Zitatform

Demazière, Didier (2024): In search of a job—But which one? How unemployed people revise their occupational expectations. In: Social Policy and Administration online erschienen am 06.02.2024. DOI:10.1111/spol.13011

Abstract

"Conducting a job search implies the identification of a target—an intended job. However, this assumption has been little studied, and just two main conclusions have been drawn, namely: jobseekers have an incentive to adjust their targets to the jobs available, and returning to work tends to lead to occupational downgrading. This article explores how job search experiences shape and alter targets. Biographical interviews were conducted with 57 unemployed people registered with the French public employment service. Ultimately, all of them revise their occupational expectations as, faced with the uncertainties inherent to the job search and experiencing difficulties in reaching their priority targets, they try to adapt and define more realistic goals. Four contrasting processes of expectation revision are used to track these tensions between desirability and realism. In conclusion, we stress the following facts: that unemployed people are flexible and develop rationales in order to adapt to the labour market; that their experience of failure, alongside advice and beliefs arising in the course of the job search feed directly into these revisions, and that these revisions both vary in magnitude and reflect inequalities in the defining process of target jobs." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))

Zitatform

Denderski, Piotr & Florian Sniekers (2024): Declining Search Frictions, Unemployment and Self-Employment. In: The Economic Journal, Jg. 134, H. 659, S. 1100-1145. DOI:10.1093/ej/uead093

Abstract

"In most OECD countries, unemployment rates show no trend, which is puzzling if advancements in information and communication technologies decrease labor-market frictions. We show, both analytically and quantitatively, that accounting for the secular decline in self-employment rates solves the puzzle. While declining labor-market frictions can theoretically explain these trends, we provide contradictory causal evidence that the roll-out of broadband internet has increased self-employment and decreased unemployment rates. We reconcile these observations with a new model featuring frictions in both labour and goods markets. We explain falling self-employment and non-trending unemployment quantitatively by labor-market frictions declining relatively more than goods-market frictions." (Author's abstract, IAB-Doku) ((en))

Zitatform

Neffke, Frank, Ljubica Nedelkoska & Simon Wiederhold (2024): Skill mismatch and the costs of job displacement. In: Research Policy, Jg. 53. DOI:10.1016/j.respol.2023.104933

Abstract

"Establishment closures have lasting negative consequences for the workers displaced from their jobs. We study how these consequences vary with the amount of skill mismatch that workers experience after job displacement. Developing new measures of occupational skill redundancy and skill shortage, we analyze the work histories of individuals in Germany between 1975 and 2010. We estimate difference-in-differences models, using a sample of displaced workers who are matched to statistically similar non-displaced workers. We find that displacements increase the probability of occupation change eleven-fold. Moreover, the magnitude of post-displacement earnings losses strongly depends on the type of skill mismatch that workers experience in such job switches. Whereas skill shortages are associated with relatively quick returns to the earnings trajectories that displaced workers would have experienced absent displacement, skill redundancy sets displaced workers on paths with permanently lower earnings. We show that these differences can be attributed to differences in mismatch after displacement, and not to intrinsic differences between workers making different post-displacement career choices." (Author's abstract, IAB-Doku, © Elsevier) ((en))

Zitatform

Bauer, Anja, Kristin Keveloh, Mariano Mamertino & Enzo Weber (2023): Competing for Jobs: How COVID-19 Changes Search Behavior in the Labor Market. In: German Economic Review, Jg. 24, H. 4, S. 323-347., 2023-11-13. DOI:10.1515/ger-2021-0010

Abstract

"We provide insights on how job search changed in the Covid-19-crisis by analyzing data from the LinkedIn professional network for Germany. We find that competition among workers for jobs strongly increased – which is due to additional job seekers rather than higher search intensity. Furthermore, the LinkedIn data show that people from industries particularly affected by the crisis applied much more frequently and there had been a substantial shift in the target industries for applications. Finally, we find that at the onset of the Covid-19-crises applications were made significantly more often below and significantly less often above a person’s level of seniority." (Author's abstract, IAB-Doku, © De Gruyter) ((en))

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)

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)

Zitatform

Maibom, Jonas, Nikolaj Harmon, Anita Glenny & Jonas Fluchtmann (2023): Unemployed Job Search across People and over Time: Evidence from Applied-for Jobs. In: Journal of labor economics online erschienen am 06.04.2023, S. 1-40. DOI:10.1086/725165

Abstract

"Using data on applied-for jobs for the universe of Danish UI recipients, we examine variation in job search behavior both across individuals and over time during unemployment spells. We find large differences in the level of applied-for wages across individuals but over time all individuals adjust wages downward in the same way. The decline in applied-for wages over time is descriptively small but economically important in standard models of job search. We find similar results when examining variation in the non-wage characteristics of applied-for jobs and in the search methods used to find them. We discuss implications for theory." (Author's abstract, IAB-Doku) ((en))

Zitatform

Schmidpeter, Bernhard (2023): Labor Market News and Expectations about Jobs & Earnings. (Working paper / Department of Economics, Johannes Kepler Universität of Linz 2023-14), Linz, 30 S.

Abstract

"Little is known about how workers update expectations about job search and earnings when exposed to labor market news. To identify the impact of news on expectations, I exploit Foxconn's unexpected announcement to build a manufacturing plant in Racine County. Exposure to positive news leads to an increase in expected salary growth at the current firm. Individuals also revise their expectations about outside offers upward, anchoring their beliefs to Foxconn's announced wages. They act on their updated beliefs with a small increase in current consumption. Negative news from a scaled-down plan leads to a revision of expectations back toward baseline." (Author's abstract, IAB-Doku) ((en))

Zitatform

Vecchi, Michela, Catherine Robinson, Maja Savic & Marina Romiti (2023): Vertical and Horizontal Mismatch in the UK: Are Graduates' Skills a Good Fit for Their Jobs? (NIESR discussion paper 548), London, 39 S.

Abstract

"Understanding the skill mismatch among graduates, its causes and consequences is crucial for an economy as it reveals an inefficient allocation of resources that can lead to a decline in workers' wages and in a country's overall productivity performance. This study contributes to the skill mismatch debate by examining graduates' vertical and horizontal mismatch in the UK. Using the 2017 Annual Population Survey, we introduce a new, objective measure of horizontal mismatch (fit index) and account for skills beyond education. Performance of the fit index is compared with a standard measure of vertical mismatch, that typically refers to graduates employed in non-graduate jobs. We find that approximately 30% of graduates in the UK are employed in non-graduate jobs, while nearly 33% work in fields unrelated to their degree subject. Using information on the skill classification of occupations (SOC2010), we adjust these overall figures controlling for unobservable skills. This allows us to derive six skill groups, each capturing the distance between graduates' skills and those required on the job. At the top of skill distribution, we find graduates who are matched in terms of qualification and skills (44%), followed by those who are only horizontally mismatched, that is those who are employed in an occupation requiring a university degree but whose field of study does not match the requirements of the job (23%). At the bottom of the skill distribution, we find graduates who are overqualified on paper but whose skills are likely to be very close to those required on the job (16%). These graduates are particularly penalized in terms of wages. In fact, our estimates show that they earn approximately 40% less compared to those with a perfect job match. This wage penalty, on the other hand, is substantially lower for graduates who are only horizontally mismatched (approximately 2%). However, although for individuals a pure horizontal mismatch does not impose a strong downward p" (Author's abstract, IAB-Doku) ((en))

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))

Zitatform

Coraggio, Luca, Marco Pagano, Annalisa Scognamiglio & Joacim Tåg (2022): JAQ of All Trades: Job Mismatch, Firm Productivity and Managerial Quality. (IFN working paper / Research Institute of Industrial Economic 1427), Stockholm, 37 S.

