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Dinlersoz, Emin M., Henry R. Hyatt & Hubert P. Janicki (2016): Who works for whom? Worker sorting in a model of entrepreneurship with heterogeneous labor markets. (IZA discussion paper 9693), Bonn, 47 S.

Abstract

"Young and small firms are typically matched with younger and nonemployed individuals, and they provide these workers with lower earnings compared to other firms. To explore the mechanisms behind these facts, a dynamic model of entrepreneurship is introduced, where individuals can choose not to work, become entrepreneurs, or work in one of the two sectors: corporate or entrepreneurial. The differences in production technology, financial constraints, and labor market frictions lead to sector-specific wages and worker sorting across the two sectors. Individuals with lower assets tend to accept lower-paying jobs in the entrepreneurial sector, an implication that finds support in the data. The effect on the entrepreneurial sector of changes in key parameters is also studied to explore some channels that may have contributed to the decline of entrepreneurship in the United States." (Author's abstract, IAB-Doku) ((en))

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Gandini, Alessandro, Ivana Pais & Davide Beraldo (2016): Reputation and trust on online labour markets. The reputation economy of Elance. In: Work Organisation, Labour and Globalisation, Jg. 10, H. 1, S. 27-43. DOI:10.13169/workorgalaboglob.10.1.0027

Abstract

"This article examines profile data about 9,593 freelancers from 121 countries active in the Design and Multimedia section of Elance, a major online labour market existing up until 2015. Using statistical analysis, the article evidences that the earnings a contractor obtains from working through Elance positively correlates with higher reputation scores and suggests that the conception of trust among actors operating on an online labour market resembles that which characterises e-commerce platforms like eBay or Amazon, where trust relations among 'strangers' are guaranteed by an algorithmic-based third party that translates feedbacks and rankings into a numerical reputation proxy." (Author's abstract, © Pluto Journals Ltd.) ((en))

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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))

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Gavazza, Alessandro, Simon Mongey & Giovanni L. Violante (2016): Aggregate recruiting intensity. (CEP discussion paper 1449), London, 59 S.

Abstract

"We develop a model of firm dynamics with random search in the labor market where hiring firms exert recruiting effort by spending resources to fill vacancies faster. Consistent with micro evidence, in the model fast-growing firms invest more in recruiting activities and achieve higher job-filling rates. In equilibrium, individual decisions of hiring firms aggregate into an index of economy-wide recruiting intensity. We use the model to study how aggregate shocks transmit to recruiting intensity, and whether this channel can account for the dynamics of aggregate matching efficiency around the Great Recession. Productivity and financial shocks lead to sizable pro-cyclical fluctuations in matching efficiency through recruiting effort. Quantitatively, the main mechanism is that firms attain their employment targets by adjusting their recruiting effort as labor market tightness varies. Shifts in sectoral composition can have a sizable impact on aggregate recruiting intensity. Fluctuations in new-firm entry, instead, have a negligible effect despite their contribution to aggregate job and vacancy creations." (Author's abstract, IAB-Doku) ((en))

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Kampelmann, Stephan, Benoît Mahy, François Rycx & Guillaume Vermeylen (2016): Who is your perfect match? Educational norms, educational mismatch and firm profitability. (IZA discussion paper 10399), Bonn, 35 S.

Abstract

"We provide first evidence regarding the direct effect of educational norms and educational mismatch on the bottom line of firms across work environments. To do so, we use rich Belgian linked employer-employee panel data, rely on the methodological approach pioneered by Hellerstein et al. (1999), and estimate dynamic panel data models at the firm level. Our findings show an 'inverted L' profitability profile: undereducation is associated with lower profits, whereas higher levels of normal and overeducation are correlated with positive economic rents of roughly the same magnitude. The size of these effects is amplified in firms experiencing economic uncertainty or operating in high-tech sectors." (Author's abstract, IAB-Doku) ((en))

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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))

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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))

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Le Barbanchon, Thomas (2016): The effect of the potential duration of unemployment benefits on unemployment exits to work and match quality in France. In: Labour economics, Jg. 42, H. October, S. 16-29. DOI:10.1016/j.labeco.2016.06.003

Abstract

"Recent empirical literature finds very limited average effects of generous unemployment benefits on match quality. This study examines those effects in a setting where they could be large. We focus on workers with low employability and evaluate the impact of a large increase in potential benefit duration from 7 to 15 months. Our regression discontinuity design does not elicit significant short-term or medium-term effects on either employment duration or wages, whereas we find large positive effects on unemployment and non-employment duration." (Author's abstract, © 2017 Elsevier) ((en))

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Lichter, Andreas (2016): Essays on the economics of the labor market. Köln, 217 S.

