online scenario experiment (N = 469). Our findings indicate that flexible work practices, in particular flexible work schedules and sabbaticals, significantly increase organizational attractiveness as perceived by job seekers and that these effects are indeed mediated by anticipated organizational support. Our results further suggest that this link is independent of job seekers' attitudes towards FWPs and that the effect of sabbaticals is stronger than the effect of either flexible work schedules or telecommuting." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Predicting the self-regulated job search of mature-aged job seekers: The use of elective selection, loss-based selection, optimization, and compensation strategies (2021)
Zitatform
Watermann, Henriette, Ulrike Fasbender & Ute-Christine Klehe (2021): Predicting the self-regulated job search of mature-aged job seekers: The use of elective selection, loss-based selection, optimization, and compensation strategies. In: Journal of vocational behavior, Jg. 128. DOI:10.1016/j.jvb.2021.103591
Abstract
"Job search is a demanding and often demotivating process, challenging job-seekers' self-regulation. Particularly, mature-aged job seekers face lower reemployment chances – and may benefit from strategies known from the lifespan literature. The current study examined whether and when the use of aging strategies (elective selection, loss-based selection, optimization, and compensation; SOC strategies) can support mature-aged job seekers in their self-regulated job search process (goal establishment and goal pursuit). We collected data from 659 mature-aged job seekers in three countries (Germany, United Kingdom, and United States) at four different times over two months. Results of multi-level modeling showed no support for gain-oriented strategies, namely elective selection (prioritizing one instead of multiple goals) and optimization (investing every effort to reach one's goal). In contrast, loss-oriented strategies, namely loss-based selection (prioritizing or selecting a new goal after a setback) and compensation (using new or previously unused means in the face of obstacles), supported mature-aged job seekers' goal establishment and goal pursuit. Moreover, with increasing age, mature-aged job seekers reported lower reemployment efficacy (the confidence to find a new job), which moderated the relation between compensation with goal pursuit. Compensation was particularly helpful for mature-aged job seekers' goal pursuit in weeks in which they reported lower (vs. higher) reemployment efficacy. These findings highlight the importance of loss-oriented aging strategies as beneficial coping strategies. With regard to practice, the present study speaks to the benefits of SOC strategies and points to the development of interventions targeted toward mature-aged job seekers." (Author's abstract, IAB-Doku, © 2021 Elsevier) ((en))
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Literaturhinweis
Competing for jobs: How COVID-19 changes search behaviour in the labour market (2020)
Zitatform
Bauer, Anja, Kristin Keveloh, Mariano Mamertino & Enzo Weber (2020): Competing for jobs: How COVID-19 changes search behaviour in the labour market. (IAB-Discussion Paper 33/2020), Nürnberg, 21 S.
Abstract
"Bislang ist wenig darüber bekannt, wie die Coronakrise die Suchprozesse auf dem Arbeitsmarkt verändert hat. Durch eine Analyse von Daten aus dem beruflichen Netzwerk LinkedIn für Deutschland erhalten wir Erkenntnisse zu einer Veränderung der Konkurrenz am Arbeitsmarkt, einer Umverteilung von Bewerbungen und einer möglichen Verschiebung in Richtung niedrigerer Karrierestufen. Wir stellen fest, dass der Wettbewerb unter den Arbeitnehmern um Arbeitsplätze stark zugenommen hat. Die Daten lassen den Rückschluss zu, dass dies eher auf zusätzliche Arbeitssuchende als auf eine höhere Suchintensität zurückgeht. Darüber hinaus zeigen die LinkedIn-Daten, dass sich Personen aus von der Krise besonders betroffenen Branchen sehr viel häufiger bewerben und dass sich die Zielbranchen für Bewerbungen erheblich verschoben haben. Schließlich stellen wir fest, dass sich Personen während der Krise deutlich häufiger unterhalb und deutlich seltener oberhalb der eigenen Karrierestufe beworben haben." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Wie die Corona-Krise die Suchprozesse am Arbeitsmarkt beeinflusst (Serie "Corona-Krise: Folgen für den Arbeitsmarkt") (2020)
Zitatform
Bauer, Anja, Kristin Keveloh, Mariano Mamertino & Enzo Weber (2020): Wie die Corona-Krise die Suchprozesse am Arbeitsmarkt beeinflusst (Serie "Corona-Krise: Folgen für den Arbeitsmarkt"). In: IAB-Forum H. 05.08.2020 Nürnberg, o. Sz., 2020-08-05.
Abstract
"Viele Branchen wurden von der Corona-Krise hart getroffen, andere nicht, einige konnten sogar profitieren. Damit ändert sich auch das Suchverhalten am Arbeitsmarkt. Dies zeigt eine Auswertung von Daten des beruflichen Netzwerkes." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Job Search and Hiring with Two-sided Limited Information about Workseekers' Skills (2020)
Carranza, Eliana; Rankin, Neil; Garlick, Robert; Orkin, Kate;Zitatform
Carranza, Eliana, Robert Garlick, Kate Orkin & Neil Rankin (2020): Job Search and Hiring with Two-sided Limited Information about Workseekers' Skills. (Upjohn Institute working paper 328), Kalamazoo, Mich., 70 S. DOI:10.17848/wp20-328
Abstract
"We present field experimental evidence that limited information about workseekers’ skills distorts both firm and workseeker behavior. Assessing workseekers’ skills, giving workseekers their assessment results, and helping them to credibly share the results with firms increases workseekers’ employment and earnings. It also aligns their beliefs and search strategies more closely with their skills. Giving assessment results only to workseekers has similar effects on beliefs and search, but smaller effects on employment and earnings. Giving assessment results only to firms increases callbacks. These patterns are consistent with two-sided information frictions, a new finding that can inform design of information-provision mechanisms." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Evidence on job search models from a survey of unemployed workers in Germany (2020)
Zitatform
DellaVigna, Stefano, Jörg Heining, Johannes F. Schmieder & Simon Trenkle (2020): Evidence on job search models from a survey of unemployed workers in Germany. (IAB-Discussion Paper 13/2020), Nürnberg, 60 S.
Abstract
"Die Wahrscheinlichkeit eine neue Beschäftigung zu finden nimmt für Bezieher von Leistungen aus der Arbeitslosenversicherung in den ersten Monaten der Arbeitslosigkeit zunächst ab, steigt dann aber zum Ende der Bezugsdauer wieder an, um danach erneut abzuflachen. Zahlreiche theoretische Ansätze wurden bisher vorgeschlagen, um dieses Muster zu erklären, jedoch ist dies kaum möglich sofern dafür nur Daten über die Tatsache der Arbeitsaufnahme an sich herangezogen werden. Um die zugrundeliegenden Mechanismen besser zu verstehen, haben wir mittels SMS-Kurznachrichten eine groß angelegte Befragung von Arbeitslosen durchgeführt. Insgesamt wurden über 6.800 Leistungsbezieher zweimal pro Woche über jeweils vier Monate über den zeitlichen Aufwand bei der Suche nach einem neuen Arbeitsplatz befragt. Aufgrund der resultierenden Panelstruktur war es uns nun möglich Erkenntnisse zu sammeln, wie sich dieser zeitliche Aufwand auf individueller Ebene über die Dauer der Arbeitslosigkeit hinweg entwickelt. Unsere drei Hauptergebnisse lauten: 1) Der Suchaufwand verläuft flach zu Beginn der Arbeitslosigkeit. 2) Weiter steigt der Suchaufwand zum Ende der Bezugsdauer an, nimmt im Anschluss daran jedoch wieder ab. 3) Es gibt keine Anzeichen dafür, dass Leistungsbezieher die Aufnahme einer neuen Beschäftigung bewusst an das Ende der Bezugsdauer verzögern. Insbesondere das zweite und das dritte dieser Ergebnisse lassen sich kaum mit den Standardmodellen zur Arbeitssuche basierend auf unbeobachteter Heterogenität bzw. so genannten Storable Offer Modellen erklären. Dagegen können die genannten Ergebnisse gut mittels eines Suchmodells mit Reference Dependence erklärt werden." (Autorenreferat, IAB-Doku)
Ähnliche Treffer
Weiterführende Informationen
Online Appendix -
Literaturhinweis
Do ethnicity and sex of employers affect applicants’ job interest?: An experimental exploration (2020)
Zitatform
Granberg, Mark, Niklas Ottosson & Ali Ahmed (2020): Do ethnicity and sex of employers affect applicants’ job interest? An experimental exploration. In: Journal for labour market research, Jg. 54, S. 1-15. DOI:10.1186/s12651-020-00281-x
Abstract
"Starting a business is one way out of unemployment for many people. Having a small pool of job applicants may, however, affect the quality of manpower available to employers. This paper reports the results of an experimental study that examined whether job-seekers discriminate against prospective employers based on those employers’ ethnicity and sex. We conducted an experiment with 889 university students, where we presented 10 hypothetical job vacancies in the restaurant sector to the participants. We then asked participants to state their willingness to apply to each job. The ethnicity and sex of the employers were conveyed through employers’ names by using typical male and female Arabic- and Swedish-sounding names. Overall, our results provided no evidence of ethnic or sex discrimination by job-seekers against employers." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Wie die regionale Mobilität von Jugendlichen zur Besetzung von Ausbildungsplätzen beiträgt (2020)
Herzer, Philip; Ulrich, Joachim Gerd;Zitatform
Herzer, Philip & Joachim Gerd Ulrich (2020): Wie die regionale Mobilität von Jugendlichen zur Besetzung von Ausbildungsplätzen beiträgt. (BIBB-Report 2020,05), Leverkusen, 20 S.