Abstract

"Does the matching between workers and jobs help explain productivity differentials across firms? To address this question we develop a job-worker allocation quality measure (JAQ) by combining employer-employee administrative data with machine learning techniques. The proposed measure is positively and significantly associated with labor earnings over workers' careers. At firm level, it features a robust positive correlation with firm productivity, and with managerial turnover leading to an improvement in the quality and experience of management. JAQ can be constructed for any employer-employee data including workers' occupations, and used to explore the effect of corporate restructuring on workers' allocation and careers." (Author's abstract, IAB-Doku) ((en))

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)

Zitatform

Woodcock, Simon (2022): The Determinants of Displaced Workers' Wages: Sorting, Matching, Selection, and the Hartz Reforms. (Discussion papers / Simon Fraser University, Department of Economics 2022,04), Burnaby, 90 S.

Abstract

"We present a simple new method to decompose the wage effects of displacement into components due to differences in the way that displaced and non-displaced workers are sorted across higher- and lower-paying employers (a sorting effect), differences in the quality of worker-employer matches they enter into (a matching effect), and differences in their unobservable characteristics (a selection effect). In an extended application, we apply our decomposition to understand how the determinants of displaced workers' wages in Germany changed following the 2003-2005 Hartz reforms. We find that the wages of displaced workers fell substantially after the reforms, and that over 80 percent of the decline was because they found re-employment at lower-paying employers. Sorting into worse matches explains a smaller 5-9 percent of the wage decline experienced by men, and 12-23.5 percent of the female wage decline. Collectively, the sorting and matching channels explain almost all of the post-reform decline in displaced workers' wages, and selection played little role." (Author's abstract, IAB-Doku) ((en))

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))

Zitatform

Christoph, Bernhard & Torsten Lietzmann (2021): Will Accepting Less Bring Success? Job Related Concessions and Welfare Recipients in Germany. In: The social policy blog H. 22.06.2021.

Abstract

"It is often argued that in order to find new employment, the unemployed have to compromise and accept jobs that are inferior (e.g. paying less or requiring a lower qualification) than the jobs they held before becoming unemployed. Making such compromise to find new employment is what we call a job related concession. Our results show that while there might be some truth to this Assertion - in particular with regard to accepting lower paying Jobs - being generally flexible with regard to job search has comparably positive effects without requiring the unemployed to make such compromise. Therefore, we argue that enabling the unemployed to find new occupational perspectives - ideally in combination with training and qualification measures for the new occupation - should be at least as promising as requiring them to make job-related concessions." (Text excerpt, IAB-Doku) ((en))

Zitatform

Gorn, Alexey (2021): The role of headhunters in wage inequality: It's all about matching. In: Review of Economic Dynamics, Jg. 40, S. 309-346. DOI:10.1016/j.red.2020.10.006

Zitatform

Heller, Sara B. & Judd B. Kessler (2021): The Effects of Letters of Recommendation in the Youth Labor Market. (NBER working paper 29579), Cambridge, Mass, 43 S. DOI:10.3386/w29579

Abstract

"Youth employment has been near historic lows in recent years, and racial gaps persist. This paper tests whether information frictions limit young people's labor market success with a field experiment involving over 43,000 youth in New York City. We build software that allows employers to quickly and easily produce letters of recommendation for randomly selected youth who worked under their supervision during a summer youth employment program. We then send these letters to nearly 9,000 youth over two years. Being sent a letter generates a 3 percentage point (4.5 percent) increase in employment the following year, with both employment and earnings increases persisting over the two-year follow-up period. By posting our own job advertisement, we document that while treatment youth do use the letters in applications, there is no evidence of other supply-side responses (i.e., no increased job search, motivation, or confidence); effects appear to be driven by the demand side. Labor market benefits accrue primarily to racial and ethnic minorities, suggesting frictions may contribute to racial employment gaps. But improved employment may also hamper on-time high school graduation. Additional evidence indicates that letters help improve job match quality. Results suggest that expanding the availability of credible signals about young workers—particularly for those not on the margin of graduating high school—could improve the efficiency of the youth labor market." (Author's abstract, IAB-Doku) ((en))

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))

Zitatform

Marinescu, Ioana & Daphne Skandalis (2021): Unemployment Insurance and Job Search Behavior. In: The Quarterly Journal of Economics, Jg. 136, H. 2, S. 887-931. DOI:10.1093/qje/qjaa037

Abstract

"How does unemployment insurance (UI) affect unemployed workers’ search behavior? Search models predict that until benefit exhaustion, UI depresses job search effort and increases reservation wages. Over an unemployment spell, search effort should increase up to benefit exhaustion and stay high thereafter. Meanwhile, reservation wages should decrease up to benefit exhaustion and stay low thereafter. To test these predictions, we link administrative registers to data on job search behavior from a major online job search platform in France. We follow over 400,000 workers, as long as they remain unemployed. We analyze the changes in search behavior around benefits exhaustion and take two steps to isolate the individual response to unemployment benefits. First, our longitudinal data allows us to correct for changes in sample composition over the spell. Second, we exploit data on workers eligible for 12–24 months of UI as well as workers ineligible for UI, to control for behavior changes over the unemployment spell that are independent of UI. Our results confirm the predictions of search models. We find that search effort (the number of job applications) increases by at least 50% during the year preceding benefits exhaustion and remains high thereafter. The target monthly wage decreases by at least 2.4% during the year preceding benefits exhaustion and remains low thereafter. In addition, we provide evidence for duration dependence: workers decrease the wage they target by 1.5% over each year of unemployment, irrespective of their UI status." (Author's abstract, IAB-Doku) ((en))

Zitatform

Michau, Jean-Baptiste (2021): On the provision of insurance against search-induced wage fluctuations. In: The Scandinavian journal of economics, Jg. 123, H. 1, S. 382-414. DOI:10.1111/sjoe.12401

Abstract

"Should workers be provided with insurance against search-induced wage fluctuations? To answer this question, I rely on numerical simulations of a model of on-the-job search and precautionary savings. The model is calibrated to low skilled workers in the U.S. The extent of insurance is determined by the degree of progressivity of a non-linear transfer schedule. The fundamental trade-off is that a more generous provision of insurance reduces incentives to search for better paying jobs, which increases the cost of providing insurance. I show that progressivity raises the search intensity of unemployed worker, which reduces the equilibrium rate of unemployment, but lowers the search intensity of employed job seekers, which reduces the output level. I also solve numerically for the optimal non-linear transfer schedule. The optimal policy is to provide little insurance up to a monthly income level of $1350, such as to preserve incentives to move up the wage ladder, and nearly full insurance above $1450. This policy reduces the standard deviation of labor income net of transfers by 34% and generates a consumption-equivalent welfare gain of 0.7%. The absence of private savings does not fundamentally change the shape of the optimal transfer function, but tilts the optimal policy towards more insurance, at the expense of a less efficient allocation of workers across jobs." (Author's abstract, Published by arrangement with John Wiley & Sons) ((en))

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)

Zitatform

Braun, Christine, Bryan Engelhardt, Benjamin Griffy & Peter Rupert (2020): Testing the independence of job arrival rates and wage offers. In: Labour Economics, Jg. 63. DOI:10.1016/j.labeco.2020.101804

Abstract

"Is the arrival rate of a job independent of the wage that it pays? We answer this question by testing whether unemployment insurance alters the job finding rate differentially across the wage distribution. To do this, we use a Mixed Proportional Hazard Competing Risk Model in which we classify quantiles of the wage distribution as competing risks faced by searching unemployed workers. Allowing for flexible unobserved heterogeneity across spells, we find that unemployment insurance increases the likelihood that a searcher matches to higher paying jobs relative to low or medium paying jobs, rejecting the notion that wage offers and job arrival rates are independent. We show that dependence between wages and job offer arrival rates explains 9% of the increase in the duration of unemployment associated with unemployment insurance." (Author's abstract, IAB-Doku, © 2020 Elsevier) ((en))

