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.
-
Literaturhinweis
The cyclicality of on-the-job search (2024)
Zitatform
Bransch, Felix, Samreen Malik & Benedikt Mihm (2024): The cyclicality of on-the-job search. In: Labour Economics, Jg. 87. DOI:10.1016/j.labeco.2024.102517
Abstract
"On-the-job search is increasingly recognized as an important potential driver of labor market dynamics over the business cycle. Using the UK Labor Force Survey, we find robust empirical evidence that on-the-job search is countercyclical and that the cyclical fluctuations have important repercussions for labor market dynamics. We also find that the cyclical pattern is not explained by precautionary search motives but rather appears to be driven by job-ladder-motivated searches. This finding is surprising because, as we confirm, the expected returns to on-the-job search are procyclical. We find evidence that three features of search behavior may contribute to this finding: greater search effort in response to lower job-to-job transition probabilities, a prevalence of non-pecuniary motivated searches that are less affected by lower expected wage gains, and procyclicality in average match quality, which has a significant impact on the search behavior of new hires over the business cycle." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))
-
Literaturhinweis
Worker mobility and UI extensions (2024)
Zitatform
Goensch, Johannes, Andreas Gulyas & Ioannis Kospentaris (2024): Worker mobility and UI extensions. In: European Economic Review, Jg. 162. DOI:10.1016/j.euroecorev.2024.104672
Abstract
"We develop an equilibrium search model with a labor force participation decision, job-to-job transitions, and endogenous separations. The calibrated model perfectly matches the observed labor market flows in US data. We use the model to simulate the effects of an extension of unemployment insurance benefits to 99 weeks. The reform leads to a decrease in employment, an increase in the labor force participation and unemployment rate, while it leaves labor productivity roughly constant. Using a model-based decomposition, as well as comparisons with alternative simplified models, we show that modeling workers’ participation decisions, job-to-job transitions, and endogenous separations together is crucial for a complete and accurate analysis of UI reforms." (Author's abstract, IAB-Doku, © 2024 Elsevier) ((en))
-
Literaturhinweis
What does job applicants' body art signal to employers? (2023)
Zitatform
Baert, Stijn, Jolien Herregods & Philippe Sterkens (2023): What does job applicants' body art signal to employers? (Working paper / Ghent University. Faculty of Economics and Business Administration 2023,1072), Gent, 30 S.
Abstract
"In this study, we present a state-of-the-art scenario experiment which, for the first time in the literature, directly measures the stigma surrounding job candidates with tattoos and piercings using real recruiters. We find that job candidates with body art are perceived as less pleasant to work with, less honest, less emotionally stable, less agreeable, less conscientious and less manageable. This goes hand in hand with lower hireability for men with body art but not for women. Compared to candidates who reveal obesity, a characteristic we also randomise, those with body art score better overall in terms of hireability and rated personality, similar in terms of rated taste to collaborate but worse in terms of rated direct productivity drivers." (Author's abstract, IAB-Doku) ((en))
Ähnliche Treffer
auch erschienen als: IZA Discussion Papers, 16311 -
Literaturhinweis
Labor economics (2023)
Borjas, George J.;Zitatform
Borjas, George J. (2023): Labor economics. New York: MacGraw-Hill, 494 S.
Abstract
"Labor Economics, ninth edition by George J. Borjas provides a modern introduction to labor economics, surveying the field with an emphasis on both theory and facts. Labor Economics is thoroughly integrated with the adaptive digital tools available in McGraw-Hill’s Connect, proven to increase student engagement and success in the course. All new Data Explorer questions using data simulation to help students grasp concepts Materials are fresh and up to date by introducing and discussing the latest research studies where conceptual or empirical contributions have increased our understanding of the labor market. The book has undergone Diversity, Equity, and Inclusion reviews to implement content around topics including generalizations and stereotypes, gender, abilities/disabilities, race/ethnicity, sexual orientation, diversity of names, and age." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Labor Demand on a Tight Leash (2023)
Zitatform
Bossler, Mario & Martin Popp (2023): Labor Demand on a Tight Leash. (LASER discussion papers 143), Erlangen, 77 S. DOI:10.48720/IAB.DP.2302
Abstract
"In diesem Aufsatz stellen wir ein Arbeitsnachfrage-Modell auf, das Einstellungskosten berücksichtigt, die aufgrund eines angespannten Arbeitsmarktes bei der Besetzung offener Stellen anfallen. Darauf aufbauend schätzen wir den Effekt der Arbeitsmarktanspannung auf die betriebliche Arbeitsnachfrage, indem wir neuartige Bartik-Instrumente sowie administrative Beschäftigungsdaten für Deutschland heranziehen. Im Einklang mit der Theorie deuten die IV-Ergebnisse darauf hin, dass ein zehnprozentiger Anstieg der Arbeitsmarktanspannung die betriebliche Beschäftigung um rund 0,5 Prozent reduziert. Außerdem zeigt sich, dass die betriebliche Lohnelastizität der Arbeitsnachfrage durch Einbeziehung von Suchexternalitäten auf der aggregierten Ebene von -0,7 auf -0,5 sinkt. In Bezug auf die Einführung des gesetzlichen Mindestlohns im Jahr 2015 implizieren die Elastizitäten nur geringfügig negative Beschäftigungseffekte, was die Ergebnisse empirischer Ex-Post-Evaluationen widerspiegelt. Darüber hinaus führte die Verdoppelung der Arbeitsmarktanspannung in Deutschland zwischen 2012 und 2019 zu einer Verringerung des Beschäftigungswachstums um rund 1,1 Millionen Arbeitsplätze." (Autorenreferat, IAB-Doku)
-
Literaturhinweis
Inefficient Labor Market Sorting (2023)
Eckel, Carsten; Yeaple, Stephen R.;Zitatform
Eckel, Carsten & Stephen R. Yeaple (2023): Inefficient Labor Market Sorting. (Discussion paper / Rationality & Competition, CCR TRR 190 437), München ; Berlin, 47 S.
Abstract
"A growing empirical literature attributes much of the productivity advantages of large, "superstar" firms to their adoption of best practice management techniques that allow them to better identify and use talented workers. The reasons for the incomplete adoption of these "structured management practices" and their welfare implications are not well understood. This paper provides a positive and normative analysis of these issues in a theoretical framework in which structured management practices induce sorting of talent across firms. Incomplete adoption arises because worker talent is in limited supply. In equilibrium there is excessive adoption of structured management practices and too much sorting of talented workers into large firms. In this second-best environment, policy changes that favor large firms, such as trade liberalization, have the potential to lower welfare." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Why Personal Ties (Still) Matter: Referrals and Congestion (2023)
Mylius, F.;Zitatform
Mylius, F. (2023): Why Personal Ties (Still) Matter: Referrals and Congestion. (Cambridge working papers in economics 2356), Cambridge, 21 S.
