matching – Suchprozesse am Arbeitsmarkt
Offene Stellen bei gleichzeitiger Arbeitslosigkeit - was Arbeitsmarkttheorien u. a. mit "unvollkommener Information" begründen, ist für Unternehmen und Arbeitsuchende oft nur schwer nachzuvollziehen: Unternehmen können freie Stellen nicht besetzen, trotzdem finden Arbeitsuchende nur schwer den passenden Job. Wie gestalten sich die Suchprozesse bei Unternehmen und Arbeitsuchenden, welche Konzessionen sind beide Seiten bereit einzugehen, wie lässt sich das "matching" verbessern?
Diese Infoplattform bietet wissenschaftliche Literatur zur theoretischen und empirischen Auseinandersetzung mit dem Thema.
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Literaturhinweis
The German job search panel (2020)
Hetschko, Clemens ; Schmidtke, Julia ; Stephan, Gesine ; Schöb, Ronnie ; Lawes, Mario ; Eid, Michael ;Zitatform
Hetschko, Clemens, Julia Schmidtke, Michael Eid, Mario Lawes, Ronnie Schöb & Gesine Stephan (2020): The German job search panel. (OSF preprints), 2020-04-23. DOI:10.31219/osf.io/7jazr
Abstract
"This report introduces the German Job Search Panel, a longitudinal survey that follows people who register as job seeking over the course of up to two years. The focus of the survey is on job seekers’ well-being and health. An innovative survey app is used to allow for frequent measurement every month and for conducting the experience sampling method. The collected data may be linked to administrative records of the Federal Employment Agency, provided that people give their consent. A subsample of surveyed job seekers took part in hair sampling to measure their cortisol levels. In this report, we describe the sampling procedure, adjustments over the recruitment period and the collected data. We moreover examine selective participation in the panel. It turns out that high-skilled workers, young individuals and women were more likely to sign up. Age increases the probability to take part in the hair sampling. People working in East Germany were more likely to consent to the linkage of survey data and administrative records." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Worker overconfidence: Field evidence and implications for employee turnover and firm profits (2020)
Hoffman, Mitchell; Burks, Stephen V.;Zitatform
Hoffman, Mitchell & Stephen V. Burks (2020): Worker overconfidence: Field evidence and implications for employee turnover and firm profits. In: Quantitative Economics, Jg. 11, H. 1, S. 315-348. DOI:10.3982/QE834
Abstract
"Combining weekly productivity data with weekly productivity beliefs for a large sample of truckers over 2 years, we show that workers tend to systematically and persistently overpredict their productivity. If workers are overconfident about their own productivity at the current firm relative to their outside option, they should be less likely to quit. Empirically, all else equal, having higher productivity beliefs is associated with an employee being less likely to quit. To study the implications of overconfidence for worker welfare and firm profits, we estimate a structural learning model with biased beliefs that accounts for many key features of the data. While worker overconfidence moderately decreases worker welfare, it also substantially increases firm profits." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Steigert sinnstiftende Arbeit die Bereitschaft zum Lohnverzicht? (2020)
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)
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Literaturhinweis
The Fundamental Surplus or the Fundamentality of Vacancy Posting Costs? (2020)
Kiarsi, Mehrab;Zitatform
Kiarsi, Mehrab (2020): The Fundamental Surplus or the Fundamentality of Vacancy Posting Costs? In: Economics Bulletin, Jg. 40, H. 2, S. 1011-1016.
