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Berufliche Mobilität

Eine Tätigkeit, die mehr Spaß verspricht, ein höheres Gehalt oder bessere Entwicklungsperspektiven: Es gibt viele Gründe, nicht länger im erlernten oder ausgeübten Beruf tätig zu sein. Nicht immer sind sie jedoch so erfreulich: Auslöser kann auch eine Entlassung sein.

Dieses Themendossier bietet Literaturhinweise zur beruflichen Mobilitätsforschung in Deutschland und in anderen Ländern. Sie erschließt theoretische Ansätze und empirische Ergebnisse - beispielsweise zu den Fragen: Sind Berufswechsel lohnend? Für wen sind sie mit besonderen Risiken verbunden? Wie gut lassen sich bei einem beruflichen Neustart die bisher erworbenen Qualifikationen verwerten?
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  • Literaturhinweis

    What do we know so far about multigenerational mobility? (2015)

    Solon, Gary;

    Zitatform

    Solon, Gary (2015): What do we know so far about multigenerational mobility? (NBER working paper 21053), Cambrige, Mass., 23 S. DOI:10.3386/w21053

    Abstract

    "'Multigenerational mobility' refers to the associations in socioeconomic status across three or more generations. This article begins by summarizing the longstanding but recently growing empirical literature on multigenerational mobility. It then discusses multiple theoretical interpretations of the empirical patterns, including the one recently proposed in Gregory Clark's book The Son Also Rises." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Employment transitions and labor market exits: age and gender in the Israeli labor market (2015)

    Stier, Haya ; Endeweld, Miri;

    Zitatform

    Stier, Haya & Miri Endeweld (2015): Employment transitions and labor market exits. Age and gender in the Israeli labor market. In: Research in Social Stratification and Mobility, Jg. 41, H. September, S. 93-103. DOI:10.1016/j.rssm.2015.01.002

    Abstract

    "This study focuses on the employment difficulties of older workers in the Israeli labor market. Using administrative panel data for the years 2005 - 2010, it traces the employment transitions of workers and their consequences, focusing on age and gender differences. The findings show that in Israel older workers, men and women alike, are indeed less likely to leave their jobs. However, once out of the labor force, they face difficulties in finding new employment. These difficulties are severer for women than for men. Male workers who experience high instability experience job losses, with no substantial age differences. The wage penalties for women are much lower, probably because of their limited opportunities in terms of earnings." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Einstieg in den Arbeitsmarkt für junge Beschäftigte: Antwort der Bundesregierung auf die Kleine Anfrage der Abgeordneten und der Fraktion DIE LINKE (Drucksache 18/5313) (2015)

    Zitatform

    Bundesministerium für Arbeit und Soziales (2015): Einstieg in den Arbeitsmarkt für junge Beschäftigte. Antwort der Bundesregierung auf die Kleine Anfrage der Abgeordneten und der Fraktion DIE LINKE (Drucksache 18/5313). (Verhandlungen des Deutschen Bundestages. Drucksachen), 94 S.

    Abstract

    "Die OECD (OECD - Organisation für wirtschaftliche Zusammenarbeit und Entwicklung) hat aktuell ihren Skills Outlook 2015 veröffentlicht. Der Anteil von befristeten Arbeitsverhältnissen bei jungen Beschäftigten liegt in Deutschland mit knapp 50 Prozent bei der Gruppe der 15- bis 24-Jährigen so hoch wie in kaum einem anderen der untersuchten Länder.
    Dazu schreibt SPIEGEL ONLINE mit Bezug auf den OECD-Bericht: 'Befristete Jobs können zwar sinnvoll sein, indem sie jungen Menschen den Einstieg ins Berufsleben erleichtern. Oft sind sie aber auch mit gravierenden Nachteilen verbunden, wie die OECD ausführt: In vielen Fällen können befristet Beschäftigte ihre Fähigkeiten nicht voll in die Arbeit einbringen. Wer einen Zeitvertrag hat, hat auch geringere Chancen, an einer Weiterbildung teilzunehmen. Im schlimmsten Fall können durch die Befristungen daher Kompetenzen verkümmern, warnt die Organisation.'
    Vor diesem Hintergrund ist eine genauere Beleuchtung der Arbeitsmarktsituation für junge Beschäftigte notwendig, und es stellt sich die Frage, welche Konsequenzen die Bundesregierung daraus zieht.
    Falls zu den genannten Altersgruppen keine Daten vorliegen, wird gebeten, die vorhandenen Daten zu ähnlichen oder vergleichbaren Altersgruppen anzugeben." (Textauszug, IAB-Doku)