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)

Zitatform

Ge, Qi, Eun Jung Jordan, Myongjin Kim & Leilei Shen (2020): Returns to job satisfaction in the presence of horizontal mismatch. In: Applied Economics, Jg. 52, H. 27, S. 2913-2930. DOI:10.1080/00036846.2019.1696941

Abstract

"In this paper, we study the relationship among horizontal mismatch, job satisfaction and wages using data from the 2013 Scientists and Engineers Statistical Data System (SESTAT). Estimates from 2SLS indicate that 1) field-occupation match in the highest degree has a positive effect on job satisfaction and wages; and 2) controlling for field-occupation matches, job satisfaction has a positive but diminishing effect on wages with a large heterogeneity across different age groups. In addition, we also distinguish between job satisfaction arising from benefits and job satisfaction that is productivity enhancing and find both to have a positive but nonlinear effect on wages." (Author's abstract, IAB-Doku) ((en))

Zitatform

Gertler, Mark, Christopher Huckfeldt & Antonella Trigari (2020): Unemployment Fluctuations, Match Quality, and the Wage Cyclicality of New Hires. In: The Review of Economic Studies, Jg. 87, H. 4, S. 1876-1914. DOI:10.1093/restud/rdaa004

Abstract

"We revisit the issue of the high cyclicality of wages of new hires. We show that after controlling for composition effects likely involving procyclical upgrading of job match quality, the wages of new hires are no more cyclical than those of existing workers. The key implication is that the sluggish behaviour of wages for existing workers is a better guide to the cyclicality of the marginal cost of labour than is the high measured cyclicality of new hires wages unadjusted for composition effects. Key to our identification is distinguishing between new hires from unemployment versus those who are job changers. We argue that to a reasonable approximation, the wages of the former provide a composition-free estimate of the wage flexibility, while the same is not true for the latter. We then develop a quantitative general equilibrium model with sticky wages via staggered contracting, on-the-job search, and heterogeneous match quality, and show that it can account for both the panel data evidence and aggregate evidence on labour market volatility." (Author's abstract, IAB-Doku) ((en))

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))

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))

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))

Zitatform

Kesternich, Iris, Heiner Schumacher, Stefan Schwarz & Bettina Siflinger (2020): Steigert sinnstiftende Arbeit die Bereitschaft zum Lohnverzicht? In: IAB-Forum H. 08.10.2020 Nürnberg, o. Sz., 2020-10-07.

Abstract

"Dass die meisten Menschen ihre Arbeit auch als sinnstiftend erleben möchten, ist wenig überraschend. Doch welchen Stellenwert hat dieser Wunsch im Vergleich zu anderen Kriterien wie Gehalt oder Arbeitsplatzsicherheit? Sind Menschen bereit, für mehr Sinnhaftigkeit auf einen Teil ihres Gehalts zu verzichten? Und unterscheiden sich Arbeitslose und Beschäftigte in dieser Hinsicht? Zu guter Letzt: Sind Menschen, die einer sinnstiftenden Arbeit nachgehen, produktiver?" (Autorenreferat, IAB-Doku)

Zitatform

Lichter, Andreas & Amelie Schiprowski (2020): Benefit Duration, Job Search Behavior and Re-Employment. (CESifo working paper 8194), München, 32 S.

Abstract

"This paper studies how the potential duration of unemployment benefits affects individuals’ job search behavior and re-employment outcomes. We exploit an unexpected reform of the German unemployment insurance scheme in 2008, which increased the potential benefit duration from 12 to 15 months for recipients of age 50 to 54. Based on detailed survey data and difference-in-differences techniques, we estimate that one additional month of benefits reduces the number of filed applications by around 10% on average over the first two months of unemployment. Treatment effects on the reservation wage are positive but statistically insignificant. In a complementary analysis, we use social security data to investigate how the reform affected re-employment outcomes. The difference-in-differences estimates yield an elasticity of 0.24 (0.1) additional months in unemployment (nonemployment) per additional month of potential benefits. A cautious back-of-the-envelope calculation reveals substantial returns to early search effort." (Author's abstract, IAB-Doku) ((en))

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))

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))

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))

Zitatform

Fu, Jingcheng, Martin Sefton & Richard Upward (2019): Social comparisons in job search. In: Journal of Economic Behavior & Organization, Jg. 168, S. 338-361. DOI:10.1016/j.jebo.2019.10.013

Abstract

Using a laboratory experiment we examine how social comparisons affect behavior in a sequential search task. In a control treatment subjects search in isolation, while in two other treatments subjects get feedback on the search decisions and outcomes of a partner subject. The average level and rate of decline of reservation wages are similar across treatments. Nevertheless, subjects who are able to make social comparisons search differently from those who search in isolation. Within a search task we observe a reference wage effect: when a partner exits, the subject chooses a new reservation wage which is increasing in partner income. We also observe a social comparison effect between search tasks: subjects whose partners in a previous task searched for longer choose a higher reservation wage in the next task. Our findings imply that the provision of social information can change job-seekers search behavior. (Author's Abstract, IAB-Doku)

Zitatform

Gartner, Hermann, Thomas Rothe & Enzo Weber (2019): The Quality-Weighted Matching Function: Did the German Labour Market Reforms Trade off Efficiency against Job Quality? (IAB-Discussion Paper 24/2019), Nürnberg, 14 S.

Abstract

"Wir analysieren den Zielkonflikt zwischen Umfang und Qualität der Beschäftigung, indem wir eine erweiterte Matching-Funktion schätzen, worin die Zahl der neue Beschäftigungsverhältnisse (Matches) mit deren Qualität gewichtet wird. Diesen Ansatz verwenden wir, um die Auswirkungen der Hartz-Reformen der Jahre 2003 bis 2005 auf den Arbeitsmarkt zu bewerten. In der Tat bestätigt sich, dass ein Teil der zusätzlichen Beschäftigungsverhältnisse durch schlechtere Qualität erkauft war. Auch bei konstanter Qualität der neuen Matches wäre aber gut die Hälfte des positiven Effektes auf die Matchingeffizienz infolge der Hartz-Reformen verblieben." (Autorenreferat, IAB-Doku)

Zitatform

Hauptmann, Andreas (2019): Endogenous wage regime selection. A general equilibrium model. In: Economics Bulletin, Jg. 39, H. 4, S. 2650-2663., 2019-11-15.