Abstract
"Als Folge gestiegener Passungsprobleme zwischen Angebot und Nachfrage auf dem Ausbildungsmarkt hat sich die Zahl der unbesetzten Ausbildungsplätze stark vergrößert. Um die Probleme zu mildern, gilt neben mehr beruflicher Flexibilität eine höhere regionale Mobilität der Jugendlichen als eine der Schlüsselgrößen. Der BIBB-Report untersucht, wie sich die bislang gezeigte Mobilität der Jugendlichen auf die Ausbildungsmärkte vor Ort auswirkt. Dabei wird im Gegensatz zu früheren Darstellungen nicht die Perspektive der Jugendlichen, sondern die der Betriebe eingenommen. Es zeigt sich, dass Mobilität bislang vor allem die Rekrutierungschancen der Betriebe in Großstädten erhöht. In eher ländlichen Regionen im Umfeld der Großstädte kommt es dagegen oft zu Verschlechterungen. Vor diesem Hintergrund wird diskutiert, in welcher Weise die Mobilität der Jugendlichen weiter gefördert werden kann, um den ausbildungswilligen Betrieben mehr Nachfrage zu verschaffen." (Autorenreferat, IAB-Doku)
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Literaturhinweis
The German job search panel (2020)
Hetschko, Clemens ; Schmidtke, Julia ; Stephan, Gesine ; Schöb, Ronnie ; Lawes, Mario ; Eid, Michael ;Zitatform
Hetschko, Clemens, Julia Schmidtke, Michael Eid, Mario Lawes, Ronnie Schöb & Gesine Stephan (2020): The German job search panel. (OSF preprints), 2020-04-23. DOI:10.31219/osf.io/7jazr
Abstract
"This report introduces the German Job Search Panel, a longitudinal survey that follows people who register as job seeking over the course of up to two years. The focus of the survey is on job seekers’ well-being and health. An innovative survey app is used to allow for frequent measurement every month and for conducting the experience sampling method. The collected data may be linked to administrative records of the Federal Employment Agency, provided that people give their consent. A subsample of surveyed job seekers took part in hair sampling to measure their cortisol levels. In this report, we describe the sampling procedure, adjustments over the recruitment period and the collected data. We moreover examine selective participation in the panel. It turns out that high-skilled workers, young individuals and women were more likely to sign up. Age increases the probability to take part in the hair sampling. People working in East Germany were more likely to consent to the linkage of survey data and administrative records." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Worker overconfidence: Field evidence and implications for employee turnover and firm profits (2020)
Hoffman, Mitchell; Burks, Stephen V.;Zitatform
Hoffman, Mitchell & Stephen V. Burks (2020): Worker overconfidence: Field evidence and implications for employee turnover and firm profits. In: Quantitative Economics, Jg. 11, H. 1, S. 315-348. DOI:10.3982/QE834
Abstract
"Combining weekly productivity data with weekly productivity beliefs for a large sample of truckers over 2 years, we show that workers tend to systematically and persistently overpredict their productivity. If workers are overconfident about their own productivity at the current firm relative to their outside option, they should be less likely to quit. Empirically, all else equal, having higher productivity beliefs is associated with an employee being less likely to quit. To study the implications of overconfidence for worker welfare and firm profits, we estimate a structural learning model with biased beliefs that accounts for many key features of the data. While worker overconfidence moderately decreases worker welfare, it also substantially increases firm profits." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The Fundamental Surplus or the Fundamentality of Vacancy Posting Costs? (2020)
Kiarsi, Mehrab;Zitatform
Kiarsi, Mehrab (2020): The Fundamental Surplus or the Fundamentality of Vacancy Posting Costs? In: Economics Bulletin, Jg. 40, H. 2, S. 1011-1016.
Abstract
"In a recent influential paper, Ljungqvist and Sargent (2017) suggest that beneath the large responses of unemployment to movements in productivity in the various proposed reconfigurations of the standard Mortensen and Pissarides model is simply the small size of the fundamental surplus fraction. I show that the fundamental surplus fraction is small if and only if the per-vacancy posting cost is small." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Measuring spatial mismatch and job access inequity based on transit-based job accessibility for poor job seekers (2020)
Zitatform
Liu, Dong & Mei-Po Kwan (2020): Measuring spatial mismatch and job access inequity based on transit-based job accessibility for poor job seekers. In: Travel behaviour and society, Jg. 19, S. 184-193. DOI:10.1016/j.tbs.2020.01.005
Abstract
"The few spatial mismatch studies that have examined spatial mismatch based on job accessibility consider travel time as the sole travel impedance. However, travel cost (e.g., fuel cost, parking fee and transit fare) is also an important factor in determining job accessibility especially for poor job seekers and needs to be integrated into job accessibility measure, because socially vulnerable people including poor job seekers could be disadvantaged by high travel cost (e.g., poor job seekers discouraged from using transit services for commuting due to high fare). By focusing on transit-based job accessibility, this study seeks to improve the assessment of spatial mismatch based on job accessibility by taking transit fare into account and determine the inequity in job accessibility for poor job seekers by conducting comparisons across areas and races. Based on a study of the Chicago Metropolitan Area, we first determine the demand for each census tract’s jobs based on a gravity model that integrates both transit-based travel time and transit fare of poor job seekers from other census tracts. Then, we measure the job accessibility for each census tract based on a gravity model considering the attraction of low-pay jobs weighted by job demand and the friction of transit-based travel time and transit fare. Finally, we assess spatial mismatch by comparing the job accessibility of central city poor job seekers against their suburban counterparts and determine the job access inequity for poor job seekers by comparing the results before and after including transit fare across different areas and races. The results show that central city poor job seekers, either before or after including transit fare, do not suffer from spatial mismatch and tend to have higher job accessibility compared to their suburban counterparts. However, the results obtained from including transit fare are quite different from those that considered travel time only, especially with respect to the differences between poor job seekers of different races living in different areas. For policymakers to be fully informed about spatial mismatch, it is important to take both travel time and transit fare into account." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
How to retain motivated employees in their jobs? (2020)
Zitatform
Martin, Ludivine (2020): How to retain motivated employees in their jobs? In: Economic and Industrial Democracy, Jg. 41, H. 4, S. 910-953. DOI:10.1177/0143831X17741528
Abstract
"This article examines the contribution of human resource management (HRM) and information and communication technologies (ICTs) in the retention of motivated employees. The author uses a representative random sample of private sector employees from Western Europe. The data set contains information on employees' motivations, on-the-job search and workplace environment. The results show that HRM and ICT bundles are positively related to motivations. Being motivated for intrinsic and personal growth reasons decreases the likelihood to search while being motivated for rewards or compulsion reasons increases it. HRM strengthens the likelihood to search in the same way, while ICTs tend to increase the likelihood to search of all employees." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The role of affective states in potential applicants' evaluations of employer attractiveness (2019)
Zitatform
Auer, Manfred, Gabriela Edlinger, Tanja Petry & Judith Pfliegensdörfer (2019): The role of affective states in potential applicants' evaluations of employer attractiveness. In: German journal of human resource management, Jg. 33, H. 4, S. 363-386. DOI:10.1177/2397002219854959
Abstract
"What role do emotions play as a job seeker eyes up a potential employer? Our contribution to research into employer attractiveness explores the role that affective states play in potential applicants' subjective perceptions of companies' employer attractiveness in the early phase of job seeking. We adopt a concurrent verbalization approach to inquire into qualified potential applicants' processes of interpreting employer branding material. Based on these data, we provide insights into the neglected role of emotions in research on potential applicants' assessments of the appeal of an organization. The findings from a multistep qualitative data analysis produce the following four propositions: (1) strong emotions influence the outcome of the opinion-making process; (2) negative emotions play a crucial role in potential applicants' evaluations of employer attractiveness; (3) some contents of employer information elicit negative emotions, whereas their complementary counterparts do not elicit positive affective reactions; and (4) expectations towards an employer and comparisons among employers influence potential applicants' sentiments about individual employers." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Structural empirical evaluation of job search monitoring (2019)
Berg, Gerard J. van den; Klaauw, Bas van der;Zitatform
Berg, Gerard J. van den & Bas van der Klaauw (2019): Structural empirical evaluation of job search monitoring. In: International Economic Review, Jg. 60, H. 2, S. 879-903. DOI:10.1111/iere.12376
Abstract
"To evaluate search effort monitoring of unemployed workers, it is important to take account of post-unemployment wages and job-to-job mobility. We structurally estimate a model with search channels, using an RCT in which monitoring is randomized. The data include registers and survey data on search behavior. We find that the opportunity to move to better-paid jobs in employment reduces the extent to which monitoring induces substitution towards formal search channels in unemployment. Job mobility compensates for adverse long-run effects of monitoring on wages. We examine counterfactual policies against moral hazard, like reemployment bonuses and changes of the benefits path." (Author's abstract, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
Local labor market size and qualification mismatch (2019)
Zitatform
Berlingieri, Francesco (2019): Local labor market size and qualification mismatch. In: Journal of economic geography, Jg. 19, H. 6, S. 1261-1286. DOI:10.1093/jeg/lby045
Abstract
"This paper investigates the effect of the size of the local labor market on skill mismatch. Using survey data for Germany, I find that workers in large cities are both less likely to be overqualified for their job and to work in a different field than the one for which they trained. Different empirical strategies are employed to account for the potential sorting of talented workers into more urbanized areas. Results on individuals who have never moved away from the place in which they grew up and fixed effects estimates obtaining identification through regional migrants suggest that sorting does not fully explain the existing differences in qualification mismatch across areas. This provides evidence of the existence of agglomeration economies through better matches. However, lower qualification mismatch in larger cities is found to explain at best a small part of the urban wage premium." (Author's abstract, IAB-Doku) ((en))
Ähnliche Treffer
auch erschienen als: ZEW discussion paper , 17-055 -
Literaturhinweis
Skill shortages and skill mismatch in Europe: a review of the literature (2019)
Zitatform
Brunello, Giorgio & Patricia Wruuck (2019): Skill shortages and skill mismatch in Europe. A review of the literature. (IZA discussion paper 12346), Bonn, 34 S.
Abstract
"Labour markets are currently in a phase of cyclical recovery and undergoing structural transformation due to globalisation, demographic trends, advancing digital technologies and automation and changes in labour market institutions. Against this background, businesses increasingly report that the limited availability of skills poses an impediment to corporate investment. Genuine skill constraints can negatively affect labour productivity and hamper the ability to innovate and adopt technological developments. For individual Europeans, not having 'the right skills' limits employability prospects and access to quality jobs. For Europe at large, persistent skill gaps and mismatches come at economic and social costs. This paper reviews the recent economic literature on skill mismatch and skill shortages with a focus on Europe a focus on Europe." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Google mischt den Markt auf (2019)
Dunnett, Nick;Zitatform
Dunnett, Nick (2019): Google mischt den Markt auf. In: Personalwirtschaft, Jg. 46, H. 8, S. 42-44.