Abstract
"In a recent influential paper, Ljungqvist and Sargent (2017) suggest that beneath the large responses of unemployment to movements in productivity in the various proposed reconfigurations of the standard Mortensen and Pissarides model is simply the small size of the fundamental surplus fraction. I show that the fundamental surplus fraction is small if and only if the per-vacancy posting cost is small." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Your wingman could help you land a job: How beauty composition of applicants affects the call-back probability (2020)
Zitatform
Leckcivilize, Attakrit & Alexander Straub (2020): Your wingman could help you land a job: How beauty composition of applicants affects the call-back probability. In: Labour Economics, Jg. 65. DOI:10.1016/j.labeco.2020.101857
Abstract
"This paper analyses how both own appearance and the beauty composition of other candidates influence the chances of being selected for a job interview. Based on our lab experiment with randomised CVs, we confirm the role of appearance on job recruitment. Importantly, we show that appearance of other applicants with the same gender has significant incremental effects on top of the existing beauty premium. This “wingman effect” is more pronounced in high skilled occupations and mainly among male recruiters. We provide evidence that the “wingman effect” is not driven by system one decision making and predominantly affects choices at the margin." (Author's abstract, IAB-Doku, © 2020 Elsevier) ((en))
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Literaturhinweis
Benefit Duration, Job Search Behavior and Re-Employment (2020)
Lichter, Andreas; Schiprowski, Amelie;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))
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Literaturhinweis
Recruiting Intensity and Hiring Practices: Cross-Sectional and Time-Series Evidence (2020)
Zitatform
Lochner, Benjamin, Christian Merkl, Heiko Stüber & Nicole Gürtzgen (2020): Recruiting Intensity and Hiring Practices: Cross-Sectional and Time-Series Evidence. (IZA discussion paper 13678), Bonn, 31 S.
Abstract
"Using the German IAB Job Vacancy Survey, we look into the black box of recruiting intensity and hiring practices from the employers' perspective. Our paper evaluates three important channels for hiring - namely vacancy posting, the selectivity of hiring (labor selection), and the number of search channels - through the lens of an undirected search model. Vacancy posting and labor selection show a U-shape over the employment growth distribution. The number of search channels is also upward sloping for growing establishments, but relatively flat for shrinking establishments. We argue that growing establishments react to positive establishment-specific productivity shocks by using all three channels more actively. Furthermore, we connect the fact that shrinking establishments post more vacancies and are less selective than those with a constant workforce to churn triggered by employment-to-employment transitions. In line with our theoretical framework, all three hiring margins are procyclical over the business cycle." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Declining Search Frictions, Unemployment and Growth (2020)
Zitatform
Martellini, Paolo & Guido Menzio (2020): Declining Search Frictions, Unemployment and Growth. In: Journal of Political Economy, Jg. 128, H. 12, S. 4387-4437. DOI:10.1086/710975
Abstract
"For a search-theoretic model of the labor market, we seek conditions for the existence of a Balanced Growth Path (BGP), an equilibrium in which unemployment, vacancy, and worker's transition rates remain constant in the face of improvements in the production and search technologies. A BGP exists iff firm-worker matches are inspection goods, and the idiosyncratic component of productivity of a match is drawn from a Pareto distribution. Declining search frictions contribute to the growth of the economy with an intensity that depends on the tail coeffcient of the Pareto distribution. A corollary of the theory is that market size does not affect unemployment, vacancy and worker's transition rates even with non-constant returns to scale in search. We develop a strategy to measure the rate of decline of search frictions, the returns to scale in search, and their contribution to growth." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
How to retain motivated employees in their jobs? (2020)
Zitatform
Martin, Ludivine (2020): How to retain motivated employees in their jobs? In: Economic and Industrial Democracy, Jg. 41, H. 4, S. 910-953. DOI:10.1177/0143831X17741528
Abstract