Abstract

"Diese Arbeit analysiert die Rolle von Transaktionskosten im Kontext unvollständiger Tarifabdeckung und endogener Wahl des Lohnregimes. Es wird oft angenommen, dass Unternehmen gegen Gewerkschaften sind, weil sie die Gewinne verringern. In vielen Ländern liegt die Anerkennung der Gewerkschaften jedoch im Ermessen des Arbeitgebers, und gleichzeitig ist der Tarifvertrag eine der wichtigsten Formen der Lohnfindung. Im Gegensatz zur bisherigen Literatur gehe ich davon aus, dass das Verhandeln selbst nicht mehr kostenlos ist, sondern zusätzliche Ressourcen erfordert. Basierend auf einem einfachen theoretischen Modell zeigen die Ergebnisse, dass unterschiedliche Lohnsysteme, gewerkschaftlich und nicht gewerkschaftlich, im allgemeinen Gleichgewicht koexistieren, wenn die Kostenstrukturen zwischen den Lohnsystemen ausreichend unterschiedlich sind." (Autorenreferat, IAB-Doku)

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))

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))

Zitatform

L'Horty, Yannick & Florent Sari (2019): The role of spatial and skill mismatches. Explaining long-term unemployment in Paris. In: Regional Studies. Journal of the Regional Studies Association, Jg. 53, H. 2, S. 283-296. DOI:10.1080/00343404.2018.1462480

Abstract

"In the Paris region, one can observe simultaneously the coexistence of a large and dynamic job pool with long-lasting periods of unemployment. This paradox reveals the importance of skill and spatial mismatch mechanisms, which are often used to explain disparities in local labour market outcomes. This paper uses several spatial models to measure the effects of these two mechanisms on unemployment durations in the Paris region. The results show that both problems affect municipalities close to the centre of Paris, while unemployment situations in municipalities on the fringes of the region are mainly affected by a lack of local employment dynamism." (Author's abstract, IAB-Doku) ((en))

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))

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))

Zitatform

Rose, Damaris & Haya Stier (2019): The skill divide in post-unemployment job quality. In: Social science research, Jg. 82, H. August, S. 105-112. DOI:10.1016/j.ssresearch.2019.04.003

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))

Zitatform

Stotz, Christian (2019): Zumutbarkeit von Erwerbstätigkeit und Verschlossenheit des Arbeitsmarktes - aus juristischer Sicht. In: Der medizinische Sachverständige : MedSach, Jg. 104, H. 3, S. 116-122.

Abstract

"In zwei Entscheidungen aus den Jahren 1967 und 1976 entwickelte der Große Senat des Bundessozialgerichts Fallgestaltungen, nach denen eine Rente wegen voller Erwerbsminderung von den Trägern der gesetzlichen Rentenversicherung gezahlt werden muss, obwohl der Versicherte noch drei Stunden oder mehr täglich arbeiten kann, weil der (Teilzeit-)Arbeitsmarkt insoweit als verschlossen angesehen werden müsse. Der seinerzeit lediglich als Nischenmarkt existierende Teilzeitarbeitsmarkt (84.000 Beschäftigte 1967) hat sich jedoch mittlerweile zu einem Massenmarkt (8,94 Millionen Beschäftigte 2017) entwickelt, so dass es naheliegend erscheint, diese Entscheidungen des Bundessozialgerichts zu hinterfragen. Die allgemeine Akzeptanz, die diese Rechtsprechung gefunden und die zu Rechtssicherheit und Rechtsfrieden in diesem Bereich geführt hat und die vom Gesetzgeber inzwischen in mehreren Normen kodifiziert worden ist, spricht allerdings dafür, zurückhaltend bei einer Forderung nach Überprüfung der Rechtsprechung zur Verschlossenheit des Arbeitsmarktes zu sein. Teilweise erwerbsgeminderte Personen unterfallen auch bei Bezug einer vollen Erwerbsminderungsrente wegen Verschlossenheit des Arbeitsmarktes dem SGB II. Über die Zumutbarkeitsvorschrift des § 10 SGB II ist ein ausreichender Schutz der teilweise erwerbsgeminderten Personen davor gewährleistet, Tätigkeiten aufnehmen oder an Eingliederungsmaßnahmen teilnehmen zu müssen, die ihrer physischen oder psychischen Leistungsfähigkeit nicht entsprechen." (Autorenreferat, IAB-Doku)

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))

Zitatform

Albrecht, James & Susan Vroman (2018): On-the-job search with match-specific amenities. In: Economics Letters, Jg. 162, H. January, S. 15-17. DOI:10.1016/j.econlet.2017.10.013

Abstract

"We construct an equilibrium on-the-job search model in which workers value wages and amenities. We show by example that in a standard (Burdett/Mortensen) model with a distribution of worker tastes over amenities, worker mobility need not imply equilibrium wage dispersion." (Author's abstract, © 2017 Elsevier) ((en))

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))

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))

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))

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))

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))

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))

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))

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))

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)

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)

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))

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))

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))

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))

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))

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))

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))

Zitatform

Mateos-Romero, Lucía & María del Mar Salinas-Jiménez (2018): Labor mismatches: Effects on wages and on job satisfaction in 17 OECD countries. In: Social indicators research, Jg. 140, H. 1, S. 369-391. DOI:10.1007/s11205-017-1830-y

Abstract

"This study analyzes the effects of labor mismatches on wages and on job satisfaction in seventeen OECD countries by distinguishing between educational mismatch and skills mismatch. Using data from PIAAC, the results suggest that whereas educational mismatch shows greater effects on wages, the effects of labor mismatch on job satisfaction are generally better explained by skills mismatches. Both phenomena appear to be relevant for understanding the economic effects of labor mismatch and suggest that educational mismatch is not an accurate proxy for skills mismatch, mainly when the non-monetary effects of labor mismatch are addressed." (Author's abstract, © Springer-Verlag) ((en))

Zitatform

Meier, Volker (2018): Short-time work subsidies in a matching model. (CESifo working paper 7281), München, 35 S.

Abstract

"We consider positive and normative aspects of subsidizing work arrangements where subsidies are paid in time of low demand and reduced working hours so as to stabilize workers' income. In a matching framework such an arrangement increases labor demand. Tightening eligibility to short-time work benefits tends to reduce the wage while the impact on unemployment remains ambiguous. We develop a modified Hosios condition characterizing an efficient combination of labor market tightness and short-time benefit loss rate." (Author's abstract, IAB-Doku) ((en))

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))

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))

Zitatform

Wapler, Rüdiger, Daniel Werner & Katja Wolf (2018): Active labour market policies in Germany. Do regional labour markets benefit? In: Applied Economics, Jg. 50, H. 51, S. 5561-5578., 2018-05-01. DOI:10.1080/00036846.2018.1487526

Abstract

"This article examines on a regional level whether active labour market policies (ALMP) improve the matching process. To take the fact of heterogeneous search effectiveness during programme participation into account, we distinguish between current and former programme participants. Our findings based on a regional augmented matching function show that higher search effectiveness due to ALMP is not outweighed by indirect effects on nonparticipants. The total number of matches in a region increases with a higher share of former programme participants among the jobseekers. However, these effects largely differ between programme types." (Author's abstract, IAB-Doku) ((en))

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))

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))

Zitatform

Berlingieri, Francesco (2017): Local labor market size and qualification mismatch. (ZEW discussion paper 17-055), Mannheim, 32 S.

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 they are trained for. Different empirical strategies are employed to account for the potential sorting of talented workers into more urbanized areas. Results on individuals never moving from the place of childhood 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 only a small part of the urban wage premium." (Author's abstract, IAB-Doku) ((en))

Zitatform

Buchs, Helen, Emily Murphy & Marlis Buchmann (2017): Landing a job, sinking a career? The trade-off between occupational downgrading and quick reemployment according to unemployed jobseekers' career stage and job prospects. In: Research in Social Stratification and Mobility, Jg. 52, H. December, S. 26-35. DOI:10.1016/j.rssm.2017.10.001

Abstract

"A critical aspect of individual careers is the quality of jobs the unemployed match to at reemployment. The present study examines a trade-off the unemployed face in occupationally segmented labor markets: quickly exiting unemployment via downgraded reemployment or holding out for a skill adequate job while remaining unemployed. We analyze how the likelihood of involuntary status downgrading relates to the relative availability of 'best fit' vacancies at particular stages of a career. This study thus contributes to the broader literature on scar effects incurred from the experience of unemployment. Another contribution is the construction of refined measures of accessible vacancies at the micro level. Proportional hazard rate models are estimated using an inflow sample (2006 - 2014) of unemployed men with vocational education in Switzerland. Our results show that a higher relative availability of 'best fit' vacancies lowers jobseekers' risk of taking up a lower prestige job than the one sought. Career stage also matters for the trade-off between the quality and speed of reemployment, with trial stage unemployed being most responsive to job prospects." (Author's abstract, IAB-Doku) ((en))