Abstract
"Seit Ende Mai ist Google for Jobs in Deutschland verfügbar und quasi über Nacht zum Marktführer bei der Stellensuche avanciert. Doch welche Auswirkungen hat der neue Dienst auf die Akquise?" (Autorenreferat, IAB-Doku)
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Literaturhinweis
The intensity of job search and search duration (2019)
Faberman, R. Jason; Kudlyak, Marianna;Zitatform
Faberman, R. Jason & Marianna Kudlyak (2019): The intensity of job search and search duration. In: American Economic Journal. Macroeconomics, Jg. 11, H. 3, S. 327-357. DOI:10.1257/mac.20170315
Abstract
"We use online job application data to study the relationship between search intensity and search duration. The data allow us to control for job seeker composition and the evolution of available job openings over the duration of search. We find that, within an individual search spell, search intensity declines continuously. We also find that longer-duration job seekers search more intensely throughout their search. They tend to be older, male, nonemployed, and live in areas with weaker labor markets. Our findings contradict standard assumptions of labor search models. We discuss how to reconcile the theory with our evidence." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Job search under asymmetric information: endogenous wage dispersion and unemployment stigma (2019)
Feng, Shuaizhang; Zheng, Bingyong; Lefgren, Lars; Platt, Brennan C.;Zitatform
Feng, Shuaizhang, Lars Lefgren, Brennan C. Platt & Bingyong Zheng (2019): Job search under asymmetric information: endogenous wage dispersion and unemployment stigma. In: Economic Theory, Jg. 67, H. 4, S. 817-851. DOI:10.1007/s00199-018-1099-7
Abstract
"We present a model of directed job search with asymmetric information regarding worker type. While job applicants know their productivity type, firms can only observe the duration of unemployment as well as a noisy signal of worker type. Firms can offer an unscreened wage or a wage that is conditioned on passing the screening and the duration of unemployment. This framework leads to three possible equilibria, which depend on model parameter values. We describe the circumstances under, which each equilibrium may result and the empirical implications of each equilibrium. Our model sheds light into wage scarring, unemployment duration, wage dispersion and firm-wage sorting, as well as the effects of unemployment insurance and minimum wages on search behavior and the distribution of wages." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Establishment closures in Germany: The motherhood penalty at job search durations (2019)
Zitatform
Frodermann, Corinna & Dana Müller (2019): Establishment closures in Germany: The motherhood penalty at job search durations. In: European Sociological Review, Jg. 35, H. 6, S. 845-859., 2019-05-13. DOI:10.1093/esr/jcz043
Abstract
"This study contributes to the research on motherhood penalties by investigating based on German longitudinal register data whether mothers take longer to search for a job than childless women. We develop a unique research design to test the theory of statistical discrimination as well as the theory of status-based discrimination. We use establishment closures as a starting point that creates equal conditions for all previously employed women. Following a subsequent coarsened exact matching approach, we investigate the job search length of almost 3,000 comparable full-time working childless women and mothers from almost 700 establishments by applying event history techniques. Even after extensive robustness checks that back up the main findings, we can show that mothers have lower transition rates to re-employment than childless women. When including additional information, such as higher age of the youngest child or shorter parental leave durations, both of which serve as indicators of higher labour market attachment, we find reduced differences and buffering effects on the motherhood penalty." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Labor supply, income distribution, and tax progressivity in a search model (2019)
Fu, Zhiming; Wu, Liang; Zhuang, Ziguan;Zitatform
Fu, Zhiming, Liang Wu & Ziguan Zhuang (2019): Labor supply, income distribution, and tax progressivity in a search model. In: The B.E. Journal of Macroeconomics, Jg. 19, H. 1, S. 1-18. DOI:10.1515/bejm-2017-0185
Abstract
"We develop a search model with risk-averse households to study the impact of tax progressivity on labor supply and income inequality across education groups. Labor supply responses are considered along both intensive and extensive margins. Our quantitative results are consistent with those of the existing empirical literature. First, we find that a decline in tax progressivity associated with the Tax Reform Act of 1986 has a significant impact on the aggregate labor supply with approximately 61 percent occurred along the extensive margin. Second, households differ in their labor and income responses to tax reform. A decline in tax progressivity changes the income composition of each household by affecting labor supplies and asset holdings. This leads to an increase in income inequality. Therefore, the tax share paid by the most educated group rises due to an increase in capital income after tax reforms are instituted." (Author's abstract, © De Gruyter) ((en))
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Literaturhinweis
Specific human capital and wait unemployment (2019)
Herz, Benedikt;Zitatform
Herz, Benedikt (2019): Specific human capital and wait unemployment. In: Journal of labor economics, Jg. 37, H. 2, S. 467-508. DOI:10.1086/700190
Abstract
"A displaced worker might rationally prefer to wait through a long spell of unemployment instead of seeking employment at a lower wage in a job he is not trained for. I evaluate this trade-off using micro-data on displaced workers. To achieve identification, I exploit that the more a worker invested in occupation-specific human capital, the more costly it is for him to switch occupations and the higher is therefore his incentive to wait. I find that between 9% and 17% of total unemployment in the United States can be attributed to wait unemployment." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The social stigma of unemployment: consequences of stigma consciousness on job search attitudes, behaviour and success (2019)
Zitatform
Krug, Gerhard, Katrin Drasch & Monika Jungbauer-Gans (2019): The social stigma of unemployment. Consequences of stigma consciousness on job search attitudes, behaviour and success. In: Journal for labour market research, Jg. 53, H. 1, S. 1-27., 2019-07-03. DOI:10.1186/s12651-019-0261-4
Abstract
"Studies show that the unemployed face serious disadvantages in the labour market and that the social stigma of unemployment is one explanation. In this paper, we focus on the unemployed's expectations of being stigmatized (stigma consciousness) and the consequences of such negative expectations on job search attitudes and behaviour. Using data from the panel study 'Labour Market and Social Security' (PASS), we find that the unemployed with high stigma consciousness suffer from reduced well-being and health. Regarding job search, the stigmatized unemployed are more likely to expect that their chances of re-employment are low, but in contrast, they are more likely to place a high value on becoming re-employed. Instead of becoming discouraged and passive, we find that stigmatized unemployed individuals increase their job search effort compared to other unemployed individuals. However, despite their higher job search effort, the stigma-conscious unemployed do not have better re-employment chances." (Author's abstract, © Springer-Verlag) ((en))
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Literaturhinweis
Housing market and labor market search (2019)
Limnios, Christopher;Zitatform
Limnios, Christopher (2019): Housing market and labor market search. In: The B.E. Journal of Macroeconomics, Jg. 19, H. 1, S. 1-23. DOI:10.1515/bejm-2018-0049
Abstract
"Current models fail to concurrently account for several important empirical regularities in the housing and labor markets. I augment the Diamond-Mortensen-Pissarides (DMP) search and matching model of the labor market with a housing market characterized by search and matching frictions, integrating both markets in a coherent macroeconomic model. The model provides a framework to explain how shocks and frictions which originate in the labor market spill over into the housing market and vise versa. The model accounts for procyclical, serially correlated real estate values, rental rates and expected real estate appreciation. Further, it accounts for increases in wages, housing costs and willingness to commute as a result of increases in geographic amenities. The model is also consistent with the empirical relationship between vacancy rates in the housing market and separation rates in the labor market. Simulations demonstrate that certain land-use policies can mitigate permanent shocks to labor productivity and the level of geographic amenities." (Author's abstract, © De Gruyter) ((en))
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Literaturhinweis
Migration and online job search: A gravity model approach (2019)
Zitatform
Mamertino, Mariano & Tara M. Sinclair (2019): Migration and online job search: A gravity model approach. In: Economics Letters, Jg. 181, H. August, S. 51-53. DOI:10.1016/j.econlet.2019.05.005
Abstract
"In this study we introduce a new potential data source on migration intentions in the form of online job seekers actively searching for a job in a country other than their current location. We characterize job seeker interest across national borders by measuring user behavior on a major job search website. We show the job search data are strongly positively related to available OECD migration data and also find that in a gravity model both the determinants and the relative importance of the determinants for job search are similar to those in the literature for realized migration." (Author's abstract, © 2019 Elsevier) ((en))
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Literaturhinweis
Selective hiring and welfare analysis in labor market models (2019)
Zitatform
Merkl, Christian & Thijs van Rens (2019): Selective hiring and welfare analysis in labor market models. In: Labour economics, Jg. 57, H. April, S. 117-130. DOI:10.1016/j.labeco.2019.01.008
Abstract
"Firms select not only how many, but also which workers to hire. Yet, in most labor market models all workers have the same probability of being hired. We argue that selective hiring crucially affects welfare analysis. We set up a model that is isomorphic to a search model under random hiring but allows for selective hiring. With selective hiring, the positive predictions of the model change very little, but implications for welfare are different for two reasons. First, a hiring externality occurs with random but not with selective hiring. Second, the welfare costs of unemployment are much larger with selective hiring, because unemployment risk is distributed unequally across workers." (Author's abstract, © 2019 Elsevier) ((en))
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Literaturhinweis
Location-specific knowledge in spatial job search and its outcomes: An empirical investigation (2019)
Morkuté, Gintaré;Zitatform
Morkuté, Gintaré (2019): Location-specific knowledge in spatial job search and its outcomes. An empirical investigation. In: Papers in regional science, Jg. 98, H. 3, S. 1373-1395. DOI:10.1111/pirs.12418
Abstract