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  • Literaturhinweis

    Labour market mobility patterns during the 2008 crisis: inequalities in a comparative perspective (2014)

    Erhel, Christine ; Guergoat-Larivière, Mathilde ; Trancart, Danièle;

    Zitatform

    Erhel, Christine, Mathilde Guergoat-Larivière & Danièle Trancart (2014): Labour market mobility patterns during the 2008 crisis. Inequalities in a comparative perspective. (Centre d'Etudes de l'Emploi. Document de travail 169), Noisy-le-Grand, 34 S.

    Abstract

    "Using EU-SILC panel data from years 2008 to 2010, this paper builds typologies of labour market sequences over the three years, using a clustering analysis algorithm. The results confirm the importance of individual characteristics (age, gender, education level) in observed labour market mobility patterns. Low-educated youth tend to be disadvantaged across the EU over the two years considered. Gender differences are mainly related to the importance of inactivity. Cross-country differences appear important in terms of medium term labour market trajectories, especially for youth. In particular, the heterogeneity across countries is the highest for low-educated youth. These differences are influenced by the labour market context, but also by the role of education system since sequences including studies are quite frequent." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Labor market intermediaries make the world smaller (2014)

    Gianelle, Carlo;

    Zitatform

    Gianelle, Carlo (2014): Labor market intermediaries make the world smaller. In: Journal of Evolutionary Economics, Jg. 24, H. 5, S. 951-981. DOI:10.1007/s00191-014-0373-5

    Abstract

    "This paper uses network analysis to study how employment intermediaries have influenced inter-firm worker mobility in a region of Italy, in response to a 1997 reform that introduced temporary employment agencies. Worker reallocations from a matched employer-employee dataset are mapped onto a directed graph where the vertices are firms and the links denote transfers of workers between firms. Temporary employment agencies significantly improve network integration and practicability, while rapidly increasing the control over mobility channels. The trade off inherent in intermediation activity is captured and discussed. The potential of network analysis as a tool for monitoring regional labor markets is highlighted." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Should I stay or should I go?: an investigation of graduate regional mobility in the UK and its impact upon early career earnings (2014)

    Kidd, Michael; O'Leary, Nigel; Sloane, Peter;

    Zitatform

    Kidd, Michael, Nigel O'Leary & Peter Sloane (2014): Should I stay or should I go?: an investigation of graduate regional mobility in the UK and its impact upon early career earnings. (IZA discussion paper 8325), Bonn, 31 S.

    Abstract

    "This paper uses HESA data from the Destination of Leavers from Higher Education survey 2003/04 to examine whether more mobile students in terms of choice of institution and location of employment earn more than those who are less mobile. The clear finding is that mobility is associated with superior earnings outcomes, but principally through mobility as it relates to students extending their horizon of job search. A bivariate probit analysis also confirms that there is a positive relationship between regional mobility both in the choice of attending university and the choice of where to take up employment." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Stay or leave?: race, education, and changing returns to the external labor market strategy, 1976 - 2009 (2014)

    Kronberg, Anne-Kathrin ;

    Zitatform

    Kronberg, Anne-Kathrin (2014): Stay or leave? Race, education, and changing returns to the external labor market strategy, 1976 - 2009. In: Work and occupations, Jg. 41, H. 3, S. 305-349. DOI:10.1177/0730888414535218

    Abstract

    "Since the 1970s, firm-internal opportunities for advancement have waned, and more employees have switched employers to build their career. The author compares the effect of staying and leaving one's employer and how each career avenue reproduces or alleviates race-based earnings inequality. Using the Panel Study of Income Dynamics 1976 - 2009, the author finds that racial differences among women are unaffected by external mobility. Among men, the effect of switching depends on education: Since the 1970s, the Black - White gap first widened and then narrowed among male high school graduates. In contrast, the race gap first narrowed and then widened among male college graduates." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    A new look at intergenerational mobility in Germany compared to the US (2014)

    Schnitzlein, Daniel D. ;

    Zitatform

    Schnitzlein, Daniel D. (2014): A new look at intergenerational mobility in Germany compared to the US. (SOEPpapers on multidisciplinary panel data research at DIW Berlin 689), Berlin, 35 S.