Zitatform

Bähr, Sebastian (2017): Regional mobility of unemployed workers. Experimental evidence on decision-making and behaviour in flexible labour markets. (IAB-Bibliothek 365), Bielefeld: Bertelsmann, 172 S. DOI:10.3278/300943w

Abstract

"Moderne Arbeitsmärkte erfordern ein hohes Maß an Flexibilität von Arbeitskräften und insbesondere von Arbeitslosen. Dabei kommt der Bereitschaft zur regionalen Mobilität im Zuge der tiefgreifenden Hartz-Reformen des deutschen Arbeitsmarktes eine zentrale Rolle zu. Vor diesem Hintergrund untersucht diese Forschungsarbeit die Bedeutung überregionaler Mobilität im Stellensuchprozess von Arbeitslosen. Basierend auf innovativen experimentellen Forschungsdesigns, reichhaltigen administrativen und Befragungsdaten und unter Verwendung aktueller ökonometrischer Analysen leistet Sebastian Bähr einen wichtigen Beitrag zur aktuellen Debatte über die Wirkung von Flexibilisierung auf soziale Ungleichheit am Arbeitsmarkt." (Autorenreferat, IAB-Doku)

Zitatform

Heinz, Matthias & Heiner Schumacher (2017): Signaling cooperation. In: European Economic Review, Jg. 98, H. September, S. 199-216. DOI:10.1016/j.euroecorev.2017.06.017

Abstract

"We examine what an applicant's vita signals to employers about her willingness to cooperate in teams. Intensive social engagement may credibly reveal that an applicant cares about others and is less likely to free-ride in teamwork situations. We find that contributions to a public good strongly increase in a subject's degree of social engagement as indicated on her résumé. In a prediction experiment with human resource managers, we find that employers use résumé content effectively to predict relative differences in subjects' willingness to cooperate. Thus, a young professional's vita signals important behavioral characteristics to potential employers. Our results complement the findings from recent studies which analyze the effects of social engagement on wages and job market prospects." (Author's abstract, © 2017 Elsevier) ((en))

Zitatform

Wilson, Shaun & Markus Hadler (2017): Downward flexibility: Who is willing to take an inferior job? In: European journal of industrial relations, Jg. 23, H. 2, S. 187-204. DOI:10.1177/0959680116659816

Abstract

"Most workers look forward to better jobs across their careers, but in an age of rising inequality and insecurity at work, some are willing to accept an inferior job in order to avoid joblessness. We use the Work Orientations III survey from the 2005 International Social Survey Programme to explore such 'downward flexibility' and develop several regression models specified for 19 OECD countries to test hypotheses and explore macro- and individual-level variations. Workers in liberal 'labour market regimes' are more tolerant of downward adaptations, in line with evidence that these regimes produce strongly institutionalized norms of flexibility. Tolerance of a worse job is also higher among those with weak labour market positions (low-income respondents, women and young people). Further macro-level analysis suggests that the 'model' country with the most downwardly flexible workers would be rich and unequal, with weak unions and low levels of social protection and industrial rights." (Author's abstract, IAB-Doku) ((en))

Zitatform

Boll, Christina & Julian Sebastian Leppin (2016): Differential overeducation in East and West Germany. Extending Frank's theory on economic returns changes the picture of disadvantaged women. In: Labour, Jg. 30, H. 4, S. 455-504. DOI:10.1111/labr.12084

Abstract

"We test the theory of differential overeducation which predicts that women and particularly partnered women are more affected by overeducation than men. Our OLS and FE estimations based on German SOEP data confirm that women indeed exhibit more years of excess education in both regions. Women's higher educational mismatch accounts for 5 pp of the West German pay gap. However, women suffer lower wage penalties from overeducation than men in both regions and, for partnered people, higher female wage penalties vanish in the FE estimations. Hence, women are more rationed than men concerning overeducation magnitude, confirming Frank's theory, but rather less disadvantaged with respect to economic returns." (Author's abstract, Published by arrangement with John Wiley & Sons) ((en))

Zitatform

Bähr, Sebastian & Martin Abraham (2016): The role of social capital in the job-related regional mobility decisions of unemployed individuals. In: Social Networks, Jg. 46, H. July, S. 44-59., 2015-12-23. DOI:10.1016/j.socnet.2015.12.004

Abstract

"Social capital is an important factor in interregional mobility. Although most prior research has focused on its role in the job-finding process, this study investigates the function of social networks and the social capital embedded therein after an interregional job offer has been received. This subject is particularly important for the unemployed, who should be able to exploit a mobility strategy to re-enter the labour market. Unemployed persons rely on their social networks to cope with joblessness, but there is evidence that social contexts can also act as mobility traps for this group (Windzio, 2004). We examine whether the unemployed weight social capital in a unique manner when making decisions regarding mobility.
To investigate these issues, we combine a factorial survey module (FSM) with data from the German 'Labour market and social security' (PASS) panel study to generate representative samples of both unemployed and employed persons with a randomised mobility stimulus in the form of hypothetical interregional job offers. Our results reveal the mobilising effects of exposure to conflict-laden relationships with the social network and the household. These are particularly pronounced for unemployed persons, highlighting the importance of factors that influence decision making about mobility beyond simple economic considerations." (Author's abstract, © 2016 Elsevier) ((en))

Zitatform

Erdsiek, Daniel (2016): Overqualification of graduates. Assessing the role of family background. In: Journal for labour market research, Jg. 49, H. 3, S. 253-268., 2016-07-07. DOI:10.1007/s12651-016-0208-y

Abstract

"Ein Mismatch zwischen den Anforderungen einer beruflichen Beschäftigung und den Fähigkeiten eines Arbeitnehmers kann Produktivitätsverluste auf der individuellen sowie gesamtwirtschaftlichen Ebene verursachen, weil das verfügbare Humankapital nicht ausreichend genutzt wird. Überqualifikation beschreibt eine entsprechende Situation in der ein Mismatch vorliegt, weil die Beschäftigung nicht den formalen Bildungsabschluss erfordert, den der Arbeitnehmer erworben hat. Diese Studie untersucht, inwieweit der familiäre Hintergrund von Hochschulabsolventen die Wahrscheinlichkeit beeinflusst, überqualifiziert beschäftigt zu sein. Mögliche Wirkungsmechanismen für einen Effekt der sozialen Herkunft werden diskutiert und anhand von Proxy-Variablen für die folgenden potentiellen Einflussfaktoren empirisch untersucht: individuelle Fähigkeiten, Charakteristika des Studiums, soziales Kapital, finanzielles Kapital und Karriereorientierung. Wie die Ergebnisse zeigen, sind Hochschulabsolventen aus Akademikerhaushalten seltener überqualifiziert beschäftigt als Bildungsaufsteiger - also Absolventen, deren Eltern nicht über einen Hochschulabschluss verfügen. Die Differenz der Überqualifikationsraten dieser beiden Absolventengruppen beträgt 7,4 Prozentpunkte. Eine Blinder-Oaxaca Dekomposition dieser Differenz zeigt, dass individuelle Fähigkeiten, Studieneigenschaften und soziales Kapital wichtige Wirkungsmechanismen für den Einfluss des familiären Hintergrunds auf das Risiko einer Überqualifikation darstellen." (Autorenreferat, © Springer-Verlag)

Zitatform

Gautier, Pieter, Jose L. Moraga-Gonzalez & Ronald Wolthoff (2016): Search costs and efficiency. Do unemployed workers search enough? In: European Economic Review, Jg. 84, H. May, S. 123-139. DOI:10.1016/j.euroecorev.2015.04.001