"This paper investigates how working location influences jobseekers' subsequent spatial job search. Further, it is assessed to what extent mobility between working regions is associated with wage growth. The results show that the working region functions as a prominent geographical anchor around which the new job search is focused. The jobseekers that do find a job far away from their old working region receive a small wage premium, but this premium disappears if selectivity is taken into account. It is concluded that employees demonstrate substantial stickiness to their working locations, and that this is motivated by asymmetry in search costs. No evidence was found that mobility between working regions in itself affects wages." (Author's abstract, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
Building sectoral job search indices for the United States (2019)
Pan, Wei-fong;Zitatform
Pan, Wei-fong (2019): Building sectoral job search indices for the United States. In: Economics Letters, Jg. 180, H. July, S. 89-93. DOI:10.1016/j.econlet.2019.04.019
Abstract
"This study investigates job search activity in the United States by constructing a set of sectoral job search activity indices based on Internet search volumes. The indices are positively associated with countercyclical labour market measures, including unemployment and layoff rates, but are negatively associated with procyclical measures. Overall, our evidence supports previous empirical findings - job search intensity is countercyclical - which contradicts the theoretical model's prediction." (Author's abstract, © 2019 Elsevier) ((en))
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Literaturhinweis
Unemployment duration and the personalities of young adults workers (2019)
Zitatform
Sansale, Rebecca, Stephen B. DeLoach & Mark Kurt (2019): Unemployment duration and the personalities of young adults workers. In: Journal of Behavioral and Experimental Economics, Jg. 79, H. April, S. 1-11. DOI:10.1016/j.socec.2019.01.002
Abstract
"As in many countries, young adult workers in the United States have experienced tremendous employment volatility in recent years. In this paper, we examine the role personality plays in determining the duration of unemployment among young adults in the United States between 2008 and 2015. Evidence from estimation of a Competing Risks Model shows that when faced with unemployment, conscientious individuals are significantly more likely to find employment. Individuals scoring higher in neuroticism are more likely to leave the workforce and less likely to go back to school, while more agreeable individuals are more likely to go back to school. Because personality remains malleable for young adults, these results have implications for the literature related to job-search behavior as well as for educational and job-training programs." (Author's abstract, © 2019 Elsevier) ((en))
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Literaturhinweis
Horizontal mismatch between employment and field of education: evidence from a systematic literature review (2019)
Zitatform
Somers, Melline A., Sofie J. Cabus, Wim Groot & Henriëtte Maassen van den Brink (2019): Horizontal mismatch between employment and field of education. Evidence from a systematic literature review. In: Journal of Economic Surveys, Jg. 33, H. 2, S. 597-603. DOI:10.1111/joes.12271
Abstract
"This paper provides a systematic review of the growing literature on the poor match between employees' field degree and the job requirements, also referred to as horizontal mismatch. We identify the different definitions used in the literature and find that each measure of horizontal mismatch yields substantially different incidence rates. We discuss the validity of the different measures and conclude that a more uniform definition of horizontal mismatch is needed. The likelihood of horizontal mismatch is among other things determined by the extent to which employees possess general skills as opposed to occupation-specific skills, and, it appears to be more frequently present among older workers. Compared to well-matched employees, horizontally mismatched workers generally incur a wage penalty, are less satisfied with their jobs, and are more likely to regret their study programme. The ensuing findings offer guidance to prevent horizontal mismatch as well as a roadmap for future research." (Author's abstract, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
The spatial structure of the labour market across public jobcentres: does their accessibility matter? (2019)
Zitatform
Suárez, Patricia, Matías Mayor, Begoña Cueto & María-Henar Salas-Olmedo (2019): The spatial structure of the labour market across public jobcentres. Does their accessibility matter? In: Papers in regional science, Jg. 98, H. 3, S. 1359-1372. DOI:10.1111/pirs.12414
Abstract
"The objective is to analyse how one's place of residence affects the probability of finding a job and to measure the definition of the public jobcentre catchment area, which contributes to improving labour outcomes in the most deprived areas. We propose a multilevel model to estimate the probability of finding a job controlling for individual characteristics and discerning the effect of the place of residence and the contribution of public employment centres. We use an administrative register of jobseekers (70,379) grouped by 384 postal codes and 24 jobcentres. The econometric results confirm the hypothesis that there is a strong residence effect that is not sufficiently mitigated by public employment services." (Author's abstract, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
The minimum wage and search effort (2018)
Adams, Camilla; Meer, Jonathan; Sloan, CarlyWill;Zitatform
Adams, Camilla, Jonathan Meer & CarlyWill Sloan (2018): The minimum wage and search effort. (NBER working paper 25128), Cambrige, Mass., 36 S. DOI:10.3386/w25128
Abstract
"Labor market search-and-matching models posit supply-side responses to minimum wage increases that may lead to improved matches and lessen or even reverse negative employment effects. Yet there is no empirical evidence on this crucial assumption. Using event study analysis of recent minimum wage increases, we find that increases to minimum wage do not increase the likelihood of searching, but do lead to large yet very transitory spikes in search effort by individuals already looking for work. The results are not driven by changes in the composition of searchers." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Early counselling of displaced workers: effects of collectively funded job search assistance (2018)
Andersson, Josefine;Zitatform
Andersson, Josefine (2018): Early counselling of displaced workers. Effects of collectively funded job search assistance. (Working papers / Institute for Evaluation of Labour Market and Education Policy 2018,22), Uppsala, 56 S.
Abstract
"Employment Security Agreements, which are elements of Swedish collective agreements, offer a unique opportunity to study very early job search counselling of displaced workers. These agreements provide individual job search assistance to workers who are dismissed due to redundancy, often as early as during the period of notice. Compared to traditional labor market policies, the assistance provided is earlier and more responsive to the needs of the individual worker. In this study, I investigate the effects of the individual counseling and job search assistance provided through the Employment Security Agreement for Swedish blue-collar workers on job finding and subsequent job quality. The empirical strategy is based on the rules of eligibility in a regression discontinuity framework. I estimate the effect for workers with short tenure, who are dismissed through mass-layoffs. My results do not suggest that the program has an effect on the probability of becoming unemployed, the duration of unemployment, or income. However, the results indicate that the program has a positive effect on the duration of the next job." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Job search requirements, effort provision and labor market outcomes (2018)
Arni, Patrick; Schiprowski, Amelie;Zitatform
Arni, Patrick & Amelie Schiprowski (2018): Job search requirements, effort provision and labor market outcomes. (CESifo working paper 7200), München, 53 S.
Abstract
"How effective are effort targets? This paper provides novel evidence on the effects of job search requirements on effort provision and labor market outcomes. Based on large-scale register data, we estimate the returns to required job search effort, instrumenting individual requirements with caseworker stringency. Identification is ensured by the conditional random assignment of job seekers to caseworkers. We find that the duration of un- and non-employment both decrease by 3% if the requirement increases by one monthly application. When instrumenting actual applications with caseworker stringency, an additionally provided monthly application decreases the length of spells by 4%. In line with theory, we further find that the effect of required effort decreases in the individual's voluntary effort. Finally, the requirement level causes small negative effects on job stability, reducing the duration of re-employment spells by 0.3% per required application. We find a zero effect on re-employment wages." (Author's abstract, IAB-Doku) ((en))
Ähnliche Treffer
auch erschienen als: IZA discussion paper , 11765 -
Literaturhinweis
Can job search assistance improve the labour market integration of refugees? evidence from a field experiment (2018)
Zitatform
Battisti, Michele, Yvonne Giesing & Nadzeya Laurentsyeva (2018): Can job search assistance improve the labour market integration of refugees? evidence from a field experiment. (CESifo working paper 7292), München, 31 S.
Abstract
"We conducted a field experiment to evaluate the impact of job-search assistance on the employment of recently arrived refugees in Germany. The treatment group received jobmatching support: an NGO identified suitable vacancies and sent the refugees' CVs to employers. Results of follow-up phone surveys show a positive and significant treatment effect of 13 percentage points on employment after twelve months. These effects are concentrated among low-educated refugees and those facing uncertainty about their residence status. These individuals might not search effectively, lack access to alternative support programmes, and may be disregarded by employers due to perceived higher hiring costs." (Author's abstract, IAB-Doku) ((en))
Ähnliche Treffer
auch erschienen in: Labour economics, 61 (2019), Art. 101745 -
Literaturhinweis
How wage announcements affect job search: a field experiment (2018)
Belot, Michele; Kircher, Philipp; Muller, Paul;Zitatform
Belot, Michele, Philipp Kircher & Paul Muller (2018): How wage announcements affect job search. A field experiment. (IZA discussion paper 11814), Bonn, 75 S.
Abstract
"We study how job seekers respond to wage announcements by assigning wages randomly to pairs of otherwise similar vacancies in a large number of professions. High wage vacancies attract more interest, in contrast with much of the evidence based on observational data. Some applicants only show interest in the low wage vacancy even when they were exposed to both. Both findings are core predictions of theories of directed/competitive search where workers trade off the wage with the perceived competition for the job. A calibrated model with multiple applications and on-the-job search induces magnitudes broadly in line with the empirical findings." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Economic job search and decision-making models (2018)
Berg, Gerard J. van den; Uhlendorff, Arne;Zitatform
Berg, Gerard J. van den & Arne Uhlendorff (2018): Economic job search and decision-making models. In: U.- C. Klehe & E. A. J. van Hooft (Hrsg.) (2018): The Oxford Handbook of job loss and job search, S. 243-255, 2015-03-15.