Abstract

"The present dissertation aims at contributing to the understanding of central labor market mechanisms by analyzing open questions on the determinants of firms' labor demand, unemployed individuals' job search behavior and the state's role in shaping peoples' trust and, thereby, affecting labor market outcomes and economic performance. (Author's abstract, IAB-Doku) ((en))

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Marinescu, Ioana & Roland Rathelot (2016): Mismatch unemployment and the geography of job search. (NBER working paper 22672), Cambrige, Mass., 69 S. DOI:10.3386/w22672

Abstract

"Could we significantly reduce U.S. unemployment by helping job seekers move closer to jobs? Using data from the leading employment board CareerBuilder.com, we show that, indeed, workers dislike applying to distant jobs: job seekers are 35% less likely to apply to a job 10 miles away from their ZIP code of residence. However, because job seekers are close enough to vacancies on average, this distaste for distance is fairly inconsequential: our search and matching model predicts that relocating job seekers to minimize unemployment would decrease unemployment by only 5.3%. Geographic mismatch is thus a minor driver of aggregate unemployment." (Author's abstract, IAB-Doku) ((en))

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Moscarini, Giuseppe & Fabien Postel-Vinay (2016): Did the job ladder fail after the Great Recession? In: Journal of labor economics, Jg. 34, H. 1/Pt. 2, S. S55-S93.

Abstract

"We study employment reallocation across employers through the lens of a dynamic job ladder model. Workers always agree on a ranking of employers at all points in time and search for better jobs both off and on the job. A parsimonious version of the model fits well the time series of gross worker flows by employer size from newly available US data from the Job Openings and Labor Turnover Survey. Focusing on the US experience in and around the Great Recession, our evidence indicates that the job ladder stopped working then and has not fully resumed yet." (Author's abstract, IAB-Doku) ((en))

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Oslund, Charlotte (2016): Which industries need workers? Exploring differences in labor market activity. In: Monthly Labor Review, Jg. 139, H. January, S. 1-22.

Abstract

"Using data from the Job Openings and Labor Turnover Survey, this article takes a unique, simultaneous look at job openings, hires, and separations for individual industries and then categorizes industries as having high or low job openings and high or low hires. Studying the data items in relation to each other helps point out the differences among industries: some have high turnover, some have low turnover, some easily find the workers they need and hence have few job openings at the end of the month, and some need more workers than they can find. The author also includes fill rates and churn rates by industry and looks briefly at earnings by industry. The analysis of labor turnover patterns by industry may prove useful to jobseekers and career changers as well as employers." (Author's abstract, IAB-Doku) ((en))

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Pallais, Amanda & Emily Glassberg Sands (2016): Why the referential treatment. Evidence from field experiments on referrals. In: Journal of Political Economy, Jg. 124, H. 6, S. 1793-1828. DOI:10.1086/688850

Abstract

"Referred workers are more likely than nonreferred workers to be hired, all else equal. In three field experiments in an online labor market, we examine why. We find that referrals contain positive information about worker performance and persistence that is not contained in workers' observable characteristics. We also find that referrals perform particularly well when working directly with their referrers. However, we do not find evidence that referrals exert more effort because they believe their performance will affect their relationship with their referrer or their referrer's position at the firm." (Author's abstract, IAB-Doku) ((en))

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Sedláček, Petr (2016): The aggregate matching function and job search from employment and out of the labor force. In: Review of Economic Dynamics, Jg. 21, H. July, S. 16-28. DOI:10.1016/j.red.2016.03.001

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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))

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Barbulescu, Roxana (2015): The strength of many kinds of ties. Unpacking the role of social contacts across stages of the job. In: Organization Science, Jg. 26, H. 4, S. 1040-1058. DOI:10.1287/orsc.2015.0978