"This article examines the contribution of human resource management (HRM) and information and communication technologies (ICTs) in the retention of motivated employees. The author uses a representative random sample of private sector employees from Western Europe. The data set contains information on employees' motivations, on-the-job search and workplace environment. The results show that HRM and ICT bundles are positively related to motivations. Being motivated for intrinsic and personal growth reasons decreases the likelihood to search while being motivated for rewards or compulsion reasons increases it. HRM strengthens the likelihood to search in the same way, while ICTs tend to increase the likelihood to search of all employees." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Upskilling: Do Employers Demand Greater Skill When Workers Are Plentiful? (2020)
Modestino, Alicia Sasser; Shoag, Daniel; Ballance, Joshua;Zitatform
Modestino, Alicia Sasser, Daniel Shoag & Joshua Ballance (2020): Upskilling: Do Employers Demand Greater Skill When Workers Are Plentiful? In: The Review of Economics and Statistics, Jg. 102, H. 4, S. 793-805. DOI:10.1162/rest_a_00835
Abstract
"Using a proprietary database of online job postings, we find that education and experience requirements rose during the Great Recession. These increases were larger in states and occupations that experienced greater increases in the supply of available workers. This finding is robust to controlling for local demand conditions and firm x job-title fixed effects and using a natural experiment arising from troop withdrawals as an exogenous shock to labor supply. Our results imply that the increase in unemployed workers during the Great Recession can account for 18% to 25% of the increase in skill requirements between 2007 and 2010." (Author's abstract, IAB-Doku, © MIT Press Journals) ((en))
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Literaturhinweis
Skills, signals, and employability: An experimental investigation (2020)
Piopiunik, Marc; Simon, Lisa; Schwerdt, Guido; Wößmann, Ludger;Zitatform
Piopiunik, Marc, Guido Schwerdt, Lisa Simon & Ludger Wößmann (2020): Skills, signals, and employability: An experimental investigation. In: European Economic Review, Jg. 123. DOI:10.1016/j.euroecorev.2020.103374
Abstract
"Because most skills of labor-market entrants are not directly observed by employers, individuals acquire skill signals. To study which signals are valued by employers, we randomize several skill signals on resumes of fictitious applicants among which we ask a large representative sample of German human-resource managers to choose. We find that signals in both studied domains – cognitive and social skills – have significant effects on being invited for a job interview. Consistent with their relevance, expectedness, and credibility, different signals are effective for apprenticeship applicants and college graduates. While GPAs and social skills are significant for both genders, females are particularly rewarded for IT and language skills. Older HR managers value school grades less and other signals more. HR managers in larger firms value college grades more." (Author's abstract, IAB-Doku, © 2020 Elsevier) ((en))
Ähnliche Treffer
früher erschienen als: IZA discussion paper , 11283 -
Literaturhinweis
Personalrekrutierung von Beschäftigten, Kurz- und Langzeitarbeitslosen: Unterschiede bei Besetzungswegen und Beschäftigungsqualität (2020)
Zitatform
Pohlan, Laura & Thomas Rothe (2020): Personalrekrutierung von Beschäftigten, Kurz- und Langzeitarbeitslosen: Unterschiede bei Besetzungswegen und Beschäftigungsqualität. (IAB-Kurzbericht 06/2020), Nürnberg, 12 S.
Abstract
"Langzeitarbeitslose mit einer Arbeitslosigkeitsdauer von einem Jahr oder mehr haben gegenüber Kurzzeitarbeitslosen und Personen, die aus einer Beschäftigung heraus eine neue Stelle suchen, deutlich geringere Beschäftigungschancen. Wir analysieren die betriebliche Perspektive dieser Beschäftigungsaufnahmen und untersuchen, inwiefern Betriebe langzeitarbeitslose Bewerberinnen und Bewerber berücksichtigen, welche Rekrutierungsstrategien Betriebe bei Einstellungen aus Arbeitslosigkeit und Beschäftigung verwenden und wie verschiedene Besetzungswege mit der Entlohnung und Stabilität neu begonnener Beschäftigungsverhältnisse zusammenhängen." (Autorenreferat, IAB-Doku)
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Literaturhinweis
Consequences of Overeducation among Career Starters in Germany: A Trap for the Vocationally Trained as well as for University Graduates? (2020)
Schmelzer, Paul; Schneider, Thorsten;Zitatform
Schmelzer, Paul & Thorsten Schneider (2020): Consequences of Overeducation among Career Starters in Germany: A Trap for the Vocationally Trained as well as for University Graduates? In: European Sociological Review, Jg. 36, H. 3, S. 413-428. DOI:10.1093/esr/jcz061
Abstract