Abstract
"The economic job search theory is based on the assumption that individuals have imperfect information about jobs and wages. It takes time to find an acceptable job and individuals have to make decisions about their job search behavior. The optimal job search behavior is characterized by the reservation wage, that is, the wage above which job offers are accepted, and by the search effort. Both components depend on factors such as the income during job search and the probability of receiving a job offer. Search effort can be described by the amount of resources used for finding a job, which includes time but can also include the type of search channels. We present the basic models of economic job search theory and selected empirical findings, in which we focus on the job search behavior of unemployed individuals." (Author's abstract, IAB-Doku) ((en))
Beteiligte aus dem IAB
Uhlendorff, Arne; -
Literaturhinweis
Financial constraints in search equilibrium: Mortensen Pissarides meet Holmstrom and Tirole (2018)
Zitatform
Boeri, Tito, Pietro Garibaldi & Espen R. Moen (2018): Financial constraints in search equilibrium. Mortensen Pissarides meet Holmstrom and Tirole. In: Labour economics, Jg. 50, H. March, S. 144-155. DOI:10.1016/j.labeco.2017.06.003
Abstract
"A key lesson from the Great Recession is that firms' leverage and access to finance are important for hiring and firing decisions. It is now empirically established that bank lending is correlated with employment losses when credit conditions deteriorate. We provide further evidence of this and make causal inferences on the effect of leverage on job losses drawing on a new firm-level dataset that we assembled on employment and financial positions of European firms. Yet, in the Diamond Mortensen Pissarides (DMP) model there is no role for finance. All projects that display positive net present values are realized and financial markets are assumed to be perfect. What if financial markets are not perfect? Does a different access to finance influence the firm's hiring and firing decisions? The paper uses the concept of limited pledgeability proposed by Holmstrom and Tirole to integrate financial imperfections and labor market imperfections. A negative shock wipes out the firm's physical capital and leads to job destruction unless internal cash was accumulated by firms. If firms hold liquid assets they may thus protect their search capital, defined as the cost of attracting and hiring workers. The paper explores the trade-off between size and precautionary cash holdings in both partial and general equilibrium. We find that if labor market frictions disappear, so does the motive for firms to hold liquidity. This suggests a fundamental complementarity between labor market frictions and holding of liquid assets by firms." (Author's abstract, © 2017 Elsevier) ((en))
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Literaturhinweis
Reduced form wage equations in the credible bargaining model (2018)
Boitier, Vincent; Lepetit, Antoine;Zitatform
Boitier, Vincent & Antoine Lepetit (2018): Reduced form wage equations in the credible bargaining model. In: Labour economics, Jg. 50, H. March, S. 92-96. DOI:10.1016/j.labeco.2016.04.003
Abstract
"We derive an explicit solution for the wage from an alternating-offer wage bargaining game à la Hall and Milgrom (2008) under a plausible parameter restriction. This solution is simple, micro-founded and permits a transparent analysis of the driving forces of wages. When it is used in a stationary steady-state search and matching model, the value of all endogenous variables can be expressed as a function of the parameters of the model and the exogenous variables. In a dynamic setup, the solution is much simpler to implement than the one found in the original paper of Hall and Milgrom (2008)." (Author's abstract, © 2016 Elsevier) ((en))
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Literaturhinweis
Disentangling goods, labor, and credit market frictions in three European economies (2018)
Zitatform
Brzustowski, Thomas, Nicolas Petrosky-Nadeau & Etienne Wasmer (2018): Disentangling goods, labor, and credit market frictions in three European economies. In: Labour economics, Jg. 50, H. March, S. 180-196. DOI:10.1016/j.labeco.2016.05.006
Abstract
"We build a flexible model with search frictions in three markets: credit, labor, and goods markets. We then apply this model (called CLG) to three different economies: a flexible, finance-driven economy (the UK), an economy with wage moderation (Germany), and an economy with structural rigidities (Spain). In these three countries, goods and credit market frictions play a dominant role in entry costs and account for 75% to 85% of the total entry costs. In the goods market, adverse supply shocks are amplified through their propagation to the demand side, as they also imply income losses for consumers. This adds up to, at most, an additional 15% to 25% to the impact of the shocks. Finally, the speed of matching in the goods market and the credit market accounts for a small fraction of unemployment: most variation in unemployment comes from the speed of matching in the labor market." (Author's abstract, © 2016 Elsevier) ((en))
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Literaturhinweis
Ethnic discrimination in hiring, labour market tightness and the business cycle: evidence from field experiments (2018)
Zitatform
Carlsson, Magnus, Luca Fumarco & Dan-Olof Rooth (2018): Ethnic discrimination in hiring, labour market tightness and the business cycle. Evidence from field experiments. In: Applied Economics, Jg. 50, H. 24, S. 2652-2663. DOI:10.1080/00036846.2017.1406653
Abstract
"Several studies using observational data suggest that ethnic discrimination increases in downturns of the economy. We investigate whether ethnic discrimination depends on labour market tightness using data from correspondence studies. We utilize three correspondence studies of the Swedish labour market and two different measures of labour market tightness. These two measures produce qualitatively similar results, and, opposite to the observational studies, suggest that ethnic discrimination in hiring decreases in downturns of the economy." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Endogenous separations, wage rigidities and unemployment volatility (2018)
Carlsson, Mikael; Westermark, Andreas;Zitatform
Carlsson, Mikael & Andreas Westermark (2018): Endogenous separations, wage rigidities and unemployment volatility. (Working papers / Institute for Evaluation of Labour Market and Education Policy 2018,05), Uppsala, 33 S.
Abstract
"We show that in microdata, as well as in a search and matching model with flexible wages for new hires, wage rigidities of incumbent workers have substantial effects on separations and unemployment volatility. Allowing for an empirically relevant degree of wage rigidities for incumbent workers drives unemployment volatility, as well as the volatility of vacancies and tightness to that in the data. Thus, the degree of wage rigidity for newly hired workers is not a sufficient statistic for determining the effect of wage rigidities on macroeconomic outcomes. This finding affects the interpretation of a large empirical literature on wage rigidities." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Unemployment and vacancy dynamics with imperfect financial markets (2018)
Zitatform
Carrillo-Tudela, Carlos, Michael Graber & Klaus Wälde (2018): Unemployment and vacancy dynamics with imperfect financial markets. In: Labour economics, Jg. 50, H. March, S. 128-143. DOI:10.1016/j.labeco.2017.04.005
Abstract
"This paper proposes a simple general equilibrium model with labour market frictions and an imperfect financial market. The aim of the paper is to analyse the transitional dynamics of unemployment and vacancies when financial constraints are in place. We model the financial sector as a monopolistically competitive banking sector that intermediates financial capital between firms. This structure implies a per period financial resource constraint which has a closed form solution and describes the transition path of unemployment and vacancies to their steady state values. We show that the transition path crucially depends on the degree of wage flexibility. When wages do not depend on the unemployment rate the transition path is always downward sloping. This implies unemployment and vacancies adjust in opposite directions as observed in the data. When calibrating the model to the Great Recession and its aftermath we find that the lack of an improvement in the financial sector's effectiveness to intermediate resources played a crucial role in the slow recovery of the labour market." (Author's abstract, © 2017 Elsevier) ((en))
Ähnliche Treffer
auch erschienen u.d.T.: IZA discussion paper , 9525 -
Literaturhinweis
Alternating offers with asymmetric information and the unemployment volatility puzzle (2018)
Clerc, Pierrick;Zitatform
Clerc, Pierrick (2018): Alternating offers with asymmetric information and the unemployment volatility puzzle. In: Labour economics, Jg. 50, H. March, S. 87-91. DOI:10.1016/j.labeco.2017.08.001
Abstract
"To provide micro-founded real wage rigidities, the literature on the unemployment volatility puzzle has considered alternating offers on one side, and asymmetric information on the other. Separately, however, these two frameworks deliver a limited amount of wage stickiness and thus require questionable calibrations to raise unemployment fluctuations. In this paper, we argue that the alternating offers model with one-sided asymmetric information, which combines the two frameworks, gives a more satisfactory answer to the puzzle. The results are improved along two dimensions. First, we show that this model is capable to generate large unemployment movements for a realistic calibration. Secondly, the model produces a right degree of real wage pro-cyclicality for such a calibration and therefore delivers a micro-founded explanation to real wage rigidities." (Author's abstract, © 2017 Elsevier) ((en))
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Literaturhinweis
Imperfect monitoring of job search: structural estimation and policy design (2018)
Zitatform
Cockx, Bart, Muriel Dejemeppe, Andrey Launov & Bruno Van der Linden (2018): Imperfect monitoring of job search. Structural estimation and policy design. In: Journal of labor economics, Jg. 36, H. 1, S. 75-120. DOI:10.1086/693868
Abstract
"We build and estimate a nonstationary structural job search model that incorporates the main stylized features of a typical job search monitoring scheme in unemployment insurance (UI) and acknowledges that search effort and requirements are measured imperfectly. On the basis of Belgian data, monitoring is found to affect search behavior only weakly because assessments were scheduled late and infrequently, the monitoring technology was not sufficiently precise, and lenient Belgian UI results in caseloads that are less responsive to incentives than elsewhere. Simulations show how changing the aforementioned design features can enhance effectiveness and that precise monitoring is key in this." (Author's abstract, IAB-Doku) ((en))
Ähnliche Treffer
auch erschienen als: IZA discussion paper , 10487 -
Literaturhinweis
Labor market search with imperfect information and learning (2018)
Conlon, John; Zafar, Basit; Wiswall, Matthew; Pilossoph, J. Laura;Zitatform
Conlon, John, J. Laura Pilossoph, Matthew Wiswall & Basit Zafar (2018): Labor market search with imperfect information and learning. (NBER working paper 24988), Cambrige, Mass., 65 S. DOI:10.3386/w24988
Abstract
"We investigate the role of information frictions in the US labor market using a new nationally representative panel dataset on individuals' labor market expectations and realizations. We find that expectations about future job offers are, on average, highly predictive of actual outcomes. Despite their predictive power, however, deviations of ex post realizations from ex ante expectations are often sizable. The panel aspect of the data allows us to study how individuals update their labor market expectations in response to such shocks. We find a strong response: an individual who receives a job offer one dollar above her expectation subsequently adjusts her expectations upward by $0.47. The updating patterns we document are, on the whole, inconsistent with Bayesian updating. We embed the empirical evidence on expectations and learning into a model of search on- and off- the job with learning, and show that it is far better able to fit the data on reservation wages relative to a model that assumes complete information. The estimated model indicates that workers would have lower employment transition responses to changes in the value of unemployment through higher unemployment benefits than in a complete information model, suggesting that assuming workers have complete information can bias estimates of the predictions of government interventions. We use the framework to gauge the welfare costs of information frictions which arise because individuals make uninformed job acceptance decisions and find that the costs due to information frictions are sizable, but are largely mitigated by the presence of learning." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
On-the-job search, mismatch and worker heterogeneity (2018)
Zitatform
DeLoach, Stephen B. & Mark Kurt (2018): On-the-job search, mismatch and worker heterogeneity. In: Journal of labor research, Jg. 39, H. 2, S. 219-233. DOI:10.1007/s12122-018-9263-1
Abstract
"This paper empirically examines the search behavior of currently employed workers to understand changes in on-the-job search across different types of employed individuals and varying labor market conditions. Using data from the American Time Use Survey, we estimate the responsiveness of workers with varying levels of productivity and job-match quality to regional labor market conditions. We find that those workers who are less-productive, mismatched in their current position, and high-productivity, mismatched workers are more likely to engage in search than other workers. These results have implications for models built on job mismatch, as well as for models seeking to explain increasing inequality and wage dispersion." (Author's abstract, © Springer-Verlag) ((en))
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Literaturhinweis
Job search with subjective wage expectations (2018)
Drahs, Sascha; Haywood, Luke; Schiprowski, Amelie;Zitatform
Drahs, Sascha, Luke Haywood & Amelie Schiprowski (2018): Job search with subjective wage expectations. (DIW-Diskussionspapiere 1725), Berlin, 35 S.