Abstract
"The internet has reduced search costs significantly, making it much easier to apply for a large number of jobs. In spite of that, the share of jobs found through personal contacts has remained stable over the past decades. My theoretical framework explores a new channel that makes referred candidates favorable for firms: a higher likelihood to accept a job offer. This trait becomes particularly advantageous whenever firms face large uncertainty over whether their candidates would accept their job offer. As we see, if search barriers vanish and workers apply to more firms, a referred candidate expects to face more competitors. On the other hand, with more applications being sent out, workers are, on average, less interested in each firm they apply to, which makes referred candidates stand out more. This means the chances of getting a job offer through a referral can increase if competing workers send out more applications." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Wage-Specific Search Intensity (2023)
Rendon, Silvio;Zitatform
Rendon, Silvio (2023): Wage-Specific Search Intensity. (IZA discussion paper / Forschungsinstitut zur Zukunft der Arbeit 15971), Bonn, 32 S.
Abstract
"I propose a model in which agents decide on job search intensity for each possible wage, unlike the usual setup of constant search intensity over wage draws. The proposed framework entails efficiency gains in that agents do not waste effort to searching for low paying unacceptable jobs or less offered high paying jobs. The proposed framework generates accepted wages distributions that differ substantially from the truncated distributions stemming from the usual setup. These different empirical implications are exploited for building two nonparametric tests, which reject constant search intensity over wages, using NLSY97 data. I further estimate the identifiable structural parameters of the two models resulting in better fit for the wage-specific setup. I quantify the increased effectiveness of wage-specific search in more total search intensity, faster transitions to the upper tail of the wage distribution, and higher wages, in particular, more than 25% increase in accepted wages after unemployment." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Consumption Commitments and Unemployment Insurance (2023)
Segovia, Javier López;Zitatform
Segovia, Javier López (2023): Consumption Commitments and Unemployment Insurance. (CRC TR 224 discussion paper series / EPoS Collaborative Research Center Transregio 224 458), Bonn, 49 S.
Abstract
"Households allocate around 40% of their budget to goods and services that are difficult to adjust, such as rents, mortgages, or mobile plans, which are called “commitments”. Only about 11% of households adjust the consumption of these goods every quarter. Commitments imply monthly payments that are hard to avoid and make employment and income fluctuations more costly. This paper analyzes the role of unemployment insurance in the presence of commitments using a heterogeneous agents search model with incomplete markets and unemployment shocks. The model is calibrated to the US data and matches key features of the US labor market. Using this framework, we show that the existence of commitment goods amplifies the effects of unemployment insurance on search effort and unemployment duration. Commitments also induce households to build larger precautionary savings. Morover, we show that welfare gains from elimating UI increase from 3.4% to 4.2% when commitments are considered. The optimal replacement rate is 57% in the benchmark economy, higher than the current US policy (50%)." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Who Set Your Wage? (2022)
Card, David;Zitatform
Card, David (2022): Who Set Your Wage? (NBER working paper 29683), Cambridge, Mass, 30 S. DOI:10.3386/w29683
Abstract
"I discuss the recent literature that has led to new interest in the idea of monopsonistic wage setting. Building on advances in search theory and in models of differentiated products, researchers have used a number of different strategies to identify the elasticity of firm-specific labor supply. A growing consensus is that firms have some wage-setting power, though many questions remain about the sources of that power." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Evidence on Job Search Models from a Survey of Unemployed Workers in Germany (2022)
Zitatform
DellaVigna, Stefano, Jörg Heining, Johannes F. Schmieder & Simon Trenkle (2022): Evidence on Job Search Models from a Survey of Unemployed Workers in Germany. In: The Quarterly Journal of Economics, Jg. 137, H. 2, S. 1181-1232., 2021-09-11. DOI:10.1093/qje/qjab039
Abstract
"Die Wahrscheinlichkeit eine neue Beschäftigung zu finden nimmt für Bezieher von Leistungen aus der Arbeitslosenversicherung in den ersten Monaten der Arbeitslosigkeit zunächst ab, steigt dann aber zum Ende der Bezugsdauer wieder an, um danach erneut abzuflachen. Zahlreiche theoretische Ansätze wurden bisher vorgeschlagen, um dieses Muster zu erklären, jedoch ist dies kaum möglich sofern dafür nur Daten über die Tatsache der Arbeitsaufnahme an sich herangezogen werden. Um die zugrundeliegenden Mechanismen besser zu verstehen, haben wir mittels SMS-Kurznachrichten eine groß angelegte Befragung von Arbeitslosen durchgeführt. Insgesamt wurden über 6.800 Leistungsbezieher zweimal pro Woche über jeweils vier Monate über den zeitlichen Aufwand bei der Suche nach einem neuen Arbeitsplatz befragt. Aufgrund der resultierenden Panelstruktur war es uns nun möglich Erkenntnisse zu sammeln, wie sich dieser zeitliche Aufwand auf individueller Ebene über die Dauer der Arbeitslosigkeit hinweg entwickelt. Unsere drei Hauptergebnisse lauten: 1) Der Suchaufwand verläuft flach zu Beginn der Arbeitslosigkeit. 2) Weiter steigt der Suchaufwand zum Ende der Bezugsdauer an, nimmt im Anschluss daran jedoch wieder ab. 3) Es gibt keine Anzeichen dafür, dass Leistungsbezieher die Aufnahme einer neuen Beschäftigung bewusst an das Ende der Bezugsdauer verzögern. Insbesondere das zweite und das dritte dieser Ergebnisse lassen sich kaum mit den Standardmodellen zur Arbeitssuche basierend auf unbeobachteter Heterogenität bzw. so genannten Storable Offer Modellen erklären. Dagegen können die genannten Ergebnisse gut mittels eines Suchmodells mit Reference Dependence erklärt werden." (Autorenreferat, IAB-Doku)
-
Literaturhinweis
Applicant Reactions to Digital Selection Methods: A Signaling Perspective on Innovativeness and Procedural Justice (2022)