"Research on the consequences of starting in overeducation often focuses on either secondary or tertiary graduates. We focus on both within one country, Germany. While matching and search models imply the improvement of initial overeducation, human capital theory and stigma associated with overeducation predict entrapment. The strongly skill- and occupation-based labour market for the vocationally trained in Germany mitigates the bridge function of overeducation. As the less standardized tertiary system creates more uncertainties, initial overeducation should be more prevalent and should serve as a bridge to better positions. However, depreciation of human capital and the stigma associated with overeducation oppose the bridge function of overeducation here, too. Using data from the German National Educational Panel Study (NEPS), we compare labour market positions of career starters in overeducation with those not in overeducation in subsequent years using propensity score matching. In the fifth year after labour market entrance, the differences in overeducation between initially overeducated and non-overeducated individuals amounts to 38 percentage points for graduates and 28 for vocationally trained persons. In addition, vocationally trained persons starting in overeducation face higher unemployment risks later on. Our findings challenge the assumption of a bridge function in both educational groups." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Estimation of a Roy/search/compensating differential model of the labor market (2020)
Taber, Christopher; Vejlin, Rune;Zitatform
Taber, Christopher & Rune Vejlin (2020): Estimation of a Roy/search/compensating differential model of the labor market. In: Econometrica, Jg. 88, H. 3, S. 1031-1069. DOI:10.3982/ECTA14441
Abstract
"In this paper, we develop a model that captures key components of the Roy model, a search model, compensating differentials, and human capital accumulation on-the-job. We establish which components of the model can be non-parametrically identified and which ones cannot. We estimate the model and use it to assess the relative contribution of the different factors for overall wage inequality. We find that variation in premarket skills (the key feature of the Roy model) is the most important component to account for the majority of wage variation. We also demonstrate that there is substantial interaction between the other components, most notably, that the importance of the job match obtained by search frictions varies from around 4% to around 29%, depending on how we account for other components. Inequality due to preferences for non-pecuniary aspects of the job (which leads to compensating differentials) and search are both very important for explaining other features of the data. Search is important for turnover, but so are preferences for non-pecuniary aspects of jobs as one-third of all choices between two jobs would have resulted in a different outcome if the worker only cared about wages." (Author's abstract, IAB-Doku) ((en))
Ähnliche Treffer
auch erschienen als: NBER working paper , 22439 -
Literaturhinweis
Technological change and occupation mobility: A task-based approach to horizontal mismatch (2019)
Aepli, Manuel;Zitatform
Aepli, Manuel (2019): Technological change and occupation mobility: A task-based approach to horizontal mismatch. (GLO discussion paper / Global Labor Organization 361), Maastricht, 48 S.
Abstract
"Technological change and its impacts on labour markets are a much-discussed topic in economics. Economists generally assume that new technology penetrating the labour market shifts firms' task demand. Given individuals' acquired and supplied skills, these task demand shifts potentially foster horizontal skill mismatches, e.g. individuals not working in their learned occupations. In this paper, I first analyse the relation between task shifting technological change and individuals' horizontal mismatch incidence. Second, I estimate individuals' mismatch wage penalties triggered by this relation. The present paper proposes an instrumental variable (IV) approach to map this mechanism and to obtain causal estimates on mismatch wage penalties. Applying this empirical strategy yields a wage penalty of roughly 12% for horizontally mismatched individuals." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
The role of affective states in potential applicants' evaluations of employer attractiveness (2019)
Zitatform
Auer, Manfred, Gabriela Edlinger, Tanja Petry & Judith Pfliegensdörfer (2019): The role of affective states in potential applicants' evaluations of employer attractiveness. In: German journal of human resource management, Jg. 33, H. 4, S. 363-386. DOI:10.1177/2397002219854959
Abstract
"What role do emotions play as a job seeker eyes up a potential employer? Our contribution to research into employer attractiveness explores the role that affective states play in potential applicants' subjective perceptions of companies' employer attractiveness in the early phase of job seeking. We adopt a concurrent verbalization approach to inquire into qualified potential applicants' processes of interpreting employer branding material. Based on these data, we provide insights into the neglected role of emotions in research on potential applicants' assessments of the appeal of an organization. The findings from a multistep qualitative data analysis produce the following four propositions: (1) strong emotions influence the outcome of the opinion-making process; (2) negative emotions play a crucial role in potential applicants' evaluations of employer attractiveness; (3) some contents of employer information elicit negative emotions, whereas their complementary counterparts do not elicit positive affective reactions; and (4) expectations towards an employer and comparisons among employers influence potential applicants' sentiments about individual employers." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Do high-wage jobs attract more applicants? Directed search evidence from the online labor market (2019)