Abstract

"The topic of job mobility has received increasing attention in recent years. Yet, surprising in light of the wealth of research on social networks and job attainment, we do not have a unified model of the impact of different kinds of social contacts on job search success. In this paper I show that contacts are differently beneficial for job seekers depending on the stage of the job search process that job seekers are engaged in. Specifically, three stages of the job search process can be distinguished in which social contacts fulfill different roles for the job seekers: deciding the types of jobs for which to apply, submitting job applications, and preparing for interviews. I propose that contacts who are spread across different occupations are conducive to applying to more types of jobs, yet it is contacts who are more focused across occupations that are beneficial for being invited to more interviews - relative to the number of job types applied for - and for converting the interviews into offers. In addition, contacts with lower relationship depth with the job seeker are more helpful for getting invited to interviews, whereas contacts who have more frequent interactions with the job seeker are more helpful for converting interviews into offers. Analyses using a unique longitudinal data set on the job searches of 226 participants in an MBA program offer robust evidence in support of the hypotheses. The results suggest that external mobility is best enabled when job seekers engage with - and learn from - different kinds of contacts across stages of the job search process." (Author's abstract, IAB-Doku) ((en))

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Barnichon, Regis & Andrew Figura (2015): Labor market heterogeneity and the aggregate matching function. In: American Economic Journal. Macroeconomics, Jg. 7, H. 4, S. 222-249. DOI:10.1257/mac.20140116

Abstract

"We estimate an aggregate matching function and find that the regression residual, which captures movements in matching efficiency, displays procyclical fluctuations and a dramatic decline after 2007. Using a matching function framework that explicitly takes into account worker heterogeneity as well as market segmentation, we show that matching efficiency movements can be the result of variations in the degree of heterogeneity in the labor market. Matching efficiency declines substantially when, as in the Great Recession, the average characteristics of the unemployed deteriorate substantially, or when dispersion in labor market conditions - the extent to which some labor markets fare worse than others - increases markedly." (Author's abstract, IAB-Doku) ((en))

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Belot, Michèle, 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))

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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))

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Burks, Stephen V., Bo Cowgill, Mitchell Hoffman & Michael Housman (2015): The value of hiring through employee referrals. In: The Quarterly Journal of Economics, Jg. 130, H. 2, S. 805-839. DOI:10.1093/qje/qjv010

Abstract

"Using personnel data from nine large firms in three industries (call centers, trucking, and high-tech), we empirically assess the benefit to firms of hiring through employee referrals. Compared to nonreferred applicants, referred applicants are more likely to be hired and more likely to accept offers, even though referrals and nonreferrals have similar skill characteristics. Referred workers tend to have similar productivity compared to nonreferred workers on most measures, but referred workers have lower accident rates in trucking and produce more patents in high-tech. Referred workers are substantially less likely to quit and earn slightly higher wages than nonreferred workers. In call centers and trucking, the two industries for which we can calculate worker-level profits, referred workers yield substantially higher profits per worker than nonreferred workers. These profit differences are driven by lower turnover and lower recruiting costs for referrals." (Author's abstract, IAB-Doku) ((en))

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Cappellari, Lorenzo & Konstantinos Tatsiramos (2015): With a little help from my friends? Quality of social networks, job finding and job match quality. In: European Economic Review, Jg. 78, H. August, S. 55-75. DOI:10.1016/j.euroecorev.2015.04.002

Abstract

"This paper studies the effect of network quality on job finding and job match quality using longitudinal data and a direct measure of network quality, which is based on the employment of friendship ties. Various identification strategies provide robust evidence that a higher number of employed contacts increases the job finding rate. Network quality also increases wages for high-skilled workers forming networks with non-familial contacts. Instead, for low-skilled workers, more employed familial contacts lead to a negative but not significant effect on wages. These findings reconcile previous mixed evidence of network effects on wages, indicating heterogeneity by skill level and relationship type." (Author's abstract, IAB-Doku) ((en))

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Cardoso, Ana Rute, Annalisa Loviglio & Lavinia Piemontese (2015): Information frictions and labor market outcomes. (IZA discussion paper 9070), Bonn, 43 S.