Zitatform
Folger, Nicholas, Prisca Brosi, Jutta Stumpf-Wollersheim & Isabell M. Welpe (2022): Applicant Reactions to Digital Selection Methods. A Signaling Perspective on Innovativeness and Procedural Justice. In: Journal of Business and Psychology, Jg. 37, H. 4, S. 735-757. DOI:10.1007/s10869-021-09770-3
Abstract
"Research has shown that the use of digital technologies in the personnel selection process can have both positive and negative effects on applicants’ attraction to an organization. We explain this contradiction by specifying its underlying mechanisms. Drawing on signaling theory, we build a conceptual model that applies two different theoretical lenses (instrumental-symbolic framework and justice theory) to suggest that perceptions of innovativeness and procedural justice explain the relationship between an organization’s use of digital selection methods and employer attractiveness perceptions. We test our model by utilizing two studies, namely one experimental vignette study among potential applicants (N = 475) and one retrospective field study among actual job applicants (N = 335). With the exception of the assessment stage in Study 1, the positive indirect effects found in both studies indicated that applicants perceive digital selection methods to be more innovative. While Study 1 also revealed a negative indirect effect, with potential applicants further perceiving digital selection methods as less fair than less digitalized methods in the interview stage, this effect was not significant for actual job applicants in Study 2. We discuss theoretical implications for the applicant reactions literature and offer recommendations for human resource managers to make use of positive signaling effects while reducing potential negative signaling effects linked to the use of digital selection methods." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Hiring in border regions: experimental and qualitative evidence from a recruiter survey in Luxembourg (2022)
Zitatform
Gutfleisch, Tamara & Robin Samuel (2022): Hiring in border regions: experimental and qualitative evidence from a recruiter survey in Luxembourg. In: Journal for labour market research, Jg. 56. DOI:10.1186/s12651-022-00327-2
Abstract
"Firms in border regions typically deal with heterogeneous applicant pools that include both (foreign) domestic workers and cross-border commuters. However, we know little about recruiters’ workforce needs and hiring practices in cross-border labour markets. Based on a survey of real recruiters in Luxembourg, this study presents experimental and qualitative findings on the role of country of residence in recruiters’ hiring intentions against foreigners. Luxembourg presents a rarely studied but highly relevant case for hiring practices owing to a combination of a strong economy, strict labour market regulations, and a transnational workforce. Drawing on data from a factorial survey experiment, we found no discrimination against Portuguese and French applicants living in Luxembourg. Yet, (highly skilled) cross-border workers from France and Germany faced disadvantages regarding recruiters’ hiring intentions. However, differences in effect sizes between foreigners and cross-border workers were small and not statistically significant. When further asked about the potential challenges of recruiting in Luxembourg’s cross-border labour market, respondents expressed concerns about flexibility, poor social fit, and cultural differences in hiring foreign and cross-border employees. Overall, our study provides further points of reference for studies on hiring intentions in cross-border labour markets across Europe." (Author's abstract, IAB-Doku, © Springer-Verlag) ((en))
-
Literaturhinweis
Nonlinear Search and Matching Explained (2021)
Bernstein, Joshua; Throckmorton, Nathaniel; Richter, Alexander W.;Zitatform
Bernstein, Joshua, Alexander W. Richter & Nathaniel Throckmorton (2021): Nonlinear Search and Matching Explained. (Working paper / Federal Reserve Bank of Dallas, Research Department 2106), Dallas, TX, 28 S. DOI:10.24149/wp2106
Abstract
"Competing explanations for the sources of nonlinearity in search and matching models indicate that they are not fully understood. This paper derives an analytical solution to a textbook model that highlights the mechanisms that generate nonlinearity and quantifies their contributions. Procyclical variation in the matching elasticity creates nonlinearity in the job finding rate, which interacts with the law of motion for unemployment. These results show the matching function choice is not innocuous. Quantitatively, the Den Haan et al. (2000) matching function more than doubles the skewness of unemployment and welfare cost of business cycles, compared to the Cobb-Douglas specification." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Employer Search Behavior: Reasons for Internal Hiring (2021)
Bertheau, Antoine;Zitatform
Bertheau, Antoine (2021): Employer Search Behavior: Reasons for Internal Hiring. In: Labour Economics, Jg. 73. DOI:10.1016/j.labeco.2021.102064
Abstract
"This article studies reasons for internal hiring, i.e., re-assigning or promoting an employee instead of recruiting an external candidate. We exploit a representative survey of establishments covering all European Union countries to measure employers' search for internal candidates. Internal search is a widespread practice: 66% of establishments typically search internally. The accumulation of specific skills and the provision of incentives for employees are the main advantages of hiring internally in the theoretical literature. Ordered probit estimates show that on-the-job training and internal search are positively associated. On the contrary, incentive schemes such as variable pay are not associated with employer search. These results help to assess competing theories, and in particular, suggest that specific human capital is an important driver of internal hiring. Finally, we uncover two interesting facts that need further research: internal hiring is less likely in service firms and in non-competitive product markets." (Author's abstract, IAB-Doku, © 2022 Elsevier) ((en))
-
Literaturhinweis
"Are you in the right job?" Human Capital Mismatch in the UK (2021)
Galanakis, Yannis;Zitatform
Galanakis, Yannis (2021): "Are you in the right job?" Human Capital Mismatch in the UK. (GLO discussion paper / Global Labor Organization 976), Essen, 58 S.