Abstract
"This paper analyzes how subjective expectations about wage opportunities in uence the job search decision. We match data on subjective wage expectations with administrative employment records. The data reveal that unemployed individuals over-estimate their future net re-employment wage by 10% on average. In particular, the average individual does not anticipate that wage offers decline in value with their elapsed time out of employment. How does this optimism affect job finding? We analyze this question using a structural job search framework in which subjective expectations about future wage offers are not constrained to be consistent with reality. Results show that wage optimism has highly dynamic effects: upon unemployment entry, optimism decreases job finding by about 8%. This effect weakens over the unemployment spell and eventually switches sign after about 8 months of unemployment. From then onward, optimism prevents unemployed individuals from becoming discouraged and thus increases search. On average, optimism increases the duration of unemployment by about 6.5%." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Dynamics and endogeneity of firms' recruitment behaviour (2018)
Ehrenfried, Felix; Holzner, Christian;Zitatform
Ehrenfried, Felix & Christian Holzner (2018): Dynamics and endogeneity of firms' recruitment behaviour. (CESifo working paper 7283), München, 51 S.
Abstract
"Models of random search, directed search, or stock-ow matching differ substantially in the way they assume that job seekers and firms behave during the recruitment process. In this paper we identify new patterns about the recruitment behaviour of firms using the entropy balancing technique and argue that stock-flow matching models - if suitably amended by a timeconsuming screening technology - are best able to explain why the vacancy-filling hazard is increasing during the planned search period and decreases thereafter, why most applicants arrive early in the recruitment process, and why the willingness to pay higher wages or to hire less qualified or experienced applicants increases for firms, which have been unlucky and unable to hire until the intended starting date." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Evidence on the relationship between recruiting and the starting wage (2018)
Zitatform
Faberman, R. Jason & Guido Menzio (2018): Evidence on the relationship between recruiting and the starting wage. In: Labour economics, Jg. 50, H. March, S. 67-79. DOI:10.1016/j.labeco.2017.01.003
Abstract
"Using data from the Employment Opportunity Pilot Project, we examine the relationship between the starting wage paid to the worker filling a vacancy, the number of applications attracted by the vacancy, the number of candidates interviewed for the vacancy, and the duration of the vacancy. We find that the wage is positively related to the duration of a vacancy and negatively related to the number of applications and interviews per week. We show that these surprising findings are consistent with a view of the labor market in which firms post wages and workers direct their search based on these wages if workers and jobs are heterogeneous and the interaction between the worker's type and the job's type in production satisfies some rather natural assumptions." (Author's abstract, © 2017 Elsevier) ((en))
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Literaturhinweis
On the effects of ranking by unemployment duration (2018)
Zitatform
Fernández-Blanco, Javier & Edgar Preugschat (2018): On the effects of ranking by unemployment duration. In: European Economic Review, Jg. 104, H. May, S. 92-110. DOI:10.1016/j.euroecorev.2018.02.003
Abstract
"We propose a theory based on the firm's hiring behavior that rationalizes the observed significant decline of callback rates for an interview and exit rates from unemployment and the mild decline of reemployment wages over unemployment duration. We build a directed search model with symmetric incomplete information on worker types and non-sequential search by firms. Sorting due to firms' testing of applicants in the past makes expected productivity fall with duration, which induces firms to rank applicants by duration. In equilibrium callback and exit rates both fall with unemployment duration. In our numerical exercise using U.S. data we show that our model can replicate quite well the observed falling patterns, with the firm's ranking decision accounting for a sizable part." (Author's abstract, © 2018 Elsevier) ((en))
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Literaturhinweis
Time-varying job creation and macroeconomic shocks (2018)
Zitatform
Guglielminetti, Elisa & Meradj Pouraghdam (2018): Time-varying job creation and macroeconomic shocks. In: Labour economics, Jg. 50, H. March, S. 156-179. DOI:10.1016/j.labeco.2017.09.008
Abstract
"In this paper we investigate the time-varying properties of job creation in the United States in connection to the macro-economy. We address this issue through a time-varying parameter VAR (TVP-VAR) with stochastic volatility. We identify four structural shocks by combining zero long-run restrictions and short-run sign restrictions based on a NK-DSGE model with frictional labor markets. Our main findings are as follows. First, at business cycle frequencies for most part of the sample the lion share of the volatility of job creation is explained by non-technology shocks; this challenges the conventional practice of addressing the labor market volatility puzzle (Shimer, 2005) under the assumption that technology shocks are the main driver of fluctuations in hiring. Second, permanent supply shocks had a negative impact on job creation during the Great Inflation period - a result reminiscent of the 'hours puzzle' (Galí, 1999). We show that the main candidate in explaining such structural change is the more passive conduct of monetary policy at that time. It follows that the results derived from partial equilibrium models of the labor market, which imply a rise in hiring as technology improves, neglect important transmission channels and may be misleading." (Author's abstract, © 2017 Elsevier) ((en))
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Literaturhinweis
The cyclicality of labor-market flows: a multiple-shock approach (2018)
Hairault, Jean-Olivier; Zhutova, Anastasia;Zitatform
Hairault, Jean-Olivier & Anastasia Zhutova (2018): The cyclicality of labor-market flows. A multiple-shock approach. In: European Economic Review, Jg. 103, H. April, S. 150-172. DOI:10.1016/j.euroecorev.2018.01.008
Abstract
"In this paper, we aim to establish some stylized facts about the relative contributions of the job-finding and separation rates to unemployment dynamics depending on the nature of structural shocks. The shocks in our Bayesian Structural VAR model are identified using a sign-restriction approach, and capture shifts in the three conditions determining labor-market equilibrium in matching models: the Beveridge curve, and the job-creation and job-destruction conditions. Using both US and French data, we identify an aggregate shock to match profitability (the aggregate-profitability shock), a shock specific to existing jobs (the reallocation shock) and a shock to the efficiency of the matching process (the matching-efficiency shock). We find that the relative contributions of the job finding and separation rates are notably different across shocks in both countries, but are similar across countries for each type of shock. Labor market dynamics appear to be Transatlantic despite well-known institutional differences. However, it must be emphasized that the reaction of the labor market variables to the matching-efficiency shock seems more muted in the US than in France." (Author's abstract, © 2018 Elsevier) ((en))
Ähnliche Treffer
auch erschienen als: IZA discussion paper , 8558 -
Literaturhinweis
Wage dispersion and search behavior : The importance of nonwage job values (2018)
Zitatform
Hall, Robert E. & Andreas I. Mueller (2018): Wage dispersion and search behavior : The importance of nonwage job values. In: Journal of Political Economy, Jg. 126, H. 4, S. 1594-1637. DOI:10.1086/697739
Abstract
"We use a rich new body of data on the experiences of unemployed job seekers to determine the sources of wage dispersion and to create a search model consistent with the acceptance decisions the job seekers made. We identify the distributions of four key variables: offered wages, offered nonwage job values, job seekers' nonwork alternatives, and job seekers' personal productivities. We find that, conditional on personal productivity, the standard deviation of offered log wages is moderate, at 0.24, whereas the dispersion of the offered nonwage component is substantially larger, at 0.34. The resulting dispersion of offered job values is 0.38." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Urbanization, commuting and regional labor markets (2018)
Haller, Peter;Zitatform
Haller, Peter (2018): Urbanization, commuting and regional labor markets. (IAB-Bibliothek 368), Bielefeld: Bertelsmann, 124 S. DOI:10.3278/300972w
Abstract
"Deutschland ist durch seine regionale Struktur - mit vielen Zentren intensiver wirtschaftlicher Aktivität - besonders interessant für Analysen zu räumlichen Mechanismen von Städten und zu Wechselwirkungen zwischen Regionen. Mit steigender Bevölkerungszahl in den Städten dient das Pendeln zwischen Wohn- und Arbeitsort als räumlicher Ausgleichsmechanismus und führt zu Interaktionen zwischen regionalen Arbeitsmärkten. Der Autor untersucht, wie lokale Arbeitsmärkte interagieren, wie stark besiedelte Märkte bei der Suche nach einem neuen Arbeitsplatz helfen und wie Beschäftigte auf Änderungen ihrer Pendlerdistanzen reagieren. Die verschiedenen Blickwinkel und die Verwendung von Mikro- und georeferenzierten Daten bieten neue empirische Erkenntnisse über die Interaktionen zwischen regionalen Arbeitsmärkten und das Mobilitätsverhalten in Deutschland." (Autorenreferat, IAB-Doku)
Weiterführende Informationen
E-Book Open Access -
Literaturhinweis
Big Data bei der BA: Neue Erkenntnisse zum Suchverhalten am Arbeitsmarkt (2018)
Zitatform
Hartl, Tobias, Christian Hutter & Enzo Weber (2018): Big Data bei der BA: Neue Erkenntnisse zum Suchverhalten am Arbeitsmarkt. In: IAB-Forum H. 29.05.2018, o. Sz., 2018-05-24.