Abstract

"We analyze the impact of information frictions on workers' wages, contributing to the literature that tested search theory, which has so far focused on labor market frictions in general and not specifically on information asymmetries. Using data for 16 countries from the European Social Survey 2008, we find a sizeable gap between workers' perceptions of the unemployment rate and the actual unemployment rate in the country, which is a meaningful indicator of their misperception of labor market tightness. To handle the interval nature of our outcome of interest, the earnings variable, we estimate interval regressions, as well as ordered probit models. We follow a threefold strategy to tackle potential endogeneity problems, as the model includes: controls for the worker's ability; country-specific fixed effects; the unemployment rate in the region of residence, which might be the benchmark respondents have in mind when reporting their perception of the national unemployment rate and which is known to influence regional wages. Results show that when subjective perceptions overstate the unemployment rate in the country, a one percentage point gap between the perceived and the actual unemployment rate reduces individual wages by 0.4 to 0.7 percent. We discuss a potential mechanism generating this result. A pessimistic view of the labor market leads to concern over own future employment prospects and is thus likely to lower reservation wages; a too optimistic view, in turn, could raise reservation wages, but it would render job finding more difficult." (Author's abstract, IAB-Doku) ((en))

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Carrillo-Tudela, Carlos, Michael Graber & Klaus Wälde (2015): Unemployment and vacancy dynamics with imperfect financial markets. (IZA discussion paper 9525), Bonn, 28 S.

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 are bargained sequentially 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, IAB-Doku) ((en))

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Chamberlain, Andrew (2015): Why is hiring taking longer? New insights from Glassdoor data. (Glassdoor. Research report), Mill Valley, CA, 20 S.

Abstract

"The time required for hiring processes has grown dramatically in recent years, both in the U.S. and internationally. What factors are driving this trend? Which job seekers face the longest delays and why?
This study presents a statistical analysis of trends in hiring times based on a unique data source: reviews of job interview experiences from Glassdoor. Based on a sample of 344,250 interview reviews spanning six countries, we examine a variety of factors affecting the length of interview processes: industry factors, company factors, country factors, differences in job titles, and even the changing mix of job interview 'screening' methods used by employers." (Author's abstract, IAB-Doku) ((en))

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Chen, Been-Lon & Chih-Fang Lai (2015): Effects of labor taxes and unemployment compensation on labor supply in a search model with an endogenous labor force. In: Journal of macroeconomics, Jg. 43, H. March, S. 300-317. DOI:10.1016/j.jmacro.2014.12.005

Abstract

"Labor taxes and unemployment compensation were blamed for causing relative declines in labor supply in the EU to the US in the past decades. We propose a model with an endogenous labor force and compare with the model with an exogenous labor force. Because of discouraging the labor force, labor taxes decrease employment in our model less than the model with an exogenous labor force, have ambiguous effects on hours, and decrease less labor supply in our model. Due to boosting the labor force, unemployment compensation increases employment in our model and decreases in the model with an exogenous labor force, but with opposite effects on hours, labor supply is ambiguous in both models. To understand the net effect on labor supply, we feed in the data of increases in labor taxes and unemployment compensation in the EU relative to the US. We find that the model with an exogenous labor force explain excessively of decreases in employment and labor supply, with increases in hours against the data. In contrast, our model explains reasonable decreases in labor supply, with sensible decreases in employment and in hours. Thus, with an endogenous labor force, our model explains relative declines in labor supply better than the model with an exogenous labor force." (Author's abstract, IAB-Doku) ((en))

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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))

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Eriksson, Stefan & Karolina Stadin (2015): What are the determinants of hiring? The role of demand and supply factors. (Working papers / Institute for Evaluation of Labour Market and Education Policy 2015,14), Uppsala, 38 S.

Abstract

"In this paper, we study the relative importance of demand and supply factors for hiring. We use a search-matching model with imperfect competition in the product market to derive an equation for total hiring in a local labor market and estimate it on Swedish panel data. If product markets are imperfectly competitive, product demand shocks should have a direct effect on employment. Our main finding is that product demand is important for hiring. This highlights the importance of taking imperfect competition in the product market into account in studies of employment dynamics and hiring. We also find that the number of unemployed workers has a positive effect on hiring, confirming the importance of search frictions. Hence, both demand and supply factors seem to matter for hiring." (Author's abstract, IAB-Doku) ((en))

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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)

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Gautier, Pieter A. & Coen N. Teulings (2015): Sorting and the output loss due to search frictions. In: Journal of the European Economic Association, Jg. 13, H. 6, S. 1136-1166. DOI:10.1111/jeea.12134