Abstract
"This paper examines a problem of worker misallocation into jobs. A theoretical model, allowing for heterogeneous workers and firms, shows that job search frictions generate mismatch between employees and employers. In the empirical analysis, the British Household Panel Survey (BHPS), the UK household Longitudinal Study (UKHLS) and British Cohort Study 1970 (BCS70) data are used to measure the incidence of mismatch, how it changes over time and whether it can be explained by unobserved ability. Results show that (i) the incidence of mismatch increases after the Great Recession. (ii) Individual transitions to/from matching take place due to workers' occupational mobility and over-time skills development. (iii) Employees can find better jobs or their mobility occurs earlier than the aggregate change of skills. (iv) Controlling for individual heterogeneity, measured by cognitive and non-cognitive skill test scores throughout childhood, does not decrease the incidence of mismatch. This suggests that unobserved productivity does not generate mismatch in the labour market." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Unemployment Insurance and Job Search Behavior (2021)
Zitatform
Marinescu, Ioana & Daphne Skandalis (2021): Unemployment Insurance and Job Search Behavior. In: The Quarterly Journal of Economics, Jg. 136, H. 2, S. 887-931. DOI:10.1093/qje/qjaa037
Abstract
"How does unemployment insurance (UI) affect unemployed workers’ search behavior? Search models predict that until benefit exhaustion, UI depresses job search effort and increases reservation wages. Over an unemployment spell, search effort should increase up to benefit exhaustion and stay high thereafter. Meanwhile, reservation wages should decrease up to benefit exhaustion and stay low thereafter. To test these predictions, we link administrative registers to data on job search behavior from a major online job search platform in France. We follow over 400,000 workers, as long as they remain unemployed. We analyze the changes in search behavior around benefits exhaustion and take two steps to isolate the individual response to unemployment benefits. First, our longitudinal data allows us to correct for changes in sample composition over the spell. Second, we exploit data on workers eligible for 12–24 months of UI as well as workers ineligible for UI, to control for behavior changes over the unemployment spell that are independent of UI. Our results confirm the predictions of search models. We find that search effort (the number of job applications) increases by at least 50% during the year preceding benefits exhaustion and remains high thereafter. The target monthly wage decreases by at least 2.4% during the year preceding benefits exhaustion and remains low thereafter. In addition, we provide evidence for duration dependence: workers decrease the wage they target by 1.5% over each year of unemployment, irrespective of their UI status." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Testing the independence of job arrival rates and wage offers (2020)
Zitatform
Braun, Christine, Bryan Engelhardt, Benjamin Griffy & Peter Rupert (2020): Testing the independence of job arrival rates and wage offers. In: Labour Economics, Jg. 63. DOI:10.1016/j.labeco.2020.101804
Abstract
"Is the arrival rate of a job independent of the wage that it pays? We answer this question by testing whether unemployment insurance alters the job finding rate differentially across the wage distribution. To do this, we use a Mixed Proportional Hazard Competing Risk Model in which we classify quantiles of the wage distribution as competing risks faced by searching unemployed workers. Allowing for flexible unobserved heterogeneity across spells, we find that unemployment insurance increases the likelihood that a searcher matches to higher paying jobs relative to low or medium paying jobs, rejecting the notion that wage offers and job arrival rates are independent. We show that dependence between wages and job offer arrival rates explains 9% of the increase in the duration of unemployment associated with unemployment insurance." (Author's abstract, IAB-Doku, © 2020 Elsevier) ((en))
-
Literaturhinweis
Efficiency Of Wage Bargaining With On-The-Job Search (2020)
Cai, Xiaoming;Zitatform
Cai, Xiaoming (2020): Efficiency Of Wage Bargaining With On-The-Job Search. In: International Economic Review, Jg. 61, H. 4, S. 1749-1775. DOI:10.1111/iere.12478
Abstract
"This article studies efficiency in a general class of search models where both unemployed and employed workers search for better jobs and can meet multiple firms simultaneously. Employers can respond to outside offers and wages are a weighted average of the productivities of the current employer and a credible poaching firm. I derive a condition that balances firms' bargaining power and their meeting externality. This condition ensures efficiency of both worker turnover and firm entry. Finally, the efficiency condition unifies and extends many of the results on the efficiency of equilibrium search models." (Author's abstract, IAB-Doku, Published by arrangement with John Wiley & Sons) ((en))
-
Literaturhinweis
Evidence on job search models from a survey of unemployed workers in Germany (2020)
Zitatform
DellaVigna, Stefano, Jörg Heining, Johannes F. Schmieder & Simon Trenkle (2020): Evidence on job search models from a survey of unemployed workers in Germany. (IAB-Discussion Paper 13/2020), Nürnberg, 60 S.
Abstract
"Die Wahrscheinlichkeit eine neue Beschäftigung zu finden nimmt für Bezieher von Leistungen aus der Arbeitslosenversicherung in den ersten Monaten der Arbeitslosigkeit zunächst ab, steigt dann aber zum Ende der Bezugsdauer wieder an, um danach erneut abzuflachen. Zahlreiche theoretische Ansätze wurden bisher vorgeschlagen, um dieses Muster zu erklären, jedoch ist dies kaum möglich sofern dafür nur Daten über die Tatsache der Arbeitsaufnahme an sich herangezogen werden. Um die zugrundeliegenden Mechanismen besser zu verstehen, haben wir mittels SMS-Kurznachrichten eine groß angelegte Befragung von Arbeitslosen durchgeführt. Insgesamt wurden über 6.800 Leistungsbezieher zweimal pro Woche über jeweils vier Monate über den zeitlichen Aufwand bei der Suche nach einem neuen Arbeitsplatz befragt. Aufgrund der resultierenden Panelstruktur war es uns nun möglich Erkenntnisse zu sammeln, wie sich dieser zeitliche Aufwand auf individueller Ebene über die Dauer der Arbeitslosigkeit hinweg entwickelt. Unsere drei Hauptergebnisse lauten: 1) Der Suchaufwand verläuft flach zu Beginn der Arbeitslosigkeit. 2) Weiter steigt der Suchaufwand zum Ende der Bezugsdauer an, nimmt im Anschluss daran jedoch wieder ab. 3) Es gibt keine Anzeichen dafür, dass Leistungsbezieher die Aufnahme einer neuen Beschäftigung bewusst an das Ende der Bezugsdauer verzögern. Insbesondere das zweite und das dritte dieser Ergebnisse lassen sich kaum mit den Standardmodellen zur Arbeitssuche basierend auf unbeobachteter Heterogenität bzw. so genannten Storable Offer Modellen erklären. Dagegen können die genannten Ergebnisse gut mittels eines Suchmodells mit Reference Dependence erklärt werden." (Autorenreferat, IAB-Doku)
Ähnliche Treffer
Weiterführende Informationen
Online Appendix -
Literaturhinweis
The role of search frictions in the long-run relationships between inflation, unemployment and capital (2020)
Zitatform
Gomis-Porqueras, Pedro, Stella Huangfu & Hongfei Sun (2020): The role of search frictions in the long-run relationships between inflation, unemployment and capital. In: European Economic Review, Jg. 123. DOI:10.1016/j.euroecorev.2020.103396
Abstract
"This paper explores the long-run relationships between inflation, unemployment and capital accumulation by proposing a model with search frictions in both goods and labor markets. This framework allows us to identify a negative extensive margin effect of inflation on the number of firms demanding capital and a positive intensive margin effect of inflation on the capital demanded per firm. The two effects together generate a hump-shaped relationship between long-run inflation and aggregate capital. These results are consistent with our empirical evidence from a cross-section of 76 countries, which suggests a non-monotonic relationship between inflation and investment to GDP ratio in the long run. Our calibrated results are also consistent with empirical findings from the U.S. data on the effect of inflation on capital stock, unemployment and the real interest rates." (Author's abstract, IAB-Doku, © 2020 Elsevier) ((en))