Abstract

"Many labor market policies affect the marginal benefits and costs of job search. The impact and desirability of such policies depend on the distribution of search costs. In this paper, we provide an equilibrium framework for identifying the distribution of search costs and we apply it to the Dutch labor market. In our model, the wage distribution, job search intensities, and firm entry are simultaneously determined in market equilibrium. Given the distribution of search intensities (which we directly observe), we calibrate the search cost distribution and the flow value of non-market time; these values are then used to derive the socially optimal firm entry rates and distribution of job search intensities. From a social point of view, some unemployed workers search too little due to a hold-up problem, while other unemployed workers search too much due to coordination frictions and rent-seeking behavior. Our results indicate that jointly increasing unemployment benefits and the sanctions for unemployed workers who do not search at all can be welfare-improving." (Author's abstract, IAB-Doku) ((en))

Zitatform

Kawata, Keisuke, Kentaro Nakajima & Yasuhiro Sato (2016): Multi-region job search with moving costs. In: Regional science and urban economics, Jg. 61, H. November, S. 114-129. DOI:10.1016/j.regsciurbeco.2016.10.002

Abstract

"We develop a competitive search model involving multiple regions, geographically mobile workers, and moving costs. Equilibrium mobility patterns are analyzed and characterized, and the results indicate that shocks to a particular region, such as a productivity shock, can propagate to other regions through workers' mobility. Moreover, equilibrium mobility patterns are inefficient due to the existence of moving costs." (Author's abstract, IAB-Doku) ((en))

Zitatform

Lazear, Edward P., Kathryn L. Shaw & Christopher T. Stanton (2016): Who gets hired? The importance of finding an open slot. (NBER working paper 22202), Cambrige, Mass., 46 S. DOI:10.3386/w22202

Abstract

"A model of hiring into posted job slots suggests hiring is based on comparative advantage: being hired depends not only on one's own skill but also on the skills of other applicants. The model has numerous implications. First, bumping of applicants occurs when one job-seeker is slotted into a lower paying job by another applicant who is more skilled. Second, less able workers are more likely to be unemployed because they are bumped. Third, vacancies are higher for harder to fill skilled jobs. Fourth, some workers are over-qualified for their jobs whereas others are under-qualified. These implications are borne out using four different data sets." (Author's abstract, IAB-Doku) ((en))

Zitatform

Lochner, Benjamin & Bastian Schulz (2016): Labor market sorting in Germany. (CESifo working paper 6066), München, 56 S.

Abstract

"This paper analyzes the allocation of workers to jobs and the wage distribution in Germany. Our main contribution is to reconcile prominent empirical models of wage dispersion (Abowd et al., 1999; Card et al., 2013) with theoretical sorting models (Shimer and Smith, 2000; Eeckhout and Kircher, 2011; Hagedorn et al., 2016). We find that empirical fixed effect models provide a valid approximation of observed wages and matching patterns for a large part of the data. For low-type workers, however, wages are decreasing in the type of the firm a worker is matched with. This prediction of theoretical sorting models is at odds with the monotonicity assumption of fixed effect models. After ranking both workers and firms, we show that low-type workers have become increasingly sorted into low-type firms over time, especially out of unemployment. This increase is driven by selection into wage-maximizing matches at the bottom of the firm type distribution. It can be linked to increased domestic outsourcing of low-type workers to business service firms." (Author's abstract, IAB-Doku) ((en))

Zitatform

Arni, Patrick & Amelie Schiprowski (2015): The effects of binding and non-binding job search requirements. (IZA discussion paper 8951), Bonn, 52 S.

Abstract

"Job search requirements constrain the effort choice of unemployment insurance recipients by enforcing a minimum number of monthly applications. This paper is the first to assess how individual search effort, job finding and job stability react to this constraint. Standard job search theory predicts that requirements affect each job seeker relative to her unconstrained effort choice. Therefore, the behavioral treatment intensity of interest is the incremental effort necessary to comply with the requirement. Using novel Swiss register data, we measure this intensity as the difference between the individual requirement threshold and the search effort provided just before requirement imposition. Our econometric approach exploits that - conditional on a broad set of choice fixed effects - the match between the job seeker's unconstrained effort choice and the caseworker's requirement setting behavior is arbitrary. Therefore, it provides exogenous variation in the treatment assignment. We find that binding search requirements that exceed the job seeker's unconstrained effort choice, increase job finding in a substantial way. These effects are highly heterogeneous with respect to the job seeker's characteristics. They come at the cost of increased non-compliance and sanction imposition rates. Moreover, binding requirements have striking negative effects on job stability. Finally, we find that non-binding requirements can also affect search outcomes. This suggests that requirements can operate as signals, thereby generating behavioral effects that are not predicted by standard job search theory." (Author's abstract, IAB-Doku) ((en))

Zitatform

Auspurg, Katrin & Stefanie Gundert (2015): Precarious employment and bargaining power. Results of a factorial survey analysis. In: Zeitschrift für Soziologie, Jg. 44, H. 2, S. 99-117., 2014-10-13.

Abstract

"Welche Rolle spielt die Verhandlungsmacht von Arbeitnehmern für ihre Bereitschaft, befristete Arbeitsverträge zu akzeptieren? In welchem Ausmaß ist ihre Konzessionsbereitschaft durch individuelle Merkmale oder Kontextfaktoren beeinflusst, welche die Verhandlungsmacht gegenüber Arbeitgebern bestimmen? In einem faktoriellen Survey-Modul wurden im Panel 'Arbeitsmarkt und soziale Sicherung' (PASS) im Jahr 2011 etwa 3.700 Erwerbspersonen in Deutschland zu ihrer Annahmebereitschaft hinsichtlich fiktiver Jobangebote (Vignetten) befragt, die in Merkmalen wie der Beschäftigungsdauer experimentell variiert wurden. Erwartungsgemäß reduziert eine gute Verhandlungsposition (z.B. in Form von ökonomischen Ressourcen oder einer starken Arbeitsmarktintegration) die Konzessionsbereitschaft im Hinblick auf Beschäftigungssicherheit. Der Vorteil einer solchen Position zeigt sich zudem in höheren finanziellen Kompensationen bei der Annahme befristeter Verträge. Dabei finden sich Variationen nach familiärem Hintergrund und Geschlecht." (Autorenreferat, IAB-Doku)

Zitatform

Belot, Michele, Philipp Kircher & Paul Muller (2015): Providing advice to job seekers at low cost. An experimental study on on-line advice. (CESifo working paper 5641), München, 69 S.

Abstract

"Helping job seekers to identify suitable jobs is a key challenge for policy makers. We develop and evaluate experimentally a novel tool that provides tailored advice at low cost and thereby redesigns the process through which job seekers search for jobs. We invited 300 job seekers to our computer facilities for 12 consecutive weekly sessions. They searched for real jobs using our web interface. After 3 weeks, we introduced a manipulation of the interface for half of the sample: instead of relying on their own search criteria, we displayed relevant other occupations to them and the jobs that were available in these occupations. These suggestions were based on background information and readily available labor market data. We recorded search behavior on our site but also surveyed participants every week on their other search activities, applications and job interviews. We find that these suggestions broaden the set of jobs considered by the average participant. More importantly, we find that they are invited to significantly more job interviews. These effects are predominantly driven by job seekers who searched relatively narrowly initially and who have been unemployed for a few months." (Author's abstract, IAB-Doku) ((en))

Zitatform

Benson, Alan (2015): A theory of dual job search and sex-based occupational clustering. In: Industrial relations, Jg. 54, H. 3, S. 367-400. DOI:10.1111/irel.12095

Abstract

"This paper theorizes and provides evidence for the segregation of men into clustered occupations and women into dispersed occupations in advance of marriage and in anticipation of future colocation problems. Using the Decennial Census, and controlling for occupational characteristics, I find evidence of this general pattern of segregation, and also find that the minority of the highly educated men and women who depart from this equilibrium experience delayed marriage, higher divorce, and lower earnings. Results are consistent with the theory that marriage and mobility expectations foment a self-fulfilling pattern of occupational segregation with individual departures deterred by earnings and marriage penalties." (Author's abstract, IAB-Doku) ((en))

Zitatform

Bruckmeier, Kerstin, Johannes Eggs, Carina Sperber, Mark Trappmann & Ulrich Walwei (2015): Arbeitsmarktsituation von Aufstockern: Vor allem Minijobber suchen nach einer anderen Arbeit. (IAB-Kurzbericht 19/2015), Nürnberg, 8 S.