Abstract

"We analyze a general search model with on-the-job search (OJS) and sorting of heterogeneous workers into heterogeneous jobs. For given values of nonmarket time, the relative efficiency of OJS, and the amount of search frictions, we derive a simple relationship between the unemployment rate, mismatch, and wage dispersion. We estimate the latter two from standard micro data. Our methodology accounts for measurement error, which is crucial to distinguish true from spurious mismatch and wage dispersion. We find that without frictions, output would be about 9.5% higher if firms can commit to pay wages as a function of match quality and 15.5% higher if they cannot. Noncommitment leads to a business-stealing externality which causes a 5.5% drop in output." (Author's abstract, IAB-Doku) ((en))

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Guerrero, Omar A. & Eduardo López (2015): Firm-to-firm labor flows and the aggregate matching function. A network-based test using employer - employee matched records. In: Economics letters, Jg. 136, H. November, S. 9-12. DOI:10.1016/j.econlet.2015.08.009

Abstract

"The assumption of aggregate matching functions in labor markets is tested using a network configuration model for directed multigraphs. We use employer - employee matched records of the universe of employees and firms in Finland and find that aggregate matching functions, even at the level of submarkets, cannot explain the vast majority of the observed patterns of labor flows between firms. Our findings suggest the need for theoretical frameworks that take into account the structure of labor market frictions." (Author's abstract, © 2015 Elsevier) ((en))

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Holbrow, Hilary J. (2015): How conformity to labor market norms increases access to job search assistance. A case study from Japan. In: Work and occupations, Jg. 42, H. 2, S. 135-173. DOI:10.1177/0730888415572377

Abstract

"Recent studies have shown that providing job search assistance to job seekers who violate labor market norms can be costly. Consequently, people with information about jobs are less willing to help deviant job seekers. This implies that job seekers' conformity to labor market norms should be useful in predicting receipt of job search assistance. The author tests this claim using data from Japan and finds evidence that deviant job seekers receive less assistance. The findings demonstrate the importance of social norms in understanding assistance flows and illustrate the limits of network analysis in explaining access to job search assistance." (Author's abstract, IAB-Doku) ((en))

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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))

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Lang, Jutta & Dieter Zapf (2015): Quotas for women can improve recruitment procedures. Gender as a predictor of the frequency of use of passive job search behavior and the mediating roles of management aspirations, proactivity, and career level. In: Journal of Personnel Psychology, Jg. 14, H. 3, S. 131-141. DOI:10.1027/1866-5888/a000124

Abstract

"In this study, among a sample of 388 participants located in German-speaking countries, from different career levels and all having an employment relationship, we examined the influence of gender on the frequency of use of different job search strategies. The main focus lies on passive job search behavior, which is considered to be an important determinant of career success. The data suggest considerable gender differences in the frequency of use of passive job search strategies. Results of mediation analyses showed that the gap between men and women became smaller with respect to the influence of proactivity and management aspirations and disappeared for individuals in leadership positions. The implications of these findings are discussed in the light of the literature and quota debate." (Author's abstract, © 2015 Hogrefe Verlag) ((en))

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Langenbucher, Kristine (2015): How demanding are eligibility criteria for unemployment benefits, quantitative indicators for OECD and EU countries. (OECD social, employment and migration working papers 166), Paris, 84 S. DOI:10.1787/5jrxtk1zw8f2-en

Abstract

"Eligibility criteria for unemployment benefits, which require recipients to actively look for work, take up suitable job offers or take part in active labour market programmes (ALMPs), or risk benefit sanctions, can play an important role in offsetting the negative impact of generous unemployment benefits on employment incentives. This paper presents information on the strictness of eligibility criteria for unemployment benefits for 40 OECD and/or EU member countries. It covers availability requirements during ALMPs and suitable work criteria, job search requirements and monitoring of independent job search effort, and sanctions for voluntary unemployment, refusing a job offer or participation in active labour market measures. These qualitative data are then used to compile a composite indicator of the strictness of eligibility criteria and some comparisons are made with the results of a similar exercise by the OECD in 2011. This indicator complements existing cross-country indicators relating to unemployment benefits, such as net replacement rate data from the OECD Taxes and Benefits Database and data on ALMP expenditure compiled annually by Eurostat and the OECD." (Author's abstract, IAB-Doku) ((en))

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Leung, Ming D. (2015): Failed searches: How the choice set of job applicants affects an employer's likelihood of making an offer. (IRLE working paper 2015-111), Berkeley, CA, 41 S.