-
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))
-
Literaturhinweis
Discriminated by an algorithm: a systematic review of discrimination and fairness by algorithmic decision-making in the context of HR recruitment and HR development (2020)
Zitatform
Köchling, Alina & Marius Claus Wehner (2020): Discriminated by an algorithm. A systematic review of discrimination and fairness by algorithmic decision-making in the context of HR recruitment and HR development. In: Schmalenbachs Zeitschrift für betriebswirtschaftliche Forschung, Jg. 13, H. 3, S. 795-848. DOI:10.1007/s40685-020-00134-w
Abstract
"Algorithmic decision-making is becoming increasingly common as a new source of advice in HR recruitment and HR development. While firms implement algorithmic decision-making to save costs as well as increase efficiency and objectivity, algorithmic decision-making might also lead to the unfair treatment of certain groups of people, implicit discrimination, and perceived unfairness. Current knowledge about the threats of unfairness and (implicit) discrimination by algorithmic decision-making is mostly unexplored in the human resource management context. Our goal is to clarify the current state of research related to HR recruitment and HR development, identify research gaps, and provide crucial future research directions. Based on a systematic review of 36 journal articles from 2014 to 2020, we present some applications of algorithmic decision-making and evaluate the possible pitfalls in these two essential HR functions. In doing this, we inform researchers and practitioners, offer important theoretical and practical implications, and suggest fruitful avenues for future research." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Labor force participation, job search effort and unemployment insurance in the laboratory (2020)
Zitatform
Lechthaler, Wolfgang & Patrick Ring (2020): Labor force participation, job search effort and unemployment insurance in the laboratory. (Kiel working paper 2149), Kiel, 39 S.
Abstract
"How the provision of unemployment benefits affects employment and unemployment is a debated issue. In this paper, we aim at complementing theoretical and empirical contributions to this debate with a laboratory experiment: We simulate a job market with search effort and labor force participation decisions while varying the maximum length of unemployment benefit eligibility. Our results reveal two separable, opposing effects: Individuals within the labor force search with lower effort when unemployment benefits are extended. However, individuals are more likely to participate in the labor force and to actively search for a job. Concerning employment, the second effect dominates so that unemployment benefits raise employment." (Author's abstract, IAB-Doku) ((en))
-
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))
-
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
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))
-
Literaturhinweis
Financial risk and unemployment (2019)
Zitatform
Eckstein, Zvi, Ofer Setty & David Weiss (2019): Financial risk and unemployment. In: International Economic Review, Jg. 60, H. 2, S. 475-516. DOI:10.1111/iere.12360
Abstract
"There is a strong correlation between corporate interest rates, their spreads relative to Treasuries, and the unemployment rate. We model how corporate interest rates affect equilibrium unemployment and vacancies, in a Diamond - Mortesen - Pissarides search and matching model. Our simple model permits the exploration of U.S. business cycle statistics through the lens of financial shocks. We calibrate the model using U.S. data without targeting business cycle statistics. Volatility in the corporate interest rate can explain a quantitatively meaningful portion of the labor market. Data on corporate firms support the hypothesis that firms facing more volatile financial conditions have more volatile employment." (Author's abstract, Published by arrangement with John Wiley & Sons) ((en))
-
Literaturhinweis
Inconsistent time preferences and on-the-job search: When it pays to be naive (2019)
Fahn, Matthias; Seibel, Regina;Zitatform
Fahn, Matthias & Regina Seibel (2019): Inconsistent time preferences and on-the-job search. When it pays to be naive. (CESifo working paper 7604), München, 21 S.
Abstract
"We study optimal employment contracts for present-biased employees who can conduct on-the-job-search. Presuming that firms cannot offer long-term contracts, we find that individuals who are naive about their present bias will actually be better off than sophisticated or time-consistent individuals. Moreover, they search more, which partially counteracts the inefficiencies caused by their present bias." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Job search under asymmetric information: endogenous wage dispersion and unemployment stigma (2019)
Feng, Shuaizhang; Zheng, Bingyong; Lefgren, Lars; Platt, Brennan C.;Zitatform
Feng, Shuaizhang, Lars Lefgren, Brennan C. Platt & Bingyong Zheng (2019): Job search under asymmetric information: endogenous wage dispersion and unemployment stigma. In: Economic Theory, Jg. 67, H. 4, S. 817-851. DOI:10.1007/s00199-018-1099-7
Abstract
"We present a model of directed job search with asymmetric information regarding worker type. While job applicants know their productivity type, firms can only observe the duration of unemployment as well as a noisy signal of worker type. Firms can offer an unscreened wage or a wage that is conditioned on passing the screening and the duration of unemployment. This framework leads to three possible equilibria, which depend on model parameter values. We describe the circumstances under, which each equilibrium may result and the empirical implications of each equilibrium. Our model sheds light into wage scarring, unemployment duration, wage dispersion and firm-wage sorting, as well as the effects of unemployment insurance and minimum wages on search behavior and the distribution of wages." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Labor supply, income distribution, and tax progressivity in a search model (2019)
Fu, Zhiming; Wu, Liang; Zhuang, Ziguan;Zitatform
Fu, Zhiming, Liang Wu & Ziguan Zhuang (2019): Labor supply, income distribution, and tax progressivity in a search model. In: The B.E. Journal of Macroeconomics, Jg. 19, H. 1, S. 1-18. DOI:10.1515/bejm-2017-0185
Abstract
"We develop a search model with risk-averse households to study the impact of tax progressivity on labor supply and income inequality across education groups. Labor supply responses are considered along both intensive and extensive margins. Our quantitative results are consistent with those of the existing empirical literature. First, we find that a decline in tax progressivity associated with the Tax Reform Act of 1986 has a significant impact on the aggregate labor supply with approximately 61 percent occurred along the extensive margin. Second, households differ in their labor and income responses to tax reform. A decline in tax progressivity changes the income composition of each household by affecting labor supplies and asset holdings. This leads to an increase in income inequality. Therefore, the tax share paid by the most educated group rises due to an increase in capital income after tax reforms are instituted." (Author's abstract, © De Gruyter) ((en))
-
Literaturhinweis
The Beveridge curve and labour market flows - a reinterpretation (2019)
Gottfries, Nils; Stadin, Karolina;Zitatform
Gottfries, Nils & Karolina Stadin (2019): The Beveridge curve and labour market flows - a reinterpretation. (CESifo working paper 7689), München, 52 S.