    Abstract

    "Motivated by contradictory evidence on intergenerational mobility in Germany, I present a cross-country comparison of Germany and the US, reassessing the question of whether intergenerational mobility is higher in Germany than the US. I can reproduce the standard result from the literature, which states that the German intergenerational elasticity estimates are lower than those for the US. However, based on highly comparable data, even a reasonable degree of variation in the sampling rules leads to similar estimates in both countries. I find no evidence for nonlinearities along the fathers' earnings distribution. In contrast, the analysis shows that mobility is higher for the sons at the lowest quartile of the sons' earnings distribution in both countries. In Germany this result is mainly driven by a high downward mobility of sons with fathers in the upper middle part of the earnings distribution. The corresponding pattern is clearly less pronounced in the US." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Occupations and the evolution of gender differences in intergenerational socioeconomic mobility (2014)

    Schwenkenberg, Julia M.;

    Zitatform

    Schwenkenberg, Julia M. (2014): Occupations and the evolution of gender differences in intergenerational socioeconomic mobility. In: Economics letters, Jg. 124, H. 3, S. 348-352. DOI:10.1016/j.econlet.2014.06.017

    Abstract

    "This paper analyzes intergenerational mobility experiences of daughters and sons with respect to their fathers' occupational status and documents changes in gender differences over time. While women have been in occupations with lower overall earnings potential, men are more likely to be in occupations characterized by long hours and low returns. The mobility gap in earnings has been closing and a mobility advantage with respect to education has been emerging." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Lohnt sich ein Auslandsaufenthalt während des Studiums?: Ergebnisse der Evaluierung eines Förderprogrammes (2013)

    Euler, Hanns Peter; Reber, Gerhard; Glaser, Evelyne; Rami, Ursula; Bacher, Johann;

    Zitatform

    Euler, Hanns Peter, Ursula Rami, Evelyne Glaser, Gerhard Reber & Johann Bacher (2013): Lohnt sich ein Auslandsaufenthalt während des Studiums? Ergebnisse der Evaluierung eines Förderprogrammes. In: Die Betriebswirtschaft, Jg. 73, H. 5, S. 425-447.

    Abstract

    "Der Nachweis der Wirkungen von geförderten studienbezogenen Auslandsaufenthalten hinsichtlich der angestrebten Ziele blieb international bisher aus. Am Beispiel des Kepler-Internationalisierungsprogrammes wurden zwei repräsentative Samples von Absolventen mit und ohne Auslandsaufenthalte (jeweils mit ca. n = 500) miteinander verglichen. Programmexterne Einflüsse konnten methodisch so gut wie ausgeschlossen werden. Das Ergebnis zeigt eindeutige Vorteile durch Auslandsaufenthalte sowohl hinsichtlich des Erwerbes von überfachlichen Kompetenzen als auch im späteren Berufsweg der Absolventen." (Autorenreferat, IAB-Doku)

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  • Literaturhinweis

    Trends in sector switching: evidence from employer-employee data (2013)

    Frederiksen, Anders ; Rosenberg Hansen, Jesper;

    Zitatform

    Frederiksen, Anders & Jesper Rosenberg Hansen (2013): Trends in sector switching. Evidence from employer-employee data. (University Aarhus. Economics working paper 2013-11), Aarhus, 34 S.

    Abstract

    "Sector switching is new to the public administration literature and our knowledge about the prevalence and trends is limited. Yet, sector switching is an important phenomenon which casts light on public-private differences. We study sector switching in a modern economy using unique Danish register-based employer-employee data covering more than 25 years. We find that sector switching constitutes 18.5 percent of all job-to-job mobility and the trend is increasing both in general, for administrative professionals, for top managers and, in particular, for middle managers. These findings are robust to controlling for general trends in labour market mobility, unemployment and economic growth." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Repeated job quits: stepping stones or learning about quality? (2013)

    Gielen, Anne C.;

    Zitatform

    Gielen, Anne C. (2013): Repeated job quits. Stepping stones or learning about quality? In: IZA journal of European Labor Studies, Jg. 2, S. 1-22. DOI:10.1186/2193-9012-2-7