Banfi, Stefano; Villena-Roldán, Benjamín;Zitatform
Banfi, Stefano & Benjamín Villena-Roldán (2019): Do high-wage jobs attract more applicants? Directed search evidence from the online labor market. In: Journal of labor economics, Jg. 37, H. 3, S. 715-746. DOI:10.1086/702627
Abstract
"Labor markets become more efficient in theory if job seekers direct their search. Using online job board data, we show that high-wage ads attract more applicants as in directed search models. Due to distinctive data features, we also estimate significant but milder directed search for hidden (or implicit) wages, suggesting that ad texts and requirements tacitly convey wage information. Since explicit-wage ads often target unskilled workers, other estimates in the literature ignoring hidden-wage ads may suffer from selection bias. Moreover, job ad requirements are aligned with their applicants' traits, as predicted in directed search models with heterogeneity." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Referrals and search efficiency: Who learns what and when? (2019)
Barr, Tavis; Munasinghe, Lalith; Bojilov, Raicho;Zitatform
Barr, Tavis, Raicho Bojilov & Lalith Munasinghe (2019): Referrals and search efficiency: Who learns what and when? In: Journal of labor economics, Jg. 37, H. 4, S. 1267-1300. DOI:10.1086/703163
Abstract
"Referrals can improve screening and self-selection of applicants during the hiring process. We model and estimate how referral information affects the selection of employees through job offers, acceptances, and turnover. Using data from a call center company, we show that referrals help employers attract applicants of superior performance. Yet performance differences between referred and nonreferred workers diminish with tenure through selective turnover. Our estimates reveal that referrals allow employers to screen on hard-to-observe but performance-relevant attributes for employees of high performance and high propensity to stay. Thus, referred applicants complete much of the sorting during the hiring process." (Author's abstract, IAB-Doku) ((en))
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Literaturhinweis
Structural empirical evaluation of job search monitoring (2019)
Berg, Gerard J. van den; Klaauw, Bas van der;Zitatform
Berg, Gerard J. van den & Bas van der Klaauw (2019): Structural empirical evaluation of job search monitoring. In: International Economic Review, Jg. 60, H. 2, S. 879-903. DOI:10.1111/iere.12376
Abstract
"To evaluate search effort monitoring of unemployed workers, it is important to take account of post-unemployment wages and job-to-job mobility. We structurally estimate a model with search channels, using an RCT in which monitoring is randomized. The data include registers and survey data on search behavior. We find that the opportunity to move to better-paid jobs in employment reduces the extent to which monitoring induces substitution towards formal search channels in unemployment. Job mobility compensates for adverse long-run effects of monitoring on wages. We examine counterfactual policies against moral hazard, like reemployment bonuses and changes of the benefits path." (Author's abstract, Published by arrangement with John Wiley & Sons) ((en))
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Literaturhinweis
Local labor market size and qualification mismatch (2019)
Zitatform
Berlingieri, Francesco (2019): Local labor market size and qualification mismatch. In: Journal of economic geography, Jg. 19, H. 6, S. 1261-1286. DOI:10.1093/jeg/lby045
Abstract
"This paper investigates the effect of the size of the local labor market on skill mismatch. Using survey data for Germany, I find that workers in large cities are both less likely to be overqualified for their job and to work in a different field than the one for which they trained. Different empirical strategies are employed to account for the potential sorting of talented workers into more urbanized areas. Results on individuals who have never moved away from the place in which they grew up and fixed effects estimates obtaining identification through regional migrants suggest that sorting does not fully explain the existing differences in qualification mismatch across areas. This provides evidence of the existence of agglomeration economies through better matches. However, lower qualification mismatch in larger cities is found to explain at best a small part of the urban wage premium." (Author's abstract, IAB-Doku) ((en))
Ähnliche Treffer
auch erschienen als: ZEW discussion paper , 17-055