Abstract

"Die positive Beschäftigungsentwicklung in Deutschland hält an und der Arbeitsmarkt ist in einer guten Grundverfassung. Dennoch ist die Zahl der Menschen, die gleichzeitig Leistungen der Grundsicherung und ein Erwerbseinkommen erhalten, in den letzten Jahren nahezu unverändert geblieben. Diese erwerbstätigen Arbeitslosengeld-II-Bezieher, die sogenannten Aufstocker, stehen im besonderen Fokus von Arbeitsmarkt- und Sozialpolitik. Die Haushaltsbefragung 'Arbeitsmarkt und Soziale Sicherung' zeigt für das Jahr 2013, dass die Tätigkeiten von Aufstockern oft durch eine geringe Stundenzahl und/oder geringe Stundenlöhne gekennzeichnet sind. Ihre Beschäftigungssituation könnte sich verbessern, wenn sie nach einer anderen oder weiteren Tätigkeit suchen." (Autorenreferat, IAB-Doku)

Zitatform

Caliendo, Marco, Deborah A. Cobb-Clark, Juliane Hennecke & Arne Uhlendorff (2015): Job search, locus of control, and internal migration. (IZA discussion paper 9600), Bonn, 42 S.

Abstract

"Internal migration can substantially improve labor market efficiency. Consequently, policy is often targeted towards reducing the barriers workers face in moving to new labor markets. In this paper we explicitly model internal migration as the result of a job search process and demonstrate that assumptions about the timing of job search have fundamental implications for the pattern of internal migration that results. Unlike standard search models, we assume that job seekers do not know the true job offer arrival rate, but instead form subjective beliefs - related to their locus of control - about the impact of their search effort on the probability of receiving a job offer. Those with an internal locus of control are predicted to search more intensively (i.e. across larger geographic areas) because they expect higher returns to their search effort. However, they are predicted to migrate more frequently only if job search occurs before migration. We then test the empirical implications of this model. We find that individuals with an internal locus of control not only express a greater willingness to move, but also undertake internal migration more frequently." (Author's abstract, IAB-Doku) ((en))

Zitatform

Caliendo, Marco, Anne C. Gielen & Robert Mahlstedt (2015): Home-ownership, unemployed's job search behavior and post-unemployment outcomes. (IZA discussion paper 8972), Bonn, 15 S.

Abstract

"Although home-ownership has been shown to restrict geographic labor mobility and to affect job search behavior of unemployed, there is no evidence so far on how it affects their future re-employment outcomes. We use two waves of detailed German survey data of newly unemployed individuals to study the effect of home-ownership on the job search behavior of unemployed and their re-employment outcomes. We show that unemployed who own a home are less willing to move and also less likely to apply for jobs for which one would have to move. However, we do not find any evidence for compensations of their restricted mobility by more intensive (more search channels or applications) or different (more active or informal) search behavior. Furthermore, we find that home-ownership does not seem to harm the employment prospects of the unemployed. Although the re-employment probability in the short-run is slightly lower, we find that after one year home-owning unemployed have found better re-employment jobs, in terms of wages and job satisfaction, than their renting counterparts." (Author's abstract, IAB-Doku) ((en))

Zitatform

Caliendo, Marco, Deborah A. Cobb-Clark & Arne Uhlendorff (2015): Locus of control and job search strategies. In: The Review of Economics and Statistics, Jg. 97, H. 1, S. 71-87. DOI:10.1162/REST_a_00459

Abstract

"Standard job search theory assumes that unemployed individuals have perfect information about the effect of their search effort on the job offer arrival rate. In this paper, we present an alternative model which assumes instead that each individual has a subjective belief about the impact of his or her search effort on the rate at which job offers arrive. These beliefs depend in part on an individual's locus of control, i.e., the extent to which a person believes that future outcomes are determined by his or her own actions as opposed to external factors. We estimate the impact of locus of control on job search behavior using a novel panel data set of newly-unemployed individuals in Germany. Consistent with our theoretical predictions, we find evidence that individuals with an internal locus of control search more and that individuals who believe that their future outcomes are determined by external factors have lower reservation wages." (Author's abstract, IAB-Doku) ((en))

Zitatform

De Coen, An, Anneleen Forrier, Nele De Cuyper & Luc Sels (2015): Job seekers' search intensity and wage flexibility. Does age matter? In: Ageing and Society, Jg. 35, H. 2, S. 346-366. DOI:10.1017/S0144686X13000731

Abstract

"Although studies on job search implicitly presume that relationships between antecedents and indicators of job search are similar for job seekers from different ages, few studies have tested this assumption even though lifespan theories state that individual motives and behaviour significantly change as people age. From this theoretical perspective, we examine how age moderates the relationships between re-employment efficacy, employment commitment and financial hardship, on the one hand, and job search intensity and wage flexibility, on the other hand. Path analysis on a sample of 240 Belgian job seekers who were at the start of an outplacement programme showed that re-employment efficacy relates positively to job search intensity and wage flexibility for older job seekers, while we find negative relationships for younger job seekers. For employment commitment and financial hardship, we do not find any interaction effects with age. Employment commitment relates positively to search intensity, whereas financial hardship relates negatively to wage flexibility, irrespective of age. We discuss implications for theory, practice and future research." (Author's abstract, IAB-Doku) ((en))

Zitatform

Fort, Isabelle, Catherine Pacaud & Pierre-Yves Gilles (2015): Job search intention, theory of planned behavior, personality and job search experience. In: International Journal for Educational and Vocational Guidance, Jg. 15, H. 1, S. 57-74. DOI:10.1007/s10775-014-9281-3

Abstract

"Diese Studie beabsichtigte nicht nur die Beziehungen zwischen Variablen der Theorie des geplanten Verhaltens und der Absicht zur Jobsuche innerhalb einer französischen Stichprobe zu bestätigen, sondern auch moderierende Effekte für diese Beziehungen durch Erfahrungen bezüglich der Jobsuche und durch zwei Persönlichkeitsdimensionen (Extraversion und Gewissenhaftigkeit) zu überprüfen. 154 Teilnehmer beurteilten die relevanten Konzepte auf einer Reihe von mehreren Skalen. Die Ergebnisse zeigten, dass Variablen der Theorie des geplanten Verhaltens signifikant im Zusammenhang mit der Absicht zur Jobsuche stehen, und dass Extraversion sowie Gewissenhaftigkeit den Zusammenhang zwischen Einstellungen und der Absicht zur Jobsuche moderieren. Die Ergebnisse werden in Bezug zu bisheriger Forschung und praktischen Implikationen diskutiert." (Autorenreferat, IAB-Doku)

Zitatform

Hofmann, Barbara (2015): Do geographical mobility requirements for the unemployed affect their exit rate to work? Evidence from a policy change. In: ILR review, Jg. 68, H. 5, S. 1195-1219., 2014-11-05. DOI:10.1177/0019793915592376

Abstract

"A policy change tightened job search requirements regarding geographical mobility for unemployment insurance - benefit recipients in Germany. Those affected by the policy change were individuals without family ties and whose reemployment prospects were low in their home labor market region. The author finds that the policy change increased employment after one year by 4.6 percentage points among women without children who lived in regions with relatively high unemployment. Women responded by taking up jobs in the home labor market region as well as outside the home labor market region. The author does not find any effects of the tightened mobility requirements for men." (Author's abstract, IAB-Doku) ((en))

Zitatform

Hohmeyer, Katrin & Eva Kopf (2015): Pflegende in Arbeitslosengeld-II-Haushalten: Wie Leistungsbezieher Pflege und Arbeitsuche vereinbaren. (IAB-Kurzbericht 05/2015), Nürnberg, 7 S.