Abstract

"Most accounts of hiring focus on understanding why a particular job candidate was chosen and do not examine hiring as an outcome for the employer. I suggest that a focus on developing a better understanding of failed searches, job openings which end unfilled, is a valuable, yet understudied, piece of the hiring puzzle. I do so here by highlighting the effect of an employer's choice set on whether a job offer is extended to any candidate. In particular, I hypothesize that the categorical overlap among the candidates who apply affects the likelihood of an offer being extended. Because a hiring decision is one an employer seeks to maximize, comparisons are effortful. The less overlap in the background of job candidates', the more difficult it is to compare them, the less likely any decision will be made. To support my contention that this is driven by cognitive effort, I further predict that choice set commensurability issues are less salient for jobs which are more urgent; suggesting variation in satisficing and maximizing motivations. Finally, commensurability is more challenging for employers with greater categorical fluency because differences among candidates are further exacerbated by the employer's more nuanced expectations. I demonstrate support for my contentions with data from Elance, an online market for freelancing services." (Author's abstract, IAB-Doku) ((en))

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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))

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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))

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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))

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Pager, Devah & David S. Pedulla (2015): Race, self-selection, and the job search process. In: American Journal of Sociology, Jg. 120, H. 4, S. 1005-1054. DOI:10.1086/681072

Abstract

"While existing research has documented persistent barriers facing African-American job seekers, far less research has questioned how job seekers respond to this reality. Do minorities self-select into particular segments of the labor market to avoid discrimination? Such questions have remained unanswered due to the lack of data available on the positions to which job seekers apply. Drawing on two original data sets with application-specific information, we find little evidence that blacks target or avoid particular job types. Rather, blacks cast a wider net in their search than similarly situated whites, including a greater range of occupational categories and characteristics in their pool of job applications. Additionally, we show that perceptions of discrimination are associated with increased search breadth, suggesting that broad search among African-Americans represents an adaptation to labor market discrimination. Together these findings provide novel evidence on the role of race and self-selection in the job search process." (Author's abstract, IAB-Doku) ((en))

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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))

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Schadauer, Andreas & Claudia Schäfer (2015): Sozio-technologische AkteurInnen auf einem angespannten Arbeitsmarkt. Diskriminierung und Online-Job-Plattformen. In: SWS-Rundschau, Jg. 55, H. 4, S. 455-475.

Abstract

"Rassistische Diskriminierung bei der Suche nach neuen Angestellten ist in Österreich noch immer ein großes Problem. Auf einem angespannten Arbeitsmarkt stellt diese eine weitere Erschwernis und Hürde für die Arbeitssuchenden dar. Wir widmen uns in unserem Artikel diesem Thema unter besonderer Berücksichtigung des sozio-technologischen Charakters der Arbeitssuche. Zwei Fragen stehen im Zentrum unserer Arbeit: Inwieweit können bestimmte sozio-technologische Objekte, genauer Online-Job-Plattformen, die Arbeitssuche beeinflussen und prägen und in welchen Situationen können diese anti-diskriminatorische Impulse setzen? Aufbauend auf qualitative Interviews mit Arbeitssuchenden skizzieren wir sieben Situationen, in denen durch bestimmte Designentscheidungen Online-Job-Plattformen einen Unterschied machen und Diskriminierung zumindest erschweren können." (Autorenreferat, IAB-Doku)

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Varekamp, Inge, Trudie Knijn, Martin van der Gaag & Peter Bos (2015): Social capital and job search behaviour of long-term welfare recipients. In: The international journal of sociology and social policy, Jg. 35, H. 11/12, S. 738-755. DOI:10.1108/IJSSP-10-2014-0092

Abstract

"Purpose: Long-term welfare recipients in the Netherlands are either long-term unemployed or part-time employed in jobs that generate incomes below the subsistence level. The question is whether reintegration policies aiming at their return to - a fulltime - job should consider individual social network factors besides psychological and human capital factors. The purpose of this paper is to investigate welfare recipients' job search behaviour, in particular how individual social capital is distributed, and whether it is related to job search activities.
Design/methodology/approach: Standardised and structured interviews were conducted with 189 long-term unemployed welfare recipients. An adapted version of the Resource Generator instrument was used to measure individual access to social capital.
Findings: Social capital scales measuring domestic social resources, status-related social resources, expert advice on regulations and financial matters, and advice on finding a job were developed and psychometrically tested. Status-related social resources were more easily accessible to men and higher educated persons. Advice on finding a job was more easily accessible to recently unemployed individuals. Domestic social resources were less accessible to ethnic minorities. Persons with more social capital, specifically status-related social resources and advice in finding a job, showed more active job search behaviour.
Social implications: The differences in job search activities between respondents with more social capital and those with less social capital were present but to a small degree, and therefore there is no argument for reintegration activities to focus on enlarging social capital.
Originality/value: This study addresses the instrumental functions of the social network by multidimensionally scrutinising the resources that social relationships provide access to." (Author's abstract, IAB-Doku) ((en))