    Abstract

    "Increasing labor mobility is high on the political agenda because of its supposedly positive effects on labor market functioning. However, little attention has been paid to information imperfections, and to what extent they limit potential efficiency gains of labor mobility. When the quality of a new job offer is known ex ante, job quits serve as a stepping stone to better jobs. Yet, if job quality is only observed ex post, job quits may lead to worse matches. This paper argues that actual job quit behavior is characterized by a mixture of both, and investigates the relative empirical content of both extremes in quit decisions. A variance decomposition shows that for nearly 70% of job quits job quality was observed ex-ante; the remaining 30% was learned ex post. Hence, stimulating job mobility mostly improves labor market outcomes, though governments may aim to further reduce information imperfections in order to maximize the efficacy of labor policies." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Diverging top and converging bottom: labour flexibilization and changes in career mobility in the USA (2013)

    Kim, Young-Mi;

    Zitatform

    Kim, Young-Mi (2013): Diverging top and converging bottom. Labour flexibilization and changes in career mobility in the USA. In: Work, employment and society, Jg. 27, H. 5, S. 860-879. DOI:10.1177/0950017012464418

    Abstract

    "The purpose of this study is to explore changes in career mobility in the US labour market during the late 1990s and early 2000s, a period in which career boundaries weakened and workers' employment options became increasingly flexible. Using multiple panel data of a nationally representative sample of US employees between 1990 and 2003, the pattern of workers' short-term movement across various types of boundaries in the labour market is analysed, as well as change over time and by skill group. The result shows that although the probability of switching firms increased for all workers, the career trajectories of lower-skilled groups showed increasingly opposite trends from those of higher-skilled groups. In particular, occupational immobility was reduced significantly for workers in lower-skilled occupations, yet their changes of occupation occurred mainly within their origin class, resulting in strengthening of class boundaries. Implications of this finding are discussed in light of recent debate on class stratification." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Intergenerational occupational mobility in Great Britain and the United States since 1850 (2013)

    Long, Jason; Ferrie, Joseph;

    Zitatform

    Long, Jason & Joseph Ferrie (2013): Intergenerational occupational mobility in Great Britain and the United States since 1850. In: The American economic review, Jg. 103, H. 4, S. 1109-1137. DOI:10.1257/aer.103.4.1109

    Abstract

    "The US tolerates more inequality than Europe and believes its economic mobility is greater than Europe's, though they had roughly equal rates of intergenerational occupational mobility in the late twentieth century. We extend this comparison into the nineteenth century using 10,000 nationally-representative British and US fathers and sons. The US was more mobile than Britain through 1900, so in the experience of those who created the US welfare state in the 1930s, the US had indeed been 'exceptional'. The US mobility lead over Britain was erased by the 1950s, as US mobility fell from its nineteenth century levels." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Theory of worker turnover and knowledge transfer in high-technology industries (2013)

    Shankar, Kameshwari; Ghosh, Suman;

    Zitatform

    Shankar, Kameshwari & Suman Ghosh (2013): Theory of worker turnover and knowledge transfer in high-technology industries. In: Journal of Human Capital, Jg. 7, H. 2, S. 107-129. DOI:10.1086/671188

    Abstract

    "This paper builds a theoretical model to address evidence on labor mobility patterns in high-technology firms engaged in R&D. Worker turnover in these industries enables the efficient transfer of R&D knowledge across firms in a production environment characterized by volatile returns to R&D investment.We show that both the size and composition of labor turnover are affected by the extent to which R&D knowledge can be transferred and applied across the production processes of different firms. Our analysis also provides implications of such labor mobility for industry growth. We explain how labor turnover in the presence of knowledge transfer has contributed to the success of the high-technology cluster in Silicon Valley." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Money on the table?: firms' and workers' gains from productivity spillovers through worker mobility (2013)

    Stoyanov, Andrey; Zubanov, Nikolay;

    Zitatform

    Stoyanov, Andrey & Nikolay Zubanov (2013): Money on the table? Firms' and workers' gains from productivity spillovers through worker mobility. (IZA discussion paper 7702), Bonn, 54 S.