Abstract
"Mit der Jobbörse der Bundesagentur für Arbeit (BA) und der Vermittler-Software 'VerBIS' erschließen sich für die Forschung ganz neuartige Datenquellen. Sie erlauben die Messung von Such- und Vermittlungsintensitäten und ermöglichen innovative Analysen des Arbeitsmarktgeschehens." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Of carrots and sticks: The effect of workfare announcements on the job search behaviour and reservation wage of welfare recipients (2018)
Hohmeyer, Katrin; Wolff, Joachim;Zitatform
Hohmeyer, Katrin & Joachim Wolff (2018): Of carrots and sticks: The effect of workfare announcements on the job search behaviour and reservation wage of welfare recipients. In: Journal for labour market research, Jg. 52, H. 1, S. 1-23., 2018-09-23. DOI:10.1186/s12651-018-0245-9
Abstract
"The German workfare scheme 'One-Euro-Jobs', which provides additional jobs of public interest for welfare recipients, has a number of different goals. On the one hand, One-Euro-Jobs are intended to increase the participants' employment prospects in the medium term. On the other hand, they can be used to test welfare recipients' willingness to work. We use survey data from the Panel Study 'Labour Market and Social Security' and propensity score matching methods to study the intention-to-treat effect of receiving a One-Euro-Job announcement on job search behaviour, reservation wage and labour market performance of welfare recipients. We find that receiving a One-Euro-Job announcement increases job search activities significantly and decreases the reservation wage for women and individuals who have been employed within the last 4 years, but does not affect the short-term employment probability." (Author's abstract, © Springer-Verlag) ((en))
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Literaturhinweis
Social network formation and labor market inequality (2018)
Horvath, Gergely; Zhang, Rui;Zitatform
Horvath, Gergely & Rui Zhang (2018): Social network formation and labor market inequality. In: Economics Letters, Jg. 166, H. May, S. 45-49. DOI:10.1016/j.econlet.2018.01.026
Abstract
"We study how differences in interpersonal skills lead to inequality among workers when social connections are endogenously formed and workers find jobs through their contacts. We show that the equilibrium network structure is very unequal in terms of links and access to jobs. The equilibrium network is not socially optimal because workers impose negative externality on each other by forming more links. The degree of inequality is larger in the equilibrium than what would be socially optimal. In the equilibrium, high-skilled individuals overinvest in networking while low-skilled individuals underinvest, which enlarges the impact of differences in interpersonal skills. The degree of inequality is largest when job availability is moderate." (Author's abstract, © 2018 Elsevier) ((en))
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Literaturhinweis
How demanding are activation requirements for jobseekers (2018)
Zitatform
Immervoll, Herwig & Carlo Knotz (2018): How demanding are activation requirements for jobseekers. (OECD social, employment and migration working papers 215), Paris, 53 S. DOI:10.1787/2bdfecca-en
Abstract
"This paper presents new information on activity-related eligibility criteria for unemployment and related benefits in OECD- and EU-countries in 2017, comparing the strictness of 'demanding' elements built into unemployment benefits across countries and over time. Eligibility criteria for unemployment benefits determine what claimants need to do to successfully claim benefits initially or to continue receiving them. Benefit systems feature specific rules that define the type of job offers that claimants need to accept, requirements for papering on the outcomes of independent job-search efforts, obligations to participate in active labour market programmes, as well as sanctions for failing to meet these requirements. Such rules aim to strengthen incentives to look for, prepare for, and accept employment. They may also be used as a targeting device to reduce demands on benefit systems, and on associated employment services. While this may serve to limit support to genuine jobseekers, strict requirements can also exclude some intended recipients from financial and re-employment support, e.g., by discouraging them from applying. This paper presents detailed information on policy rules in 2017, summarises them into an overall policy indicator of eligibility strictness, and gauges recent policy trends by documenting changes in the strictness measures. A novelty is the inclusion of lower-tier unemployment or social assistance benefits in the compilation of policy rules. Results document a large number of reforms enacted after the Great Recession and suggest a slight convergence of policy rules across countries even though overall measures of the strictness of activity-related eligibility criteria have remained broadly unchanged during the recent past. In countries with multiple layers of support for the unemployed, availability requirements tend to be more demanding for lower-tier assistance benefits, while sanction rules tend to be more stringent for first-tier programmes." (Author's abstract, IAB-Doku) ((en))
Ähnliche Treffer
auch erschienen als: IZA discussion paper , 11716 -
Literaturhinweis
Social networks and the labour market mismatch (2018)
Zitatform
Kalfa, Eleni & Matloob Piracha (2018): Social networks and the labour market mismatch. In: Journal of population economics, Jg. 31, H. 3, S. 877-914. DOI:10.1007/s00148-017-0677-5
Abstract
"This paper assesses the extent to which social contacts and ethnic concentration affect the education-occupation mismatch of natives and immigrants. Using Australian panel data and employing a dynamic random effects probit model, we show that social capital exacerbates the incidence of over-education, particularly for females. Furthermore, for the foreign born, ethnic concentration significantly increases the incidence of over-education. Using an Alternative Index, we also show that social participation, friends and support and ethnic concentration are the main contributors in generating a mismatch, while reciprocity and trust does not seem to have any effect on over-education for both, immigrants and natives. Finally, we show that social networks are more beneficial for the relatively better educated." (Author's abstract, © Springer-Verlag) ((en))
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Literaturhinweis
Mismatch am Arbeitsmarkt: Indikatoren, Handlungsfelder und Matching-Strategien im Wirkungsbereich von Vermittlung und Beratung (2018)
Kerler, Monira; Steiner, Karin;Zitatform
Kerler, Monira & Karin Steiner (2018): Mismatch am Arbeitsmarkt: Indikatoren, Handlungsfelder und Matching-Strategien im Wirkungsbereich von Vermittlung und Beratung. (AMS report 133), Wien, 93 S.
Abstract
"In dieser Publikation wurde eine Einführung in das Thema 'Mismatch am Arbeitsmarkt' gegeben. Im Vordergrund standen hierbei die Perspektiven von VermittlerInnen und BeraterInnen im AMS-Kontext, aber auch die Perspektive der Arbeitsuchenden selbst. Ziel war es, einen aktuellen Überblick über das Phänomen des Mismatch, dessen Ursachen, damit verbundene Herausforderungen sowie Mismatch-Indikatoren zu geben, das Jobsuchverhalten zu betrachten und die Auswirkungen von Mismatch auf Arbeitsuchende aufzuzeigen. Ebenso wurden die Motive und Bedarfe seitens VermittlerInnen, Arbeitgebern und Arbeitsuchenden berücksichtigt. Dabei wurde einerseits Wert auf einen Bezug zum Forschungsstand gelegt, andererseits wurden der Fokus auf praxisnahe und handlungsorientierte Bezüge gerichtet und die Einflussmöglichkeiten seitens der Vermittlung und Beratung ins Zentrum gestellt. Die unterschiedlichen Aspekte von und Einflussfaktoren auf Matching-Prozesse wurden daher zum einen von der Seite der bisherigen Forschungsergebnisse (hier und da auch von der Seite der theoretischen Fundierung) betrachtet. Zum anderen wurden auf Basis von eigenen, qualitativ angelegten Erhebungen Analysen durchgeführt und die Ergebnisse detailliert dargestellt." (Textauszug, IAB-Doku)
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Literaturhinweis
The Oxford Handbook of job loss and job search (2018)
Zitatform
Klehe, Ute-Christine & Edwin A. J. van Hooft (Hrsg.) (2018): The Oxford Handbook of job loss and job search. (Oxford Library of psychology), New York: Oxford University Press, 615 S.
Abstract
"Job search is and always has been an integral part of people's working lives. Whether one is brand new to the labor market or considered a mature, experienced worker, job seekers are regularly met with new challenges in a variety of organizational settings. Edited by Ute-Christine Klehe and Edwin A.J. van Hooft, The Oxford Handbook of Job Loss and Job Search provides readers with one of the first comprehensive overviews of the latest research and empirical knowledge in the areas of job loss and job search.
Multidisciplinary in nature, Klehe, van Hooft, and their contributing authors offer fascinating insight into the diverse theoretical and methodological perspectives from which job loss and job search have been studied, such as psychology, sociology, labor studies, and economics. Discussing the antecedents and consequences of job loss, as well as outside circumstances that may necessitate a more rigorous job hunt, this Handbook presents in-depth and up-to-date knowledge on the methods and processes of this important time in one's life. Further, it examines the unique circumstances faced by different populations during their job search, such as those working job-to-job, the unemployed, mature job seekers, international job seekers, and temporary employed workers.
Job loss and unemployment are among the worst stressors individuals can encounter during their lifetimes. As a result, this Handbook concludes with a discussion of the various types of interventions developed to aid the unemployed. Further, it offers readers important insights and identifies best practices for both scholars and practitioners working in the areas of job loss, unemployment, career transitions, outplacement, and job search." (Publisher information, IAB-Doku) ((en))Weiterführende Informationen
Hier finden Sie das Inhaltsverzeichnis. -
Literaturhinweis
Theory and evidence on employer collusion in the franchise sector (2018)
Krueger, Alan B.; Ashenfelter, Orley;Zitatform
Krueger, Alan B. & Orley Ashenfelter (2018): Theory and evidence on employer collusion in the franchise sector. (NBER working paper 24831), Cambrige, Mass., 28 S. DOI:10.3386/w24831
Abstract
"In this paper we study the role of covenants in franchise contracts that restrict the recruitment and hiring of employees from other units within the same franchise chain in suppressing competition for workers. Based on an analysis of 2016 Franchise Disclosure Documents, we find that 'no-poaching of workers agreements' are included in a surprising 58 percent of major franchisors' contracts, including McDonald's, Burger King, Jiffy Lube and H&R Block. The implications of these no-poaching agreements for models of oligopsony are also discussed. No-poaching agreements are more common for franchises in low-wage and high-turnover industries." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Who gets hired? The importance of finding an open slot (2018)
Lazear, Edward P.; Shaw, Kathryn L.; Stanton, Christopher T.;Zitatform
Lazear, Edward P., Kathryn L. Shaw & Christopher T. Stanton (2018): Who gets hired? The importance of finding an open slot. In: Journal of labor economics, Jg. 36, H. S1, S. S133-S181. DOI:10.1086/694908
Abstract
"Being hired into a job depends not only on one's own skill but also on that of other applicants. When another able applicant applies, a well-suited worker may be forced into unemployment or into accepting an inferior job. A model of this process defines over- and underqualification and provides predictions on its prevalence and on the wages of mismatched workers. It also implies that unemployment is concentrated among the least skilled workers, while vacancies are concentrated among high-skilled jobs. Four data sets are used to confirm the implications and establish that the hiring probability is low when competing applicants are able." (Author's abstract, IAB-Doku) ((en))
Ähnliche Treffer
auch erschienen als: NBER working paper , 22202 -
Literaturhinweis
Employment protection and unemployment benefits: on technology adoption and job creation in a matching model (2018)
Lommerud, Kjell Erik; Vagstad, Steinar; Straume, Odd Rune;Zitatform
Lommerud, Kjell Erik, Odd Rune Straume & Steinar Vagstad (2018): Employment protection and unemployment benefits. On technology adoption and job creation in a matching model. In: The Scandinavian journal of economics, Jg. 120, H. 3, S. 763-793. DOI:10.1111/sjoe.12244
Abstract
"We analyse the effects of different labour-market policies (employment protection, unemployment benefits, and payroll taxes) on job creation and technology choices in a model where firms are matched with workers of different productivity and wages are determined by ex post bargaining. The model is characterized by two intertwined sources of inefficiency, namely a matching externality and a hold-up externality associated with the bargaining strength of workers. The results depend on the relative importance of the two externalities and on worker risk aversion. 'Flexicurity', meaning low employment protection and generous unemployment insurance, can be optimal if workers are sufficiently risk-averse and the hold-up problem is relatively important." (Author's abstract, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
Mismatch unemployment and the geography of job search (2018)
Zitatform
Marinescu, Ioana & Roland Rathelot (2018): Mismatch unemployment and the geography of job search. In: American Economic Journal. Macroeconomics, Jg. 10, H. 3, S. 42-70. DOI:10.1257/mac.20160312
Abstract
"Could we significantly reduce US unemployment by helping job seekers move closer to jobs? Using data from the leading employment board CareerBuilder.com, we show that, indeed, workers dislike applying to distant jobs: job seekers are 35 percent less likely to apply to a job 10 miles (mi.) away from their zip code of residence. However, because job seekers are close enough to vacancies on average, this distaste for distance is fairly inconsequential: our search and matching model predicts that relocating job seekers to minimize unemployment would decrease unemployment by only 5.3 percent. Geographic mismatch is thus a minor driver of aggregate unemployment." (Author's abstract, IAB-Doku) ((en))
Ähnliche Treffer
auch erschienen als: NBER working paper , 22672 -
Literaturhinweis
On the job search and business cycles (2018)
Moscarini, Giuseppe; Postel-Vinay, Fabien;Zitatform
Moscarini, Giuseppe & Fabien Postel-Vinay (2018): On the job search and business cycles. (IZA discussion paper 11853), Bonn, 54 S.