Abstract

"The world of work is changing. New trends are emerging that will affect the work environments of large corporations and small businesses alike. To find out how job seekers and recruiters use social media to search for jobs or candidates, and what they think about smartworking, Adecco, the world's leading provider of HR solutions, has conducted this Work Trends Study.
Extending the scope of the 2014 Social Recruiting Study, the 2015 Work Trends Study also looks at emerging practices and beliefs around smartworking and draws some interesting conclusions on how both job seekers and recruiters see the way we will work in the future. Technology is changing not only the way people search for jobs and recruit candidates - the social media sphere is increasingly becoming the new job marketplace - but also the very concept of the 'workplace'. The impact of smartworking and flexible working environments will require new thinking on the traditional relationship between employer and employee.
The study was conducted in 26 countries (see appendix for full list), making it the most comprehensive global study on the future of search and select as well as the workplace environment. Over 31,793 job seekers and more than 4,168 recruiters responded to a survey developed in partnership with the Università Cattolica in Milan, Italy." (Author's abstract, IAB-Doku) ((en))

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Arni, Patrick & Conny Wunsch (2014): Die Rolle von Erwartungshaltungen in der Stellensuche und der RAV-Beratung. Teilprojekt 1: Wechselwirkungen zwischen Erwartungshaltungen der Stellensuchenden, Determinanten des Sucherfolgs und arbeitsmarktlichen Maßnahmen. Schlussbericht. (IZA research report 62), Bonn, 127 S.

Abstract

"Dieses Projekt untersucht die Rolle von Erwartungshaltungen und Einstellungen von Stellensuchenden (STES) im Stellensuchprozess sowie für die Wirkung von arbeitsmarktpolitischen Instrumenten anhand der wenigen für die Schweiz existierenden Daten. Die Analysen zeigen, dass die Erwartungen und Einstellungen der STES entscheidenden Einfluss auf den Sucherfolg haben und durch arbeitsmarktpolitische Instrumente beeinflussbar sind. Sie sollten deshalb stärker in den Fokus der Arbeitsmarktpolitik gerückt werden. Hierzu ist es jedoch notwendig, dass systematisch Informationen über die Erwartungen, Einstellungen und das Suchverhalten der STES erhoben werden." (Autorenreferat, IAB-Doku)

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Attström, Karin, Sebastian Niedlich, Kees Sandvliet, Hanna-Maija Kuhn & Edmund Beavor (2014): Mapping and analysing bottleneck vacancies in EU labour markets. Overview report final. Brüssel, 122 S.

Abstract

"The study, compiling data available at national level, found that bottleneck vacancies do not only occur in high skilled occupations, such as health, IT, scientific and engineering professionals, but are also found in skilled and low skilled manual occupations, in manufacturing, construction or tourism. This is due both to mismatch in educational choices at high skill level, and to poor wage or working conditions leading to high turnover and difficulties to replace ageing workers at lower skill levels. The study provides a ranking of bottlenecks most frequently reported for specific occupations. According to the study, cooks are most difficult to find, followed by metal working machine tool setters and operators, and shop sales assistants. Most of the bottlenecks identified are structural, persisting over long periods, showing that education and training systems need to better and more swiftly aligned to labour market needs. There are too few initiatives addressing shortages in a coordinated manner and labour market intelligence needs to be improved at national level. At EU level, the study recommends better targeted EU mobility aimed at specific specialisations and occupations in need, as well as better matching of skills in EU recruitment. EU action should upscale and focus more narrowly targeted mobility tools for young people such as Your First EURES Job and should improve skills-based matching on the EURES Job Mobility Portal." (Author's abstract, IAB-Doku) ((en))

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Basten, Christoph, Andreas Fagereng & Kjetil Telle (2014): Cash-on-hand and the duration of job search. Quasi-experimental evidence from Norway. In: The economic journal, Jg. 124, H. 576, S. 540-568. DOI:10.1111/ecoj.12135