Abstract
"According to search-matching theory, the Beveridge curve slopes downward because vacancies are filled more quickly when unemployment is high. Using monthly panel data for local labour markets in Sweden we find no (or only weak) evidence that high unemployment makes it easier to fill vacancies. Instead, there are few vacancies when unemployment is high because there is a low inflow of new vacancies. We construct a simple model with on-the-job search and show that it is broadly consistent with the cyclical behaviour of stocks and flows in the labour market also without search frictions. In periods of high unemployment, fewer employed job seekers find new jobs and this leads to a smaller inflow of new vacancies." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Performance pay and applicant screening (2019)
Zitatform
Jirjahn, Uwe & Jens Mohrenweiser (2019): Performance pay and applicant screening. In: BJIR, Jg. 57, H. 3, S. 540-575. DOI:10.1111/bjir.12443
Abstract
"Using German establishment data, we show that the relationship between intensity of individual-based performance pay and intensity of applicant screening depends on the nature of production. In establishments with increased multitasking, performance pay is positively associated with applicant screening. By contrast, in establishments without increased multitasking, performance pay is negatively associated with applicant screening.We do not find a similar pattern of results for group-based performance pay or profit-sharing. Our findings fit the hypothesis that individual-based performance pay induces a positive self-sorting of employees if jobs are less multifaceted. In this case, employers with a high intensity of performance pay do not need intensive applicant screening to ensure a high quality of matches between workers and jobs. However, if jobs are more multifaceted, individual-based performance pay can entail problems of adverse self-sorting. In order to mitigate or overcome these problems, employers making intensive use of performance pay also screen applicants more intensively." (Author's abstract, Published by arrangement with John Wiley & Sons) ((en))
-
Literaturhinweis
The role of spatial and skill mismatches: explaining long-term unemployment in Paris (2019)
Zitatform
L'Horty, Yannick & Florent Sari (2019): The role of spatial and skill mismatches. Explaining long-term unemployment in Paris. In: Regional Studies. Journal of the Regional Studies Association, Jg. 53, H. 2, S. 283-296. DOI:10.1080/00343404.2018.1462480
Abstract
"In the Paris region, one can observe simultaneously the coexistence of a large and dynamic job pool with long-lasting periods of unemployment. This paradox reveals the importance of skill and spatial mismatch mechanisms, which are often used to explain disparities in local labour market outcomes. This paper uses several spatial models to measure the effects of these two mechanisms on unemployment durations in the Paris region. The results show that both problems affect municipalities close to the centre of Paris, while unemployment situations in municipalities on the fringes of the region are mainly affected by a lack of local employment dynamism." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Search and multiple jobholding (2019)
Zitatform
Lalé, Etienne (2019): Search and multiple jobholding. (IZA discussion paper 12294), Bonn, 52 S.
Abstract
"A search-theoretic model of the labor market with idiosyncratic fluctuations in hours worked, search both off- and on-the-job, and multiple jobholding is developed. Taking on a second job entails a commitment to hold onto the primary employer, enabling the worker to use the primary job as her outside option to bargain with the secondary employer. The model performs well at explaining multiple jobholding inflows and outflows, and it is informative for understanding the secular decline in multiple jobholding. While some worry that this decline heralds a less-flexible labor market, the model reveals that it has contributed to reducing search frictions." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Selective hiring and welfare analysis in labor market models (2019)
Zitatform
Merkl, Christian & Thijs van Rens (2019): Selective hiring and welfare analysis in labor market models. In: Labour economics, Jg. 57, H. April, S. 117-130. DOI:10.1016/j.labeco.2019.01.008
Abstract
"Firms select not only how many, but also which workers to hire. Yet, in most labor market models all workers have the same probability of being hired. We argue that selective hiring crucially affects welfare analysis. We set up a model that is isomorphic to a search model under random hiring but allows for selective hiring. With selective hiring, the positive predictions of the model change very little, but implications for welfare are different for two reasons. First, a hiring externality occurs with random but not with selective hiring. Second, the welfare costs of unemployment are much larger with selective hiring, because unemployment risk is distributed unequally across workers." (Author's abstract, © 2019 Elsevier) ((en))
-
Literaturhinweis
Horizontal mismatch between employment and field of education: evidence from a systematic literature review (2019)
Zitatform
Somers, Melline A., Sofie J. Cabus, Wim Groot & Henriëtte Maassen van den Brink (2019): Horizontal mismatch between employment and field of education. Evidence from a systematic literature review. In: Journal of Economic Surveys, Jg. 33, H. 2, S. 597-603. DOI:10.1111/joes.12271
Abstract
"This paper provides a systematic review of the growing literature on the poor match between employees' field degree and the job requirements, also referred to as horizontal mismatch. We identify the different definitions used in the literature and find that each measure of horizontal mismatch yields substantially different incidence rates. We discuss the validity of the different measures and conclude that a more uniform definition of horizontal mismatch is needed. The likelihood of horizontal mismatch is among other things determined by the extent to which employees possess general skills as opposed to occupation-specific skills, and, it appears to be more frequently present among older workers. Compared to well-matched employees, horizontally mismatched workers generally incur a wage penalty, are less satisfied with their jobs, and are more likely to regret their study programme. The ensuing findings offer guidance to prevent horizontal mismatch as well as a roadmap for future research." (Author's abstract, Published by arrangement with John Wiley & Sons) ((en))
-
Literaturhinweis
Soziologische Arbeitsmarkttheorien: Ein Überblick (2019)
Weingärtner, Simon;Zitatform
Weingärtner, Simon (2019): Soziologische Arbeitsmarkttheorien. Ein Überblick. (Wirtschaft und Gesellschaft), Wiesbaden: Springer VS, 246 S. DOI:10.1007/978-3-658-23743-1
Abstract
"Die Arbeit stellt die erste Einführung und Übersicht zu soziologischen Arbeitsmarkttheorien im deutschsprachigen Raum vor und versucht einen Brückenschlag zwischen Wirtschafts- und Arbeitsmarktsoziologie. Anhand eines mehrdimensionalen Systematisierungskonzeptes werden arbeitsmarkttheoretische Erklärungsansätze aus verschiedenen sozialtheoretischen Forschungsrichtungen vorgestellt und anhand ihrer zentralen Aussagen und empirischen Schlussfolgerungen miteinander verglichen." (Verlagsangaben, © Springer)
-
Literaturhinweis
The minimum wage and search effort (2018)
Adams, Camilla; Meer, Jonathan; Sloan, CarlyWill;Zitatform
Adams, Camilla, Jonathan Meer & CarlyWill Sloan (2018): The minimum wage and search effort. (NBER working paper 25128), Cambrige, Mass., 36 S. DOI:10.3386/w25128
Abstract
"Labor market search-and-matching models posit supply-side responses to minimum wage increases that may lead to improved matches and lessen or even reverse negative employment effects. Yet there is no empirical evidence on this crucial assumption. Using event study analysis of recent minimum wage increases, we find that increases to minimum wage do not increase the likelihood of searching, but do lead to large yet very transitory spikes in search effort by individuals already looking for work. The results are not driven by changes in the composition of searchers." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