    Abstract

    "We estimate how much of the gains from productivity spillovers through worker mobility is retained by the hiring firms, by the workers who bring spillovers, and by the other workers. Using linked employer-employee data from Danish manufacturing for the period 1995-2007, we find that at least two-thirds of the total output gain of 0.11% per year is netted by the firms, while the workers who bring spillovers receive at most 6% of it as the wage premium. The large share retained by the firms implies that spillovers through worker mobility are mostly a positive externality to them." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    The role of career adaptabilities for mid-career changers (2012)

    Brown, Alan; Bimrose, Jenny; Hughes, Deirdre; Barnes, Sally-Anne;

    Zitatform

    Brown, Alan, Jenny Bimrose, Sally-Anne Barnes & Deirdre Hughes (2012): The role of career adaptabilities for mid-career changers. In: Journal of vocational behavior, Jg. 80, H. 3, S. 754-761. DOI:10.1016/j.jvb.2012.01.003

    Abstract

    "Career adaptability is mediated by personality factors and socio-psychological processes, with learning playing an important role. Using a five-fold career adapt-abilities competency framework (defined here as control, curiosity, commitment, confidence and concern), which was developed from the international quantitative study that is the focus of this special edition, an explicitly qualitative study of the career biographies of mid-career changers from two European countries was undertaken. Data from 64 in-depth interviews with adults in contrasting labor markets from Norway and the UK were analysed deductively, using a career adapt-abilities framework. Results demonstrate the utility of the framework, as well as how adaptive adults used both formal and informal learning to develop career adapt-ability competencies, over time, across occupations and occupational sectors. A key conclusion relates to how this career adapt-abilities competency framework could be used to motivate adults in mid-career to adopt behaviors that help them effect positive career change." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    To be or not to be... a scientist? (2012)

    Chevalier, Arnaud;

    Zitatform

    Chevalier, Arnaud (2012): To be or not to be... a scientist? (IZA discussion paper 6353), Bonn, 26 S.

    Abstract

    "Policy makers generally advocate that to remain competitive countries need to train more scientists. Employers regularly complain of qualified scientist shortages blaming the higher wages in other occupations for luring graduates out of scientific occupations. Using a survey of recent British graduates from Higher Education we report that fewer than 50% of science graduates work in a scientific occupation three years after graduation. The wage premium observed for science graduates stems from occupational choice rather than a science degree. Accounting for selection into subject and occupation, the returns to working in a scientific occupation reaches 18% and there is no return to a science degree outside scientific occupations. Finally, scientists working in a scientific occupation are more satisfied with their educational and career choices, which suggests that those not working in these occupations have been pushed out of careers in science." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    The mover's advantage: scientific performance of mobile academics (2012)

    Franzoni, Chiara ; Scellato, Giuseppe ; Stephan, Paula ;

    Zitatform

    Franzoni, Chiara, Giuseppe Scellato & Paula Stephan (2012): The mover's advantage. Scientific performance of mobile academics. (NBER working paper 18577), Cambridge, Mass., 45 S. DOI:10.3386/w18577

    Abstract

    "We investigate performance differentials associated with mobility for research active scientists residing in a broad spectrum of countries and working in a broad spectrum of fields using data from the GlobSci survey. We distinguish between two categories of mobile scientists: (1) those studying or working in a country other than that of origin and (2) those who have returned to their native country after a spell of study or work abroad. We compare the performance of these mobile scientists to natives who have never experienced a spell of mobility and are studying or working in their country of origin. We find evidence that mobile scientists perform better than those who have not experienced mobility. Among the mobile, we find some evidence that those who return perform better than the foreign born save in the United States, suggesting that positive selection is not at work in determining who remains outside the country. This is supported by the finding that for most countries the performance of returnees is no different than that of compatriots who remain abroad after controlling for other effects." (Author's abstract, IAB-Doku) ((en))

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  • Literaturhinweis

    Trends in occupational mobility in France: 1982-2009 (2012)

    Lalé, Etienne ;

    Zitatform

    Lalé, Etienne (2012): Trends in occupational mobility in France: 1982-2009. In: Labour economics, Jg. 19, H. 3, S. 373-387. DOI:10.1016/j.labeco.2012.03.005

    Abstract

    "Are labor markets more turbulent now than thirty years ago? Most job and worker flows imply that the answer is 'no', with one exception: occupational mobility, which increased substantially in the United States. This paper remedies the lack of comparable evidence by focusing on France for the years 1982 to 2009. After correcting for various statistical biases and discrepancies that affect the measurement of occupational mobility, it documents this reallocation process overall and in different subgroups. The data reveal that, over the period considered, the fraction of workers switching occupation exhibits no trend in the aggregate because changing demographics mask increases in mobility within several age and education groups. After taking these composition effects into account, occupational mobility increased sharply in France as well." (Author's abstract, IAB-Doku) ((en))

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