Abstract

"We identify the causal effect of lump-sum severance payments on non-employment duration in Norway by exploiting a discontinuity in eligibility at age 50. We find that a severance payment worth 1.2 months' earnings at the median lowers the fraction re-employed after a year by seven percentage points. Data on household wealth enable us to verify that the effect is decreasing in prior wealth, which favors an interpretation as liquidity constraints over the alternative of mental accounting. Finding liquidity constraints in Norway, despite its equitable wealth distribution and generous welfare state, means they are likely to exist also in other countries." (Author's abstract, IAB-Doku) ((en))

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Behaghel, Luc, Bruno Crépon & Thomas Le Barbanchon (2014): Unintended effects of anonymous resumes. (IZA discussion paper 8517), Bonn, 53 S.

Abstract

"We evaluate an experimental program in which the French public employment service anonymized resumes for firms that were hiring. Firms were free to participate or not; participating firms were then randomly assigned to receive either anonymous resumes or name-bearing ones. We find that participating firms become less likely to interview and hire minority candidates when receiving anonymous resumes. We show how these unexpected results can be explained by the self-selection of firms into the program and by the fact that anonymization prevents the attenuation of negative signals when the candidate belongs to a minority." (Author's abstract, IAB-Doku) ((en))

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Berg, Gerard J. van den & Johan Vikström (2014): Monitoring job offer decisions, punishments, exit to work, and job quality. In: The Scandinavian journal of economics, Jg. 116, H. 2, S. 284-334. DOI:10.1111/sjoe.12051

Abstract

"Unemployment insurance systems include monitoring of unemployed workers and punitive sanctions if job search requirements are violated. We analyze the effect of sanctions on the ensuing job quality, notably on wage rates and hours worked, and we examine how often a sanction leads to a lower occupational level. The data cover the Swedish population over 1999-2004. We estimate duration models dealing with selection on unobservable. We use weighted exogenous sampling maximum likelihood to deal with the fact the data register is large whereas observed punishments are rare. We also develop a theoretical job search model with monitoring of job offer rejection vis-a-vis monitoring of job search effort. The observation window includes a policy change in which the punishment severity was reduced. We find that the hourly wage and the number of hours are on average lower after a sanction, and that individuals move more often to a lower occupational level, incurring human capital losses. Monitoring offers rejections is less effective than monitoring search effort." (Author's abstract, IAB-Doku) ((en))

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Bonoli, Giuliano (2014): Networking the unemployed. Can policy interventions facilitate access to employment through informal channels? In: International social security review, Jg. 67, H. 2, S. 85-106. DOI:10.1111/issr.12040

Abstract

"It is widely known that informal contacts and networks constitute a major advantage when searching for a job. Unemployed people are likely to benefit from such informal contacts, but building and sustaining a network can be particularly difficult when out of employment. Interventions that allow unemployed people to effectively strengthen their networking capability could as a result be promising. Against this background, this article provides some hints in relation to the direction that such interventions could take. First, on the basis of data collected on a sample of 4,600 newly-unemployed people in the Swiss Canton of Vaud, it looks at the factors that influence jobseekers' decisions to turn to informal contacts for their job search. The article shows that many unemployed people are not making use of their network because they are unaware of the importance of this method. Second, it presents an impact analysis of an innovative intervention designed to raise awareness of the importance of networks which is tested in a randomized controlled trial setting." (Author's abstract, IAB-Doku) ((en))

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Ende, Martin van der & Kenneth Walsh (2014): European vacancy and recruitment report 2014. Brüssel, 132 S. DOI:10.2767/2563

Abstract

"This second edition of the European Vacancy and Recruitment Report is a key component of the European Commission's endeavour to develop a systematic labour market monitoring system focusing on changes in the recruitment demand for skills. The analyses utilise detailed data on occupations and education qualifications as a proxy for 'skills' and traces developments in recruitment over the last five years using a combination of data on hirings and job vacancies both in different Member States and for the EU as a whole, or groups of EU countries according to data availability.
This publication also provides an insight into how the recession - which affected the European economy from 2008 - has impacted on the nature of employment. It focuses in particular on the increasing incidence of 'underemployment' and its impact, especially on young jobseekers. It analyses the performance of the Public Employment Services and the Temporary Work Agencies against a background of declining employment and recruitment and it makes a series of proposals designed to improve the functioning of the European labour market." (Author's abstract, IAB-Doku) ((en))