On-the-job search with match-specific amenities (2018)
Albrecht, James; Carrillo-Tudela, ; Carlos, ; Vroman, Susan;Zitatform
Albrecht, James & Susan Vroman (2018): On-the-job search with match-specific amenities. In: Economics Letters, Jg. 162, H. January, S. 15-17. DOI:10.1016/j.econlet.2017.10.013
Abstract
"We construct an equilibrium on-the-job search model in which workers value wages and amenities. We show by example that in a standard (Burdett/Mortensen) model with a distribution of worker tastes over amenities, worker mobility need not imply equilibrium wage dispersion." (Author's abstract, © 2017 Elsevier) ((en))
-
Literaturhinweis
Job search requirements, effort provision and labor market outcomes (2018)
Arni, Patrick; Schiprowski, Amelie;Zitatform
Arni, Patrick & Amelie Schiprowski (2018): Job search requirements, effort provision and labor market outcomes. (CESifo working paper 7200), München, 53 S.
Abstract
"How effective are effort targets? This paper provides novel evidence on the effects of job search requirements on effort provision and labor market outcomes. Based on large-scale register data, we estimate the returns to required job search effort, instrumenting individual requirements with caseworker stringency. Identification is ensured by the conditional random assignment of job seekers to caseworkers. We find that the duration of un- and non-employment both decrease by 3% if the requirement increases by one monthly application. When instrumenting actual applications with caseworker stringency, an additionally provided monthly application decreases the length of spells by 4%. In line with theory, we further find that the effect of required effort decreases in the individual's voluntary effort. Finally, the requirement level causes small negative effects on job stability, reducing the duration of re-employment spells by 0.3% per required application. We find a zero effect on re-employment wages." (Author's abstract, IAB-Doku) ((en))
Ähnliche Treffer
auch erschienen als: IZA discussion paper , 11765 -
Literaturhinweis
Can job search assistance improve the labour market integration of refugees? evidence from a field experiment (2018)
Zitatform
Battisti, Michele, Yvonne Giesing & Nadzeya Laurentsyeva (2018): Can job search assistance improve the labour market integration of refugees? evidence from a field experiment. (CESifo working paper 7292), München, 31 S.
Abstract
"We conducted a field experiment to evaluate the impact of job-search assistance on the employment of recently arrived refugees in Germany. The treatment group received jobmatching support: an NGO identified suitable vacancies and sent the refugees' CVs to employers. Results of follow-up phone surveys show a positive and significant treatment effect of 13 percentage points on employment after twelve months. These effects are concentrated among low-educated refugees and those facing uncertainty about their residence status. These individuals might not search effectively, lack access to alternative support programmes, and may be disregarded by employers due to perceived higher hiring costs." (Author's abstract, IAB-Doku) ((en))
Ähnliche Treffer
auch erschienen in: Labour economics, 61 (2019), Art. 101745 -
Literaturhinweis
Economic job search and decision-making models (2018)
Berg, Gerard J. van den; Uhlendorff, Arne;Zitatform
Berg, Gerard J. van den & Arne Uhlendorff (2018): Economic job search and decision-making models. In: U.- C. Klehe & E. A. J. van Hooft (Hrsg.) (2018): The Oxford Handbook of job loss and job search, S. 243-255, 2015-03-15.
Abstract
"The economic job search theory is based on the assumption that individuals have imperfect information about jobs and wages. It takes time to find an acceptable job and individuals have to make decisions about their job search behavior. The optimal job search behavior is characterized by the reservation wage, that is, the wage above which job offers are accepted, and by the search effort. Both components depend on factors such as the income during job search and the probability of receiving a job offer. Search effort can be described by the amount of resources used for finding a job, which includes time but can also include the type of search channels. We present the basic models of economic job search theory and selected empirical findings, in which we focus on the job search behavior of unemployed individuals." (Author's abstract, IAB-Doku) ((en))
Beteiligte aus dem IAB
Uhlendorff, Arne; -
Literaturhinweis
Financial constraints in search equilibrium: Mortensen Pissarides meet Holmstrom and Tirole (2018)
Zitatform
Boeri, Tito, Pietro Garibaldi & Espen R. Moen (2018): Financial constraints in search equilibrium. Mortensen Pissarides meet Holmstrom and Tirole. In: Labour economics, Jg. 50, H. March, S. 144-155. DOI:10.1016/j.labeco.2017.06.003
Abstract
"A key lesson from the Great Recession is that firms' leverage and access to finance are important for hiring and firing decisions. It is now empirically established that bank lending is correlated with employment losses when credit conditions deteriorate. We provide further evidence of this and make causal inferences on the effect of leverage on job losses drawing on a new firm-level dataset that we assembled on employment and financial positions of European firms. Yet, in the Diamond Mortensen Pissarides (DMP) model there is no role for finance. All projects that display positive net present values are realized and financial markets are assumed to be perfect. What if financial markets are not perfect? Does a different access to finance influence the firm's hiring and firing decisions? The paper uses the concept of limited pledgeability proposed by Holmstrom and Tirole to integrate financial imperfections and labor market imperfections. A negative shock wipes out the firm's physical capital and leads to job destruction unless internal cash was accumulated by firms. If firms hold liquid assets they may thus protect their search capital, defined as the cost of attracting and hiring workers. The paper explores the trade-off between size and precautionary cash holdings in both partial and general equilibrium. We find that if labor market frictions disappear, so does the motive for firms to hold liquidity. This suggests a fundamental complementarity between labor market frictions and holding of liquid assets by firms." (Author's abstract, © 2017 Elsevier) ((en))
-
Literaturhinweis
Disentangling goods, labor, and credit market frictions in three European economies (2018)
Zitatform
Brzustowski, Thomas, Nicolas Petrosky-Nadeau & Etienne Wasmer (2018): Disentangling goods, labor, and credit market frictions in three European economies. In: Labour economics, Jg. 50, H. March, S. 180-196. DOI:10.1016/j.labeco.2016.05.006
Abstract
"We build a flexible model with search frictions in three markets: credit, labor, and goods markets. We then apply this model (called CLG) to three different economies: a flexible, finance-driven economy (the UK), an economy with wage moderation (Germany), and an economy with structural rigidities (Spain). In these three countries, goods and credit market frictions play a dominant role in entry costs and account for 75% to 85% of the total entry costs. In the goods market, adverse supply shocks are amplified through their propagation to the demand side, as they also imply income losses for consumers. This adds up to, at most, an additional 15% to 25% to the impact of the shocks. Finally, the speed of matching in the goods market and the credit market accounts for a small fraction of unemployment: most variation in unemployment comes from the speed of matching in the labor market." (Author's abstract, © 2016 Elsevier) ((en))
-
Literaturhinweis
Endogenous separations, wage rigidities and unemployment volatility (2018)
Carlsson, Mikael; Westermark, Andreas;Zitatform
Carlsson, Mikael & Andreas Westermark (2018): Endogenous separations, wage rigidities and unemployment volatility. (Working papers / Institute for Evaluation of Labour Market and Education Policy 2018,05), Uppsala, 33 S.