Abstract
"We propose a highly tractable way of analyzing business cycles in an environment with random job search both off- and and on-the-job (OJS). Ex post heterogeneity in productivity across jobs generates a job ladder. Firms Bertrand-compete for employed workers, as in the Sequential Auctions protocol of Postel-Vinay and Robin (2002). We identify three channels through which OJS amplifies and propagates aggregate shocks: (i) a higher estimated elasticity of the matching function, when recognizing that at least half of all hires are from other employers; (ii) the differential returns to hiring employed and unemployed job applicants, whose proportions naturally vary over the business cycle; (iii) within employment, the slow reallocation of workers through OJS across rungs of the job ladder, generating endogenous, slowly evolving opportunities for further poaching, which feed back on job creation incentives. Endogenous job destruction, due to either aggregate or idiosyncratic shocks, is countercyclical and thus raises the cyclical volatility of unemployment, closer to its empirical value; but it also stimulates job creation in recessions, to take advantage of the fresh batch of unemployed, and tilts the Beveridge curve up. OJS corrects this tendency and restores a vacancy-unemployment trade-off more in line with empirical observations." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The mobility of displaced workers: How the local industry mix affects job search (2018)
Zitatform
Neffke, Frank M. H., Anne Otto & César Hidalgo (2018): The mobility of displaced workers: How the local industry mix affects job search. In: Journal of urban economics, Jg. 108, H. November, S. 124-140., 2018-09-27. DOI:10.1016/j.jue.2018.09.006
Abstract
"Are there Marshallian externalities in job search? We study how workers who lose their jobs in establishment closures in Germany cope with their loss of employment. About a fifth of these displaced workers do not return to social-security covered employment within the next three years. Among those who do get re-employed, about two-thirds leave their old industry and one-third move out of their region. However, which of these two types of mobility responses workers will choose depends on the local industry mix in ways that are suggestive of Marshallian benefits to job search. In particular, large concentrations of one's old industry makes it easier to find new jobs: in regions where the pre-displacement industry is large, displaced workers suffer relatively small earnings losses and find new work faster. In contrast, large local industries skill-related to the pre-displacement industry increase earnings losses but also protect against long-term unemployment. Analyzed through the lens of a job-search model, the exact spatial and industrial job-switching patterns reveal that workers take these Marshallian externalities into account when deciding how to allocate search efforts among industries." (Author's abstract, © 2018 Elsevier) ((en))
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frühere (möglw. abweichende) Version erschienen als: Papers in evolutionary economic geography , 2016/05Weiterführende Informationen
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Literaturhinweis
How unemployment scarring affects skilled young workers: Evidence from a factorial survey of Swiss recruiters (2018)
Zitatform
Shi, Lulu P., Christian Imdorf, Robin Samuel & Stefan Sacchi (2018): How unemployment scarring affects skilled young workers. Evidence from a factorial survey of Swiss recruiters. In: Journal for labour market research, Jg. 52, H. 1, S. 1-15. DOI:10.1186/s12651-018-0239-7
Abstract
"We ask how employers contribute to unemployment scarring in the recruitment process in the German-speaking part of Switzerland. By drawing on recruitment theories, we aim to better understand how recruiters assess different patterns of unemployment in a job candidate's CV and how this affects the chances of young applicants being considered for a vacancy. We argue that in contexts with tight school-work linkage and highly standardised Vocational Education and Training systems, the detrimental effect of early unemployment depends on how well the applicant's profile matches the requirements of the advertised position. To test this assumption, we surveyed Swiss recruiters who were seeking to fill positions during the time of data collection. We employed a factorial survey experiment that tested how the (un)employment trajectories in hypothetical young job applicants' CV affected their chances of being considered for a real vacancy. Our results show that unemployment decreases the perceived suitability of an applicant for a specific job, which implies there is a scarring effect of unemployment that increases with the duration of being unemployed. But we also found that these effects are moderated by how well the applicant's profile matches the job's requirements. Overall, the worse the match between applicant's profile and the job profile, the smaller are the scarring effects of unemployment. In sum, our findings contribute to the literature by revealing considerable heterogeneity in the scarring effects of unemployment. Our findings further suggest that the scarring effects of unemployment need to be studied with regard to country-specific institutional settings, the applicants' previous education and employment experiences, and the job characteristics." (Author's abstract, © Springer-Verlag) ((en))
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Literaturhinweis
Work as foraging: a smartphone study of job search and employment after prison (2018)
Sugie, Naomi F.;Zitatform
Sugie, Naomi F. (2018): Work as foraging: a smartphone study of job search and employment after prison. In: American Journal of Sociology, Jg. 123, H. 5, S. 1453-1491. DOI:10.1086/696209
Abstract
"The past several decades have seen a decline in employment rates and labor force participation, particularly among low-skilled, minority men living in poor areas. As low-skill jobs disappear from poor places, how do marginalized job seekers navigate this landscape? Using over 8,000 daily measures of search and work collected from smartphones distributed to 133 men recently released from prison, this article presents the concept of work as foraging, where people work a variety of extremely precarious opportunities that span across job types. Sequence analysis methods describe distinct patterns of search and work that unfold over time, where most people cease their search efforts after the first month and maintain a state of very irregular and varied work. Although there is substantial heterogeneity in patterns, foraging is a common strategy of survival work." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
On the optimal diversification of social networks in frictional labour markets with occupational mismatch (2018)
Zitatform
Zaharieva, Anna (2018): On the optimal diversification of social networks in frictional labour markets with occupational mismatch. In: Labour economics, Jg. 50, H. March, S. 112-127. DOI:10.1016/j.labeco.2017.04.002
Abstract
"This paper incorporates social networks into a frictional labour market framework. There are two worker types and two occupations, which are subject to correlated fluctuations in output. The equilibrium is characterized by occupational mismatch which is associated with a wage penalty. Every worker has a fixed number of social contacts in the network. The fraction of contacts of the same occupational type defines homophily of the social network, so this paper investigates the optimal level of network homophily. Workers are risk-neutral and take aggregate variables as given, so their optimal individual choice is full homophily. This is different from the social planner's perspective. The planner internalizes external effects of workers' network choices on aggregate variables, so there exists a unique interior value of network homophily maximizing the present value of income. On the one hand, higher homophily is associated with lower occupational mismatch. But on the other hand, higher homophily separates the two groups of workers, prevents exchange of information about open vacancies, and leads to more unemployment, especially in recessions. So it is the trade-off between these two effects and not the desire to reduce income volatility, as in standard portfolio theory, which gives rise to network diversification. Comparative statics shows that optimal network homophily is lower and diversification is stronger with a lower wage penalty from mismatch, lower unemployment benefit and negative correlation in output fluctuations." (Author's abstract, © 2017 Elsevier) ((en))
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Literaturhinweis
Insight into job search self-regulation: effects of employment self-efficacy and perceived progress on job search intensity (2018)
Zitatform
da Motta Veiga, Serge P. & Daniel B. Turban (2018): Insight into job search self-regulation. Effects of employment self-efficacy and perceived progress on job search intensity. In: Journal of vocational behavior, Jg. 108, H. October, S. 57-66. DOI:10.1016/j.jvb.2018.06.010
Abstract
"This study builds on a self-regulation framework to examine the influence of employment self-efficacy and perceived progress on job search intensity. Results from a repeated-measures study with new labor market entrants indicated that job seekers with higher between-person chronic employment self-efficacy put more intensity in their job search compared to those with lower chronic employment self-efficacy. Notably, however, within-person analyses indicated that as employment self-efficacy increased, job search intensity subsequently decreased. These results provide support for social cognitive theory for between-person employment self-efficacy, and for control theory for within-person employment self-efficacy. Furthermore, increased perceived progress was positively related to subsequent job search intensity. The positive relationship of perceived progress with subsequent job search intensity was moderated by chronic employment self-efficacy, such that the relationship was positive only for job seekers with lower chronic employment self-efficacy." (Author's abstract, © 2018 Elsevier) ((en))
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Literaturhinweis
The impact of unemployment insurance on job search: evidence from Google search data (2017)
Baker, Scott R.; Fradkin, Andrey;Zitatform
Baker, Scott R. & Andrey Fradkin (2017): The impact of unemployment insurance on job search: evidence from Google search data. In: The Review of Economics and Statistics, Jg. 99, H. 5, S. 756-768. DOI:10.1162/REST_a_00674
Abstract
"Job search is a key choice variable in theories of labor markets but is difficult to measure directly. We develop a job search activity index based on Google search data, the Google Job Search Index (GJSI). We validate the GJSI with both survey- and web-based measures of job search. Unlike those measures, the GJSI is high frequency, geographically precise, and available in real time. We demonstrate the GJSI's utility by using it to study the effects of unemployment insurance policy changes between 2008 and 2014. We find no evidence of an economically meaningful effect of these changes on aggregate search." (Author's abstract, © MIT Press Journals) ((en))