Abstract

"Die Zahl der Pflegebedürftigen in Deutschland steigt. Viele Menschen pflegen Angehörige und müssen dies mit ihrer Erwerbstätigkeit vereinbaren. Auch Arbeitslosengeld-II-Bezieher, die ihre Angehörigen pflegen, stehen im Spannungsfeld zwischen der Pflegearbeit und ihrer Pflicht zur Arbeitsuche. Mithilfe von Befragungsdaten des Panels 'Arbeitsmarkt und soziale Sicherung' aus dem Zeitraum 2006 bis 2012 untersuchen wir die Situation von pflegenden Leistungsbeziehern sowie deren Kontakt zu ihrem Jobcenter." (Autorenreferat, IAB-Doku)

Zitatform

Kaas, Leo & Philipp Kircher (2015): Efficient firm dynamics in a frictional labor market. In: The American economic review, Jg. 105, H. 10, S. 3030-3060. DOI:10.1257/aer.20131702

Abstract

"We develop and analyze a labor market model in which heterogeneous firms operate under decreasing returns and compete for labor by posting long-term contracts. Firms achieve faster growth by offering higher lifetime wages, which allows them to fill vacancies with higher probability, consistent with recent empirical findings. The model also captures several other regularities about firm size, job flows, and pay, and generates sluggish aggregate dynamics of labor market variables. In contrast to existing bargaining models with large firms, efficiency obtains and the model allows a tractable characterization over the business cycle." (Author's abstract, IAB-Doku) ((en))

Zitatform

Moffat, John & Hong Il Yoo (2015): Who are the unemployed? Evidence from the United Kingdom. In: Economics letters, Jg. 132, H. July, S. 61-64. DOI:10.1016/j.econlet.2015.04.017

Abstract

"Using the UK Labour Force Survey 2005 - 2012, we analyse heterogeneity among non-employment subgroups in future employment hazards. Based on the results, we propose alternative measures of unemployment that include out-of-the-labour-force subgroups with similar or higher hazards to the officially unemployed." (Author's abstract, IAB-Doku) ((en))

Zitatform

Nekoei, Arash & Andrea Weber (2015): Does extending unemployment benefits improve job quality? (IZA discussion paper 9034), Bonn, 41 S.

Abstract

"Contrary to standard search model predictions, prior studies failed to estimate a positive effect of unemployment insurance (UI) on reemployment wages. This paper estimates a positive UI wage effect exploiting an age-based regression discontinuity in Austrian administrative data. A search model incorporating duration dependence determines the UI wage effect as the balance between two offsetting forces: UI causes agents to seek higher wage jobs, but also reduces wages by lengthening unemployment. This implies a negative relationship between the UI unemployment duration and wage effects, which holds empirically both in our sample and across studies, reconciling disparate wage-effect estimates. Empirically, UI raises wages by improving reemployment firms' quality and attenuating wage drops." (Author's abstract, IAB-Doku) ((en))

Zitatform

Ng, Weiyi & Ming D. Leung (2015): For love or money? Gender differences in how one approaches getting a job. (IRLE working paper 2015-103), Berkeley, CA, 45 S.

Abstract

"Extant supply-side labor market theories conclude that women and men apply to different jobs but are unable to explain gender differences in how they may behave when applying to the same job. We correct this discrepancy by considering gendered approaches to the hiring process. We propose that applicants can emphasize either the relational or the transactional aspects of the job and that this affects whether they are hired. Relational job seekers focus on developing a social connection with their employer. In contrast, transactional job seekers focus on quantitative and mechanical aspects of the job. We expect women to be more relational and men to be more transactional and that this behavior will contribute to differences in hiring outcomes. Specifically, we contend that being relational suggest that one is more committed to the job at hand and therefore should increases the chances of being hired - holding constant competence. We examine behaviors in an online contract labor market for graphic designers, Elance.com where we find that women are more likely to be hired than men by about 4.1%. Quantitative linguistic analysis on the unstructured text of job proposals reveals that women (men) adopt more relational (transactional) language in their applications. These different approaches affect a job seeker's likelihood of being hired and attenuate the gender gap we identified. Attenuation suggests that how one approaches the hiring process matters and that gender is correlated with a particular style of engagement." (Author's abstract, IAB-Doku) ((en))

Zitatform

Saks, Alan M., Jelena Zikic & Jessie Koen (2015): Job search self-efficacy: Reconceptualizing the construct and its measurement. In: Journal of vocational behavior, Jg. 86, H. February, S. 104-114. DOI:10.1016/j.jvb.2014.11.007

Abstract

"Job search self-efficacy (JSSE) is one of the most studied variables in the job search literature and an important component of the theory of planned behavior and self-regulation theory which have both been used to explain the job search process. However, even though JSSE has been a part of job search research for thirty years, the measurement of JSSE has varied from study to study. This questions both the validity of the measures used and the findings from each study that used a different measure. In this paper, we propose and test a two dimensional measure of JSSE that corresponds to job search behavior (JSSE-B) and job search outcomes (JSSE-O). The results of a longitudinal study of employed and unemployed job seekers support a two-factor model corresponding to the two dimensions of JSSE. We also found differential relationships between each dimension of JSSE and several antecedents and consequences. Among the antecedents, environmental exploration and self-exploration were stronger predictors of JSSE-B while career planning was a stronger predictor of JSSE-O. In terms of consequences, JSSE-B was a stronger predictor of job search intention and behavior while JSSE-O was a stronger predictor of the number of job offers received. These findings provide support for two dimensions of JSSE and have important implications for job search research and practice." (Author's abstract, IAB-Doku) ((en))

Zitatform

Weber, Christoph S. & Philipp Dees (2015): Anspruchslöhne. Immer noch Unterschiede zwischen Ost und West. In: WSI-Mitteilungen, Jg. 68, H. 8, S. 593-603. DOI:10.5771/0342-300X-2015-8-593

Abstract

"Fast 25 Jahren nach der Wiedervereinigung gibt es weiterhin einen signifikanten Unterschied zwischen den Löhnen, die West- und Ostdeutsche mindestens erwarten, um eine offene Stelle anzunehmen. D.h. es gibt nicht nur ein nach wie vor bestehendes Lohngefälle zwischen West- und Ostdeutschland, sondern auch die Anspruchslöhne sind im Osten geringer. Dieser Unterschied besteht, wie die vorgelegte Analyse zeigt, auch dann noch, wenn für eine Vielzahl von Einflussfaktoren auf die Lohnerwartung, wie bspw. die sektorale und qualifikatorische Zusammensetzung oder das Mietpreisniveau, kontrolliert werden. Diese Befunde verweisen darauf, dass das bestehende niedrigere Lohnniveau in Ostdeutschland auch die Anspruchslöhne absenkt und damit die Lohnlücke zementiert. Mit Blick auf die politisch und gesellschaftlich gewünschte Angleichung der Löhne zwischen Ost und West stellt dies eine Herausforderung dar." (Autorenreferat, IAB-Doku)