Abstract
"We show that in microdata, as well as in a search and matching model with flexible wages for new hires, wage rigidities of incumbent workers have substantial effects on separations and unemployment volatility. Allowing for an empirically relevant degree of wage rigidities for incumbent workers drives unemployment volatility, as well as the volatility of vacancies and tightness to that in the data. Thus, the degree of wage rigidity for newly hired workers is not a sufficient statistic for determining the effect of wage rigidities on macroeconomic outcomes. This finding affects the interpretation of a large empirical literature on wage rigidities." (Author's abstract, IAB-Doku) ((en))
-
Literaturhinweis
Unemployment and vacancy dynamics with imperfect financial markets (2018)
Zitatform
Carrillo-Tudela, Carlos, Michael Graber & Klaus Wälde (2018): Unemployment and vacancy dynamics with imperfect financial markets. In: Labour economics, Jg. 50, H. March, S. 128-143. DOI:10.1016/j.labeco.2017.04.005
Abstract
"This paper proposes a simple general equilibrium model with labour market frictions and an imperfect financial market. The aim of the paper is to analyse the transitional dynamics of unemployment and vacancies when financial constraints are in place. We model the financial sector as a monopolistically competitive banking sector that intermediates financial capital between firms. This structure implies a per period financial resource constraint which has a closed form solution and describes the transition path of unemployment and vacancies to their steady state values. We show that the transition path crucially depends on the degree of wage flexibility. When wages do not depend on the unemployment rate the transition path is always downward sloping. This implies unemployment and vacancies adjust in opposite directions as observed in the data. When calibrating the model to the Great Recession and its aftermath we find that the lack of an improvement in the financial sector's effectiveness to intermediate resources played a crucial role in the slow recovery of the labour market." (Author's abstract, © 2017 Elsevier) ((en))
Ähnliche Treffer
auch erschienen u.d.T.: IZA discussion paper , 9525 -
Literaturhinweis
Alternating offers with asymmetric information and the unemployment volatility puzzle (2018)
Clerc, Pierrick;Zitatform
Clerc, Pierrick (2018): Alternating offers with asymmetric information and the unemployment volatility puzzle. In: Labour economics, Jg. 50, H. March, S. 87-91. DOI:10.1016/j.labeco.2017.08.001
Abstract
"To provide micro-founded real wage rigidities, the literature on the unemployment volatility puzzle has considered alternating offers on one side, and asymmetric information on the other. Separately, however, these two frameworks deliver a limited amount of wage stickiness and thus require questionable calibrations to raise unemployment fluctuations. In this paper, we argue that the alternating offers model with one-sided asymmetric information, which combines the two frameworks, gives a more satisfactory answer to the puzzle. The results are improved along two dimensions. First, we show that this model is capable to generate large unemployment movements for a realistic calibration. Secondly, the model produces a right degree of real wage pro-cyclicality for such a calibration and therefore delivers a micro-founded explanation to real wage rigidities." (Author's abstract, © 2017 Elsevier) ((en))
-
Literaturhinweis
Imperfect monitoring of job search: structural estimation and policy design (2018)
Zitatform
Cockx, Bart, Muriel Dejemeppe, Andrey Launov & Bruno Van der Linden (2018): Imperfect monitoring of job search. Structural estimation and policy design. In: Journal of labor economics, Jg. 36, H. 1, S. 75-120. DOI:10.1086/693868
Abstract
"We build and estimate a nonstationary structural job search model that incorporates the main stylized features of a typical job search monitoring scheme in unemployment insurance (UI) and acknowledges that search effort and requirements are measured imperfectly. On the basis of Belgian data, monitoring is found to affect search behavior only weakly because assessments were scheduled late and infrequently, the monitoring technology was not sufficiently precise, and lenient Belgian UI results in caseloads that are less responsive to incentives than elsewhere. Simulations show how changing the aforementioned design features can enhance effectiveness and that precise monitoring is key in this." (Author's abstract, IAB-Doku) ((en))
Ähnliche Treffer
auch erschienen als: IZA discussion paper , 10487 -
Literaturhinweis
Schneller Internetzugang hilft Arbeitslosen bei der Jobsuche (2018)
Zitatform
Diegmann, André, Nicole Gürtzgen, Laura Pohlan & Gerard J. van den Berg (2018): Schneller Internetzugang hilft Arbeitslosen bei der Jobsuche. In: IAB-Forum H. 13.12.2018, o. Sz., 2018-12-04.
Abstract
"Das Internet als Massenmedium hat die Art und Weise, wie Arbeitgeber und Arbeitsuchende zusammenfinden, entscheidend verändert. Eine aktuelle Studie zeigt, dass ein schneller Internetzugang in den ersten Jahren der Verbreitung des Breitbandinternets die Erfolgschancen der Jobsuche von Arbeitslosen in Deutschland verbessert hat." (Autorenreferat, IAB-Doku)